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style=\"vertical-align: inherit;\">Choose a state\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\n                            \u003Cul class=\"m-0 p-0 list-states\">\n                                                                                                                                                                                                                                                                                            \u003Cli>\n                                        \u003Ca data-gtx-channel=\"b\" data-gtx-link=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-holzbau-meistergewerbe-2022\" data-gtx-json=\"\" data-state=\"b\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n                                            Burgenland\n                                        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KOPFBEREICH ARTIKEL end -->\n        \u003Cdiv class=\"container\">\n            \u003Cdiv class=\"row\" data-gtm-section=\"Content\">\n                \u003Cmain class=\"col-lg-8\" data-gtm-element=\"article\">\n                    \u003Cdl>\n        \u003Cdiv>\n        \u003Cdt>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Applies to:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdt>\n        \u003Cdd>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n                            Austria-wide\n                    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdd>\n    \u003C\u002Fdiv>\n\u003C\u002Fdl>\n\u003Chr>\n    \u003Cdiv class=\"alert alert-box alert-info border-0 rounded-0 bg--purple-secondary\" role=\"alert\" data-gtm-box=\"Achtung\">\n        \u003Cdiv class=\"alert-info-icon\">\n            \u003Csvg class=\"icon icon-warning-triangle\" data-gtx-icon-sprite=\"icon-warning-triangle\">\u003C\u002Fsvg>\n            \u003Cspan>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Danger\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fspan>\n        \u003C\u002Fdiv>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n        ARCHIVED - no longer valid\n    \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\n\n                    \u003C!-- Content start -->\n                    \u003Ch3 id=\"heading_Kollektivvertrag_fuer_das_Holzbau_Meistergewerbe\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Collective Agreement for the Master Timber Construction Trade\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Cp class=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">concluded between the Federal Guild of Timber Construction on the one hand and the Austrian Trade Union Federation, Construction – Timber Trade Union, on the other hand\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Status of the consolidated version: May 1, 2022\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Chr>\u003Ch4 id=\"heading_Inhaltsverzeichnis\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Table of contents\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_1\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 1 Scope\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_2\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2 Working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_2A\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2A Other distribution of normal working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_2B\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2B Flexible working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_3\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 3 Overtime, Sunday, holiday and night work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_4\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 4 Surcharges for overtime, Sunday, holiday and night work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_5\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 5 Wages\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_6\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 6 Allowances\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_7\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 7 Remuneration in case of absence from work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_8\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 8 Wage calculation and payment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_9\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 9 Business Travel Remuneration\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_10\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 10 Apprentices\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_11\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 11 Miscellaneous\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_12\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 12 Christmas bonus\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_13\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 13 Vacation and vacation allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_14\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 14 Limitation provisions\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_15\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 15 Termination of the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_16\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 16 Severance Pay\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_17\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 17 Final Provisions\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa> \u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_Anhang_I\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex I\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_Anhang_II\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex II\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\">\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#heading_Anhang_III\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex III\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003C\u002Fp>\u003Chr>\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This framework collective agreement (as of May 1, 2022) is not an authentic collective agreement text. All information is provided without guarantee, and any liability for errors in this text is excluded.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fp>\u003Chr>\u003Chr>\u003Ch4 id=\"heading_1\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 1 Scope\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This collective agreement covers\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) spatially:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> to the territory of the Republic of Austria,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) personally:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> to all employees (including apprentices) who are not employees within the meaning of the Employees Act and who are employed by one of the establishments referred to in c),\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) professional:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> to all companies whose owners are members of the Federal Guild of Timber Construction within the meaning of the professional organization regulations, in the currently valid version.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_2\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2 Working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1st\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The normal weekly working hours for all employees are 39 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr style=\"\">\u003Cp>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The start and end of working hours can also be determined by the arrival at the construction site and the departure from the construction site\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If on days due to adverse weather conditions or other circumstances the applicable working hours cannot be observed, the employer or his representative shall, in agreement with the works council, determine the start and end of the working hours or any induction periods.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tThe weekly working time of 39 hours shall not apply in the following cases:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> On contribution hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Minor preparatory and final work (auxiliary work) that must precede or follow the actual work process at the workplace, eg collecting and delivering one's own tools or those provided by the company, cleaning equipment, etc. This also includes the preparatory and final work of the supervisory staff.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> On the working hours of permanent site and construction security guards and doormen. The maximum working week in these cases is 48 hours. The daily working hours in such cases may not exceed 12 hours. The persons affected by this provision shall have a day of rest after six consecutive working days, ie a 36-hour rest period. Every third day of rest must be a Sunday.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The working hours of drivers and co-drivers, kitchen and other warehouse staff. For these, overtime of up to 8 hours per week can be agreed within the company in accordance with Section 7 Paragraph 2 of the Working Hours Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The 24th and 31st of December are days off work, with continued payment of wages for the hours of work missed.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\"> \u003C\u002Fp>\u003Ch4 id=\"heading_2A\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2A Other distribution of normal working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. General\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> In addition to the regular weekly normal working hours of 39 hours pursuant to Section 2, a different distribution of the weekly normal working hours is possible in the companies, subject to the application of the respective participation rights and consent requirements.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">According to Section 11 Paragraph 2a of the Child and Young Persons Employment Act, a different distribution of the normal weekly working hours is also permitted for workers and apprentices under the age of 18.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tExtension of normal working hours and time off in lieu \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The regular weekly normal working hours can be extended up to 40 hours. In order to achieve the collectively agreed weekly normal working hours of 39 hours, time off in lieu must be in whole days.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The time off must be made within an averaging period. If the averaging period is more than 13 weeks up to a maximum of 52 weeks (1 year), a works agreement is required to determine this, and where there is no works council, a written individual agreement is required.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Time compensation\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The difference between the average weekly normal working hours and the collectively agreed weekly normal working hours (39 hours) is to be compensated by time compensation in whole days:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the time off for in-work time is not determined in advance by agreement in accordance with section 2, the time at which it is taken must be agreed between the employer and the employee. If no agreement is reached, in-work time must be taken before the end of the averaging period. In the case of vacation, public holidays and paid absence from work before the end of the averaging period, in-work time must be taken immediately before or after. If this is not possible for important reasons within the meaning of Section 20 AZG, it can be carried forward to the next payroll period. If the time off for in-work time is not determined in advance, if working hours are distributed in accordance with section 2, there is no entitlement to in-work time for the days of paid vacation (ie no time credit for in-work time). If in-work time cannot be taken for reasons on the part of the employer, at the end of the agreed averaging period, the time worked in excess of 39 hours per week is to be counted as overtime and paid; in all other cases, the hourly wage without overtime premium is payable.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">With the exception of mutually agreed vacation, public holidays and compensatory rest in accordance with the Working Rest Act, any previously agreed time off for compensatory time remains valid in all cases of paid and unpaid absence from work. In these cases, agreed time off is considered to have been used up.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. Notification of the respective weekly working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Within the framework of the weekly normal working hours agreed for the averaging period, the extent and location must be determined two weeks in advance, taking into account Section 97 Paragraph 1 Item 2 of the Labor Constitution Act , and communicated to the employees concerned in an appropriate form, unless important and unforeseeable events occur that cannot be influenced by the employer. In this case, the working hours must be arranged as soon as possible.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. Overtime\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The extent to which the normal weekly working hours are reduced (previously 40 hours, 1 hour per week) is overtime; this additional work is not counted towards the permitted amount of overtime. This principle also applies if the normal working hours are distributed differently.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A surcharge of 50% is payable for overtime (§ 4).\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr style=\"\">\u003Cp>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Except in cases where a normal working day of more than 9 hours is permitted by law, the daily working hours may not exceed 9 hours. Furthermore, the weekly working hours may not exceed 41 hours due to the additional work, except in the case of shift work, training in connection with public holidays in accordance with Section 4 Paragraph 3 AZG and in cases of longer normal working hours in the collective agreement. The same commission applies to the ordering of additional work as to the ordering of overtime in accordance with Section 6 Paragraph 2 AZG. Additional hours must be ordered in advance and designated as such; retroactive designation is not permitted.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours for which an overtime premium of more than 50% is to be paid under the collective agreement are not considered additional work but overtime.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. Favorability clause\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> It is stated that the provisions of this paragraph on the different distribution of normal working hours and the reduction of the collectively agreed normal working hours to 39 hours represent overall a more favorable regulation than the Working Hours Act. Deviations of individual commissions from the statutory regulations are compensated for by the reduction of the normal working hours to 39 hours and the agreed wage compensation.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Ch4 id=\"heading_2B\" class=\"aloha-customized\">\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexworktxt\">\u003Ch4 id=\"heading_2B\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2B Flexible working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Normal working hours may be distributed irregularly within an averaging period of up to 52 weeks so that the average working hours do not exceed 39 hours per week over the averaging period. This arrangement must be agreed upon in writing with each employee by works agreement in companies where no works council has been established.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The extension of normal working hours per week may be up to 45 hours in 26 calendar weeks within a period of 52 weeks. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In this way, a maximum of 156 hours of time credit can be acquired after the 39th up to and including the 45th hour of the week within 52 weeks from the start of the first averaging period. The hours exceeding this are to be counted as overtime and paid. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The difference between the average weekly normal working hours and the weekly normal working hours stipulated in the collective agreement (39 hours) is to be compensated by time off in full days.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\"> \u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> During the averaging period, wages are due to the average normal working hours of 39 hours. Hourly-based remuneration components (allowances, bonuses) are calculated based on the hours worked.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If the time balance has not been fully made up at the end of the averaging period, it must be made up within a grace period of one month. If the employee is ill at the time of use or is otherwise prevented from using the time credit for personal reasons, the period is extended by this time. If the balance is not made up, the time credit must be paid as overtime. A negative hourly balance is considered to have been worked at the end of the averaging period.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If there is a time credit at the end of the employment relationship, compensation will be paid at the hourly rate in the event of justified dismissal of the employee, voluntary termination of the employment contract by the employee or resignation without good cause, and in other cases at the overtime rate. The employee must repay any time debt at the end of the employment relationship in the event of justified dismissal of the employee, voluntary termination of the employment contract by the employee or resignation without good cause.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The employee must be informed of the number of credit hours worked during the payroll period and the balance of the credit hours account with each payroll payment.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tThe agreement pursuant to section 1 must contain more detailed provisions on how the respective normal working hours are determined and how time off is claimed. The working hours schedule, the location and extent of normal working hours must be communicated to each employee affected at least 2 weeks before the start of the averaging period. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">By mutual agreement, a change to this schedule is permissible by works agreement or, in companies without a works council, by written individual agreements and must be communicated to the employees on the last working day before the start of the corresponding calendar week.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Within the meaning of Section 11 Paragraph 2a of the Child and Young Persons Employment Act, a different distribution of the normal weekly working hours is also permissible for workers and apprentices under 18 years of age.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_3\" class=\"aloha-customized\">\u003C\u002Fh4>\u003C\u002Fdiv>\u003Ch4 id=\"heading_3\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 3 Overtime, Sunday, holiday and night work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tOvertime is defined as working time which exceeds the respective fixed daily or weekly normal working hours pursuant to Section 2, 2A or 2B as well as additional work pursuant to Section 2A, Paragraph 6.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Overtime is in any case\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(a)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> any unit of time exceeding a normal daily working time of 9 hours, except in cases where a longer normal daily working time is permitted by law,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tany time unit exceeding 1 hour of overtime per week will be remunerated at the appropriate additional rate.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of short-time work, overtime is defined as the working time that exceeds the daily working hours set as the basis for the 39-hour week. In companies where the normal working hours are less than 39 hours a week, the working hours that exceed the daily working hours set are considered additional work. This provision does not apply in cases where the normal 39-hour working time cannot be adhered to, for example due to traffic difficulties.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> No employee may be forced to work overtime or extra hours, but preparatory and final work as well as work that cannot be postponed must be carried out on the express instruction of the employer or his representative.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Sunday work is defined as work on Sundays between 0 and 24 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Night work is defined as work between 8 pm and 5 am Minor preparatory and final work that precedes or follows the actual work process is not considered night work.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tThe following are public holidays: January 1st, January 6th, Easter Monday, May 1st, Ascension Day, Whit Monday, Corpus Christi, August 15th, October 26th, November 1st, December 8th, 25th and 26th. Good Friday is a public holiday for members of the Protestant churches AB and HB, the Old Catholic Church and the Methodist Church within the meaning of the Working Rest Act - ARG - Federal Law Gazette I No. 152\u002F15 in its currently valid version.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> For the working hours lost on public holidays (from 0 to 24 hours), regular remuneration must be paid in accordance with the Working Rest Act - ARG - Federal Law Gazette I No. 152\u002F15. If one of the holidays mentioned in paragraph 5 falls on a Sunday, it is not considered a public holiday. In such a case, any work performed will be paid in accordance with the other provisions of this collective agreement for Sunday work. Employees who are absent from work on the working day before and after a public holiday will only receive remuneration for the holiday if there is a reason for their absence within the meaning of Section 7 of this collective agreement. This commission does not apply if work is suspended by mutual agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If work is not carried out on a public holiday not listed in the Working Rest Act by order of the employer, the lost working hours shall be paid in accordance with the collective agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If a public holiday falls on a working day on which no work is normally carried out, no pay will be paid for that holiday if no work is carried out.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_4\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 4 Surcharges for overtime, Sunday, holiday and night work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The basis for calculating the allowances is the hourly wage.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Allowances pursuant to Section 6 shall not be taken into account when calculating the supplements.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tThe following surcharges shall be paid, except for preparatory and final work pursuant to Section 3, Paragraph 2 and for work pursuant to Section 2, Paragraph 4 a) and b):\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> for overtime between 5 am and 8 pm and for additional work 50%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tfor overtime between 8 pm and 5 am 100%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> for working hours, excluding overtime, between 8 pm and 5 am 50%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\"> \u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If overtime is performed after 5 am following these working hours, it must be paid at a surcharge of 100 percent.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tfor Sunday work 100%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> for work carried out on public holidays,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">aa)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> if it falls on a working day on which, due to the public holiday itself, there is a right to rest from work and continued payment of wages, 50% (thus public holiday pay and wages increased by 50 percent),\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">bb)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> if it falls on a working day on which, due to the weekly working time schedule, no work is regularly carried out, 100% (hence wages with a 100% surcharge).\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If work is carried out which requires the employee to work for more than 16 hours in one go, whereby for every 8 hours of work within that time, up to 1 1\u002F2 hours of meal and rest breaks are not considered to be an interruption of the work in one go, then a surcharge of 150% will be charged for the entire working time, even if it falls within normal working hours. The meal and rest breaks are generally unpaid breaks.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If an employee is unable to complete the working hours set for the working day in question because he\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> is absent from the company and is entitled to remuneration in accordance with Section 7,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> for reasons excused by the employer,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> due to force majeure\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is absent, he is entitled to payment of additional payments for those hours worked beyond the normal working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If several surcharges apply simultaneously, only the highest surcharge shall apply.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> For the employees referred to in Section 2, paragraph 4 c) and d), a flat rate for overtime may be agreed.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_5\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 5 Wages\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The wage rates for the individual employment groups are recorded in a wage table (appendix or appendix) and form an integral part of this collective agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tPiecework can be agreed. The piecework agreement must be signed by the employer or his representative, all employees involved in the piecework and the responsible works council. In the case of piecework, the contractual hourly wage is guaranteed.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  \tThe compensation of premiums for overtime, Sunday, holiday and night work as well as allowances through increased wages or increased piece rates is not permitted.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Ch4 id=\"heading_6\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 6 Allowances\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the following work, allowances are payable on top of the normal hourly wage for the time during which the work is carried out. If several allowances are payable at the same time, up to two work allowances are generally to be paid in parallel, namely the two highest allowances.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) Supervision\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Carpenters who supervise an independent work party of at least 3 employees receive a 15% allowance for the duration of their employment. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">They are obliged to work themselves. Employees whose wage rates already include the allowance for supervision (foremen and assistant foremen) are not entitled to this allowance.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) Dirty and demolition work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> For work during which the employee comes into contact with smoke, soot, ash or other particularly dirty substances to a considerable extent, as well as the removal of tram or Dippelbaum ceilings, including the clearing of fill, for the removal of ceiling plaster and for the fastening of Heraklith panels to ceilings and sloping roofs 10% \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Workers who are engaged in demolition work, as well as employees who are exposed to particular dust during the demolition work 15%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) High work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Col>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tFor work on towers at a height of 16 m above ground level and for scaffolding on towers at a height of 10 m above ground level 15%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For work on silos with a minimum height of 30 m and more above ground, an allowance must be paid from a height of 16 m above ground, and for work on buildings with a minimum height of 30 m above ground, an allowance must be paid from the eighth floor above ground for the following work: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">aa)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tErection, removal of scrap or main scaffolding and relocation of the aforementioned scaffolding. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">bb)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tFormwork and stripping (of concrete formwork) on external and side building walls, unless an adjacent building or main scaffolding reaches the height of the work platform. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cc)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Scaffolding work in silos, measured from 16 m, hopper bottom 10%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(not applicable)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tEmployees who are employed in the assembly or disassembly of suspended and ladder scaffolding receive 15%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fli>\u003C\u002Fol>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> For work while roped in 10%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) Work on construction sites in the mountains\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The allowance is 12% for altitudes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">above 1600 m to 2000 m and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20% above 2000 m\t\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) Cableway support and drilling rig work:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Work on cableway supports and drilling rigs shall be remunerated with an allowance on top of the hourly wage due, namely for the preparation, erection and repair work and transport of the structural components, namely:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">aa)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \ton level ground for workers engaged in installation work 20 %\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">bb)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tin hilly terrain 30%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cc)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> on slopes with a gradient of more than 30 percent and in the mountains 40 %\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">These allowances are paid for a construction height of 10 m above the ground. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the cases referred to in bb) and cc), the allowance is paid for the manual transport of the construction parts to the installation site, for the preparation of the construction parts (on site), for the installation and for repair work on the objects in question.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 7 Remuneration in case of absence from work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Illness and accident at work:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The entitlement to remuneration in the event of illness and accident at work is regulated and applicable in the Continued Remuneration Act (BGBl. No. 399\u002F1974) in the currently valid version.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Doctor's visits, outpatient treatment and health checks:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The employee is entitled to remuneration for the hours of work necessarily missed for doctor's visits, outpatient treatment and health checks. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration is only due for doctor's visits, outpatient treatments and health checks that could not be carried out outside of working hours and only if another doctor could not have carried them out without or with less missed working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"\" style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. In the event of absence from work due to important personal reasons relating to the employee, in particular:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Summonses to courts, authorities and public offices, if these are not matters for which the employee is responsible and the employee can prove this with a written summons or an official confirmation of the necessary time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Proceedings in one's own case before ordinary courts, if the claim has been granted, unless the defendant has also been ordered to pay compensation for loss of earnings, the necessary time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Your own wedding and the wedding of your own children 1 day\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Birth of own children 1 day\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Death of the spouse or partner and children (foster children) 3 days\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Death of parents, siblings, parents-in-law, grandparents 1 day\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Serious illness of family members belonging to the household, provided that the doctor certifies that the employee's presence is necessary for temporary care 1 day\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">h)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Relocation, once per calendar year 1 day\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(i)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> When summoned for conscription, the necessary time shall be granted.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">j)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> A one-off paid time off is entitled to complete the apprenticeship examination for the time required.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">k)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Apprentices shall be granted paid time off for the first attempt at the Class B driving test for the time required; a maximum of one working day.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reasons for impediment that are not to be recognized include, in particular:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> summons to courts, authorities and offices in one's own case if the matter is one's own fault, or to court hearings in which the claim was not granted. Summons to tax authorities due to arrears in taxes if the tax arrears actually exist. Arrest and other prison sentences. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Submitting complaints or petitions to courts or authorities that can be dealt with in writing. Working as an assessor in courts or offices, member of the local council or in other public institutions.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Ch4 id=\"heading_8\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 8 Wage calculation and payment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Payment is made for the time: \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> during which work was carried out, whereby the employer must employ the employee for the duration of the employment relationship. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If professional employment is not possible, the employee must temporarily perform other work in the company for the same remuneration. If the employee is refused to perform such reasonable work, the employee can be dismissed;\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tthe ordered or usual availability for work, in particular in the case of employees whose regular working hours are more than 39 hours per week [Section 2, point 4 c), d)];\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> absences from work for which the employee is not responsible, provided that the present collective agreement provides for the payment of remuneration.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Even if normal working hours are distributed differently in accordance with Section 2A, points 2 and 3 or Section 2B, wages for the average normal working hours of 39 hours are due during the calculation period. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of performance-related pay systems, different arrangements can be made by company agreement or, in companies without a works council, by written individual agreement. Hourly-based components of remuneration (e.g. allowances, surcharges) are calculated based on the hours worked.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Employees who drive a crew transport vehicle provided by the employer outside of normal working hours for the purpose of transporting other employees to or from external work sites (construction sites) in order to perform the actual work there are entitled to a driving time allowance of € 12.17 per hour for the duration of the vehicle driving \u003C\u002Ffont>\u003C\u002Ffont>\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#note-1\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">*)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> . The driving time is to be calculated according to the driving time during which the driver transports at least one other employee in addition to himself. In deviation from Section 5 Z 3, a flat-rate regulation is permissible for this. These times are to be taken into account when claiming daily allowance. No driving time allowance is due for times for which travel expenses are due in accordance with Section 9 Section III. The driving time allowance increases at the start of a collective wage increase by the percentage by which the collective minimum wage increases.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Ca name=\"note-1\">\u003C\u002Fa>\n\u003Cp class=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">*) \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Driving time allowance is also payable for journeys from the crew quarters to the construction site and back\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> .\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Scheduled breaks are not considered working time, with the exception of breaks pursuant to Section 11, Paragraphs 3, 5 and 7 of the Working Hours Act (Federal Law Gazette No. 461\u002F69 in its current version).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Payroll accounting and payment are usually carried out monthly. The payroll period is the calendar month. Payroll with debt-discharging effect is made into the employee's bank account.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> All wages for the wage payment period must be paid out in such a way that these wages are available by the 15th of the month following the wage payment period. The wage slips must be given to employees in writing as soon as they are available, but no later than the 15th of the month following the wage payment period. (A change can be made by means of a works agreement within the meaning of Section 97 Paragraph 1 Number 3 of the Labor Constitution Act.)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If the 15th of the month falls on a Saturday or public holiday, payment will be made on the previous working day. If the 15th falls on a Sunday, payment will be made on the previous Friday.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The employer is obliged to give the employee an accurate statement of wages, allowances and deductions when paying wages.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The full or partial payment of wages in kind is not permitted.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Payment for overtime, Sunday, holiday and night work shall only be made if the work is carried out on the express instructions of the employer or his representative.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_9\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 9 Business Travel Remuneration\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fh4>\u003Ch4 id=\"heading_I__Taggeld\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I. Daily allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Employees who are assigned to work on construction sites outside the permanent, fixed establishment for which they were hired are entitled to a daily allowance. Work on construction sites is in any case considered to be work outside the permanent, fixed establishment.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The entitlement to daily allowance exists for those days on which actual work is performed for more than 3 hours or, in the case of bad weather, on which the employee is available to work for more than 3 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. (a)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The employer’s permanent place of business and the employee’s place of residence must be recorded in the employment contract or service certificate.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tPlace of residence is the municipal area of ​​the place where the employee has his or her main residence in Austria. Foreign main residences in border districts (cross-border commuters) are treated as a main residence in Austria, provided that the employee does not have a main residence in Austria.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Proof of the main residence, where the employee has his actual center of life interests, is provided by the employee submitting an official confirmation. Any change to this main residence must be reported to the employer immediately. If the employee does not provide proof or if there is no main residence in Austria or in a border region, the initial reception location at the respective employer in Austria is considered the starting point.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If the employee starts work from the permanent, fixed place of business or from their place of residence in accordance with item 3, they are entitled to a daily allowance if the employee is deployed on construction sites outside the permanent, fixed place of business on behalf of the employer and returns to their place of residence every day. The daily allowance for working hours of more than 3 hours will be €9.30 per working day from May 1, 2022. A higher amount can be agreed by works agreement, which will replace the value set out in the collective agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If work is carried out on construction sites on behalf of the employer outside the place of residence in accordance with item 3, where an overnight stay away from home is required and the employer issues the order for this, employees will receive a daily allowance of €26.40 per day worked. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The overnight stay is required in any case and the order for an overnight stay is deemed to have been issued if the distance between the construction site and the place of residence in accordance with item 3 is at least 100 km or if it can be proven that the journey home to the place of residence cannot reasonably be expected.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The daily allowance of €26.40 per working day is also payable if work is cancelled due to illness or bad weather and the employee actually spends the night away from home after the cancelled working day and can provide evidence of this overnight stay.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_II__Uebernachtungsgeld\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">II. Overnight allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> In the event that the employer does not provide modern accommodation, employees will receive an overnight allowance of € 14.04 per calendar day under the conditions of Section IZ 5, provided that an overnight stay away from home actually takes place and is also proven.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The overnight allowance will be adjusted at the start of a collective wage increase (for the first time from 1 May 2017) to the same extent as the average change in the consumer price index published by Statistics Austria compared to the previous calendar year (i.e. as of 1 May 2017 to the extent of the change in the 2015 CPI of 2016).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tIf the employee is unable to find accommodation for this amount, the actual overnight costs required will be reimbursed upon presentation of a receipt. Unnecessary additional expenditure should be avoided.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\"> \u003C\u002Fp>\u003Ch4 id=\"heading_III__Reiseaufwandsverguetung\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">III. Travel expense reimbursement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Employees who are seconded by the employer from one workplace to another or for short-term work are entitled to:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tReimbursement of travel expenses for the one-way round trip (expenses for transport, baggage fees, necessary overnight costs).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tPayment of travel hours at the collectively agreed hourly wage without additional payment, but not more than 9 hours per calendar day.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">No remuneration shall be paid for travel times outside normal working hours up to a duration of one hour.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The route and means of transport to be used are specified by the employer or his representative.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Travel hours include the time from leaving the place of residence or work to arriving at the destination.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> No remuneration shall be payable for working time lost due to business trips, apart from payment for travel hours and actual working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_IV__Fahrtkostenverguetung\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">IV. Travel expenses reimbursement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Those employees who have to report to the construction site to perform work and who live more than 3 km from the construction site shall receive travel expenses reimbursement for a single daily round trip using a means of transport at the cheapest fare.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The receipt of daily allowance in accordance with Section IZ 5 excludes the receipt of travel expenses reimbursement if the employer was able to provide accommodation less than 3 km from the respective construction site.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Travel expenses must also be paid if work was not started on a particular day due to bad weather or on the employer’s instructions and the employee appeared to start work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The shortest reasonable route shall be used to calculate the distance.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tIf the employer transports the employee to and from the construction site, travel expenses will not be reimbursed for this route. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This also applies if apprentices make use of the free travel option.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Instead of paying the cost of public transport, a flat rate of €0.11 per km can be paid.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Ch4 id=\"heading_10\" class=\"aloha-customized\">\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4 id=\"heading_10\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 10 Apprentices\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Apprentices are persons who, on the basis of an apprenticeship contract, are given professional training by an authorised trainer to learn one of the apprenticeship trades and are employed in the context of this training.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> During the first three months, both the trainer and the apprentice can terminate the apprenticeship unilaterally at any time. Otherwise, apart from a mutually agreed early termination of the apprenticeship, early termination by the trainer or the apprentice is only permitted for the reasons set out in Section 15, Paragraphs 3 and 4 or Section 15a of the Vocational Training Act (Federal Law Gazette No. 142\u002F69) in its current version.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The apprentice will be remunerated for the number of hours of instruction at the commercial vocational school that fall within normal working hours upon presentation of proof of regular school attendance.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If there is a shortage of work at the workplace, the trainer is obliged to employ the apprentice accordingly in the company.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The authorized trainer with whom the apprentice completes the apprenticeship period set for the apprenticeship is obliged to continue employing the apprentice for three months in his company in the profession he has learned. If the apprentice has completed up to half of the apprenticeship period set for the apprenticeship with the authorized trainer, the obligation to continue employing the apprentice described above only applies to half of the extent. Beyond this, the authorized trainer is fully obliged to do so. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The provisions of Section 18 Paragraph 3 of the Vocational Training Act apply.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If the apprentice is transferred to a job outside the company, he or she is entitled to travel allowances in accordance with the collective agreement, just like other employees.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tPayment of remuneration in the event of an apprentice’s incapacity to work due to illness shall be governed by Section 17a of the Vocational Training Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tApprentices who complete the final apprenticeship examination with good results receive a bonus of 200 euros. Apprentices who complete it with distinction receive a bonus of 250 euros. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The amendment or repeal of the directive in accordance with Section 19c Paragraph 1 Item 8 of the Vocational Training Act (as of July 2014) leads to the loss of this entitlement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> For the duration of their vocational school attendance, apprentices who are accommodated in a boarding school are entitled to a weekly reimbursement of the cost of travelling home using the cheapest form of public transport. If the apprentice is entitled to free travel for school pupils or a school travel allowance, the reimbursement claim is reduced by this amount. Appropriate receipts must be presented upon request from the employer.\"\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"\" style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_11\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 11 Miscellaneous\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The company must provide heated, lockable rooms with sufficient seating for employees to eat, put away their clothes and store their tools. These rooms must be kept clean.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Provision must be made for clean drinking water and adequate washing facilities.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Quarters must be set up and maintained in accordance with legal and official regulations.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The consumption of alcoholic beverages during working hours is strictly prohibited.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The instructions of the employer or his representative must be followed.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Employees must carry out the work assigned to them with care and diligence.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tEmployees are prohibited from removing lumber, wood waste and building materials from the construction site without permission.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Trade union bodies that can show appropriate identification are permitted to enter the workplace at any time, but the trade union body must report to the site manager or his deputy. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Any obstruction of work must be avoided during all visits, although a discussion with a works council member or individual employees does not constitute an obstruction.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tThe allowance amounts set out in this collective agreement and the wage amounts to be set in the future shall be rounded to the nearest cent.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If there is no works council in the company, the relevant trade union shall take its place.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Each employee is paid 1 1\u002F2 hours per year for holding a works meeting.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The work equipment (e.g. tools) must be provided by the employer.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_12\" class=\"aloha-customized\">\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Ch4 id=\"heading_12\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 12 Christmas bonus\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Employees receive a Christmas bonus after one month of employment. All periods of employment with the same employer are added together as far as the one month of employment is concerned.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The Christmas bonus amounts to 3.41 hourly wages for every 39 hours worked during the current calendar year. Any remaining hours are to be taken into account pro rata when calculating the amount. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Holidays in accordance with the Construction Workers' Holiday and Severance Pay Act (BUAG) and paid absences from work are to be included.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The Christmas bonus for employees working in December is to be paid on the first Friday in December, with the remaining parts of December counting as qualifying periods of employment.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tUpon termination of the employment relationship, with the exception of a justified dismissal (except in accordance with Section 82 lit. h of the Trade Regulation Act, RGBl. No. 227 of 20 December 1859) or an early termination without good cause, the employee shall be entitled to payment of the Christmas bonus acquired and calculated in accordance with the preceding principles.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The transfer of an employee from a carpentry company to a consortium or vice versa is not considered as termination of the employment relationship for the calculation of the Christmas bonus.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_13\" class=\"aloha-customized\">\u003C\u002Fh4>\u003C\u002Fdiv>\u003Ch4 id=\"heading_13\" class=\"aloha-customized\">\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch4 id=\"heading_13\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 13 Vacation and vacation allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are regulated according to the provisions of the Construction Workers’ Holiday and Severance Pay Act – BUAG in the currently valid version.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"\" style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_14\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 14 Limitation provisions\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Complaints about discrepancies between the wages paid and the invoice must be made immediately upon receipt of the money. Later complaints cannot be accepted.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Claims of any kind arising from the employment relationship and complaints regarding the invoice must be submitted to the employer or his representative within 6 months of receipt of the invoice, otherwise they will be excluded.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> After termination of the employment relationship, claims of any kind must be asserted against the employer within three months at the latest, calculated from the date of termination, otherwise they will expire. If the claim is for severance pay against the employer based on individual agreements, work regulations or works agreements that is not covered by the BUAG (additional claim compared to the statutory claim), a limitation period of three years from the termination of the employment relationship applies. If the employer rejects the claim, it expires if it is not asserted in court within three months of the rejection.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_15\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 15 Termination of the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective agreement partners agree and expressly state that the companies subject to this collective agreement belong to an industry in which seasonal businesses predominate (seasonal industry within the meaning of Section 1159 (2) ABGB, as amended by BGBl. I 153\u002F2017). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The following notice periods will remain in force beyond July 1, 2021, even after the new legal regulation of notice periods by Section 1159 (2) ABGB, as amended by BGBl. I 153\u002F2017.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The first month of the employment relationship is considered a trial month. In the second and third months of the employment relationship, the employment relationship can only be terminated by both the employer and the employee on the last working day of a working week. After three months of employment, a notice period of one week applies, after six months of employment, a notice period of two weeks applies, after five years of employment, a notice period of three weeks applies, and after ten years of employment, a notice period of four weeks applies.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employer or employee terminates the employment relationship, the employment relationship can only be terminated on the last working day of a working week.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The duration of all employment relationships of an employee with the same employer are added together to determine the notice period, provided that each individual interruption does not last longer than 120 days.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Upon termination of the employment relationship, the employee shall receive his documents, his salary and, upon request, a certificate within a reasonable period of time, but no later than the 15th day of the month following the wage payment period.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The protection against dismissal under Section 15 of the Maternity Protection Act and Section 7 of the Fathers’ Leave Act is extended to the duration of the entitlement to child care allowance regulated by federal law.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_16\" class=\"aloha-customized\">\u003C\u002Fh4>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch4 id=\"heading_16\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 16 Severance Pay\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The entitlement to and extent of severance pay shall be governed by the provisions of the Construction Workers’ Holiday and Severance Pay Act (BUAG) 1987, as amended.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp class=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Pursuant to Section 13 d Paragraph 4 of the BUAG, the following formula is established as the basis for calculating the pro rata Christmas bonus, which is added to the monthly salary:  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cdiv class=\"table-responsive aloha-table-container\">\u003Ctable class=\"table table--border-rows\">\u003Ctbody>\u003Ctr>\u003Cth scope=\"col\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">collectively agreed hourly wage x 1.2 x 3.41 x 52.18\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fth>\u003Ctd rowspan=\"2\" style=\"\">\u003Cp>\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">= pro rata \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Christmas bonus\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd style=\"\">                                             \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This pro rata Christmas bonus is to be added to the respective monthly salary as often as a severance payment claim is due in the amount of the monthly salary. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of part-time work, the pro rata Christmas bonus calculated according to the above formula is to be prorated according to the agreed working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tFor employees in mixed establishments who are alternately assigned to jobs covered by the severance pay provisions of the Workers’ Severance Pay Act and the provisions of the BUAG, the provisions of Annex I shall apply.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp class=\"\" style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_17\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 17 Final Provisions\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> This agreement, together with its appendices, comes into force in its current version on 1 May 2016 and is valid for an indefinite period. It is a re-announcement and supplement to the collective agreement of 1 May 1954, filed with the Conciliation Office under the number KE 113\u002F54. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">With the entry into force of this collective agreement, all existing collective agreements of the contracting parties cease to apply, with the exception \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the collective agreement of 8 March 2016 (wage supplement), the agreement on temporary work and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the collective agreement on the training of construction trades students.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It can be terminated by either contracting party by registered letter with three months' notice up to March 31 of each year. During the notice period, negotiations must be conducted to renew or amend the collective agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1a.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Due to the introduction of the new working time provisions in Section 2B on May 1, 2016, the first averaging period of the 52-week period according to Section 2B, Paragraph 2 can be set from January 1, 2016.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The wage rates may be terminated with four weeks’ notice at the end of each month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Existing agreements that are more favourable to the employee will not be changed by this collective agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cbr>\u003C\u002Fp>\u003Cp class=\"\" style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vienna, March 23, 2022 \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Vienna, March 8, 2016)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003Cbr style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp class=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federal Guild of Timber Construction\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003C!-- container 3x 1\u002F3 = 1\u002F3 1\u002F3 1\u002F3 -->\n\u003Cdiv class=\"content container--quarter row\">\n    \u003Cdiv class=\"col-4\">\n         \u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Komm.Rat Siegfried Erwin Fritz\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federal Guild Master\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>    \u003C\u002Fdiv>\n    \u003Cdiv class=\"col-4\">\n             \u003C\u002Fdiv>\n    \u003Cdiv class=\"col-4\">\n         \u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mag. Franz Stefan Huemer\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Managing Director\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>    \u003C\u002Fdiv>\n\u003C\u002Fdiv>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Austrian Trade Union \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federation Construction – Wood Trade Union\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\u003C!-- container 3x 1\u002F3 = 1\u002F3 1\u002F3 1\u002F3 -->\n\u003Cdiv class=\"content container--quarter row\">\n    \u003Cdiv class=\"col-4\">\n         \u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">MP Josef Muchitsch\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federal Chairman\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>    \u003C\u002Fdiv>\n    \u003Cdiv class=\"col-4\">\n             \u003C\u002Fdiv>\n    \u003Cdiv class=\"col-4\">\n         \u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mag. Herbert Aufner\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federal Managing Director\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>    \u003C\u002Fdiv>\n\u003C\u002Fdiv>\u003Chr>\u003Ch3 id=\"heading_Anhang_I\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex I\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Ch3 id=\"heading_Auszug_aus_dem_Kollektivvertrag_vom_11__Mai_1988_betreffend_Abfertigung\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Extract from the collective agreement of 11 May 1988 concerning severance pay\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Ch4 id=\"heading_Abschnitt_A\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section A\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For all federal guilds and professional groups whose members are subject to the Construction Workers' Holiday and Severance Pay Act, subject area of ​​severance pay, the entitlement and extent of severance pay are governed by the provisions of the Construction Workers' Holiday and Severance Pay Act (BUAG) 1987 in the currently applicable version.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Ch4 id=\"heading_Abschnitt_B\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section B\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The following regulation applies to federal guilds and professional groups whose members are not subject to the Construction Workers' Holiday and Severance Pay Act, subject area of ​​severance pay: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The entitlement to severance pay is governed by the provisions of the Workers' Severance Pay Act 1979 with the following additions: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">To determine the duration of the uninterrupted employment relationship, periods of service with the same employer which do not have an interruption longer than 90 days, or 120 days from April 1, 1981, are to be added together, provided that re-employment within 90 or 120 days at the original wage conditions has been or will be assured in writing. The aforementioned written assurance is not required for creditable periods of service of less than three years. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The offset does not apply in cases where the employment relationship prior to the last interruption ended due to dismissal for negligence within the meaning of Section 82 of the German Trade Code (GewO)*, early resignation without good cause, termination by the employee or mutual agreement with waiver of the right to severance pay. Previous periods of service will not be offset if severance pay was paid during the last interruption.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Ch4 id=\"heading_Abschnitt_C\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section C\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For employees in mixed companies who are alternately employed in jobs that fall under the provisions of Section A and Section B, the length of service under Section A and Section B are added together for the acquisition and calculation of a severance pay entitlement under Section B - regardless of the frequency of the change and the duration of the respective activities. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the severance pay entitlement is asserted against the employer in accordance with the first paragraph, the employee is entitled to the share of the severance pay to which he is entitled, taking into account the total duration of the employment relationship, which corresponds to the ratio of the length of service under Section B to the total length of service under Sections A and B. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If a severance pay entitlement has been acquired in accordance with the first paragraph and the employment relationship is not continued with the same employer within 120 days of the last termination or is not offset against the higher entitlement, the severance pay is due, provided that it does not exceed the amount of three times the monthly salary. The remainder can be paid in monthly installments payable in advance from the time it is due. The terms of payment as per Section 23a of the Employees Act remain unaffected. The expiry period only begins to run from the due date.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Chr>\u003Ch3 id=\"heading_Anhang_II\">\u003Cb style=\"font-weight: bold;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> II\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Ch4 id=\"heading_Vereinbarung\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the area of ​​the collective agreement community of the construction and building trades\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Temporary work:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The federal guilds undertake to ensure that only employees who are in proper employment relationships are employed on the construction sites of member companies, whereby the respective labor law and social security law as well as collective agreements are to be applied.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vienna, April 30, 1987\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the collective agreement association of the construction and construction-related trades\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the Austrian Trade Union Federation of Building and Woodworkers\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Chr>\u003Ch3 id=\"heading_Anhang_III\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex III\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Ch3 id=\"heading_Kollektivvertrag_ueber_die_Ausbildung_der_Bauhandwerkersch_ler_1_\">\u003Cb style=\"font-weight: bold;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Collective agreement on the training of construction tradesmen \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Ca class=\"\" data-gentics-gcn-url=\"#\" href=\"#note-2\">\u003Cb style=\"font-weight: bold;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">[1]\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fa>\u003C\u002Fh3>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">concluded between the Federal Guilds of the Building Trade, Master Carpenters and Master Stonemasons, as well as the Trade Association of the Construction Industry on the one hand, and the Austrian Trade Union Confederation, Construction and Wood Trade Union, on the other hand. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp>\u003Ca name=\"note-1\" data-gentics-gcn-anchor=\"\" target=\"_blank\">\u003C\u002Fa>\u003C\u002Fp>\u003Cp>\u003Ca name=\"note-2\" data-gentics-gcn-anchor=\"\" target=\"_blank\">\u003C\u002Fa>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb class=\"aloha-editing-p\">\u003Ca name=\"note-2\">\u003C\u002Fa>\u003C\u002Fb>\u003C\u002Fp>\u003Ca name=\"note-2\">\u003C\u002Fa>\n\u003Cp>\u003Cb style=\"font-weight: bold;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">[1]  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Please also note the possibility within the framework of the foreman training.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fp>\u003Ch4 id=\"heading_1_Geltungsbereich\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 1 Scope\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This collective agreement covers:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) spatially:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> to the territory of the Republic of Austria.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) professional:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> to all companies whose owners are members of the Federal Guild of the Building Trade, of Master Carpenters, of Master Stonemasons or of the Professional Association of the Construction Industry.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) personally:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> to all employees who are not employees within the meaning of the Employees Act and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">who are employed in one of the establishments referred to in b).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Ch4 id=\"heading_2_Weiterbeschaeftigung_bei_vermindertem_Entgelt__Inanspruchnahme_von_Gebuehrenurlaub\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2 Continued employment with reduced remuneration, use of paid leave\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Provided that a written individual agreement between employer and employee has been mutually agreed upon for the employee concerned to attend a construction trades school in accordance with Section 59 of the School Organisation Act, Federal Law Gazette 435\u002F95, as well as to be granted holiday without paying fees for the period between December 24 and January 6, the employer agrees to continue to employ the employee for the period of school attendance at reduced pay.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_3_Hoehe_des_Entgelts\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 3 Amount of remuneration\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(1)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The amount of the monthly remuneration for employees employed in undertakings whose owner is a member of the Federal Guild of the Construction Industry or the Professional Association of the Construction Industry shall be as follows:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the 1st grade 70%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the 2nd grade 80%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the 3rd grade 90%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the skilled worker's wage II b according to the collective agreement for the construction industry and building trade. This remuneration is increased by the percentage of the respective wage increase in the collective agreement for the construction industry and building trade.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(2)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The amount of the monthly remuneration for employees employed in establishments whose owner is a member of the Federal Guild of Master Carpenters or the Federal Guild of Master Stonemasons shall be:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the 1st grade 70%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the 2nd grade 80%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the 3rd grade 90%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the skilled worker's wages due according to the respective collective agreement classification before attending the construction trades school. However, this remuneration may not exceed the amounts set out in paragraph 1.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This remuneration will be increased by the percentage of the respective wage increase in the collective agreement for the carpentry and stonemasonry trades.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(3)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \tThe employer shall be obliged to withhold and pay from this remuneration the employee’s share of social security contributions and taxes.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(4)\t\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The remuneration resulting from this collective agreement shall continue to be calculated and paid in the manner agreed for the employment relationship.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_Teilrefundierung\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 4 Partial reimbursement to the employer\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective agreement is only applicable if reimbursement of two thirds of the employer's wages and non-wage labor costs for the employee concerned can be claimed in the amount resulting from the decision of the Administrative Board of the Austrian Public Employment Service of 7 November 1995.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_Ausbildungsdauer\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 5 Duration of training\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective agreement applies to three-class construction trade schools within the meaning of Section 59 of the School Organisation Act, whose total training period extends over three years, with each class lasting 13 weeks and beginning at the beginning of December. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The parties to the collective agreement agree to work towards the necessary legal changes.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_Entfall_von_Zuschlaegen\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 6 Elimination of surcharges according to BUAG\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For the periods of attendance at a construction trades school in accordance with Section 59 of the School Organisation Act, no additional payments are to be made by the employer, either directly or via the construction workers' holiday and severance pay fund. These periods only affect the higher entitlement, but not the holiday pay. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">As long as there is no explicit legal implementation of these framework conditions in the BUAG, Section 4 Paragraph 3 Letter d BUAG applies. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective bargaining partners agree to work to ensure that a new letter g) \"Periods of training at a construction trades school in accordance with Section 59 of the School Organisation Act, Federal Law Gazette No. 435\u002F1995, in the currently valid version\" is added to Section 4 Paragraph 3 BUAG as soon as possible.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_Kuendigungsausschluss\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 7 Exclusion of termination\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees and employers may not terminate the employment relationship with legal effect during the term of a class and until three months after the end of the class.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_Weihnachtsgeld_Sonderzahlung\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 8 Christmas bonus, special payment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Periods spent attending school are not taken into account when calculating Christmas bonuses. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">There is no entitlement to special reimbursements, allowances, bonuses or flat-rate overtime payments under collective agreements.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_Rueckzahlungsverpflichtung\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 9 Repayment Obligation\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of voluntary termination, dismissal through fault or early departure without good cause, the employee is obliged to repay part of the training costs to the employer within three years of successful completion. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This repayment obligation amounts to öS 15,000 within the first year (EUR 1,867.78 from May 1, 2016) and öS 5,000 thereafter ( \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">EUR 622.60 from May 1, 2016). \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of termination of the employment relationship through voluntary termination, dismissal through fault or early departure without good \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cause before completion of the construction trades school, the employee must repay \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ÖS 5,000 after the 1st year (EUR 622.60 from May 1, 2016) and öS 10,000 after the 2nd year \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(EUR 1,245.18 from May 1, 2016). \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The amount to be repaid under this commission will be increased annually by the percentage of the respective wage increase in the collective agreement for the construction industry and construction trade. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At the time of termination of this collective agreement, any repayment obligation within the meaning of this paragraph will expire retroactively for construction trades students who have not yet completed their training.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_Wirksamkeit_und_Geltungsdauer\" class=\"aloha-customized\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 10 Effectiveness and Duration\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This collective agreement shall enter into force retroactively as of 1 November 1995 and shall apply for an indefinite period of time, unless otherwise specified.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination may be made by either party to the contract subject to two months' notice to the end of the month.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cbr>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vienna, November 10, 1995\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cbr>\u003C\u002Fp>\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federal Guild of the Construction Industry \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Association of the Construction Industry \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federal Guild of Master Carpenters \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federal Guild of Master Stonemasons\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Austrian Trade Union \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federation Construction - Wood Trade Union\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Chr>\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This framework collective agreement (as of May 1, 2022) is not an authentic collective agreement text. All information is provided without guarantee, and any liability for errors in this text is excluded.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fp>\u003Chr>                    \u003C!-- Content end -->\n                \u003C\u002Fmain>\n                \u003Caside class=\"col-lg-4\">\n                    \u003Cdiv class=\"d-none\" data-gtx-id=\"renderContactBox\" data-gtx-cmsid=\"52235\" data-gtx-contactboxtagname=\"contactbox\">\n   \u003Cspan class=\"d-none\" data-gtx-id=\"datas\" data-gtx-foldercolor=\"purple\" data-gtx-definedby=\"\" data-gtx-branch-path-prefix=\"\u002Foe\" data-gtx-branch-name=\"10_WKO\" data-gtx-host=\"\">\u003C\u002Fspan>\n\u003C\u002Fdiv>\n\n\n\n\u003Cdiv class=\"collectiveAgreements\">\n    \u003Cdiv class=\"container\">\n        \u003Cdiv class=\"col-lg-12\" data-gtm-box=\"Artikel\" data-gtm-element=\"article\" data-gtx-id=\"results\">\n            \u003Ch3>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">collective agreements\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Cul class=\"m-0 p-0 list--arrow-link-text\">\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-gewerbe-handwerk-und-dienstleistung-2025\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Collective Agreement for Trade, Crafts and Services, Employees, valid from January 1, 2025\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-holzbau-meistergewerbe-2024\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Collective Agreement for Master Wood Construction Trade, Workers, valid from May 1, 2024\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-gewerbe-handwerk-und-dienstleistung-2024\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Collective Agreement for Trade, Crafts and Services, Employees, valid from January 1st, 2024\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003C\u002Ful>\u003Chr>\u003Ch3>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">supplementary collective agreements\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Cul class=\"m-0 p-0 list--arrow-link-text\">\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fmitarbeiterpraemie-gewerbe-handwerk-dienstleistung-nov-2024\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Supplementary Collective Agreement on Employee Bonus for Trade, Crafts and Services, Employees, dated November 25, 2024, valid in 2024\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fzusatzkollektivvertrag-mitarbeiterpraemie-holzbau-2024\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Supplementary Collective Agreement Employee Bonus Timber Construction, Workers, valid from 1.1.2024\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-ausbildung-bauhandwerkerschueler-1995\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Collective Agreement for Training of Construction Craftsmen, Employees, valid from December 1, 1995\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fkv-arbeiter-ausbildung-bauhandwerkerschueler\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Collective Agreement for Training of Construction Craftsmen, Workers, valid from November 1, 1995\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fzusatzkollektivvertrag-absenkung-flaf-beitrag-2023\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Supplementary Collective Agreement Reduction of FLAF Contribution, Workers, valid from March 1, 2023\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003C\u002Ful>\u003Chr>\u003Ch3>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Wage salary\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Cul class=\"m-0 p-0 list--arrow-link-text\">\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fgehaltsordnung-gewerbe-handwerk-dienstleistung-2025\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Salary scale for trade, crafts and services, employees, valid from 1.1.2025\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Flohnordnung-holzbau-meistergewerbe-2024\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Wage regulations for master craftsmen in wood construction, workers, valid from 1 May 2024\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fgehaltsordnung-gewerbe-handwerk-dienstleistung-2024\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Salary scale for trade, crafts and services, employees, valid from 1.1.2024\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003C\u002Ful>\u003Chr>\u003Ch3>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">additional information\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Cul class=\"m-0 p-0 list--arrow-link-text\">\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fangleichung-der-kuendigungsfristen-baunebengewerbe-2021\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Information on the harmonization of notice periods in the construction industry from October 1, 2021\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Finformation-kv-abschluss-holzbau-meistergewerbe-2023\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Information on the collective agreement for workers in the master wood construction trade 2023\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Ferlaeuterungen-lohnordnung-holzbau-meistergewerbe-2023\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Explanations on the wage structure for master woodworkers, workers from 1 May 2023\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fkuendigungsfristen-termine-gewerbe-handwerk-2021\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Notice periods\u002Fdates in trade and craft, workers, valid from October 1st, 2021\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fkv-kuendigungsfristen-kuendigungstermine-gewerbe-handwerk\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            Collective agreement notice periods \u002F termination dates for trade, crafts and services, workers, valid from October 1st, 2021\n        \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n    \u003C\u002Fli>\n\u003Cli>\n        \u003Ca href=\"\u002Fkollektivvertrag\u002Fvereinbarung-besuch-einer-bauhandwerkerschule\">\n            \u003Csvg class=\"icon icon-arrow-right\">\n                \u003Cuse xlink:href=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fassets\u002Fimages\u002Ficons\u002Fsprite.5c6d1484.svg#icon-arrow-right\">\u003C\u002Fuse>\n            \u003C\u002Fsvg>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n            (Model) Agreement on 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\n\n",{"oncerise_detail":44,"SICDIS_trigger":48,"contractseverancepay":52,"apprenticeships":56,"hourspweek":60,"overtimeallowancetype_general":64,"flexworktxt":68,"MAXHOURS_trigger":72,"HARDSHIP_trigger":76,"PAIDLEAV_trigger":80},{"bindId":45,"name":46,"text":47},"oncerise_detail","§ 12 Christmas bonus1. Employees receive","§ 12 Christmas bonus1.\t Employees receive a Christmas bonus after one month of employment. All periods of employment with the same employer are added together as far as the one month of employment is concerned.2.\t The Christmas bonus amounts to 3.41 hourly wages for every 39 hours worked during the current calendar year. Any remaining hours are to be taken into account pro rata when calculating the amount. Holidays in accordance with the Construction Workers' Holiday and Severance Pay Act (BUAG) and paid absences from work are to be included.3.\t The Christmas bonus for employees working in December is to be paid on the first Friday in December, with the remaining parts of December counting as qualifying periods of employment.4. \tUpon termination of the employment relationship, with the exception of a justified dismissal (except in accordance with Section 82 lit. h of the Trade Regulation Act, RGBl. No. 227 of 20 December 1859) or an early termination without good cause, the employee shall be entitled to payment of the Christmas bonus acquired and calculated in accordance with the preceding principles.5.\t The transfer of an employee from a carpentry company to a consortium or vice versa is not considered as termination of the employment relationship for the calculation of the Christmas bonus.",{"bindId":49,"name":50,"text":51},"SICDIS_trigger","1. Illness and accident at work: The ent","1. Illness and accident at work: The entitlement to remuneration in the event of illness and accident at work is regulated and applicable in the Continued Remuneration Act (BGBl. No. 399\u002F1974) in the currently valid version.2. Doctor's visits, outpatient treatment and health checks: The employee is entitled to remuneration for the hours of work necessarily missed for doctor's visits, outpatient treatment and health checks. Remuneration is only due for doctor's visits, outpatient treatments and health checks that could not be carried out outside of working hours and only if another doctor could not have carried them out without or with less missed working hours.",{"bindId":53,"name":54,"text":55},"contractseverancepay","§ 16 Severance Pay1. The entitlement to ","§ 16 Severance Pay1.\t The entitlement to and extent of severance pay shall be governed by the provisions of the Construction Workers’ Holiday and Severance Pay Act (BUAG) 1987, as amended.2.  Pursuant to Section 13 d Paragraph 4 of the BUAG, the following formula is established as the basis for calculating the pro rata Christmas bonus, which is added to the monthly salary:  collectively agreed hourly wage x 1.2 x 3.41 x 52.18= pro rata Christmas bonus                                             12This pro rata Christmas bonus is to be added to the respective monthly salary as often as a severance payment claim is due in the amount of the monthly salary. In the case of part-time work, the pro rata Christmas bonus calculated according to the above formula is to be prorated according to the agreed working hours.3. \tFor employees in mixed establishments who are alternately assigned to jobs covered by the severance pay provisions of the Workers’ Severance Pay Act and the provisions of the BUAG, the provisions of Annex I shall apply.",{"bindId":57,"name":58,"text":59},"apprenticeships","§ 10 Apprentices1. Apprentices are perso","§ 10 Apprentices1.\t Apprentices are persons who, on the basis of an apprenticeship contract, are given professional training by an authorised trainer to learn one of the apprenticeship trades and are employed in the context of this training.2.\t During the first three months, both the trainer and the apprentice can terminate the apprenticeship unilaterally at any time. Otherwise, apart from a mutually agreed early termination of the apprenticeship, early termination by the trainer or the apprentice is only permitted for the reasons set out in Section 15, Paragraphs 3 and 4 or Section 15a of the Vocational Training Act (Federal Law Gazette No. 142\u002F69) in its current version.3.\t The apprentice will be remunerated for the number of hours of instruction at the commercial vocational school that fall within normal working hours upon presentation of proof of regular school attendance.4.\t If there is a shortage of work at the workplace, the trainer is obliged to employ the apprentice accordingly in the company.5.\t The authorized trainer with whom the apprentice completes the apprenticeship period set for the apprenticeship is obliged to continue employing the apprentice for three months in his company in the profession he has learned. If the apprentice has completed up to half of the apprenticeship period set for the apprenticeship with the authorized trainer, the obligation to continue employing the apprentice described above only applies to half of the extent. Beyond this, the authorized trainer is fully obliged to do so. The provisions of Section 18 Paragraph 3 of the Vocational Training Act apply.6.\t If the apprentice is transferred to a job outside the company, he or she is entitled to travel allowances in accordance with the collective agreement, just like other employees.7. \tPayment of remuneration in the event of an apprentice’s incapacity to work due to illness shall be governed by Section 17a of the Vocational Training Act.8. \tApprentices who complete the final apprenticeship examination with good results receive a bonus of 200 euros. Apprentices who complete it with distinction receive a bonus of 250 euros. The amendment or repeal of the directive in accordance with Section 19c Paragraph 1 Item 8 of the Vocational Training Act (as of July 2014) leads to the loss of this entitlement.9.\t For the duration of their vocational school attendance, apprentices who are accommodated in a boarding school are entitled to a weekly reimbursement of the cost of travelling home using the cheapest form of public transport. If the apprentice is entitled to free travel for school pupils or a school travel allowance, the reimbursement claim is reduced by this amount. Appropriate receipts must be presented upon request from the employer.\"",{"bindId":61,"name":62,"text":63},"hourspweek"," The normal weekly working hours for all"," The normal weekly working hours for all employees are 39 hours.",{"bindId":65,"name":66,"text":67},"overtimeallowancetype_general","A surcharge of 50% is payable for overti","A surcharge of 50% is payable for overtime (§ 4).",{"bindId":69,"name":70,"text":71},"flexworktxt","§ 2B Flexible working hours1. Normal wor","§ 2B Flexible working hours1.\t Normal working hours may be distributed irregularly within an averaging period of up to 52 weeks so that the average working hours do not exceed 39 hours per week over the averaging period. This arrangement must be agreed upon in writing with each employee by works agreement in companies where no works council has been established.2.\t The extension of normal working hours per week may be up to 45 hours in 26 calendar weeks within a period of 52 weeks. In this way, a maximum of 156 hours of time credit can be acquired after the 39th up to and including the 45th hour of the week within 52 weeks from the start of the first averaging period. The hours exceeding this are to be counted as overtime and paid. The difference between the average weekly normal working hours and the weekly normal working hours stipulated in the collective agreement (39 hours) is to be compensated by time off in full days. 3.\t During the averaging period, wages are due for the average normal working hours of 39 hours. Hourly-based remuneration components (allowances, bonuses) are calculated based on the hours worked.4.\t If the time balance has not been fully made up at the end of the averaging period, it must be made up within a grace period of one month. If the employee is ill at the time of use or is otherwise prevented from using the time credit for personal reasons, the period is extended by this time. If the balance is not made up, the time credit must be paid as overtime. A negative hourly balance is considered to have been worked at the end of the averaging period.5.\t If there is a time credit at the end of the employment relationship, compensation will be paid at the hourly rate in the event of justified dismissal of the employee, voluntary termination of the employment contract by the employee or resignation without good cause, and in other cases at the overtime rate. The employee must repay any time debt at the end of the employment relationship in the event of justified dismissal of the employee, voluntary termination of the employment contract by the employee or resignation without good cause.6.\t The employee must be informed of the number of credit hours worked during the payroll period and the balance of the credit hours account with each payroll payment.7. \tThe agreement pursuant to section 1 must contain more detailed provisions on how the respective normal working hours are determined and how time off is claimed. The working hours schedule, the location and extent of normal working hours must be communicated to each employee affected at least 2 weeks before the start of the averaging period. By mutual agreement, a change to this schedule is permissible by works agreement or, in companies without a works council, by written individual agreements and must be communicated to the employees on the last working day before the start of the corresponding calendar week.8.\t Within the meaning of Section 11 Paragraph 2a of the Child and Young Persons Employment Act, a different distribution of the normal weekly working hours is also permissible for workers and apprentices under 18 years of age.",{"bindId":73,"name":74,"text":75},"MAXHOURS_trigger","1. Overtime is defined as working time w","1.  \tOvertime is defined as working time which exceeds the respective fixed daily or weekly normal working hours pursuant to Section 2, 2A or 2B as well as additional work pursuant to Section 2A, Paragraph 6.Overtime is in any case(a)\t any unit of time exceeding a normal daily working time of 9 hours, except in cases where a longer normal daily working time is permitted by law,b)  \tany time unit exceeding 1 hour of overtime per week will be remunerated at the appropriate additional rate.In the case of short-time work, overtime is defined as the working time that exceeds the daily working hours set as the basis for the 39-hour week. In companies where the normal working hours are less than 39 hours a week, the working hours that exceed the daily working hours set are considered additional work. This provision does not apply in cases where the normal 39-hour working time cannot be adhered to, for example due to traffic difficulties.2.\t No employee may be forced to work overtime or extra hours, but preparatory and final work as well as work that cannot be postponed must be carried out on the express instruction of the employer or his representative.",{"bindId":77,"name":78,"text":79},"HARDSHIP_trigger","b) Dirty and demolition work For work du","b) Dirty and demolition work For work during which the employee comes into contact with smoke, soot, ash or other particularly dirty substances to a considerable extent, as well as the removal of tram or Dippelbaum ceilings, including the clearing of fill, for the removal of ceiling plaster and for the fastening of Heraklith panels to ceilings and sloping roofs 10% Workers who are engaged in demolition work, as well as employees who are exposed to particular dust during the demolition work 15%c) High work\tFor work on towers at a height of 16 m above ground level and for scaffolding on towers at a height of 10 m above ground level 15%For work on silos with a minimum height of 30 m and more above ground, an allowance must be paid from a height of 16 m above ground, and for work on buildings with a minimum height of 30 m above ground, an allowance must be paid from the eighth floor above ground for the following work: aa) \tErection, removal of scrap or main scaffolding and relocation of the aforementioned scaffolding. bb) \tFormwork and stripping (of concrete formwork) on external and side building walls, unless an adjacent building or main scaffolding reaches the height of the work platform. cc)\t Scaffolding work in silos, measured from 16 m, hopper bottom 10%(not applicable)\tEmployees who are employed in the assembly or disassembly of suspended and ladder scaffolding receive 15%d) For work while roped in 10%e) Work on construction sites in the mountains The allowance is 12% for altitudes above 1600 m to 2000 m and 20% above 2000 m\tf) Cableway support and drilling rig work: Work on cableway supports and drilling rigs shall be remunerated with an allowance on top of the hourly wage due, namely for the preparation, erection and repair work and transport of the structural components, namely:aa) \ton level ground for workers engaged in installation work 20 %bb) \tin hilly terrain 30%cc)\t on slopes with a gradient of more than 30 percent and in the mountains 40 %These allowances are paid for a construction height of 10 m above the ground. For the cases referred to in bb) and cc), the allowance is paid for the manual transport of the construction parts to the installation site, for the preparation of the construction parts (on site), for the installation and for repair work on the objects in question.",{"bindId":81,"name":82,"text":83},"PAIDLEAV_trigger","§ 13 Vacation and vacation allowanceare ","§ 13 Vacation and vacation allowanceare regulated according to the provisions of the Construction Workers’ Holiday and Severance Pay Act – BUAG in the currently valid version.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>AT_Holzbau-Meistergewerbe_Arbeiterinnen_2022 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Anfangsdatum: → 2022-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Enddatum: → Ohne nähere Angaben\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Öffentlicher\u002F privater Sektor: → In der Privatwirtschaft\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Abgeschlossen durch:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Name Gesellschaft: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namen der Gewerkschaften: → \n\n                \n                    \n                    \u003Cspan>\n                        ÖGB - Österreichischer Gewerkschaftsbund\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">Weiterbildung\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Trainingsprogramme → Nein\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Ausbildungen → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbeitgeber trägt zum Trainingsfond für Arbeitnehmer bei: → Nein\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">Krankheit und Unfähigkeit\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestimmungen zur Rückkehr an den Arbeitsplatz nach längerer Krankheit, z.B. Krebsbehandlung: → Nein\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Bezahter Menstruationsurlaub → Nein\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Bezahlung im Falle von Behinderung nach einem Arbeitsunfall → Nein\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">Gesundheit und Sicherheit und medizinische Versorgung\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medizinische Versorgung vereinbart: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medizinische Versorgung für Angehörige vereinbart: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Beitrag zur Krankenversicherung vereinbart: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Krankenversicherung für Angehörige vereinbart: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Gesundheits- und Sicherheitspolitik vereinbart: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Gesundheits- und Sicherheitstraining vereinbart: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Schutzkleidung bereitgestellt: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelmäßige oder jährliche ärztliche Untersuchung oder Visite bereitgestellt durch Arbeitgeber: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Kontrolle von Muskel-und Knochenersuchen an Arbeitsplätzen, Berufsrisiken und\u002F oder der Beziehung zwischen Arbeit und Gesundheit: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Bestattungsleistungen: → \u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">Arbeits- und Familienarragements\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Bezahlter Mutterschaftsurlaub: →  Wochen\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Arbeitsplatzsicherheit nach dem Antritt des Mutterschaftsurlaubs: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Verbot der Mutterschaft-bezogenen Diskriminierung: → Ja\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Verbot schwangere oder stillende Arbeitnehmerinnen zu gefährlicher oder gesundheitsschädlicher Arbeit zu verpflichten: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Gefährdungsbeurteilung am Arbeitsplatz zur Sicherheit und Gesundheit von schwangeren oder stillenden Frauen: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Verfügbarkeit von Alternativen zu gefährlicher oder gesundheitsschädlicher Arbeit für schwangere oder stillende Arbeitnehmerinnen: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ausfallzeit für pränatale medizinische Untersuchungen: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Verbot des Schwangerschafts-Screenings vor der Regulisierung von Nicht-Standardarbeitskräften: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Verbot des Schwangerschafts-Screenings vor der Beförderung: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Einrichtungen\u002F Räumlichkeiten für stillende Mütter: → Nein\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Durch Arbeitgeber bereitgestellte Kinderbetreuungsplätze: → Nein\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Durch Arbeitgeber bezuschusste Kinderbetreuungsplätze: → Nein\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Schulgeld\u002F Zuschuss für die Ausbildung der Kinder: → Nein\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Beurlaubungsdauer in Tagen im Falle des Todes eines Verwandten: → 3 Tage\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">Arbeitsverträge\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Teilzeitbeschäftigte von Bestimmung ausgeschlossen: → Nein\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestimmungen zu Zeitarbeitern: → Nein\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Auszubildende von Bestimmung ausgeschlossen: → Nein\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002F Studentenjobs von Bestimmung ausgeschlossen: → Nein\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">Arbeitszeiten, Zeitpläne und Urlaub\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbeitsstunden pro Woche: → 39.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Bezahlter Jahresurlaub: → -10.0 Tage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Bezahlter Jahresurlaub: → -10.0 Wochen\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximale Anzahl an Sonn-\u002F Feiertagen, die in einem Jahr gearbeitet werden kann: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestimmungen zu flexiblen Arbeitszeitregelungen : → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">Löhne\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löhne festgelegt anhand der Durchschnitte der Lohnskalen: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Anpassung aufgrund steigender Lebenshaltungskosten: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Einmalige Extrazahlung:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Einmalige Extrazahlung aufgrund von Unternehmensleistung: → Nein\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Zuschläge für Abend- oder Nachtarbeit:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Zuschläge für Abend- oder Nachtarbeit: → 150 % des Grundlohns\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Nur Nachtarbeitszuschläge: → Ja\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Überstundenzuschläge:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Zushläge für schwere Arbeit:\u003C\u002Fh4>\n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Zuschläge für Sonntagsarbeit:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Zuschläge für Sonntagsarbeit: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Essenscoupons\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Verpflegungszuschuss bereitgestellt: → Nein\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostenfreier Rechtsbeistand → Nein\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[89],{"title":37,"slug":33},[91],{"type":92,"data":93},"call_to_action_body_block",{"title":94,"description":95,"variant":96,"link":97},"Tarifverträge vergleichen","Vergleichen Sie die Artikel der Tarifverträge in Österreich zwischen einzelnen Sektoren, Themen und Ländern","dark",{"title":94,"url":98,"description":94,"rel":99,"type":100},"\u002Fde-at\u002Farbeiten-in-osterreich\u002Fdatenbank-der-tarifvertrage\u002Ftarifvertrage-vergleichen","follow","internal",[102],{"type":92,"data":103},{"title":94,"description":95,"variant":96,"link":104},{"title":94,"url":98,"description":94,"rel":99,"type":100},[]]