Protection of labor rights

The main and priority right of the Trade Union is to represent and protect the labor and socio-economic rights and interests of the trade union members.

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Appeals for legal protection processed

The feature of the trade union's human rights activism function is that employees unite independently and on a voluntary basis in order to protect their rights, freedoms, and interests. Human rights activism shall be carried out within the limits of the granted rights and obligations.

Law of Ukraine

On Trade Unions,Their Rights and Guarantees of Activity

Article 1

A collective labour agreement, contract shall be entered into based on the current legislation, obligations assumed by the parties to regulate industrial, labour and socio-economic relations and alignment of interests of employees and employers.

Article 3

A collective labour agreement shall be entered into by and between an employer and one or more trade union bodies, and in the absence of such bodies — by employees' representatives elected and authorized by the staff.

Article 5

The terms and conditions of collective labour agreements and contracts entered into pursuant to the current legislation shall be binding upon the enterprises to which they apply and parties who have entered into them.

Article 9

The provisions of a collective labour agreement shall apply to all employees of enterprises, regardless of whether or not they are members of a trade union, and shall be binding upon both the employer and employees of the enterprise. The provisions of general, sectoral (intersectoral), territorial agreements shall apply directly and shall be binding upon all entities within the area of activity of the parties who have signed the agreement.

зображення договору та рук, що тримають кулькову ручку

Collective labor agreement

The collective labor agreement shall be an agreement between the Administration of Nova Poshta LLC and the Trade Union of Nova Poshta LLC (Nova Poshta LLC VPSP ), which represents the staff. The collective bargaining agreement shall define the mutual production, labor and socio-economic relations between two parties. The provisions of theCollective Bargaining Agreement shall apply to all employees and shall be binding upon them.

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Each employee shall have the right to:

Protection of his/her labor rights in accordance with the procedure established by the current legislation of Ukraine;
Working conditions meeting sanitary, safety and hygiene requirements;
Social insurance assistance;
Rest which is guaranteed by the duration of working hours set by the current legislation of Ukraine and is ensured by the provision of days off, holidays and non-business days, paid annual leave;
Remuneration of labor without any discrimination and no lower than the minimum amount set by the current legislation of Ukraine;
Social security in case of disability additional labor and social benefits stipulated by the current legislation of Ukraine and Collective Bargaining Agreement.

Most common appeals:

Pecuniary liability
Reprimands
Bonus reduction
Violation of the employee's rights
Conflict situations with a manager or colleague
Information assistance/consultation
Accrual/payment of salary
Other types of appeals

Cases

Bonus reduction

01
Bonus reduced
The employee's bonus was reduced by UAH 1,200, he applied for protection to the Trade Union
02
Applied
We received the appeal and entered it into the log
03
Submitting the request
We wrote to the Director of the Labor Department and Director of HR Management
04
Providing arguments
Based on the laws, regulations and Collective Bargaining Agreement, we demand to accrue the deducted funds
05
Cancelling
We receive the response on cancellation of the bonus reduction
06
Resolved
The employee receives the deducted funds along with the salary

Sick pay

01
Sick pay
It was explained to the employee in the salary explanation that the sick pay was accrued, yet it was not credited
02
Applied
The employee applied for help to the Trade Union
03
Submitting the request
We submitting a request to the accounting department for an explanation of sick pay accrual
04
Received a response
The sick and vacation pay accrual department paid part of the salary, and the part for which the social insurance fund is responsible will be paid after consideration of the application
05
Resolved
The appeal was resolved, the employee received the explanation

Salary

01
Incorrect Salary Calculation.
A Trade Union member complained about unaccounted working hours.
02
Complaint received:
We logged the member’s complaint.
03
Request submitted:
Addressed the Motivation Department, conducted analysis, and monitored data verification.
04
Argumentation:
Based on laws, regulatory acts, and the Collective Agreement, we demanded the funds be recalculated.
05
Result:
40 hours were added to the salary calculation, and the difference was paid out.
06
Resolution:
The Trade Union corrected the error and ensured accurate payments.

Change in Working Conditions

01
Change in Working Conditions Due to Health Issues
An employee with a disability required adjusted working conditions based on medical recommendations.
02
Complaint received:
We logged the request.
03
Request submitted:
Prepared inquiries to the employer and provided legal consultations.
04
Argumentation:
Citing laws, regulatory acts, and the Collective Agreement, we demanded the working conditions be revised.
05
Result:
Working conditions were adjusted in compliance with medical advice.
06
Resolution:
The Trade Union successfully defended the employee’s right to a comfortable working environment.

Ammunition procurement

01
Ammunition procurement
Procurement of Additional Equipment for a Mobilized Member
02
Complaint received:
The request was logged.
03
Request submitted:
Inquiries were prepared and sent to the employer.
04
Actions:
Referred the request to specialists and negotiated with the employer.
05
Result:
The necessary equipment was purchased and delivered to the employee.
06
Resolution:
The Trade Union promptly addressed the member’s needs.

Replacement of a Cooler and Increased Water Supply Limit

01
Replacement of a Cooler
Employees complained about an old water cooler and insufficient water supply.
02
Complaint received:
The issue was logged.
03
Request submitted:
Prepared inquiries to the employer.
04
Actions:
Initiated a request to the Supply Department and negotiated with the employer.
05
Result:
The cooler was replaced, and the water supply limit was increased.
06
Resolution:
The Trade Union’s prompt intervention improved working conditions.

Compensation

01
Compensation for Downtime Due to a Cyberattack.
Employees were left unable to work due to the unavailability of equipment.
02
Complaint received:
The issue was logged.
03
Request submitted:
Inquiries were prepared and sent to the employer.
04
Actions:
Negotiated with management for compensation during the downtime.
05
Result:
Employees received bonuses for the downtime period.
06
Resolution:
The Trade Union protected employees’ rights to compensation.

Restoration of Labor Rights

01
Restoration of Labor Rights After Illegal Suspension of Employment Relations.
An employee discovered their employment relations had been suspended without prior notice.
02
Complaint received:
The case was logged.
03
Request submitted:
Prepared inquiries to the employer.
04
Actions:
Conducted an investigation and requested explanations from the employer.
05
Result:
The suspension was canceled, and the employee was paid for the downtime period.
06
Resolution:
The Trade Union restored the employee’s rights through effective advocacy.

Algorithm and chronology
of processing the appeals

1
step
1st day
We accept your appeal (Facebook, telephone, Viber, request to the Head of PTU, e-mail, etc.)
2
step
1st day
We verify your membership in Nova Poshta LLC VPSP
3
step
2nd-3rd day
We create an algorithm for resolution, consult with the Head of PTU
4
step
5th-7th day
Drawing up a relevant list (appeal/request/submission) for the management
5
step
up to the 7th day
Response to your e-mail that the request is under processing and term of response
6
step
7th day
Closing the appeal requiring no further requests

Usually, simple appeals
are resolved in two letters!

Appeals resolved
up to the 7 days

A detailed explanation of salary
Leave-related issues
Consultations on explanatory notes
Consultations on job description
Request for contact details with a specific department
Consultations on financial aid
Consultations on caring for a sick relative
Consultation on restoration after parental leave
Consultation on employment record

Appeals resolved
7th-31st day

Reprimands
Sick pay
Reduction of employee's working hours
Transfer of employee to a rate system
Bonus reduction
Conflict with a manager
Ensuring security of employees
Redundancy
Working conditions

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