A 2015. éves régiósítás során a szakszervezetek úgy fogadták el az összevonás lehetőségét és az azzal kapcsolatos döntéseket, hogy nem fogalmazták meg azokat a követeléseket, amelyek a munkavállalók érdekeit egyértelműen szolgálták volna. Ilyen például a megyék közötti bér és jövedelemkülönbségek, valamint az eltérő foglalkoztatási szabályok. Utólag megállapíthatjuk, hogy nem voltunk felkészültek, de a negatív tapasztalatok birtokában, újból ezt a hibát nem követhetjük el, tehát időben a szakszervezeteknek meg kell határozni azt, hogy milyen feltételek mentén támogatják és segítik a Volán társaságok beolvadását a VOLÁNBUSZ Zrt-be.



Közös nevezőre kell jutni abban, hogy – a közúti közösségi közlekedés területén – a munkaerőpiac nem határozhatja meg eltérően a munkaerő árát, tehát ugyanazon munkáért minden régióban azonos munkabért kell a munkáltatónak biztosítani.


Kérdés még, hogy a VOLÁNBUSZ Zrt-be történő beolvadással, az ott hatályban lévő Kollektív Szerződés hatályban marad-e és annak szakaszai kiterjeszthetőek-e az összes átvett munkavállalóra, úgy, hogy azok egyéni munkaszerződéseiben foglalt besorolási bérei nem (csökkennek) változnak.


Az alábbi szabályozás alapján nem sok kétség lehet, hogy a beolvadáskor a jogutód munkáltató KSZ-e lesz a hatályos.

282. § (1)A munkáltató személyében bekövetkező változás esetén az átvevő munkáltató az átvétel időpontjában a munkaviszonyra kiterjedő hatályú kollektív szerződésben meghatározott munkafeltételeket az átvétel időpontját követő egy évig köteles fenntartani

(2) Nem terheli az (1) bekezdésben foglalt kötelezettség a munkáltatót, ha a kollektív szerződés hatálya az átvétel időpontját követő egy évnél korábbi időpontban megszűnik, vagy a munkaviszonyra az átvételt követő időpontban kollektív szerződés hatálya terjed ki.

Továbbá:

Az átvevő munkáltató nem köteles fenntartani az átadó kollektív szerződése szerinti munkafeltételeket, ha a munkaviszonyra az átvételt követő időpontban kollektív szerződés hatálya terjed ki. Tehát, ha az átvevőnek az átadás után van, illetve később lesz „saját” kollektív szerződése, úgy az átvett munkavállalókra is ezt és nem az átadó kollektív szerződését kell alkalmazni. Ennek indoka az, hogy a munkáltató csak egy kollektív szerződést köthet, és a munkafeltételeket meghatározó normatív rész hatálya minden, vele munkaviszonyban álló munkavállalóra kiterjed. E szabály tehát annak veszi elejét, hogy egy munkáltatónál több kollektív szerződést kelljen alkalmazni, mást és mást az egyes munkavállalókra.


A VOLÁNBUSZ Zrt. bérrendszere elég összetett és teljesítményösztönző, ami a SZAKSZ álláspontja szerint – figyelembe véve a vidék közszolgáltatására épülő fordákat – elég eltérő bérszínvonal kialakulását eredményezné, a társaságon belül.


Mindezek alapján a beolvadással kapcsolatban, rövid időn belül egyeztetést kell tartani az érintett szakszervezeteknek és azt követően konzultációt kezdeményezni a VOLÁNBUSZ Zrt. elnök-vezérigazgatójánál, ahol minél előbb tisztázni kell a foglalkoztatással kapcsolatban felmerülő vitás kérdéseket.


A szakszervezetek csak akkor támogathatják a régiók további összevonását és működhetnek együtt a VOLÁNBUSZ Zrt-vel, mint átvevő munkáltatóval, ha biztosítani tudja azt, hogy a beolvadás során az átvett munkavállalók a folyamatnak nem lehetnek vesztesei.



Dobi István

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