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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\u002Fkv-kuranstalten-rehabilitationseinrichtungen-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 \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n \u003C\u002Fli>\n \u003Cli>\n \u003Ca data-gtx-channel=\"k\" data-gtx-link=\"\u002Fkollektivvertrag\u002Fkv-kuranstalten-rehabilitationseinrichtungen-2022\" data-gtx-json=\"\" data-state=\"k\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n Carinthia\n 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no longer valid\n \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\n\n \u003C!-- Content start -->\n \u003Ch3 id=\"heading_kollektivvertrag\" style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">collective agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr class=\"aloha-end-br\" style=\"\">\u003C\u002Fh3>\u003Ch3 id=\"heading_fuer_arbeiter_und_Angestellte_in_privaten_kuranstalten_und_rehabilitationseinrichtungen\" style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for workers and employees in private health resorts and rehabilitation facilities\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Chr>\u003Ch4 id=\"heading_I__Vertragspartner\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I. Contracting party\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective agreement is concluded between\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the Professional Association of Healthcare Companies, Wiedner Hauptstraße 63, 1045 Vienna, and\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the Austrian Trade Union Federation, vida trade union, Health Department, Johann-Böhm-Platz 1, 1020 Vienna and the GPA trade union, Alfred Dallingerplatz 1, 1030 Vienna\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fli>\u003C\u002Ful>\u003Ch4 id=\"heading_II__Sprachliche_Gleichbehandlung\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">II. Linguistic equality\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For all personal designations in this collective agreement, the chosen form applies to both genders.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Ch4 id=\"heading_III__Geltungsbereich\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">III. Scope\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective agreement applies\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">spatially for the federal territory,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">professionally for the following companies belonging to the Professional Association of Healthcare Companies in the Austrian Federal Economic Chamber:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cul>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tSpecial hospitals for inpatient rehabilitation according to § 2 paragraph 1 item 2 KAKuG,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Health resorts in accordance with Section 42a KAKuG,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Health resorts with an attached outpatient clinic in accordance with Section 2 Paragraph 1 Item 5 KAKuG,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tindependent outpatient clinics pursuant to Section 2 Paragraph 1 Item 5 KAKuG, which provide outpatient rehabilitation services and have a contractual relationship with the Pension Insurance Institution; not included are outpatient clinics for physical medicine, whose services are predominantly provided in the area of ​​physical therapy and not in the area of ​​outpatient rehabilitation within the framework of a contractual relationship with the Pension Insurance Institution, as well as outpatient clinics that have a contract with the Pension Insurance Institution for inpatient psychiatric rehabilitation.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tpersonally for all employees and workers employed in one of the above-mentioned establishments.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Excluded from the personal scope of this collective agreement are:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">senior employees within the meaning of Section 36 of the ArbVG, in any case the medical director, the nursing service manager and the administrative manager,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Interns, trainees and volunteers as well as persons whose training is funded by the AMS, another public institution or an employment foundation or who receive further training funding.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For workers and employees in the catering trade who are not covered by the wage or salary tables, the collective agreements for workers and employees in the hotel and catering industry in the respective federal state apply. These catering trades include reception staff, service staff, kitchen staff, interior and exterior cleaning staff and assistants.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_IV__Bestimmungen_fuer_Angestellte\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">IV. Provisions for Employees\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The provisions of the Salaried Employees Act in its currently valid version apply to the employment relationship.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">According to Section 2 of the Employment Contract Law Adjustment Act (AVRAG), employees must be given a written record (service note) of the essential rights and obligations arising from the employment contract when the employment contract is concluded. This obligation does not apply if a written employment contract contains all the necessary information.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2nd classification\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is to be classified into the relevant employment group of the wage and salary table according to his or her activity, taking into account any previous periods of service.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The prerequisite for classification in a job group is that the employee is employed in accordance with the training required by the job group. In any case, the basis for classification is the activity performed.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Previous periods of service are periods of service of at least 3 months uninterrupted duration with the same or another employer as well as periods of at least 3 months uninterrupted self-employment, in the same or a comparable profession. Apprenticeship, school and training periods are not considered previous periods of service.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Previous periods of service in the same profession are to be credited to the employee up to a maximum of 5 years. Previous periods of service in a comparable profession are to be credited to the employee up to this extent only if they were completed in the same company.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Remuneration\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration is based on the wage and salary table included in the appendix to the collective agreement. This forms an integral part of the collective agreement and includes the salaries as well as the allowances and bonuses of the employees.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The salary is the amount according to the salary table without allowances and bonuses. In addition to the salary, the employee is entitled to the following allowances:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Sunday and public holiday allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">night allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. Special payments\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to an annual holiday allowance and a Christmas bonus amounting to one month's salary.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">When calculating the holiday allowance or Christmas remuneration, all fixed allowances must be taken into account.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The holiday allowance must be paid out no later than 30 June and the Christmas bonus no later than 30 November of the current year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Holiday allowance and Christmas bonus are only due to the employee on a pro rata basis when joining or leaving the company during a calendar year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Statutory and contractual leave periods reduce the entitlement to holiday allowances and Christmas remuneration, as do unpaid periods due to sick leave.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. Termination of the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer and the employee may terminate the permanent employment relationship in accordance with Section 20 of the Employees Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\u003Ch4 id=\"heading_V__Bestimmungen_fuer_Arbeiter\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">V. Provisions for Workers\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fh4>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The provisions of the German Civil Code and the Trade Code 1859 in their currently valid versions apply to the employment relationship.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">According to Section 2 of the Employment Contract Law Adjustment Act (AVRAG), workers must be given a written record (service slip) of the essential rights and obligations arising from the employment contract when the employment contract is concluded. This obligation does not apply if a written employment contract contains all the necessary information.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2nd classification\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The worker is to be classified into the relevant employment group of the wage and salary scale according to his activity, taking into account any previous periods of service.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The prerequisite for classification in a job group is that the employee is employed in accordance with the training required by the job group. In any case, the basis for classification is the activity performed.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Previous periods of service are periods of service of at least 3 months uninterrupted duration with the same or another employer as well as periods of at least 3 months uninterrupted self-employment, in the same or a comparable profession. Apprenticeship, school and training periods are not considered previous periods of service.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Previous periods of service in the same profession are to be credited to the worker up to a maximum of 5 years. Previous periods of service of this length in a comparable profession are to be credited to the worker only if they were completed in the same company.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Remuneration\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration is based on the wage and salary table included in the appendix to the collective agreement. This forms an integral part of the collective agreement and includes the wages as well as the allowances and bonuses for workers.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The wage is the amount according to the wage table without allowances and bonuses. In addition to the wage, the worker is entitled to the following allowances:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Sunday and public holiday allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">night allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. Special payments\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The worker is entitled to an annual holiday allowance and a Christmas bonus amounting to one month's salary.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">When calculating the holiday allowance or Christmas remuneration, all fixed allowances must be taken into account.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The holiday allowance must be paid out no later than 30 June and the Christmas bonus no later than 30 November of the current year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Holiday allowance and Christmas bonus are only due to the employee on a pro rata basis when joining or leaving the company during a calendar year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Statutory and contractual leave periods reduce the entitlement to holiday allowances and Christmas remuneration, as do unpaid periods due to sick leave.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. Termination of the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employers and employees can terminate the permanent employment relationship by observing the following notice periods:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">up to the completed 5th year of service 2 weeks,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">up to the completed 10th year of service 3 weeks,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">up to the completed 15th year of service 4 weeks,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">up to the completion of 25 years of service 5 weeks,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after more than 25 years of service, 6 weeks.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">From the moment the termination rules for employees also apply to workers, it is agreed that the employer can terminate the employment relationship on the last 15th of every month without this being agreed in the employment contract.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_VI__Gemeinsame_Bestimmungen_fuer_alle_Dienstnehmer\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">VI. Common provisions for all employees\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Working hours for employees subject to the Hospital Working Hours Act\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003Cp style=\"\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Within a calculation period of 13 weeks, the normal weekly working hours are on average 40 hours and can be extended to 60 hours in individual weeks. The normal daily working hours can be up to 13 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At the request of the full-time or part-time employee, it is possible to transfer credits (or debts) of normal working hours twice, in the amount of a contractually agreed weekly normal working time, from one calculation period to the next calculation period. Different arrangements can be made by company agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of extended shifts in accordance with Section 4 of the Hospital Working Hours Act, the normal weekly working hours are on average up to 40 hours within an averaging period of 26 weeks; they can be up to 72 hours in individual weeks. In the case of extended shifts, the normal daily working hours must not exceed 25 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Handover times for nursing staff are considered working hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Rest breaks within the meaning of the Hospital Working Hours Act are not working hours. The periods for eating meals are not included in working hours. The break for eating meals must be at least half an hour.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The duty roster must be prepared two weeks in advance for one month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee does not work the required working hours for the respective weekday on December 24th or December 31st because the employee has part of the day off, the required working hours are deemed to have been worked. More favorable arrangements can be made through a company agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Working hours for employees who are not subject to the Hospital Working Hours Act\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Within a calculation period of 13 weeks, the normal weekly working hours are on average 40 hours and can be up to 48 hours in individual weeks. The normal daily working hours can be up to 9 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At the request of the full-time or part-time employee, it is possible to transfer credits (or debts) of normal working hours twice, in the amount of a contractually agreed weekly normal working time, from one calculation period to the next calculation period. Different arrangements can be made by company agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The normal daily working hours can be 12 hours if on-call work is required in accordance with Section 5 of the AZG.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The periods for taking meals are not included in working hours. The break for taking meals must be at least half an hour\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Rest breaks within the meaning of the Working Hours Act are not working hours. The duty roster must be prepared two weeks in advance for one month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee does not work the required working hours for the respective weekday on December 24th or December 31st because the employee has part of the day off, the required working hours are deemed to have been worked. More favorable arrangements can be made through a company agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. On-call duty\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Within a period of 3 months, on-call duty can be agreed on 30 days, which is to be compensated financially. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. Part-time employment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">All labor law provisions set out in this collective agreement apply to part-time employees. Salaries or wages and fixed allowances are only due to part-time employees in proportion to the agreed working hours compared to the normal working hours for full-time employees. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5th sabbatical \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employers and employees can agree on a sabbatical. This is a period of time that allows the employee to have a longer period of time off without having to work. At the same time, the employer's obligation to pay wages is reduced accordingly over an overall period at the end of which the sabbatical must take place.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The sabbatical agreement must be made in writing, otherwise it will be legally invalid. From the time the employee returns to work after the sabbatical, all the provisions of the employment contract that was in place before the start of the sabbatical apply, in particular the working hours, place of work and area of ​​responsibility of the employee. Deviating agreements in writing are permissible. D The employer cannot legally terminate the employment relationship until 4 weeks after the end of the sabbatical.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\"> \u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The sabbatical can last a maximum of 12 months in a total period of 24 months. The employee's remuneration for the total period is reduced by multiplying the wage or salary including the fixed allowances by a factor. This factor is calculated by subtracting the months of the sabbatical from the number of months in the total period and dividing the resulting number of months by the number of months in the total period. For example, for a sabbatical of 3 months in a period of 12 months, this means a factor of 0.75 (calculation: 12 - 3 = 9 : 12 = 0.75) or for a sabbatical of 6 months in a period of 18 months, this means a factor of 0.67 (calculation: 18 - 6 = 12 : 18 = 0.67). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. Overtime\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Overtime occurs when the normal daily or weekly working hours are exceeded. For part-time employees, overtime only occurs when the normal working hours applicable to full-time employees are exceeded.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Daily or weekly overtime performed on working days – Monday to Saturday, excluding public holidays – between 6:00 a.m. and 8:00 p.m. is subject to a surcharge of 50% on\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the salary for the normal hour or\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tthe wage for the normal hour\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">plus the fixed allowances per hour. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Daily or weekly overtime, which is performed on Sundays and public holidays all day and on working days between 8 p.m. and 6 a.m., is to be paid with a surcharge of 100% on\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• the salary for the normal hour or\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• to pay \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the wage for the normal hour plus the fixed allowances per hour.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Daily or weekly overtime, together with any applicable bonuses, will be paid at the end of the month following the month in which the overtime was performed.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Overtime resulting from exceeding the permissible amount of normal working hours at the end of an averaging period shall be subject to a surcharge of 50% on\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tthe salary for the normal hour or\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\tthe wage for the normal hour\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">plus the fixed allowances per hour and are paid at the end of the month following the end of the averaging period.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\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;\">7. Rest from work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The time of the substitute rest can be determined in deviation from Section 6 of the Working Rest Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\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;\">8. Vacation, care leave\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The entitlement to holiday and the entitlement to care leave are governed by the statutory provisions in their currently applicable version.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The statutory provisions in their currently valid version as well as the provisions of the general collective agreement on the concept of holiday pay apply to the calculation of holiday pay.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\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;\">9. Entitlement to remuneration in the event of absence from work\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The entitlement to remuneration in the event of absence from work is determined in accordance with the Employees Act and the Continued Remuneration Act in their currently valid version. In particular, the employee is entitled to be released from work with continued payment of remuneration in the following cases:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if you are getting married yourself, 3 working days;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if attending the wedding of children and siblings, 1 working day;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli 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 the death of the spouse or life partner, if he (she) lived with the employee in the same household, 2 working days;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">when attending the funeral of a spouse or life partner, if he (she) did not live in the same household as the employee, 1 working day;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli 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 death of parents, parents-in-law or children, 1 working day;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if attending the funeral of parents, parents-in-law, children, siblings or grandparents, 1 working day;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if the spouse or partner gives birth, 1 working day;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli 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 a change of residence, the necessary time, but no more than 2 working days within one year;\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the duration of necessary medical and dental treatment.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">These reasons for absence from work apply analogously to registered partnerships. Any reasons for absence from work that are fixed or can be planned must be reported to the employer immediately upon becoming aware of them. Reasons for absence from work that are not fixed or can be planned must be reported to the employer immediately upon the occurrence of the reason for absence from work.\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;\">Exemption from service is only granted immediately following the event that gave rise to the reason for the inability to work.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\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;\">10th uniform\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer is entitled to order and monitor the wearing of work clothes. In this case, the employer must provide the work clothes for the duration of the employment relationship and clean them. This also applies to protective clothing that is required by law for certain activities. Deviating regulations by works agreement are permissible.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\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;\">11. Business trips\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A business trip occurs when an employee leaves his or her place of work to carry out an assignment given to him or her.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the business trip begins from the workplace, it begins when the employee leaves the workplace. In all other cases, the business trip begins when the employee leaves home for travel reasons. The business trip ends when the employee returns to the workplace or returns to home for travel reasons.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For business trips, the employee is entitled to reimbursement of the travel costs incurred; for air and rail journeys, the maximum reimbursement is the cost of the flight or travel costs for second class or a comparable standard. In addition, the employee is entitled to additional expense compensation for business trips, consisting of a daily allowance and overnight allowance. The amount of this money is based on the corresponding tax-free rates according to the Income Tax Act in its currently valid version.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In addition, the employee is entitled to reimbursement of all additional expenses incurred in the interest of the employer or on his instructions. These must be proven by receipts.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12. Further education and training\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer must ensure that his employees receive further training and education and propose suitable measures in this regard. These further training and education measures must be suitable for leading to a real improvement or deepening of the employees' qualifications. This should not be understood as learning a profession other than the current one. This provision does not create a personal legal entitlement to further training and education.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If further training and continuing education measures are ordered, all costs incurred must be paid by the employer. Attending the training event is working time, including travel time, provided that this exceeds the daily arrival and departure times. For training events that last longer than 8 hours per day, agreement must be reached before the start on compensation for the time exceeding 8 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp 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 continuing education and training measures agreed between the employer and employee, agreement must be reached before the start of the training measure regarding who will bear the costs and any compensation for the time spent on the training measure. In any case, no additional or overtime hours will be paid for attending such events.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail_txt\">\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13th anniversary bonus\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For long-term service, the employee is entitled to a bonus of\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cul>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">25 years 1 gross monthly salary or 1 gross monthly wage,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003Cli>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">35 years 1.5 gross monthly salaries or 1.5 gross monthly wages \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fli>\u003C\u002Ful>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">granted as a one-time recognition payment.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For companies whose membership of the collective agreement in question is established after June 30, 2016, only those years of service that are completed after joining the collective agreement in question will be taken into account for the service anniversaries. Existing individual contractual or company regulations that are more favorable to the employee remain unaffected by this provision.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">14. Recognition of maternity leave\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees will be credited with maternity leave that began on or after December 1, 2013, up to a maximum of 24 months, towards all entitlements that depend on their length of service, provided that the employment relationship had already been in place for 12 months without maternity leave at the time the respective maternity leave began.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Due to the Maternity Protection Act and the Father's Leave Act, maternity leave for births since August 1, 2019 will be fully credited towards all entitlements that depend on the length of service. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"\">\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp style=\"\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15. Severance pay (old) and company employee benefits\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees who joined the company before December 31, 2002 and have not transferred to the company pension plan are entitled to severance pay in accordance with Sections 23 and 23a of the Employees Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Workers who joined the company before December 31, 2002 and have not transferred to the company pension plan are entitled to severance pay in accordance with the Workers' Severance Pay Act in conjunction with Sections 23 and 23a of the Salaried Employees Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees and workers who joined or transferred to the company pension scheme on or after January 1, 2003 are subject exclusively to the provisions of the Company Pension Scheme Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp style=\"\">\u003Cbr style=\"\">\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;\">16th compulsory internship\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Persons who are not under permanent personal supervision and who have to complete an internship due to school or university regulations are entitled to a monthly salary or wage of EUR 583.00. They are not entitled to any allowances.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\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;\">16a. Holiday employment relationships\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Holiday workers are people who are temporarily employed during school or semester breaks while attending school or studying, without being obliged to do so by school or university regulations. Holiday workers are entitled to a salary of EUR 906.00 for the duration of their employment.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\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;\">17. Forfeiture of claims\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Claims of the employee or the employer arising from the employment relationship must be asserted in writing within 6 months of the due date, with the exception of claims pursuant to Section 34 of the Employees Act or Section 1162d of the General Civil Code or other mandatory claims regulated by law, otherwise they will expire. If asserted in a timely manner, the statutory limitation period is observed.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_VII__Geltungsbeginn_und_Kuendigungsbestimmungen\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">VII. Commencement of validity and termination provisions\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;\">The collective agreement in its current version will enter into force on April 1, 2022.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective agreement, including the wage and salary tables, can be terminated by either party by registered letter with an 8-week notice period effective September 30. During the notice period, negotiations must be initiated to conclude a new collective agreement.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Ch4 id=\"heading_VIII__Uebergangs__und_Schlussbestimmungen\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">VIII. Transitional and final provisions\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fh4>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The following transitional provisions apply to employment relationships that were established before the collective agreement came into force on December 1, 2013. They also apply to employment relationships in independent outpatient clinics pursuant to Section 2 Paragraph 1 Item 5 KAKuG, which provide outpatient rehabilitation services and have a contractual relationship with the Pension Insurance Institution (with the exception of the outpatient clinics listed in the professional scope in Section III, which are not covered by the scope), insofar as the employment relationships in these companies were established before the collective agreement came into force on October 1, 2020.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The classification of the employees concerned in the wage and salary table takes into account all years of service and previous periods of service acquired in the company while still in employment in accordance with Sections IV (2) and V (2). Apprenticeship, school and training periods are not considered previous periods of service.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Existing higher wages and salaries and more favorable labor law agreements will not be affected by the entry into force of this collective agreement on April 1, 2022.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">General allowances, such as employment or hardship allowances, can be offset against the new collective wages and salaries now in force on the occasion of the first application of this collective agreement to the employment relationship (transfer to the collective agreement). Special performance bonuses, such as massage allowances or allowances for lymphatic drainage, are granted in addition to the new collective wages and salaries.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cbr>\u003C\u002Fp>\u003Cp style=\"\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vienna, April 2022 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"\">\u003Cbr>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Association of Healthcare Companies\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 style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Bernhard Gerstberger\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Managing Director\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n \u003Cdiv class=\"col-4\">\n \u003C\u002Fdiv>\n \u003Cdiv class=\"col-4\">\n \u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Julian Hadschieff\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chairman\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n\u003C\u002Fdiv>\u003Cp style=\"text-align: center;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Austrian Trade Union Federation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">vida trade union\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 style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Roman Hebenstreit\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chairman\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n \u003Cdiv class=\"col-4\">\n \u003C\u002Fdiv>\n \u003Cdiv class=\"col-4\">\n \u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mag.a Anna Daimler, BA\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Secretary General\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp> \u003C\u002Fdiv>\n\u003C\u002Fdiv>\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 style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Philipp Herndl\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">committee spokesperson\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=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Farije Selimi\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">department secretary\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n\u003C\u002Fdiv>\u003Cp style=\"text-align: center;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Austrian Trade Union \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Federation GPA\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 style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Barbara Teiber, MA\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chairwoman\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n \u003Cdiv class=\"col-4\">\n \u003C\u002Fdiv>\n \u003Cdiv class=\"col-4\">\n \u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Karl Dürtscher\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr style=\"\">\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">business unit manager\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n\u003C\u002Fdiv>\u003Cp style=\"text-align: center;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GPA trade union \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">economic sector \"Health, Social Services, Child and Youth Welfare\"\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\u003C!-- container 5050 -->\n\u003Cdiv class=\"content container--half row\">\n \u003Cdiv class=\"col-6\">\n \u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Beatrix Eiletz\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">economic sector chair\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n \u003Cdiv class=\"col-6\"> \n \u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Rudolf Wagner\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cp style=\"text-align: center;\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Economic Sector Secretary\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp> \u003C\u002Fdiv>\n\u003C\u002Fdiv>\u003Cp>\u003Cbr style=\"\">\u003C\u002Fp> \u003C!-- Content end -->\n \u003C\u002Fmain>\n \u003Caside class=\"col-lg-4\">\n \u003Cdiv class=\"d-none\" data-gtx-id=\"renderContactBox\" data-gtx-cmsid=\"52074\" 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;\">collective agreements\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Cul class=\"m-0 p-0 list--arrow-link-text\">\u003Cli>\n \u003Ca href=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-ambulatorien-physikalische-therapien-11-2024\">\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;\">\n Collective Agreement for Outpatient Clinics for Physical Therapy, Employees \u002F Workers, Version of 1.11.2024\n \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n \u003C\u002Fli>\n\u003Cli>\n \u003Ca href=\"\u002Fkollektivvertrag\u002Fkv-baeder-sauna-und-solarienbetriebe-wien-2022\">\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;\">\n Collective Agreement for Swimming Pools, Saunas and Solariums in Vienna, Workers \u002F Employees, valid from 1.1.2022\n \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n \u003C\u002Fli>\n\u003Cli>\n \u003Ca href=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-kuranstalten-rehabilitationseinrichtung-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;\">\n Collective Agreement for Health Resorts and Rehabilitation Facilities, Employees \u002F Workers, valid from 1.5.2024\n \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n \u003C\u002Fli>\n\u003Cli>\n \u003Ca href=\"\u002Fkollektivvertrag\u002Fkollektivvertrag-ambulatorien-physikalische-therapien-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;\">\n Collective Agreement for Outpatient Clinics for Physical Therapy, Employees \u002F Workers, valid from 1.5.2024\n \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n \u003C\u002Fli>\n\u003C\u002Ful>\u003Chr>\u003Ch3>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">supplementary collective agreements\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fh3>\u003Cul class=\"m-0 p-0 list--arrow-link-text\">\u003Cli>\n \u003Ca 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style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\n Supplementary Collective Agreement on Employee Bonus for Health Resorts and Rehabilitation Facilities, Employees \u002F Workers, valid from 1.1.2024\n \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fa>\n \u003C\u002Fli>\n\u003Cli>\n \u003Ca href=\"\u002Fkollektivvertrag\u002Fmitarbeiterpraemie-ambulatorien-physikalische-therapien-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 Outpatient Clinics for Physical Therapy, Employees \u002F Workers, valid from January 1, 2024\n 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src=\"https:\u002F\u002Fwww.wko.at\u002Fstatic\u002Fjs\u002Fwkoui.bcd2648e.js\">\u003C\u002Fscript>\n \u003Cscript src=\"https:\u002F\u002Fchatbot.wko.at\u002Fcm.js\">\u003C\u002Fscript>\n \n\n",{"onceonly_detail_txt":45,"paidmaternityleave":49,"marriage":53,"TRAINING_trigger":57,"contractseverancepay":61,"hourspweek_select":65},{"bindId":46,"name":47,"text":48},"onceonly_detail_txt","13th anniversary bonusFor long-term serv","13th anniversary bonusFor long-term service, the employee is entitled to a bonus of25 years 1 gross monthly salary or 1 gross monthly wage,35 years 1.5 gross monthly salaries or 1.5 gross monthly wages granted as a one-time recognition payment.For companies whose membership of the collective agreement in question is established after June 30, 2016, only those years of service that are completed after joining the collective agreement in question will be taken into account for the service anniversaries. Existing individual contractual or company regulations that are more favorable to the employee remain unaffected by this provision.",{"bindId":50,"name":51,"text":52},"paidmaternityleave","14. Recognition of maternity leaveEmploy","14. Recognition of maternity leaveEmployees will be credited with maternity leave that began on or after December 1, 2013, up to a maximum of 24 months, toward all entitlements that depend on their length of service, provided that the employment relationship had already been in place for 12 months without maternity leave at the time the respective maternity leave began.Due to the Maternity Protection Act and the Father's Leave Act, maternity leave for births since August 1, 2019 will be fully credited towards all entitlements that depend on the length of service. ",{"bindId":54,"name":55,"text":56},"marriage","if you are getting married yourself, 3 w","if you are getting married yourself, 3 working days;",{"bindId":58,"name":59,"text":60},"TRAINING_trigger","12. Further education and trainingThe em","12. Further education and trainingThe employer must ensure that his employees receive further training and education and propose suitable measures in this regard. These further training and education measures must be suitable for leading to a real improvement or deepening of the employees' qualifications. This should not be understood as learning a profession other than the current one. This provision does not create a personal legal entitlement to further training and education.If further training and continuing education measures are ordered, all costs incurred must be paid by the employer. Attending the training event is working time, including travel time, provided that this exceeds the daily arrival and departure times. For training events that last longer than 8 hours per day, agreement must be reached before the start on compensation for the time exceeding 8 hours.In the case of continuing education and training measures agreed between the employer and employee, agreement must be reached before the start of the training measure regarding who will bear the costs and any compensation for the time spent on the training measure. In any case, no additional or overtime hours will be paid for attending such events.",{"bindId":62,"name":63,"text":64},"contractseverancepay","15. Severance pay (old) and company empl","15. Severance pay (old) and company employee benefitsEmployees who joined the company before December 31, 2002 and have not transferred to the company pension plan are entitled to severance pay in accordance with Sections 23 and 23a of the Employees Act.Workers who joined the company before December 31, 2002 and have not transferred to the company pension plan are entitled to severance pay in accordance with the Workers' Severance Pay Act in conjunction with Sections 23 and 23a of the Salaried Employees Act.Employees and workers who joined or transferred to the company pension scheme on or after January 1, 2003 are subject exclusively to the provisions of the Company Pension Scheme Act.",{"bindId":66,"name":67,"text":68},"hourspweek_select","Within a calculation period of 13 weeks,","Within a calculation period of 13 weeks, the normal weekly working hours are on average 40 hours and can be extended to 60 hours in individual weeks. The normal daily working hours can be up to 13 hours.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>AT_Kuranstalten-und-Rehabilitationseinrichtungen_Angestellte-Arbeiterinnen_2022 - 2022\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Anfangsdatum: → 2022-04-01\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 \u003Cdiv id=\"display-SECTOR1\">\n Name Branche: → Gesundheitswesen, Sozialdienste, personenbezogene Dienstleistungen\n \u003C\u002Fdiv>\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 \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 → Ja\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Ausbildungen → Nein\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Arbeitgeber trägt zum Trainingsfond für Arbeitnehmer bei: → Nein\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n\n \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: → -9 Wochen\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Arbeitsplatzsicherheit nach dem Antritt des Mutterschaftsurlaubs: → Nein\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Verbot der Mutterschaft-bezogenen Diskriminierung: → Nein\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: → 2 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: → 40.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \u003Cdiv id=\"display-hoursovertimemax\">\n Höchstgrenze für Überstunden: → 20.0\n \u003C\u002Fdiv>\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 : → Nein\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 \u003Cdiv id=\"display-incidentalbonusperc1\">\n Einmalige Extrazahlung: → 99 %\n \u003C\u002Fdiv>\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 \n \n \u003Cdiv id=\"display-shiftallowancetype1\">Nur Nachtarbeitszuschläge: → Ja\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-CONSIGN_trigger\">Bezahlung für Bereitschaftsdienst:\u003C\u002Fh4>\n \n \n \u003Cdiv id=\"display-standbyallowancetype1\">Bezahlung für Bereitschaftsdienst nur an Sonntagen → Nein\u003C\u002Fdiv>\n \u003Cdiv id=\"display-standbyallowancetype2\">Bezahlung für Bereitschaftsdienst an allen Wochentagen → Ja\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Überstundenzuschläge:\u003C\u002Fh4>\n \n \n \u003C\u002Fdiv>\n\n \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",[74],{"title":38,"slug":33},[76],{"type":77,"data":78},"call_to_action_body_block",{"title":79,"description":80,"variant":81,"link":82},"Tarifverträge vergleichen","Vergleichen Sie die Artikel der Tarifverträge in Österreich zwischen einzelnen Sektoren, Themen und Ländern","dark",{"title":79,"url":83,"description":79,"rel":84,"type":85},"\u002Fde-at\u002Farbeiten-in-osterreich\u002Fdatenbank-der-tarifvertrage\u002Ftarifvertrage-vergleichen","follow","internal",[87],{"type":77,"data":88},{"title":79,"description":80,"variant":81,"link":89},{"title":79,"url":83,"description":79,"rel":84,"type":85},[]]