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Central förhandling, vanligtvis efter lokal\nförhandling enligt MBL §§ 10 - 12, begärs hos eller av Sveriges ingenjörer\noberoende av om berörd personal är organiserad i förbundet eller ej.\u003C\u002Fp>\n\n\u003Cp>Förhandlingar som rör enskild medlem, MBL § 13 sker med aktuellt\nfackförbund.\u003C\u002Fp>\n\n\u003Ch3>1.2 Undantag\u003C\u002Fh3>\n\n\u003Cp>Avtalet gäller inte\u003C\u002Fp>\n\n\u003Cp>-tjänstemän i företagsledande befattning\u003C\u002Fp>\n\n\u003Cp>-tjänstemän vars anställning är att betrakta som bisyssla, utom vad\ngäller sjuklön under arbetsgivarperioden enligt § 10 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna av organisatoriska skäl önskar att avtalet i någon\ndel ska ges annat innehåll prövas framställning därom av de centrala\nparterna.\u003C\u002Fp>\n\n\u003Ch3>1.3 Uppnådd pensionsålder\u003C\u002Fh3>\n\n\u003Cp>För tjänstemän som fyllt 69 år eller som anställts vid företaget efter\natt ha uppnått den för tjänstemannen gällande ordinarie pensionsåldern\nenligt ITP-planen eller som anställts efter att ha uppnått den ordinarie\npensionsålder som tillämpas på företaget, gäller avtalet med följande\ninskränkningar;\u003C\u002Fp>\n\n\u003Cp>•Rätten till sjuklön efter arbetsgivarperioden kräver en särskild\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>•Uppsägningstiden framgår av § 13, 13.3.7.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande tjänsteman rätten att\nkvarstanna i tjänst till 69 års ålder.\u003C\u002Fp>\n\n\u003Ch3>1.4 Utlandstjänstgöring\u003C\u002Fh3>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras genom\u003C\u002Fp>\n\n\u003Cp>-överenskommelse mellan arbetsgivaren och tjänstemannen eller\u003C\u002Fp>\n\n\u003Cp>-särskilt utlandsreglemente eller liknande som finns i företaget.\u003C\u002Fp>\n\n\u003Cp>Dessutom gäller ”Avtal om social trygghet för tjänstemän vid\nutlandstjänstgöring” för de tjänstemän som omfattas av detta.\u003C\u002Fp>\n\n\u003Ch3>1.5 Företagsledning - förbundstiNhörighet\u003C\u002Fh3>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemän i företagsledande befattning\navstå från medlemskap i förbund som är part i detta avtal. Detta gäller\näven företagsledarens sekreterare samt vid större företag personalchefen\noch dennes sekreterare.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>PTK-förbunden har enats om att tjänstemannaklubbar och representanter som\nutsetts av tjänstemännen inom PTK-området kan företrädas av ett gemensamt\norgan, PTK-L, när det gäller Huvudavtalet mellan Svenskt Näringsliv och PTK\noch frågor om personalinskränkning enligt Tjänstemannaavtalet. Detta organ\nska anses vara den lokala arbetstagarorganisationen enligt lagen (1982:80) om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa överenskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Cp>De anställningsformer som anges nedan är en uttömmande reglering av de\nanställningsformer som är tillgängliga på avtalsområdet. Vad det avser\nföreträdesrätt till återanställning gäller lagen om anställningsskydd\nså vida inte annat anges.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Bestämmelser om avbrytande av provanställning och visstidsanställning\nfinns i 13.3.3 och 13.3.4.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.1 Anställning tills vidare\u003C\u002Fh3>\n\n\u003Cp>En anställning gäller tills vidare, om arbetsgivaren och tjänstemannen\ninte har kommit överens om att anställningen ska vara tidsbegränsad eller\npå prov.\u003C\u002Fp>\n\n\u003Ch3>2.2 Villkor för tidsbegränsade anställningar\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning:\u003C\u002Fp>\n\n\u003Cp>-Vid vikariat för att ersätta en tjänsteman vid dennes ledighet eller\nfrånvaro eller för att upprätthålla en ledigförklarad befattning.\u003C\u002Fp>\n\n\u003Cp>-För avtalad visstid.\u003C\u002Fp>\n\n\u003Cp>Ett avtal om avtalad visstid ska omfatta en minsta anställningstid om sju\ndagar om arbetsgivaren och tjänstemannen inte kommer överens om kortare\nanställningstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1:\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att möjligheten att genom individuell\növerenskommelse visstidsanställa på kortare tid än sju dagar missbrukas kan\norganisationen efter lokal och central förhandling i saken återkalla\nmöjligheten för arbetsgivaren att fortsättningsvis träffa dylika\nindividuella överenskommelser. Möjligheten att återkalla gäller inte då\nlokal överenskommelse träffats. Med missbruk avses att arbetsgivaren\nåterkommande anställer för kort tid trots att verksamhetens behov kunnat\ntillgodoses genom längre visstidsanställning eller tillsvidareanställning.\nVid misstanke om missbruk har den fackliga organisationen rätt att få del av\nsamtliga anställningsavtal där individuell överenskommelse träffats om\nkortare anställningstid än sju dagar avseende den senaste\nsexmånadersperioden.\u003C\u002Fp>\n\n\u003Cp>Lokala parter kan också träffa överenskommelse om kortare\nanställningstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2:\u003C\u002Fp>\n\n\u003Cp>Avsikten med en lokal överenskommelse är att arbetsgivaren och\ntjänstemannaparten tillsammans ser över i vilka typsituationer ett sådant\nkorttidsanställningsbehov, periodiskt eller återkommande, förekommer i\nverksamheten och på förhand överenskommer om undantag avseende dessa\nalternativt i en enskild situation träffar lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Studerande som är inskrivna vid universitet eller högskola kan alltid\nanställas för avtalad visstid utan krav på minsta anställningstid.\u003C\u002Fp>\n\n\u003Cp>-För tjänsteman som uppnått den ordinarie pensionsåldern enligt ITP-\nplanen (fn. 65 år).\u003C\u002Fp>\n\n\u003Cp>-För säsongsarbete.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 3:\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att definitionen av säsongsarbete följer av lagen\nom anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>-Doktorandtjänst, då arbete med doktorsavhandling sker helt eller delvis\nvid företag.\u003C\u002Fp>\n\n\u003Cp>-För skolungdom samt vid praktikarbete.\u003C\u002Fp>\n\n\u003Cp>Till en tidsbegränsad anställning som bedöms få en varaktighet av högst\nen månad gäller inte företrädesrätt till återanställning.\u003C\u002Fp>\n\n\u003Ch3>2.3 Omvandlingsregel för vikariat och avtalad visstid\u003C\u002Fh3>\n\n\u003Cp>Ett vikariat eller en avtalad visstid övergår i en tillsvidareanställning\nnär en arbetstagare har varit anställd hos arbetsgivaren i vikariat och\u002Feller\navtalad visstid sammanlagt mer än i 36 månader under en femårsperiod.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Tjänsteman kan efter det att tidpunkten för omvandling till\ntillsvidareanställning inträtt träffa skriftlig överenskommelse med\narbetsgivaren om att avstå den aktualiserade omvandlingen. Sådan\növerenskommelse gäller i sex månader. Tjänsteman kan härefter på nytt\navstå från tillsvidareanställning enligt denna regel. För den som uppnått\nden ordinarie pensionsåldern enligt ITP-planen (fn. 65 år) övergår inte en\navtalad visstidsanställning eller ett vikariat till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>I huvudregel gäller, likt gällande rätt avseende särskild visstids-\nanställning och vikariat, vid omvandling att anställningsvillkoren kvarstår\noförändrade om inte arbetsgivaren och tjänstemannen kommer överens om\nannat. För det fall parterna inte kommit överens och sysselsättningsgraden\nkort före omvandlingstidpunkten i väsentlig mån avviker från en\ngenomsnittligt beräknad sysselsättningsgrad under de senaste tolv månaderna\nska denna i tillsvidareanställningen bestämmas till den genomsnittliga.\u003C\u002Fp>\n\n\u003Ch3>2.4 Provanställning\u003C\u002Fh3>\n\n\u003Cp>Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå i en tillsvidareanställning. Något särskilt\nkrav på prövobehov uppställs inte. Avtalet får dock omfatta högst sex\nmånader.\u003C\u002Fp>\n\n\u003Cp>Har tjänstemannen varit frånvarande under prövoperioden, kan\nanställningen efter överenskommelse förlängas med tid som motsvarar\nfrånvarotiden.\u003C\u002Fp>\n\n\u003Cp>Har tjänstemannen direkt före provanställningen varit anställd i\nliknande befattning i företaget, i avtalad visstid eller vikariat, minskas\nprovanställningstiden i motsvarande grad.\u003C\u002Fp>\n\n\u003Ch3>2.5 Övergångsbestämmelser\u003C\u002Fh3>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut. Vid omvandling till tillsvidareanställning\nbortses från anställningstid i anställningar som ingåtts före den 1\nnovember 2017.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>3.1 Lojalitet\u003C\u002Fh3>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänstemannen ska vara\ndiskret när det gäller arbetsgivarens angelägenheter som prissättningar,\ndatasystem, undersökningar, driftsförhållanden, affärsangelägenheter och\ndylikt.\u003C\u002Fp>\n\n\u003Ch3>3.2 Konkurrerande verksamhet\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verksamhet för ett företag som konkurrerar med arbetsgivaren.\nTjänstemannen får inte heller åta sig uppdrag eller bedriva verksamhet som\nkan inverka menligt på arbetet i tjänsten. Den som avser att åta sig uppdrag\neller bisyssla av mera omfattande slag, ska därför först samråda med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>3.3 Förtroendeuppdrag\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman har rätt att ta emot statliga, kommunala och fackliga\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Övertidskompensation\u003C\u002Fh2>\n\n\u003Ch3>4.1 Rätten till övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>Tjänstemän har rätt till övertidskompensation enligt 4.3 om inte någon\nannan överenskommelse har träffats enligt 4.1.1 - 4.1.2.\u003C\u002Fp>\n\n\u003Ch4>4.1.1 Överenskommelse med vissa tjänstemän\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om att kompensation för\növertidsarbete ska ges genom att tjänstemannen i stället får högre lön\noch\u002Feller fem semesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser ska gälla tjänstemän i chefsställning och\ntjänstemän som har okontrollerbar arbetstid eller som har frihet att\nförlägga sin arbetstid. I annat fall skall särskilda skäl föreligga.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen ska avse en period om ett semesterår om arbetsgivaren och\ntjänstemannen inte kommit överens om annat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>För tjänstemän anställda före den 1 maj 2013 gäller bestämmelsen i\nsin tidigare lydelse.\u003C\u002Fp>\n\n\u003Ch4>4.1.2 Förberedelse- och avslutningsarbete\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen har kommit överens om att\ntjänstemannen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts med hänsyn till detta, ska\ntjänstemannen kompenseras med tre semesterdagar utöver lagstadgad\nsemester.\u003C\u002Fp>\n\n\u003Ch4>4.1.3 Skriftlig överenskommelse. Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Överenskommelse enligt 4.1.1 och 4.1.2 ska vara skriftliga.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att överenskommelsen ska upphöra, ska underrätta den\nandra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta berörd tjänstemannaklubb när en\növerenskommelse har träffats.\u003C\u002Fp>\n\n\u003Ch3>4.2 Förutsättningar för övertidskompensation\u003C\u002Fh3>\n\n\u003Ch4>4.2.1 Definition av övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Med övertidsarbete som ger rätt till övertidskompensation avses arbete\nsom utförs utöver den ordinarie dagliga arbetstid som gäller för\ntjänstemannen, om övertidsarbetet\u003C\u002Fp>\n\n\u003Cp>-har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>-har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete se 4.4.\u003C\u002Fp>\n\n\u003Ch4>4.2.2 Förberedelse- och avslutningsarbete\u003C\u002Fh4>\n\n\u003Cp>Som övertid räknas inte den tid som går åt för att utföra nödvändigt\nförberedelse- och avslutningsarbete som normalt ingår i tjänstemannens\nuppgifter.\u003C\u002Fp>\n\n\u003Ch4>4.2.3 Beräkning av övertid\u003C\u002Fh4>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, ska de båda övertidsperioderna räknas ihop. Endast\nfulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Ch4>4.2.4 Övertidsarbete som inte ansluter till ordinarie arbetstid\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman utför övertidsarbete på tid som inte ligger direkt\nefter den ordinarie arbetstiden, ges övertidskompensation för minst tre\ntimmars övertidsarbete. Detta gäller dock inte om endast ett\nmåltidsuppehåll skiljer övertidsarbetet från den ordinarie arbetstiden.\u003C\u002Fp>\n\n\u003Ch4>4.2.5 Reskostnader vid övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen inställer sig för övertidsarbete som inte ligger direkt\nefter den ordinarie arbetstiden och det uppstår reskostnader, ska\narbetsgivaren ersätta dessa. Detta gäller även i de fall överenskommelse\nträffats enligt 4.1.1.\u003C\u002Fp>\n\n\u003Ch4>4.2.6 Övertidsarbete vid förkortad ordinarie daglig arbetstid\u003C\u002Fh4>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under en viss del av året, t.ex.\nsommaren, är förkortad utan att motsvarande förlängning sker under en annan\ndel av året gäller följande. Beräkning av övertidsarbete som har utförts\nunder den del av året då den kortare arbetstiden tillämpats, ska ske med\nutgångspunkt från den dagliga arbetstid som gäller under resten av året.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>4.3 Kompensation för övertid\u003C\u002Fh3>\n\n\u003Ch4>4.3.1 Pengar - ledighet\u003C\u002Fh4>\n\n\u003Cp>Övertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänstemannens önskemål om när kompensationsledigheten ska tas ut.\u003C\u002Fp>\n\n\u003Ch4>4.3.2 Ersättningens storlek\u003C\u002Fh4>\n\n\u003Cp>Övertidsersättning per timme ges enligt följande:\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kl. 06-20 helgfria måndagar-fredagar\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>94\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>efter överenskommelse kompensationsledighet med 1 1\u002F2 timme för varje\növertidstimme.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>72\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>efter överenskommelse kompensationsledighet med 2 timmar för varje\növertidstimme.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på tjänstemannens arbetsfria vardagar jämställs med\növertidsarbete på annan tid. Detsamma gäller midsommar-, jul- och\nnyårsafton.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fh3>\n\n\u003Ch4>4.4.1Ersättning för mertid\u003C\u002Fh4>\n\n\u003Cp>Om en deltidsanställd har utfört arbete utöver den ordinarie dagliga\narbetstid som gäller för deltidsanställningen, betalas ersättning per\növerskjutande timme med\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>_____________________\u003C\u002Fp>\n\n\u003Cp>3,5x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses den deltidsanställdes arbetstid per helgfri vecka,\nräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Ch4>4.4.2 Beräkning av mertid\u003C\u002Fh4>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den ordinarie\narbetstid som gäller för deltidsanställningen, ska de båda tidsperioderna\nräknas ihop. Endast fulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Ch4>4.4.3 Övertidskompensation vid mertidsarbete\u003C\u002Fh4>\n\n\u003Cp>En deltidsanställd har rätt till övertidskompensation om mertidsarbetet\npågår före eller efter de klockslag som gäller för den ordinarie dagliga\narbetstiden för en heltidsanställd i motsvarande befattning vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av ersättning enligt 4.3.2 ska lönen räknas upp så att\nden motsvarar heltidslön.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Förskjuten arbetstid\u003C\u002Fh2>\n\n\u003Ch3>5.1 Förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>Med förskjuten arbetstid avses den del av tjänstemannens ordinarie\narbetstid som är förlagd till de dagar och mellan de tider som framgår av\n5.3.\u003C\u002Fp>\n\n\u003Ch3>5.2 Meddelande om förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren bör meddela tjänstemannen senast 14 dagar i förväg att\narbetstiden kommer att förskjutas. Meddelandet bör även innehålla uppgift\nom hur länge förskjutningen är avsedd att gälla.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>5.3 Ersättning för förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>Förskjuten arbetstid ersätts per timme enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>måndag-fredag från kl. 18 till kl. 24\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>måndag-fredag från kl. 00 till kl. 07\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>lördag-söndag från lördag kl. 00 till söndag kl. 24\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från kl. 07 trettondagen, 1 maj, Kristi himmelsfärdsdag,\n        Nationaldagen och Alla helgons dag till kl. 00 första vardagen efter\n        respektive helger\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från kl. 18 på skärtorsdagen och nyårsafton samt från kl. 07 på\n        pingst-, midsommar- och julafton till kl. 00 första vardagen efter\n        respektive helger\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Ersättning för förskjuten arbetstid och övertidsersättning kan inte ges\nsamtidigt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>5.4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan ersättning för\nförskjuten arbetstid, om det finns särskilda skäl.\u003C\u002Fp>\n\n\u003Ch3>5.5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få likvärdig eller förbättrad ersättning på annat sätt. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Ch3>5.6 När tjänstemannen tidigare fått annan kompensation\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman genom lön eller på annat sätt kompenserats för arbete\npå förskjuten arbetstid och därför inte fått någon särskild ersättning,\nska villkoren inte förändras genom att detta avtal träder i kraft.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Jourtid\u003C\u002Fh2>\n\n\u003Ch3>6.1 Jourtid\u003C\u002Fh3>\n\n\u003Cp>Med jourtid avses tiddåtjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsplatsen för att\nutföra arbete när det uppstår behov.\u003C\u002Fp>\n\n\u003Ch3>6.2 Schema\u003C\u002Fh3>\n\n\u003Cp>Jourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänsteman. Schema för jourtid bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Ch3>6.3 Ersättningför jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"389\">\u003Cp>Jourtid ersätts per jourtimme med Dock gäller\n        följande:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"136\">\u003Cp>månadslönen\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"389\">\u003Cp>från fredag kl. 18 till lördag kl. 07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"136\">\u003Cp>månadslönen\u003C\u002Fp>\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"389\">\u003Cp>från lördag kl. 07 till söndag kl. 24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"136\">\u003Cp>månadslönen\u003C\u002Fp>\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"389\">\u003Cp>från kl. 18 dagen före till kl. 07 trettondagen, 1\n        maj, Kristi himmelsfärdsdag och Alla helgons dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"136\">\u003Cp>månadslönen\u003C\u002Fp>\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"389\">\u003Cp>från kl. 07 trettondagen, 1 maj, Kristi\n        himmelsfärdsdag, Nationaldagen och Alla helgons dag till kl. 00\n        första vardagen efter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"136\">\u003Cp>månadslönen\u003C\u002Fp>\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jourtidsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskat med den tid som tjänstemannen fått övertidsersättning\nför. \u003C\u002Fp>\n\n\u003Ch3>6.4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning, om det\nfinns särskilda skäl.\u003C\u002Fp>\n\n\u003Ch3>6.5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få likvärdig eller förbättrad ersättning på annat sätt. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Beredskap\u003C\u002Fh2>\n\n\u003Ch3>7.1 Definition\u003C\u002Fh3>\n\n\u003Cp>Med beredskap avses tid då tjänstemannen inte har arbetsskyldighet men\nmåste vara anträffbar för att kunna utföra arbete när det uppstår ett\nbehov.\u003C\u002Fp>\n\n\u003Ch3>7.2 Lokala avtal\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om beredskap där till\nexempel beredskapstjänster och ersättningsformer anpassas efter lokala\nförutsättningar.\u003C\u002Fp>\n\n\u003Cp>Som underlag för sådana överenskommelser kan nedanstående tabell, där\nberedskapspass, beredskapsersättning samt ersättning för arbetad tid under\nberedskapstjänst definieras, tjäna som utgångspunkt\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\" colspan=\"2\">\u003Cp>Beredskap 1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"246\">\u003Cp>Beredskap 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Ersättning för beredskap\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Ersättning för arbetad tid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>Ersättning för beredskap\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>Ersättning för arbetad tid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>Tid 1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>Tid 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.3 Beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>Beredskapstjänst A innebär att tjänstemannen via ett mobilt verktyg eller\nliknande ska vara anträffbar för att inställa sig i arbete.\nBeredskapstjänst A kräver inte att tjänstemannen behöver inställa sig på\nnågon angiven plats.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst B innebär att tjänstemannen ska inställa sig på\narbetsstället eller av arbetsgivaren annan angiven plats för att utföra\narbete.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst C innebär att tjänstemannen ska inställa sig i hemmet\nför att utföra arbete.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>För de fall arbetsgivaren vill tillämpa Beredskapstjänst C, men\ntjänstemannen inte anser att hemmet är en önskvärd arbetsplats ska\ninställelse i arbete ske på arbetsstället eller på annan angiven plats.\nErsättning utgår dock enligt beredskapstjänst C.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Vid beredskapstjänst ska arbetsgivaren ta hänsyn till skäliga\ninställelsetider med beaktande av tjänstemannens typ av beredskap samt andra\npraktiska och objektiva relevanta förutsättningar. En (1) timme för\ninställelsetid vid Beredskapstjänst B respektive dagtid vid Beredskapstjänst\nC kan tjäna som utgångspunkt. Inställelsetid kan vara både kortare och\nlängre.\u003C\u002Fp>\n\n\u003Ch3>7.4 Schema\u003C\u002Fh3>\n\n\u003Cp>Beredskap ska schemaläggas så att den inte oskäligt belastar enskild\ntjänsteman. Schema bör upprättas och kommuniceras i god tid. Ändringar av\nschemaläggning meddelas senast två veckor i förväg. Tillfälliga avvikelser\nsom inte kunnat förutses vid schemaläggning räknas inte som en\nschemaändring.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Med oskäligt belastar avses som exempel att beredskap inte ska\nschemaläggas på för få tjänstemän eller att beredskap schemaläggs i\nflera beredskapspass under samma dygn utan samband med ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse förutsetts vid behov träffas om nattarbete och\nviloregler i samband med beredskapstjänst.\u003C\u002Fp>\n\n\u003Ch3>7.5 Beredskapsersättning\u003C\u002Fh3>\n\n\u003Cp>Om lokal överenskommelse inte träffats om annat ersätts Beredskapstjänst\nA, B respektive C enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"265\">\u003Cp>Förläggningstidpunkt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\" colspan=\"3\">\u003Cp>Ersättning per timme\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"265\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"265\">\u003Cp>måndag kl 00 - fredag kl 18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1750\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1400\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1650\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"265\">\u003Cp>fredag kl 18 - lördag kl 07, samt från kl 18 dagen\n        före till kl 07 Trettondagen, 1 maj, Kristi Himmelsfärdsdag, Alla\n        Helgons dag och Nationaldagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>900\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1050\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"265\">\u003Cp>lördag kl 07 - söndag kl 24 samt från kl 07\n        Trettondagen, 1 maj, Kristi Himmels­färdsdag, Alla Helgons dag och\n        Nationaldagen till kl 00 första vardagen efter respektive helg\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>750\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>700\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"265\">\u003Cp>Från kl 18 på Skärtorsdagen samt från kl 07 på\n        pingst-, midsommar-, jul-, och nyårsafton till kl 00 första vardagen\n        efter respektive helg\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"106\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>450\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>350\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"105\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>Ersättning för att tjänstemannen har beredskap betalas per pass för\nlägst 1 timme avseende Beredskapstjänst A, 4 timmar för Beredskapstjänst B\noch 2 timmar för Beredskapstjänst C, i förekommande fall minskad med den tid\nsom tjänstemannen har fått ersättning för vid beordrad inställelse i\narbete enligt 7.6 nedan.\u003C\u002Fp>\n\n\u003Ch3>7.6 Ersättning för arbetad tid under beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>Om lokal överenskommelse inte träffats om annan ersättning per timme\nersätts arbetad tid enligt följande:\u003C\u002Fp>\n\n\u003Cp>Vid beordrad inställelse i arbete betalas övertidsersättning för\nfaktiskt arbetad tid dock;\u003C\u002Fp>\n\n\u003Cp>1.minst 30 minuter vid utfört arbete enligt Beredskapstjänst A,\u003C\u002Fp>\n\n\u003Cp>2.minst för tre timmar vid utfört arbete enligt Beredskapstjänst B\nrespektive,\u003C\u002Fp>\n\n\u003Cp>3.minst för 2 timmar vid utfört arbete enligt Beredskapstjänst C.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som har Beredskapstjänst B, men utför arbete enligt\nBeredskapstjänst A, ska ersättas för minst en timme.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>Ersättning för resekostnader i anslutning till Beredskapstjänst B betalas\nut.\u003C\u002Fp>\n\n\u003Ch3>7.7 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersättning på annat sätt. En sådan överenskommelse ska\nvara skriftlig och bör innehålla uppgift om den ersättning som erhålls\nistället för ersättning för beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller tillsvidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att en enskild överenskommelse ska upphöra ska\nunderrätta den andra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Finns lokal klubb\u002Fförening är det lämpligt att parterna har diskuterat\nutformning av enskilda överenskommelser. Det kan även vara lämpligt att\ndiskutera enskilda överenskommelser om beredskap i samband med\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>När en enskild överenskommelse upphör betalas inte längre den avtalade\nersättning eller annan kompensation som överenskommits. Ersättning utgår\nistället enligt kollektivavtalets huvudregel.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>8.1 Rätten till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Tjänstemän har rätt till restidsersättning enligt 8.3 med följande\nundantag: \u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1Arbetsgivaren och den tjänsteman som har träffat överenskommelse om\nkompensation för övertid enligt 4.1.1 och 4.1.2, kan komma överens om att\nbestämmelserna om restidsersättning inte ska gälla.\u003C\u002Fp>\n\n\u003Cp>2Arbetsgivare och tjänstemän kan komma överens om att kompensation för\nrestid ska ges i annan form, t. ex. genom att förekomsten av restid beaktas\nnär lönen fastställs.\u003C\u002Fp>\n\n\u003Cp>3Tjänstemän med arbete som normalt medför tjänsteresor i betydande\nomfattning, t. ex. resande försäljare och servicetekniker, har rätt till\nrestidsersättning endast om arbetsgivaren och tjänstemannen kommit överens\nom detta.\u003C\u002Fp>\n\n\u003Ch3>8.2 Restid\u003C\u002Fh3>\n\n\u003Cp>Restid är den tid under en beordrad tjänsteresa som går åt för att resa\ntill bestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid som ger rätt till ersättning tas endast sådan\nrestid med som ligger före eller efter tjänstemannens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Om restiden ligger såväl före som efter den ordinarie arbetstiden en viss\ndag ska de båda tidsperioderna räknas ihop. Endast fulla halvtimmar tas med\nvid beräkningen.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\nen del av denna, ska tiden kl. 22-08 inte räknas med.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller inte.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad enligt de bestämmelser som gäller\nför traktamentsberäkning eller motsvarande vid respektive företag.\u003C\u002Fp>\n\n\u003Ch3>8.3 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>1 Restidsersättning per timme\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>240\u003C\u002Fp>\n\n\u003Cp>Restidsersättning enligt divisorn 240 betalas för högst sex timmar per\nkalenderdygn.\u003C\u002Fp>\n\n\u003Cp>2 När resan skett under tiden fredag kl. 18 - måndag kl. 06\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>3 När resan skett under tiden från kl. 18 dag före arbetsfri\nhelgdagsafton eller helgdag till kl. 06 dag efter helgdag\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Ch3>9.1 Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Semester utgår enligt gällande lag med följande tillägg och undantag.\u003C\u002Fp>\n\n\u003Ch3>9.2 Intjänandeår och semesterår\u003C\u002Fh3>\n\n\u003Cp>Intjänandeåret räknas fr o m den 1 april t o m den 31 mars året\ndärpå.\u003C\u002Fp>\n\n\u003Cp>Semesteråret är den därpå följande 12-månadersperioden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan komma överens med en enskild tjänsteman eller med den\nlokala tjänstemannaparten om att intjänandeåret och\u002Feller semesteråret ska\nförskjutas.\u003C\u002Fp>\n\n\u003Cp>När intjänandeår och semesterår sammanfaller ska erhållen semesterlön\nbetraktas som a-contoutbetalning och avräknas från såväl\nsemesterersättning som lön. Tjänsteman som erhållit fler betalda\nsemesterdagar än intjänade ska återbetala för mycket utbetald\nsemesterlön\u002Ftillägg. Motsvarande lönekorrigering görs om\nsysselsättningsgraden ändrats under semesteråret.\u003C\u002Fp>\n\n\u003Cp>Löneavräkning ska inte göras vid anställningens upphörande om det sker\npå grund av;\u003C\u002Fp>\n\n\u003Cp>1.tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>2.tjänsteman som frånträder sin anställning under förhållanden som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till tjänstemannen personligen\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Det är viktigt att arbetsgivaren är tydlig med vilket intjänande-och\nsemesterår som tillämpas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>9.3 Semesterns längd\u003C\u002Fh3>\n\n\u003Ch4>9.3.1 Antal semesterdagar\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>-25 semesterdagar enligt semesterlagen\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-3 eller 5 semesterdagar utöver lag genom överenskommelse mellan\narbetsgivaren och tjänstemannen enligt § 4 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Ch4>9.3.2 Antal betalda semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Antalet intjänade semesterdagar med lön beräknas på följande sätt:\u003C\u002Fp>\n\n\u003Cp>A x B\u002FC = D\u003C\u002Fp>\n\n\u003Cp>A = antal avtalade semesterdagar (enligt 9.3.1)\u003C\u002Fp>\n\n\u003Cp>B = antal anställningsdagar under intjänandeåret, minus frånvaro som\ninte är semesterlöne- grundande\u003C\u002Fp>\n\n\u003Cp>C = antal kalenderdagar under intjänandeåret D = antal intjänade, betalda\nsemesterdagar (brutet tal avrundas uppåt till heltal).\u003C\u002Fp>\n\n\u003Ch4>9.3.3 Ändring av semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Om detta avtal träder i kraft för en tjänsteman som omfattas av ett\nenskilt eller kollektivt avtal eller tjänstereglemente vid företaget, har\ntjänstemannen rätt till minst samma antal semesterdagar som tidigare.\u003C\u002Fp>\n\n\u003Cp>Om det blir aktuellt att ändra semesterbestämmelser i gällande\nreglemente, ska arbetsgivaren meddela tjänstemannaparten, och om denna begär\ndet ska förhandlingar äga rum innan beslut fattas.\u003C\u002Fp>\n\n\u003Ch4>9.3.4 Befordrad eller nyanställd tjänsteman\u003C\u002Fh4>\n\n\u003Cp>För befordrade eller nyanställda tjänstemän ska i intjänandeåret även\ninräknas anställningstid vid företaget eller vid annat företag som hör\ntill samma koncern.\u003C\u002Fp>\n\n\u003Ch4>9.3.5 Semester för intermittent arbetande\u003C\u002Fh4>\n\n\u003Cp>För tjänstemän som arbetar mindre än fem dagar i genomsnitt per vecka\nberäknas antalet nettosemesterdagar enligt följande:\u003C\u002Fp>\n\n\u003Cp>Antalet arbetsdagar\u002Fvecka x antalet semesterdagar enligt 9.3\u003C\u002Fp>\n\n\u003Cp>________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>5\u003C\u002Fp>\n\n\u003Cp>= Antalet semesterdagar (nettosemesterdagar) som ska förläggas till dagar\nsom enligt arbetstidsschemat skulle ha varit arbetsdagar. Brutet tal vid\nberäkningen rundas av till närmast högre dagantal.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat ska arbeta såväl hel som del av\ndag samma vecka, ska den delvis arbetade dagen räknas som hel dag. När\nsemestern läggs ut för en sådan tjänsteman går det åt en hel semesterdag\näven för den dag tjänstemannen endast skulle ha arbetat en del av dagen.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Tjänstemannens arbetstid är förlagd till i genomsnitt följande\n        antal arbetsdagar per vecka\u003C\u002Ftd>\n      \u003Ctd>Antal nettosemesterdagar (vid 25 dagars semester)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsschemat ändras så att ”antalet arbetsdagar per vecka”\nförändras ska antalet outtagna nettosemesterdagar räknas om så att de\nsvarar mot det nya schemat.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg, semesterersättning respektive löneavdrag (vid obetald\nsemester) beräknas med utgångspunkt från antalet bruttosemesterdagar.\u003C\u002Fp>\n\n\u003Ch4>9.3.6 Semester vid tidsbegränsad anställning\u003C\u002Fh4>\n\n\u003Cp>Semesterledighet för tjänsteman med tidsbegränsad anställning, vars\nanställning inte avses pågå längre än tre månader och som inte varar\nlängre, ska inte läggas ut, såvida inte detta överenskommits.\nSemesterersättning ska dock utbetalas.\u003C\u002Fp>\n\n\u003Cp>Vid sådan anställning beräknas semesterersättning med 12,5 % på den\nuppburna lönen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>ISemesterlagen 30 b § finns bestämmelser om sammanläggning av\nsemesterförmåner vid flera anställningar\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>9.4 Semesterlön, semesterersättning m m\u003C\u002Fh3>\n\n\u003Ch4>9.4.1 Semesterlön och semestertillägg\u003C\u002Fh4>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och semestertillägg.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman avlönad med veckolön skall månadslönen beräknas som\n4,3 x veckolönen.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget för varje betald semesterdag är\u003C\u002Fp>\n\n\u003Cp>-0,8 % av tjänstemannens månadslön som är aktuell vid\nsemestertillfället och eventuella fasta lönetillägg per månad. Beträffande\nändrad sysselsättningsgrad, se 9.4.6.\u003C\u002Fp>\n\n\u003Cp>-0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inte tjänat in full semester ska semestertillägget 0,5 %\njusteras upp enligt följande:\u003C\u002Fp>\n\n\u003Cp>0,5 % x det antal semesterdagar som tjänstemannen har rätt till \u003C\u002Fp>\n\n\u003Cp>_____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Antalet betalda semesterdagar som tjänstemannen har tjänat in\u003C\u002Fp>\n\n\u003Cp>Med fasta lönetillägg avses här t ex fasta skift-, jour-, beredskaps-,\növertids- och restidstillägg, garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses här t. ex. provision, tantiem, bonus, premie\nlön, skift-, jour-, beredskaps- och ersättning för förskjuten arbetstid\neller liknande, i den mån den inte räknats in i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>I övertids-, mertids- och restidsersättning ingår semesterlön.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>9.4.2 Beräkning av rörlig lönedel vid semesterlönegrundande\nfrånvaro\u003C\u002Fh4>\n\n\u003Cp>Till summan av den rörliga lönedel som har betalats ut under\nintjänandeåret ska för varje kalenderdag med semesterlönegrundande\nfrånvaro läggas en genomsnittlig dagsinkomst av rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig dagsinkomst =\u003C\u002Fp>\n\n\u003Cp>Under intjänandeåret utbetald rörlig lönedel\u003C\u002Fp>\n\n\u003Cp>______________________________________________________\u003C\u002Fp>\n\n\u003Cp>Antalet anställningsdagar, minus semesterledighetsdagar och hela dagar med\nsemesterlönegrundande frånvaro under intjänandeåret\u003C\u002Fp>\n\n\u003Cp>Skift-, jour-, beredskapsersättning och ersättning för förskjuten\narbetstid och liknande ska inte tas med i ovanstående genomsnittsberäkning,\nom tjänstemannen under intjänandeåret haft sådan ersättning under högst\n60 kalenderdagar.\u003C\u002Fp>\n\n\u003Ch4>9.4.3 Utbetalning av semesterlön\u003C\u002Fh4>\n\n\u003Cp>Semestertillägget om 0,8 % betalas ut tillsammans med lönen i samband med\neller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,5 % betalas ut senast vid semesterårets slut. \u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1 Om lönen till väsentlig del består av rörliga lönedelar, har\ntjänstemannen rätt att a conto få ett semestertillägg som grundar sig på\nde rörliga lönedelarna. Arbetsgivaren ska uppskatta tilläggets storlek.\nTillägget betalas ut samtidigt med lönen vid den ordinarie utbetalningen i\nsamband med semestern. Arbetsgivaren ska senast vid semesterårets utgång\nbetala ut det semestertillägg som kan återstå efter beräkning enligt 9.4.1\noch 9.4.2.\u003C\u002Fp>\n\n\u003Cp>2 Om en överenskommelse har träffats om att semesterår och intjänandeår\nska sammanfalla, kan arbetsgivaren betala ut resterande semesterlön som avser\nrörliga lönedelar efter semesterårets utgång. Detta ska göras vid den\nförsta ordinarie löneutbetalningen på det nya intjänandeåret när\nordinarie lönerutin kan tillämpas.\u003C\u002Fp>\n\n\u003Ch4>9.4.4 Semesterersättning\u003C\u002Fh4>\n\n\u003Cp>Ersättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella månadslönen samt semestertillägg enligt 9.4.1 och 9.4.2.\u003C\u002Fp>\n\n\u003Cp>För sparad semesterdag beräknas semesterersättning som om den sparade\ndagen tagits ut det semesterår anställningen upphör.\u003C\u002Fp>\n\n\u003Ch4>9.4.5 Obetald semester\u003C\u002Fh4>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella månadslön med 4,6 % av månadslönen. Beträffande begreppet\nmånadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Ch4>9.4.6 Ändrad sysselsättningsgrad\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till andelen av full\nordinarie arbetstid som gällde vid arbetsplatsen under intjänandeåret. Om\nsysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt under flertalet\nkalenderdagar av månaden. Beträffande begreppet månadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Ch3>9.5 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar inte täcker tiden för\nföretagets huvudsemester eller om tjänstemannen i annat fall vill ha längre\nledighet än som motsvarar antalet semesterdagar, kan arbetsgivaren och\ntjänstemannen komma överens om att tjänstemannen ska vara tjänstledig eller\nledig utan löneavdrag under erforderligt antal dagar. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag gäller följande. Om anställningen upphör\ninom fem år från den dag den började, ska avdrag göras från innestående\nlön eller semesterersättning enligt samma bestämmelser som vid\ntjänstledighet men räknas på den lön som gällde under ledigheten. Avdrag\nska inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1 tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2 tjänsteman som frånträder sin anställning under förhållande som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller\u003C\u002Fp>\n\n\u003Cp>3 uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till tjänstemannen personligen.\u003C\u002Fp>\n\n\u003Cp>För dem som fått fler betalda semesterdagar än de har tjänat in gäller\nbestämmelserna om förskotterad semesterlön i 29 a § semesterlagen, om\nnågon skriftlig överenskommelse enligt ovan inte har träffats.\u003C\u002Fp>\n\n\u003Ch3>9.6 Sparande av semester\u003C\u002Fh3>\n\n\u003Ch4>9.6.1 Sparande av semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Tjänstemän som har rätt till flera semesterdagar med semesterlön än 25\nfår efter överenskommelse med arbetsgivaren även spara dessa överskjutande\nsemesterdagar förutsatt att de inte samma år tar ut tidigare sparad semester.\nArbetsgivaren och tjänstemannen ska komma överens om hur sparade\nsemesterdagar ska läggas ut. Det gäller såväl vilket semesterår de sparade\ndagarna ska tas ut som hur de ska förläggas under detta semesterår.\u003C\u002Fp>\n\n\u003Ch4>9.6.2 Uttag av sparade semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de sparats. Semesterdagar som\nsparats enligt lag ska tas ut före semesterdagar som sparats enligt 9.6.1\nunder samma år.\u003C\u002Fp>\n\n\u003Ch4>9.6.3 Semesterlön för sparade semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt 9.4.1 och 9.4.2. Vid\nberäkning av semestertillägget om 0,5 % gäller dock att all frånvaro under\nintjänandeåret exklusive ordinarie semester ska behandlas på samma sätt som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska anpassas till tjänstemannens\nandel av full ordinarie arbetstid under det intjänandeår som föregick det\nsemesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid, se\n9.4.6. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>§ 10 Sjuklön m m\u003C\u002Fh2>\n\n\u003Ch3>10.1 Rätten till sjuklön och sjukanmälan\u003C\u002Fh3>\n\n\u003Ch4>10.1.1 Rätten till sjuklön\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden betalas enligt lagen om sjuklön med tillägg enligt 10.2.2 andra\nstycket. Hur sjuklönen beräknas anges i 10.3.1 - 10.3.2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sjuklön från arbetsgivaren fr o m den 15:e kalenderdagen i sjukperioden\nbetalas enligt 10.3.6 - 10.3.8 och 10.4 - 10.7.\u003C\u002Fp>\n\n\u003Cp>En sjukperiod som börjar inom 5 kalenderdagar från det att en tidigare\nsjukperiod upphörde ska betraktas som fortsättning på den tidigare\nsjukperioden när det gäller karensdag, sjuklönens storlek och\nsjuklöneperiodens längd.\u003C\u002Fp>\n\n\u003Ch4>10.1.2 Sjukanmälan\u003C\u002Fh4>\n\n\u003Cp>Den tjänsteman som blir sjuk och därför inte kan tjänstgöra ska snarast\nmöjligt underrätta arbetsgivaren om detta. Tjänstemannen ska så snart som\nmöjligt meddela arbetsgivaren när arbetet beräknas kunna återupptas.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller arbetsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta som ger rätt till ersättning enligt\nlagen om ersättning till smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte betalas för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § första stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Ch3>10.2 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Ch4>10.2.1 Skriftlig försäkran\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att\ntjänstemannen har varit sjuk, uppgifter om i vilken omfattning\narbetsförmågan varit nedsatt på grund av sjukdomen och under vilka dagar\ntjänstemannen skulle ha arbetat (9 § lagen om sjuklön). \u003C\u002Fp>\n\n\u003Ch4>10.2.2 Läkarintyg\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen ska styrka nedsättningen av arbetsförmågan och\nsjukperiodens längd med läkarintyg för att arbetsgivaren ska vara skyldig\natt betala sjuklön fr o m den sjunde kalenderdagen efter dagen för\nsjukanmälan (8 § andra stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemannen lämna sådant läkarintyg\nfrån en tidigare dag. Arbetsgivaren har rätt att anvisa läkare.\u003C\u002Fp>\n\n\u003Ch3>10.3 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Ch4>10.3.1 Sjuklönens storlek\u003C\u002Fh4>\n\n\u003Cp>Sjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Ch4>10.3.2 Sjukdom t o m 14 kalenderdagar per sjukperiod\u003C\u002Fh4>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro upp till 20 % av genomsnittlig veckoarbetstid\n        (karens) i sjukperioden\u003C\u002Ftd>\n      \u003Ctd>månadslönen x 12\n\n        \u003Cp>_____________________\u003C\u002Fp>\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro överstigande 20 % av genomsnittlig veckoarbetstid\n        till och med dag 14 i sjukperioden\u003C\u002Ftd>\n      \u003Ctd>20 % x månadslönen x 12 \n\n        \u003Cp>___________________________\u003C\u002Fp>\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Tjänstemän som skulle ha arbetat på schemalagd förskjuten arbetstid får\ndessutom sjuklön efter karenstid med 80 % av den ersättning för förskjuten\narbetstid som de gått miste om.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Av 10.1.1 framgår att sjukperiod som börjar inom 5 kalenderdagar från att\nen tidigare sjukperiod upphört ska betraktas som en fortsättning på tidigare\nsjukperiod. Det innebär att fortsatt karensavdrag kan behöva göras intill 20\nprocent av genomsnittlig veckoarbetstid i den fortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Ch4>10.3.3 Sjuklön utan beaktande av karens\u003C\u002Fh4>\n\n\u003Cp>För en tjänsteman som enligt Försäkringskassans beslut är berättigad\ntill sjuklön utan beaktande av karens, görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro överstigande 20 procent av genomsnittlig veckoarbetstid\ntill och med dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Ch4>10.3.4 När När tio karensavdrag gjorts\u003C\u002Fh4>\n\n\u003Cp>Antalet karensavdrag får enligt lagen inte överstiga tio tillfällen under\nen tolvmånadersperiod. Om det vid en ny sjukperiod visar sig att\ntjänstemannen fått tio tillfällen med karensavdrag inom tolv månader bakåt\nfrån den nya sjuklöneperiodens början, ska avdraget för de första 20\nprocenten av sjukfrånvaron beräknas enligt vad som gäller för sjukfrånvaro\növerstigande 20 procent av genomsnittlig veckoarbetstid till och med dag 14 i\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt 10.3.2 med sammanlagt högst 20 procent\nav genomsnittlig veckoarbetstid inom samma sjukperiod betraktas som ett\ntillfälle även om avdragen sker på olika dagar. Av\u003C\u002Fp>\n\n\u003Cp>10.1.1framgår att sjukperiod som börjar inom 5 kalenderdagar från att en\ntidigare sjukperiod upphört ska betraktas som en fortsättning på tidigare\nsjukperiod.\u003C\u002Fp>\n\n\u003Ch4>10.3.5 Definition av månadslön och veckoarbetstid\u003C\u002Fh4>\n\n\u003Cp>Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>I månadslönen ingår\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t.ex. fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som till väsentlig del är avlönad med rörliga\nlönedelar bör arbetsgivaren och tjänstemannen komma överens om vilket\nlönebelopp som ska utgöra den månadslön som sjukavdrag ska göras från.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas\nnedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med tjänstemannens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka utan helgdag. För tjänstemän med intermittent\neller oregelbunden tjänstgöring beräknas ett snitt över en representativ\nperiod.\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra sjukavdrag med\nutgångspunkt från den gamla lönen till den dag tjänstemannen får besked om\nsin nya lön.\u003C\u002Fp>\n\n\u003Ch4>10.3.6 Sjukdom fr o m den 15:e kalenderdagen\u003C\u002Fh4>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget beräknas olika beroende på om tjänstemannens månadslön\növer- eller understiger en viss lönegräns. Denna lönegräns beräknas\nsom\u003C\u002Fp>\n\n\u003Cp>10 x prisbasbelopp (pbb)\u003C\u002Fp>\n\n\u003Cp>________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Lönegränsen 10 prisbasbelopp gäller från och med den 1 januari\n2023. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel 2023\u003C\u002Fp>\n\n\u003Cp>Pbb 2023 52 500\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>10 x 52 500 kr = 43 750 kr för år 2023 \u003C\u002Fp>\n\n\u003Cp>_____________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön som uppgår till högst lönegränsen:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>90 % x månadslönen x 12 \u002F 365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön över lönegränsen:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>90 % x 10 x pbb \u002F 365 + 10 % x månadslönen x 12 - 10 x pbb \u002F 365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.3.7 Högsta sjukavdrag per dag\u003C\u002Fh4>\n\n\u003Cp>Sjukavdraget per dag får inte överstiga\u003C\u002Fp>\n\n\u003Cp>den fasta kontanta månadslönen x 12 \u002F 365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs här\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>För definition av månadslön, se 10.3.5. \u003C\u002Fp>\n\n\u003Ch4>10.3.8 Sjuklönetidens längd\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen enligt detta avtal har rätt till sjuklön fr o m den 15:e\nkalenderdagen i sjukperioden, ska arbetsgivaren betala sådan enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t o m den 90:e kalenderdagen i sjukperioden till den som\u003C\u002Fp>\n\n\u003Cp>-varit anställd minst ett år i följd hos arbetsgivaren eller\u003C\u002Fp>\n\n\u003Cp>-gått över direkt från en anställning med rätt till sjuklön under 90\ndagar (grupp 1).\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t o m den 45:e kalenderdagen i sjukperioden till övriga\n(gmpp 2).\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår samtliga dagar med sjukavdrag (även dagar med\nkarensavdrag), och arbetsfria dagar under perioden.\u003C\u002Fp>\n\n\u003Cp>Högsta antal dagar med sjuklön\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Ch3>10.4 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Ch4>10.4.1 Rehabiliteringspenning\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman är frånvarande med rehabiliteringspenning under annars\nsjuklöneberättigad tid enligt 10.3.8 görs löneavdrag som vid sjukdom fr o m\nden 15:e kalenderdagen enligt 10.3.6.\u003C\u002Fp>\n\n\u003Ch4>10.4.2 Ersättning från annan försäkring\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Ch4>10.4.3 Annan ersättning från staten\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än från den\nallmänna försäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskade- skydd, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Ch4>10.4.4 Livränta\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren inte beräknas enligt 10.3 utan istället\nutgöra skillnaden mellan 90% av månadslönen och livräntan.\u003C\u002Fp>\n\n\u003Ch3>10.5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Ch4>10.5.1 Inte lämnat friskintyg\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön fr o m den 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Ch4>10.5.2 Nedsatta sjukförmåner\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt Socialförsäkrings-\nbalken ska arbetsgivaren reducera sjuklönen i motsvarande mån.\u003C\u002Fp>\n\n\u003Ch4>10.5.3 Skada vid olycksfall vållad av tredje man\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman har skadats vid olycksfall som vållats av tredje man och\nersättning inte betalas enligt trygghetsförsäkring vid arbetsskada (TFA),\nska arbetsgivaren betala sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skadestånd för förlorad arbetsförtjänst från\nden som är ansvarig för skadan.\u003C\u002Fp>\n\n\u003Ch4>10.5.4 Olycksfall hos annan arbetsgivare\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgivare eller i samband med egen rörelse, ska arbetsgivaren betala\nsjuklön fr o m den 15:e kalenderdagen i sjukperioden endast om han särskilt\nhar åtagit sig detta.\u003C\u002Fp>\n\n\u003Ch4>10.5.5 När sjukpension betalas ut\u003C\u002Fh4>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar betalas till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Ch4>10.5.6 Uppnådd pensionsålder\u003C\u002Fh4>\n\n\u003Cp>Beträffande inskränkning i rätten till sjuklön fr o m den 15:e\nkalenderdagen i sjukperioden för tjänstemän som uppnått pensionsåldern, se\n1.3.\u003C\u002Fp>\n\n\u003Ch4>10.5.7 Övriga inskränkningar i rätten till sjuklön\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren är inte skyldig att betala sjuklön fr o m den 15:e\nkalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen har undantagits från sjukförsäkringsförmåner enligt\nSocialförsäkringsbalken, eller\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskommelse om annat träffas.\u003C\u002Fp>\n\n\u003Ch3>10.6 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till ersättning enligt lagen om\nersättning till smittbärare görs avdrag enligt följande t o m. den 14:e\nkalenderdagen.\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag per timme\nmed\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 \u002F 52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Fr o m den 15:e kalenderdagen görs avdrag enligt 10.3.6 - 10.3.8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.7 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nbetalas enligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt Socialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Ledighet\u003C\u002Fh2>\n\n\u003Ch3>11.1 Permission, kort ledighet med lön\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Permission beviljas i regel endast för del av arbetsdag. I särskilda fall\nkan dock permission beviljas även för en eller flera dagar t ex vid hastigt\npåkommande sjukdomsfall inom tjänstemannens familj eller nära anhörigs\ndödsfall.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För påsk-, midsommar- och julafton som inte är sedvanliga fridagar bör\npermission beviljas om det kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Nationaldagen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>År då Nationaldagen infaller på en lördag eller söndag erhåller\ntjänstemannen i stället annan ledig dag utan löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Redan träffade lokala överenskommelser påverkas ej.\u003C\u002Fp>\n\n\u003Cp>Ledigheten proportioneras för deltidsanställda.\u003C\u002Fp>\n\n\u003Cp>Ledighet som ej uttagits under kalenderåret förfaller.\u003C\u002Fp>\n\n\u003Ch3>11.2 Tjänstledighet, ledighet hel dag utan lön\u003C\u002Fh3>\n\n\u003Cp>Tjänstledighet beviljas om arbetsgivaren finner att så kan ske utan\nolägenhet för verksamheten vid företaget, såvida det inte är fråga om\nlagstadgad ledighet t ex studie- eller föräldraledighet.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet för att pröva annat arbete bör beviljas i\nrehabiliteringssyfte. Ledigheten begränsas till sex månader men kan\nförlängas eller förkortas efter överenskommelse mellan arbetsgivaren och\ntjänstemannen.\u003C\u002Fp>\n\n\u003Cp>När tjänstledigheten beviljas ska arbetsgivaren ange vilken tidsperiod\nledigheten omfattar. Tjänstledighet får inte förläggas så att den inleds\noch\u002Feller avslutas på sön- och\u002Feller helgdag som är arbetsfri för den\nenskilde tjänstemannen. För tjänsteman som har veckovila förlagd till annan\ndag än söndag ska motsvarande regel tillämpas. \u003C\u002Fp>\n\n\u003Ch4>11.2.1 Löneavdrag för heltidsanställd, hel dag\u003C\u002Fh4>\n\n\u003Cp>När en tjänsteman är frånvarande minst en dag på grund av\ntjänstledighet, görs löneavdrag enligt följande:\u003C\u002Fp>\n\n\u003Cp>-under en period om högst 5 (6) * arbetsdagar görs för varje arbetsdag\nett avdrag med 1\u002F21 (1\u002F25)* av månadslönen\u003C\u002Fp>\n\n\u003Cp>-under en period längre än 5 (6)* arbetsdagar görs avdrag med dagslönen\nför varje ledig dag. Detta gäller även tjänstemannens arbetsfria vardagar\noch sön- eller helgdagar.\u003C\u002Fp>\n\n\u003Cp>dagslön = den fasta kontanta månadslönen x 12 \u002F 365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>* Tal inom parentes används vid sexdagarsvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.2.2 Löneavdrag lör deltidsanställd, hel dag\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar endast under vissa av\nveckans arbetsdagar (s k intermittent deltidsarbete), ska löneavdrag göras\nför varje dag som tjänstemannen är tjänstledig och som annars skulle ha\nvarit arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>Månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>antalet arbetsdagar per vecka\u003C\u002Fp>\n\n\u003Cp>__________________________________ x 21 (25)*\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***********\u003C\u002Fspan>5 (6)*\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Tjänstemannens deltid är förlagd till följande antal\n        arbetsdagar\u002Fvecka\u003C\u002Ftd>\n      \u003Ctd>Avdrag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"307\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"125\">\u003Cp>16,8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"307\">\u003Cp>3,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"125\">\u003Cp>14,7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"307\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"125\">\u003Cp>12,6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"307\">\u003Cp>2,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"125\">\u003Cp>10,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"307\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"125\">\u003Cp>8,4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med ”antal arbetsdagar per vecka” avses antalet arbetsdagar per helgfri\nvecka beräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Ch3>11.3 Annan ledighet, ledighet under del av dag utan lön\u003C\u002Fh3>\n\n\u003Cp>Ledighet under del av dag kan beviljas om arbetsgivaren finner att så kan\nske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Löneavdrag görs för varje full halvtimme. Avdraget per timme är 1\u002F175 av\nmånadslönen. För deltidsanställda ska lönen först räknas upp så att den\nmotsvarar heltidslön.\u003C\u002Fp>\n\n\u003Ch3>11.4 Månadslön\u003C\u002Fh3>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen. Med fast kontant\nmånadslön avses här\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\u002F\navräkningsperioder ska tjänstemannens hela lön dras av för var och en av\nkalendermånaderna\u002Favräkningsperioderna.\u003C\u002Fp>\n\n\u003Ch3>11.5 Föräldralön\u003C\u002Fh3>\n\n\u003Ch4>11.5.1 Villkor för föräldralön\u003C\u002Fh4>\n\n\u003Cp>En tjänsteman som är tjänstledig med föräldrapenning har rätt till\nföräldralön från arbetsgivaren om\u003C\u002Fp>\n\n\u003Cp>-tjänstemannen har varit anställd hos arbetsgivaren under minst ett år i\nföljd, och\u003C\u002Fp>\n\n\u003Cp>-anställningen fortsätter under minst tre månader efter tjänsledigheten.\nAnmärkning\u003C\u002Fp>\n\n\u003Cp>Ansökan om föräldraledighet som avses infalla någon gång i perioden 1\njuni till 31 augusti respektive år bör inges till arbetsgivaren i samband med\nsemesteransökan, det vill säga normalt senast den 1 mars.\u003C\u002Fp>\n\n\u003Ch4>11.5.2 Föräldralönens storlek\u003C\u002Fh4>\n\n\u003Cp>Föräldralöneavdraget beräknas olika beroende på om tjänstemannens\nmånadslön över- eller understiger en viss lönegräns. Denna lönegräns\nberäknas som\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 x prisbasbeloppet (pbb) \u002F 12\u003C\u002Fp>\n\n\u003Cp>Exempel 2023:\u003C\u002Fp>\n\n\u003Cp>Pbb: år 2023 52 500 kr.\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 x 52 500 kr \u002F 12 = 43 750 kr för år 2023\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön som uppgår till högst lönegränsen görs\nföräldralöneavdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>90 % x Månadslönen x 12 \u002F 365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For tjansteman med manadslon over lonegransen gors föräldralöneavdrag per\ndag\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption> \u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>90 % x 10 x pbb \u002F 365 + 10 % x\u003C\u002Ftd>\n      \u003Ctd>(Månadslönen x 12) – (10 x pbb) \u002F 365\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beträffande måndslön se 11.6.2.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i ett men inte två år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-två månadslöner minus 60 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i två men inte tre år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-tre månadslöner minus 90 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i tre men inte fyra år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-fyra månadslöner minus 120 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i fyra men inte fem år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-fem månadslöner minus 150 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i fem eller fler år i följd utgörs\nföräldralönen av\u003C\u002Fp>\n\n\u003Cp>-sex månadslöner minus 180 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Föräldralön utges enbart för en sammanhängande ledighetsperiod. Om\ntjänstledigheten skulle bli kortare än en, två, tre, fyra, fem respektive\nsex månader utges föräldralön inte för längre tid än ledigheten omfattar\nom ej annat överenskommes lokalt eller individuellt.\u003C\u002Fp>\n\n\u003Cp>Föräldralön utbetalas inte för årslönedelar överstigande 15\nprisbasbelopp. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.5.3 Utbetalning av föräldralön\u003C\u002Fh4>\n\n\u003Cp>Föräldralönen betalas ut med halva beloppet när tjänstledigheten\nbörjar och resterande hälft efter det att tjänstemannen har fortsatt sin\nanställning i tre månader efter tjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>För ledigheten görs frånvaroavdrag enligt 11.2 - 11.4.\u003C\u002Fp>\n\n\u003Ch4>11.5.4 Reduktion av föräldralön\u003C\u002Fh4>\n\n\u003Cp>Föräldralön betalas inte om tjänstemannen undantas från\nföräldrapenning enligt Socialförsäkringsbalken. Om denna förmån har\nnedsatts ska föräldralönen reduceras i motsvarande grad.\u003C\u002Fp>\n\n\u003Ch3>11.6 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Ch4>11.6.1 Avdrag\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman är frånvarande med tillfällig föräldrapenning, görs\nlöneavdrag per frånvarotimme enligt följande:\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 \u002F 52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela\nkalendermånader\u002Favräkningsperioder ska tjänstemannens hela lön dras av för\nvar och en av kalendermånaderna\u002Favräkningsperioderna.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas\nnedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra avdrag med\nutgångspunkt från den gamla lönen till den dag tjänstemannen får besked om\nsin nya lön.\u003C\u002Fp>\n\n\u003Ch4>11.6.2 Månadslön\u003C\u002Fh4>\n\n\u003Cp>Med månadslön avses\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad (t\nex fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med sådana lönedelar bör överenskommelse\nträffas om vilket lönebelopp som ska utgöra den månadslön som löneavdrag\nska göras från.\u003C\u002Fp>\n\n\u003Cp>-Med månadslön avses även förmåner i form av kost eller bostad\nvärderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning eller ändrar\nsysselsättningsgrad under löpande kalendermånad\u002Favräkningsperiod beräknas\nlönen på följande sätt:\u003C\u002Fp>\n\n\u003Cp>X \u002F Y x Z = L\u003C\u002Fp>\n\n\u003Cp>X = aktuell månadslön\u003C\u002Fp>\n\n\u003Cp>Y= antal arbetsdagar under den aktuella månaden\u002Favräkningsperioden\u003C\u002Fp>\n\n\u003Cp>och sådan dag som infaller på helgdag\u003C\u002Fp>\n\n\u003Cp>Z = antal dagar av Y som infaller under perioden \u003C\u002Fp>\n\n\u003Cp>L = lön för beräkningsperioden\u003C\u002Fp>\n\n\u003Cp>Vid ändrad sysselsättningsgrad beräknas varje period med respektive\nsysselsättningsgrad för sig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Uppsägning\u003C\u002Fh2>\n\n\u003Ch3>13.1 Uppsägning från tjänstemannens sida\u003C\u002Fh3>\n\n\u003Ch4>13.1.1 Uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från tjänstemannens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.8.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens uppsägningstid i månader\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"290\">\u003Cp>Anställningstid vid företaget\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"221\">\u003Cp>Uppsägningstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"290\">\u003Cp>mindre än 3 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"221\">\u003Cp>1 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"290\">\u003Cp>fr o m 3 år till 6 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"221\">\u003Cp>2 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"290\">\u003Cp>fr o m 6 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"221\">\u003Cp>3 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.1.2 Skriftlig uppsägning\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen bör göra sin uppsägning skriftligen. Om uppsägningen\nändå sker muntligen bör tjänstemannen så snart som möjligt bekräfta den\nskriftligen till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.2 Uppsägning från arbetsgivarens sida\u003C\u002Fh3>\n\n\u003Ch4>13.2.1 Uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.8.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens uppsägningstid i månader\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"286\">\u003Cp>Anställningstid vid företaget\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\">\u003Cp>Uppsägningstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"286\">\u003Cp>mindre än 2 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\">\u003Cp>1 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"286\">\u003Cp>fr o m 2 år till 4 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\">\u003Cp>2 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"286\">\u003Cp>fr o m 4 år till 6 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\">\u003Cp>3 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"286\">\u003Cp>fr o m 6 år till 8 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\">\u003Cp>4 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"286\">\u003Cp>fr o m 8 år till 10 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\">\u003Cp>5 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"286\">\u003Cp>fr o m 10 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"217\">\u003Cp>6 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Beräkning av anställningstidens längd\u003C\u002Fp>\n\n\u003Cp>Hur anställningstidens längd enligt ovan ska beräknas anges i 3 § lagen\nom anställningsskydd.\u003C\u002Fp>\n\n\u003Ch4>13.2.2 Förlängd uppsägningstid i vissa fall\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman, som sagts upp på grund av arbetsbrist vid uppsägnings-\ndagen uppnått 55 års ålder och då har 10 års sammanhängande\nanställningstid, ska uppsägningstiden förlängas med sex månader. Detta\ngäller dock längst till dess tjänstemannen fyllt 65 år.\u003C\u002Fp>\n\n\u003Ch4>13.2.3 Varsel\u003C\u002Fh4>\n\n\u003Cp>Varsel som arbetsgivaren enligt lagen om anställningsskydd ska ge lokalt\ntill arbetstagarorganisationen ska anses ha skett, när arbetsgivaren har\növerlämnat varselskrivelsen till den lokala tjänstemannaparten eller två\narbetsdagar efter det att arbetsgivaren har skickat skrivelsen i rekommenderat\nbrev till berört förbund. Varsel som arbetsgivaren har gett under tid då\nföretaget har semesterstopp, anses ha skett dagen efter den då\nsemesterstoppet upphörde.\u003C\u002Fp>\n\n\u003Ch3>13.3 Övriga bestämmelser vid uppsägning\u003C\u002Fh3>\n\n\u003Ch4>13.3.1 Lön under uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman inte kan beredas arbete under uppsägningstiden ska lön\noch andra ersättningar betalas ut som om tjänstemannen varit i tjänst (12 §\nlagen om anställningsskydd).\u003C\u002Fp>\n\n\u003Ch4>13.3.2 Överenskommelse om annan uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Tjänstemän som enligt kollektivavtal eller enskilt anställningsavtal har\nlängre uppsägningstid när detta avtal träder i kraft vid företaget,\nbehåller denna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om en annan\nuppsägningstid. Om de gör det får emellertid uppsägningstiden från\narbetsgivarens sida inte understiga uppsägningstiden enligt tabellen i\n13.2.1.\u003C\u002Fp>\n\n\u003Ch4>13.3.3 Avbrytande av provanställning\u003C\u002Fh4>\n\n\u003Cp>Provanställningen kan avbrytas av både arbetsgivaren och tjänstemannen\nföre prövotidens utgång genom skriftligt besked senast två veckor i\nförväg.\u003C\u002Fp>\n\n\u003Cp>Vill inte arbetsgivaren eller tjänstemannen att anställningen ska\nfortsätta efter det att prövotiden löpt ut, ska skriftligt besked om detta\nlämnas senast två veckor före prövotidens utgång. Har inte underrättelse\nlämnats senast vid prövotidens utgång övergår provanställningen till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren motivera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut.\u003C\u002Fp>\n\n\u003Ch4>13.3.4 Avbrytande av vikariat och avtalad visstid\u003C\u002Fh4>\n\n\u003Cp>Ett vikariat eller en avtalad visstid kan bringas att upphöra genom att\narbetsgivaren eller tjänstemannen lämnar underrättelse därom.\nAnställningen upphör då en månad efter det att någondera parten\nskriftligen underrättat motparten om sin avsikt att avbryta anställningen.\nMöjligheten att genom underrättelse bringa anställningen att upphöra\ngäller endast fram till den tidpunkt då tjänstemannen har en sammanlagd\nanställningstid om sex månader vid företaget. När ett avtal om en avtalad\nvisstid eller ett vikariat har föregåtts av en provanställning i liknande\nbefattning i företaget minskas prövotiden i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>Om vikariatet eller den avtalade visstidsanställningen upphör att gälla\ngenom underrättelse från arbetsgivaren, ska arbetsgivaren motivera sitt\nställningstagande om tjänstemannen begär det.\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan skriftligen överenskomma om att ett\nvikariat eller en avtalad visstid inte av någondera parten kan bringas att\nupphöra genom underrättelse.\u003C\u002Fp>\n\n\u003Ch4>13.3.5 Avtal om uppsägning av tidsbegränsad anställning\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivare och tjänsteman kommit överens om att en tidsbegränsad\nanställning kan sägas upp i förtid kan parterna inte komma överens om\nkortare uppsägningstid än vad som framgår av kollektivavtalets\nuppsägningstider.\u003C\u002Fp>\n\n\u003Cp>En överenskommelse om uppsägningsmöjlighet i förtid äger tillämpning\nförst efter att eventuell tid enligt mom. 13.3.4 löpt ut.\u003C\u002Fp>\n\n\u003Ch4>13.3.6 Uppnådd pensionsålder - upphörande av anställning\u003C\u002Fh4>\n\n\u003Cp>Oberoende av tidigare avtalad uppsägningstid gäller följande för\ntjänsteman som uppnår den ålder som anges i 32 a § lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Anställningen kan bringas att upphöra vid utgången av den månad\ntjänstemannen uppnår den ålder som anges i 32 a § lagen om\nanställningsskydd, genom skriftlig underrättelse två månader innan från\narbetsgivaren eller tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Anställningar som fortsätter efter att tjänstemannen uppnått den ålder\nsom anges i första stycket kan bringas att upphöra genom att arbetsgivaren\neller tjänstemannen lämnar underrättelse därom. Anställningen upphör då\nen månad efter det att någondera parten skriftligen underrättat motparten om\nsin avsikt att avbryta anställningen.\u003C\u002Fp>\n\n\u003Cp>Varsel till facklig organisation behöver inte lämnas med anledning av\navbrytandet.\u003C\u002Fp>\n\n\u003Cp>Det är möjligt att överenskomma om längre avbrytandetid än en månad\nefter det att tjänstemannen uppnått ålder som anges i första stycket. Det\nska uttryckligen framgå av överenskommelsen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Den ålder som anges i 32 a § lagen om anställningsskydd är 69 år.\u003C\u002Fp>\n\n\u003Ch4>13.3.7 Pensionärer — uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>För tjänstemän som fyllt 67 år eller som anställts vid företaget efter\natt ha uppnått den för tjänstemannen gällande ordinarie pensionsåldern\nenligt ITP-planen eller som anställts efter att ha uppnått den ordinarie\npensionsåldern som tillämpas på företaget är uppsägningstiden en månad\nför både arbetsgivaren och tjänstemannen.\u003C\u002Fp>\n\n\u003Ch4>13.3.8 Förkortning av uppsägningstid för tjänstemannen\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen på grund av särskilda omständigheter vill lämna sin\ntjänst före uppsägningstiden slut, bör arbetsgivaren pröva om så kan\nmedges.\u003C\u002Fp>\n\n\u003Ch4>13.3.9 Skadestånd då tjänstemannen inte iakttar uppsägningstiden\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen lämnar sin anställning före uppsägningstidens slut,\nhar arbetsgivaren rätt till skadestånd för den ekonomiska skada och\nolägenhet som därigenom vållas. Skadeståndet är lägst det belopp som\nmotsvarar tjänstemannens lön under den del av uppsägningstiden som\ntjänste-mannen inte har iakttagit.\u003C\u002Fp>\n\n\u003Ch4>13.3.10 Tjänstgöringsbetyg\u003C\u002Fh4>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller tjänstemannens sida\nhar tjänstemannen rätt att få ett tjänstgöringsbetyg, som visar\u003C\u002Fp>\n\n\u003Cp>-den tid som tjänstemannen har varit anställd, och\u003C\u002Fp>\n\n\u003Cp>-de arbetsuppgifter som tjänstemannen utfört, samt\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen så begär, vitsord om det sätt på vilket arbetet har\nutförts. Arbetsgivaren ska lämna tjänstgöringsbetyget inom en vecka från\ndet att tjänstemannen har begärt att få betyget.\u003C\u002Fp>\n\n\u003Ch4>13.3.11 Intyg om uttagen semester\u003C\u002Fh4>\n\n\u003Cp>När anställningen upphör har tjänstemannen rätt att få ett intyg som\nvisar hur många av de lagstadgade 25 semesterdagarna som har tagits ut under\ninnevarande semesterår. Arbetsgivaren ska lämna intyget till tjänstemannen\nsenast inom en vecka från det att tjänstemannen begärt att få intyget. Om\ntjänstemannen har rätt till flera semesterdagar än 25 ska den överskjutande\nsemestern här anses ha tagits ut först.\u003C\u002Fp>\n\n\u003Ch3>13.4 Turordning vid uppsägning på grund av arbetsbrist\u003C\u002Fh3>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Texten i 13.4.1 och 13.4.2 härrör från Huvudavtal om trygghet,\nomställning och anställningsskydd. Om regleringen i Huvudavtalet ändras\neller upphör att gälla för detta avtalsområde, gäller detsamma avseende\nlikalydande regler i 13.4.1 och 13.4.2.\u003C\u002Fp>\n\n\u003Ch4>13.4.1\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\narbetsgivarens krav och behov i bemanningshänseende. Om dessa behov inte kan\ntillgodoses med tillämpning av lag ska fastställandet av turordning ske med\navsteg från bestämmelserna i anställningsskyddslagen.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de anställda som ska\nsägas upp så att arbetsgivarens behov av kompetens särskilt beaktas liksom\narbetsgivarens möjligheter att bedriva konkurrenskraftig verksamhet och\ndärmed bereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna på endera partens begäran träffar\növerenskommelse om fastställande av turordning vid uppsägning med\ntillämpning av 22 § anställningsskyddslagen och de avsteg från lagen som\nerfordras.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ anställningsskyddslagen överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>Det åligger de lokala parterna att på begäran föra förhandlingar som\nsägs i föregående stycken liksom att skriftligen bekräfta träffade\növerenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger förbundsparterna om endera begär det,\nträffa överenskommelse i enlighet med ovan angivna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att företaget inför behandlingen av frågorna som\nberörts i denna paragraf tillhandahåller den lokala respektive\nförbundsavtalsparten relevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av arbetsbrist respektive återanställningprövas enligt lag med\niakttagande av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Svenskt Näringsliv och PTK noterar att samtliga berörda PTK-förbund enats\nom att i företag befintliga tjänstemannaklubbar respektive av tjänstemännen\nutsedda representanter inom PTK-området kan beträffande detta avtal och\nbeträffande frågor om personalinskränkning enligt avtalen om allmänna\nanställningsvillkor gentemot arbetsgivaren företrädas av ett gemensamt\norgan, PTK-L. Detta organ ska anses vara ”den lokala arbetstagarparten\" i de\nnämnda avtalen. PTK-L ska även anses vara ”den lokala\narbetstagarorganisationen\" enligt anställningsskyddslagen.\u003C\u002Fp>\n\n\u003Ch4>13.4.2\u003C\u002Fh4>\n\n\u003Cp>Om avtal om turordning vid uppsägning på grund av arbetsbrist inte kan\nträffas får arbetsgivaren vid berörd driftsenhet och avtalsområde undanta\ntre arbetstagare. De sålunda undantagna har företräde till fortsatt\nanställning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som endast har en driftsenhet kan vid tillämpning av första\nstycket istället välja att undanta totalt fyra arbetstagare för samtliga\navtalsområden.\u003C\u002Fp>\n\n\u003Cp>Vad avser situationen att flera driftsenheter sammanlagts till en gemensam\nturordning genom tillämpning av 22 § tredje stycket anställningsskyddslagen,\nska antal vid tillämpning av första stycket vara tre arbetstagare plus en\narbetstagare per driftsenhet som omfattas av sammanläggningen utöver den\nförsta driftsenheten, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>Alternativt med regleringen i första, andra och tredje stycket får en\narbetsgivare vid berörd driftsenhet och avtalsområde undanta 15 procent av de\nanställda som slutligen får avsluta sin anställning på grund av\narbetsbristen, innan lagturlistan fastställs. Undantag enligt detta stycke\nfår högst omfatta tio procent av de anställda vid berörd driftsenhet eller\ndriftsenheter, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som vid uppsägning på grund av arbetsbrist undantagit en\neller flera arbetstagare enligt första, andra, tredje eller fjärde stycket\nfår inte vid berörd driftsenhet och avtalsområde undanta ytterligare\narbetstagare vid uppsägning som sker inom tre månader därefter.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse ersätter bestämmelsen i 22 § andra stycket\nanställningsskyddslagen, det vill säga det så kallade tvåundantaget.\u003C\u002Fp>\n\n\u003Cp>Med avtalsområde avses i denna bestämmelse kategoriklyvningen mellan\narbetare och tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Vad som utgör driftsenhet regleras inte i denna bestämmelse. Definitionen\nav vad som är en driftsenhet finns i 22 § tredje stycket\nanställningsskyddslagen, vilken bestämmelse är dispositiv.\u003C\u002Fp>\n\n\u003Cp>Med begreppet anställda som slutligen får avsluta sin anställning på\ngrund av arbetsbristen avses samtliga anställda vilkas anställning avslutas\npå grund av arbetsbristen. Med detta avses utöver den som sägs upp av\narbetsgivaren även den arbetstagare vars anställning på annat vis upphör\npå grund av arbetsbristen, till exempel där anställning avslutas genom\nindividuell överenskommelse därom, genom tidigare pensionsavgång och\ndylikt.\u003C\u002Fp>\n\n\u003Cp>Avseende procentregeln ska avrundning ske matematiskt.\u003C\u002Fp>\n\n\u003Cp>De arbetstagare som undantas ska enligt arbetsgivaren ha särskild betydelse\nför den fortsatta verksamheten. Arbetsgivarens bedömning i denna fråga kan\ninte angripas rättsligt.\u003C\u002Fp>\n\n\u003Cp>Möjligheten att undanta arbetstagare från turordningen gäller enligt\nparagrafens femte stycke inte i fall där arbetsgivaren tidigare inom en\ntremånadersperiod vid berörd driftsenhet och avtalsområde har sagt upp\narbetstagare på grund av arbetsbrist och då använt sig av\nundantagsmöjligheten. En arbetsgivare som har sagt upp en eller flera\narbetstagare på grund av arbetsbrist och då undantagit arbetstagare från\nturordningen får alltså först efter att tre månader har passerat, från det\natt den första uppsägningen verkställts, undanta arbetstagare från\nturordningen vid uppsägning på grund av en ”ny” arbetsbrist vid en\ndriftsenhet och avtalsområde som varit berörd. Annars kan arbetsgivaren bli\nskadeståndsskyldig för brott mot turordningsreglerna. Det nu sagda gäller\nbara i fall där arbetsgivaren vid den tidigare arbetsbristuppsägningen\nfaktiskt använt sig av möjligheten att undanta arbetstagare från\nturordningen. Med begreppet berörd driftsenhet och avtalsområde avses i denna\nbestämmelse driftsenhet och avtalsområde där någon arbetstagare sagts upp\npå grund av arbetsbrist. Vid sammanläggning innebär det att spärren i\nparagrafens femte stycke endast träffar driftsenheter och avtalsområden där\nnågon arbetstagare faktiskt sagts upp på grund av arbetsbristen.\u003C\u002Fp>\n\n\u003Ch2>§ 14 Avtalsnämnden\u003C\u002Fh2>\n\n\u003Ch3>Avtalsnämndens uppgifter\u003C\u002Fh3>\n\n\u003Cp>Avtalsnämndens uppgifter är att\u003C\u002Fp>\n\n\u003Cp>-följa tillämpningen av mellanvarande avtal om löner respektive allmänna\nanställningsvillkor\u003C\u002Fp>\n\n\u003Cp>-ge rekommendationer i frågor som en central part hänskjuter till\nnämnden\u003C\u002Fp>\n\n\u003Cp>-vara forum för diskussion i frågor av betydelse för parternas\navtalsområden\u003C\u002Fp>\n\n\u003Cp>-utgöra skiljenämnd efter överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Ärenden som kommer in till nämnden ska handläggas utan dröjsmål.\u003C\u002Fp>\n\n\u003Ch3>Avtalsnämndens sammansättning\u003C\u002Fh3>\n\n\u003Cp>Nämnden består av sex ledamöter varav arbetsgivarsidan utser tre och\narbetstagarsidan tre. Nämnden utser inom sig ordförande och vice ordförande.\nNämndens ledamöter utses för en tid om två år med rätt för arbetsgivar-\nrespektive arbetstagarsidan att inom sig förändra representationen.\u003C\u002Fp>\n\n\u003Ch3>Avtalsnämndens beslut\u003C\u002Fh3>\n\n\u003Cp>Är nämnden enig, kan den besluta om en gemensam rekommendation i ett\närende och om gemensam information i en viss fråga.\u003C\u002Fp>\n\n\u003Ch3>Skiljenämnd\u003C\u002Fh3>\n\n\u003Cp>Om parterna är ense kan Avtalsnämnden, i enskilda ärenden, utgöra\nskiljenämnd i rättstvister inom parternas behörighetsområde. Tvisteärenden\nkan behandlas i nämnden först sedan central förhandling är avslutad.\u003C\u002Fp>\n\n\u003Cp>Om Avtalsnämnden ska utgöra skiljenämnd ska parterna gemensamt utse en\nopartisk ordförande.\u003C\u002Fp>\n\n\u003Cp>Nämnden kan fatta beslut i rättstvister endast om samtliga ledamöter är\nnärvarande. Vid lika röstetal har den opartiske ordföranden\nutslagsröst. \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch2>§ 15 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller från och med den 1 maj 2023 till och med den 30 april\n2025.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Om avtalet inte har sagts upp senast tre månader före giltighetstidens\nutgång förlängs det för ett år åt gången med samma uppsägningstid. Sker\nuppsägning löper avtalet efter utlöpningsdagen med sju dagars ömsesidig\nuppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 26 april 2023\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Medieföretagen\u003C\u002Ftd>\n      \u003Ctd>Unionen\u003C\u002Ftd>\n      \u003Ctd>Sveriges Ingenjörer\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Maria Möller\u003C\u002Ftd>\n      \u003Ctd>Lise Iderström\u003C\u002Ftd>\n      \u003Ctd>Hanneli Lindholm\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Anna Paulsson\u003C\u002Ftd>\n      \u003Ctd>Elin Svensson\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 - Avtal om arbetstidsbestämmelser för tjänstemän\u003C\u002Fh2>\n\n\u003Ch3>§ 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Ch4>1.1 Tillämpningsområde\u003C\u002Fh4>\n\n\u003Cp>Detta avtal gäller samtliga tjänstemän som är anställda hos\narbetsgivare som är medlemmar i Medieföretagen. Avtalet ersätter\narbetstidslagen i sin helhet.\u003C\u002Fp>\n\n\u003Cp>Parterna är eniga om att detta avtal ligger inom ramen för EGs\narbetstidsdirektiv, som syftar till att bereda arbetstagarna säkerhet och\nhälsa vid arbetstidens förläggning. Särskilda bestämmelser om arbetstider\nför minderåriga finns i arbetsmiljölagen.\u003C\u002Fp>\n\n\u003Cp>Med begreppet tjänstemannaklubb i detta avtal avses den lokala fackliga\norganisationen.\u003C\u002Fp>\n\n\u003Ch4>1.2 Undantag\u003C\u002Fh4>\n\n\u003Cp>För tjänstemän i företagsledande ställning gäller inte bestämmelserna\ni § 2 -5.\u003C\u002Fp>\n\n\u003Ch4>1.3 Överenskomna undantag\u003C\u002Fh4>\n\n\u003Cp>Tjänstemän som träffar överenskommelse om att rätten till\növertidskompensation ska ersättas med längre semester och \u002F eller högre\nlön i enlighet med 4.1.1 i allmänna villkorsavtalet, kan också träffa\növerenskommelse om att de ska vara undantagna från bestämmelserna i § 2 -\n5.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>§ 2 Ordinarie arbetstid\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>2.1 Längd och begränsningsperiod\u003C\u002Fh4>\n\n\u003Cp>Den ordinarie arbetstiden får inte överstiga 40 timmar i genomsnitt per\nhelgfri vecka under en begränsningsperiod om sex månader.\u003C\u002Fp>\n\n\u003Cp>Den sammanlagda arbetstiden under varje period om sju dagar får uppgå till\nhögst 48 timmar i genomsnitt under en beräkningsperiod om sex månader. I den\nsammanlagda arbetstiden ska ordinarie arbetstid, övertid, mertid och jourtid\ninräknas.\u003C\u002Fp>\n\n\u003Cp>Lokalt kan överenskommas att beräkningsperioden för den sammanlagda\narbetstiden istället skall vara annan period dock högst 12 månader.\u003C\u002Fp>\n\n\u003Cp>Vid beräkningen av den sammanlagda arbetstiden ska semester och\nsjukfrånvaro under tid då arbetstagaren annars skulle ha arbetat likställas\nmed fullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>För tjänstemän i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vid företag där tjänsteman arbetar 40 timmar per vecka i intermittent\ntvåskiftsarbete, har tjänstemannen rätt till kompensationsledighet om två\ntimmar per arbetad 40-timmarsvecka. Sådan ledighet utläggs efter\növerenskommelse med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i kontinuerligt treskiftarbete respektive underjordsarbete\nfår den ordinarie arbetstiden inte överstiga 36 timmar i genomsnitt per\nhelgfri vecka och år.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Treskiftarbete kan bedrivas med tre eller flera skiftlag.\u003C\u002Fp>\n\n\u003Ch4>2.2 Annan begränsningsperiod\u003C\u002Fh4>\n\n\u003Cp>När det föreligger särskilda omständigheter kan arbetsgivaren och\ntjänstemannaklubben träffa en skriftlig överenskommelse om annan\nbegränsningsperiod eller omfattning av den ordinarie arbetstiden för en viss\ntjänsteman eller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden, se 7.1.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om olika sätt att inrätta\narbetstiden utöver de i avtalet angivna, vilka dels främjar verksamheten men\näven tillgodoser individuella önskemål beträffande förläggningen av\narbetstiden.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De centrala parterna är ense om att olika lång arbetstid under olika delar\nav året ska kunna tillämpas.\u003C\u002Fp>\n\n\u003Ch4>2.3 Arbetstidens förläggning\u003C\u002Fh4>\n\n\u003Cp>Vid tillämpningen av § 2 ska hänsyn tas till såväl verksamhetens behov\nsom till tjänstemannens behov och önskemål. Inriktningen ska vara att så\nlångt det är möjligt beakta att tjänstemännen har möjlighet att förena\narbete med familjeliv och socialt liv i övrigt.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch4>2.4 Raster, måltidsuppehåll och pauser\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska rast förläggas så att\ntjänstemannen inte utför arbete mer än fem timmar i följd. Med rast\nförstås sådana avbrott i den dagliga arbetstiden under vilken arbetstagare\ninte är skyldig att stanna kvar på arbetsplatsen. Arbetsgivaren ska på\nförhand ange rasternas längd och förläggning så noga som omständigheterna\nmedger.\u003C\u002Fp>\n\n\u003Cp>Raster får bytas ut mot måltidsuppehåll vid arbetsplatsen. Sådant\nmåltidsuppehåll ingår i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>2.5 Dygnsvila\u003C\u002Fh3>\n\n\u003Ch4>2.5.1 Huvudregel\u003C\u002Fh4>\n\n\u003Cp>Varje tjänsteman ska ha minst elva timmars sammanhängande viloperiod under\nvarje 24-timmarsperiod, beräknad från arbetspassets början enligt\ntjänstemannens gällande arbetstidsschema (dygnsvila).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>2.5.2 Undantag\u003C\u002Fh4>\n\n\u003Cp>1.De lokala parterna kan komma överens om avvikelser från mom 2.5.1, under\nförutsättning att tjänstemannen ges motsvarande ledighet i anslutning till\ndet arbetspass som avbrutit dygnsvilan.\u003C\u002Fp>\n\n\u003Cp>2.Om lokal överenskommelse inte träffas enligt första punkten får\navvikelse från mom 2.5.1 göras tillfälligtvis om det föranleds av något\nsärskilt förhållande som inte kunnat förutses av arbetsgivaren, under\nförutsättning att tjänstemannen ges motsvarande ledighet i anslutning till\ndet arbetspass som avbrutit dygnsvilan.\u003C\u002Fp>\n\n\u003Cp>3.Om lokal överenskommelse inte träffas enligt första punkten är\navvikelse från Mom 2.5.1 tillåten vid arbete under beredskap, under\nförutsättning att arbetstagaren ges motsvarande ledighet i anslutning till\ndet arbetspass som avbrutit dygnsvilan.\u003C\u002Fp>\n\n\u003Ch4>2.5.3 Avvikelser gällande förläggning av motsvarande ledighet\u003C\u002Fh4>\n\n\u003Cp>Då det av objektiva skäl inte går att lägga ut den motsvarande\nledigheten enligt mom 2.5.2 i anslutning till det arbetspass som avbrutit\ndygnsvilan, ska den motsvarande ledigheten förläggas inom 7 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Vid arbete under beredskap under flera på varandra följande dagar kan den\nmotsvarande ledigheten för dessa dagar läggas samman och förläggas inom sju\nkalenderdagar från det sista beredskapspasset. Detta förutsätter att\ntjänstemannen trots avbrott i vilan ändå erhållit tillräcklig vila under\nberedskapsperioden.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande ledighet inte kan ges inom sju kalenderdagar kan de lokala\nparterna överenskomma om annat lämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Med annat lämpligt skydd avses inte enbart ekonomisk kompensation.\u003C\u002Fp>\n\n\u003Ch4>2.5.4 Förläggning av motsvarande ledighet till ordinarie arbetstid\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivaren förlägger den motsvarande ledigheten till ordinarie\narbetstid görs inget löneavdrag.\u003C\u002Fp>\n\n\u003Ch4>2.5.5 Nattvila m m\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003Cstrong>2.5.5.1 Nattarbete\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med natt avses perioden mellan klockan 22.00 och klockan 06.00. Med stöd av\nlokal överenskommelse kan natt definieras som annan period om minst sju timmar\nsom innefattar perioden mellan klockan 24.00 och klockan 05.00.\u003C\u002Fp>\n\n\u003Cp>Alla tjänstemän ska ha ledigt för nattvila. I ledigheten ska tiden mellan\nklockan 24.00 och klockan 05.00 ingå.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från andra stycket får göras om arbetet med hänsyn till dess\nart, allmänhetens behov eller andra särskilda omständigheter måste bedrivas\nmellan klockan 24.00 och klockan 05.00.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från andra stycket får även göras med stöd av lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.5.5.2 Nattarbetande\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med nattarbetande avses arbetstagare som normalt utför minst tre timmar av\nsin arbetstid nattetid, och arbetstagare som troligen kommer att fullgöra\nminst hälften av sin årsarbetstid nattetid.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden för nattarbetande ska i genomsnitt under en\nberäkningsperiod om 12 månader inte överstiga åtta timmar per 24-\ntimmarsperiod.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>1.Vid genomsnittsberäkningen ska för varje påbörjad period om sju dagar\nveckovilan räknas av från beräkningsperioden. Semester och sjukfrånvaro\nunder tid då arbetstagaren annars skulle ha arbetat ska likställas med\nfullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cp>2.Det är parternas avsikt att beräkningsperiodens längd inte ska\ntillämpas på ett sådant sätt att det leder till en arbetstidsförläggning\ndär extremt långa arbetspass utan tillräcklig mellanvarande viloperiod\nläggs ut under en längre tid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.5.5.3Nattarbetande vars arbete innebär särskilda risker\u003C\u002Fp>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental ansträngning ska inte arbeta mer än åtta timmar inom en 24-\ntimmarsperiod när de utför nattarbete.\u003C\u002Fp>\n\n\u003Ch4>2.5.6 Veckovila\u003C\u002Fh4>\n\n\u003Cp>Varje tjänsteman ska ha minst 36 timmars sammanhängande viloperiod under\nvarje period om 7 dagar (veckovila).\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras genom lokal överenskommelse,\nvilken ska reglera när och hur avvikelse får göras samt på vilket sätt\nkompensation sker.\u003C\u002Fp>\n\n\u003Cp>Tid då tjänstemannen går beredskap utgör inte veckovila.\u003C\u002Fp>\n\n\u003Cp>Veckovilan ska så långt som möjligt förläggas till veckoslut.\u003C\u002Fp>\n\n\u003Ch3>§ 3 Övertid\u003C\u002Fh3>\n\n\u003Ch4>3.1 Övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Med övertidsarbete avses arbete som har utförts utöver den ordinarie\ndagliga arbetstiden för tjänstemannen om\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Tid som går åt för att utföra förberedelse- och avslutningsarbeten som\när nödvändiga och normalt förekommande för tjänstemannens befattning tas\ninte upp som övertid enligt 3.2.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av fullgjord övertid tas endast fulla halvtimmar med.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, skall de båda övertidsperioderna räknas ihop.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsanställda tjänstemän ska arbete som ersätts enligt\n4.4.1 i Tjänstemannaavtalet räknas av från övertidsutrymmet i 3.2 nedan.\u003C\u002Fp>\n\n\u003Ch4>3.2 Allmän övertid\u003C\u002Fh4>\n\n\u003Cp>När det finns särskilda behov får allmän övertid tas ut med högst 200\ntimmar per kalenderår. Vid beräkning av övertid ska ledighet som förläggs\ntill arbetstagarens ordinarie arbetstid eller jourtid likställas med fullgjord\narbetstid.\u003C\u002Fp>\n\n\u003Ch4>3.3 Övertidsgräns\u003C\u002Fh4>\n\n\u003Cp>När allmän övertid tas ut får den totala arbetstiden, inklusive\nordinarie arbetstid, inte överstiga 48 timmar i genomsnitt per vecka under den\nbegränsningsperiod som gäller för tjänstemannen enligt 2.1 och 2.2.\u003C\u002Fp>\n\n\u003Ch4>3.4 Återföring av övertid\u003C\u002Fh4>\n\n\u003Cp>Om övertidsarbete ersätts med kompensationsledighet enligt 4.3.2\nTjänstemannaavtalet återförs motsvarande antal timmar till övertidsutrymmet\nenligt 3.2 ovan (allmän övertid).\u003C\u002Fp>\n\n\u003Cp>Under kalenderåret får högst 100 timmar på detta sätt återföras till\növertidsutrymmet, såvida inte arbetsgivaren och tjänstemannaklubben enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman utför övertidsarbete en vardagskväll under 4 timmar. Dessa\növertidstimmar räknas av från övertidsutrymmet enligt 3.2. Överenskommelse\nträffas om att tjänstemannen ska kompenseras med ledig tid\n(kompensationsledighet) under 6 timmar (4 timmar x 1,5 tim = 6 timmar\nkompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>När kompensationsledigheten har tagits ut tillförs övertidsutrymmet\nenligt 3.2 de 4 övertidstimmarna som har kompenserats genom ledigheten.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan komma överens om att övertid\nsom ersatts med kompensationsledighet ska läggas ut inom en viss tidsperiod, t\nex räknat från tidpunkten för övertidsarbetets utförande eller före ett\nvisst datum.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid, se 7.1.\u003C\u002Fp>\n\n\u003Ch4>3.5 Extra övertid\u003C\u002Fh4>\n\n\u003Cp>Utöver vad som sagts ovan kan, när det finns synnerliga skäl, extra\növertid tas ut under kalenderåret med högst 100 timmar efter\növerenskommelse mellan arbetsgivaren och tjänstemannaklubben.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden, se 7.1.\u003C\u002Fp>\n\n\u003Ch4>3.6 Nödfall\u003C\u002Fh4>\n\n\u003Cp>Om en natur- eller olyckshändelse eller någon annan därmed jämförlig\nomständighet, som inte kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller skada på liv, hälsa\neller egendom, ska övertid som fullgjorts med anledning därav inte beaktas\nvid beräkning av övertid enligt 3.2 och 3.3 ovan.\u003C\u002Fp>\n\n\u003Ch3>§ 4 Jourtid\u003C\u002Fh3>\n\n\u003Ch4>4.1 Omfattning av jourtid\u003C\u002Fh4>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till arbetsgivarens förfogande på arbetsstället för att utföra\narbete när det uppstår behov, får jourtid tas ut med högst 48 timmar under\nen tid av fyra veckor eller 50 timmar under en kalendermånad. Som jourtid\nanses inte tid då tjänstemannen utför arbete för arbetsgivarens\nräkning.\u003C\u002Fp>\n\n\u003Ch4>4.2 Annan beräkning\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan träffa en skriftlig\növerenskommelse om annan beräkningsperiod av jourtid för en viss tjänsteman\neller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid, se 7.1.\u003C\u002Fp>\n\n\u003Ch3>§ 5 Anteckning av övertid och jourtid\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som krävs för beräkning av\növertid enligt § 3 och jourtid enligt § 4. Tjänstemannen,\ntjänstemannaklubben eller representanter för den centrala arbetstagarparten\nhar rätt att ta del av dessa anteckningar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Även för tjänstemän som är undantagna från § 2-5 är det av\nömsesidigt intresse för arbetsgivaren och tjänstemannaklubben att ha en\nuppgift om den totala arbetstidens omfattning för dessa tjänstemän. Om\ntjänstemannaklubben så begär ska de lokala parterna gemensamt utforma\nlämpligt underlag för att bedöma arbetstidsvolymen även för dessa\ntjänstemän.\u003C\u002Fp>\n\n\u003Ch3>§ 6 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Samma förhandlingsordning som gäller i Tjänstemannaavtalet gäller för\ndetta avtal.\u003C\u002Fp>\n\n\u003Ch3>§ 7 Giltighetstid\u003C\u002Fh3>\n\n\u003Ch4>7.1 Lokal överenskommelse\u003C\u002Fh4>\n\n\u003Cp>Lokal överenskommelse kan träffas med stöd av 2.2 för en period om\nhögst tolv månader. Uppsägning av en sådan överenskommelse ska göras\nminst tre månader före giltighetstidens utgång.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse som träffas med stöd av 3.4, 3.5 och 4.2 gäller\ntills vidare med tre månaders uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Uppsägning kan ske av arbetsgivaren, tjänstemannaklubben eller av\nrespektive central arbetstagarpart.\u003C\u002Fp>\n\n\u003Cp>Om endera parten önskar att den lokala överenskommelsen respektive rätten\natt träffa lokal överenskommelse ska bestå, ska parten skyndsamt begära att\nförhandlingar om detta förs under uppsägningstiden. Förbundsparterna kan\nförlänga det lokala avtalets uppsägningstid för att möjliggöra att\nförhandlingar enligt förhandlingsordningen hinner slutföras innan avtalet\nupphör. I sista hand kan frågan om avtalet ska bestå eller inte tas upp till\növerläggningar i Avtalsnämnden.\u003C\u002Fp>\n\n\u003Ch4>7.2 Arbetstidsavtalet\u003C\u002Fh4>\n\n\u003Cp>Bestämmelserna i detta avtal om arbetstid har samma giltighetstid som\nTjänstemannaavtalet.\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsavtalet upphör att gälla upphör även överenskommelser som\nslutits med stöd av avtalet.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2 - Avtal om kompetensutveckling\u003C\u002Fh2>\n\n\u003Ch3>1.Inriktning\u003C\u002Fh3>\n\n\u003Cp>För verksamhetsutveckling krävs en kontinuerlig och systematisk\nkompetensutveckling. Kompetensutveckling utgår från företagets\nverksamhetsidé, mål och arbetsorganisation. Den sker i allt högre grad\ndirekt på arbetsplatsen genom en flexibel arbetsorganisation där teori och\npraktik blandas.\u003C\u002Fp>\n\n\u003Ch3>2.Rätt och ansvar\u003C\u002Fh3>\n\n\u003Cp>Alla medarbetare har såväl rätt till som eget ansvar för att\nkontinuerligt utvecklas i arbetet. Kvinnor och män ska ges samma möjlighet\ntill kompetensutveckling.\u003C\u002Fp>\n\n\u003Ch3>3.Utforma i samverkan\u003C\u002Fh3>\n\n\u003Cp>Utformningen av kompetensutvecklingen är en ledningsuppgift. Samverkan med\nmedarbetarna förutsätts vid kartläggningen av nuvarande och framtida\nkompetensbehov. En årlig överläggning för att följa upp och diskutera\ninnehåll och former för arbetet med kompetensutveckling rekommenderas.\u003C\u002Fp>\n\n\u003Cp>Planer för kompetensutveckling utformas och följs upp så ofta som\nkonkurrens- och omvärldssituationen ger anledning därtill.\u003C\u002Fp>\n\n\u003Cp>Utvecklingssamtal och arbetsplatsträffar rekommenderas som grund för\nplanering av kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Cp>I samband med medarbetares återgång i arbete efter föräldraledighet,\nsamråder arbetsgivaren med medarbetaren om den kompetensutveckling som behövs\nmed hänsyn till ledighetens omfattning.\u003C\u002Fp>\n\n\u003Ch3>4.Stimulera och premiera\u003C\u002Fh3>\n\n\u003Cp>Kompetensutveckling måste uppmärksammas, stimuleras och premieras. Vid\nlönesättningen bör det vara naturligt att koppling sker till resultat och\nkompetens.\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Parterna har gemensamt utarbetat följande material:\u003C\u002Fp>\n\n\u003Cp>Policydokumentet ”Kompetensutveckling”\u003C\u002Fp>\n\n\u003Cp>”Verktyg - Kompetensanalysen och utvecklingssamtalet”.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3 - Avtal om förhandlingsordning vid rättstvister\u003C\u002Fh2>\n\n\u003Ch3>Omfattning\u003C\u002Fh3>\n\n\u003Cp>Förhandlingsordningen omfattar samtliga tjänstemän som är anställda i\nföretag som är bundna av kollektivavtal om allmänna anställningsvillkor med\nundantag för tjänstemän som med hänsyn till arbetsuppgifter och\nanställningsvillkor får anses ha företagsledande eller därmed jämförlig\nställning.\u003C\u002Fp>\n\n\u003Ch3>Förhandlingspreskription\u003C\u002Fh3>\n\n\u003Cp>Om en part vill yrka skadestånd eller annan fullgörelse enligt lag,\nkollektivavtal eller enligt enskilt avtal, ska parten, om inte annan ordning\nanges i det aktuella kollektiv-avtalet, begära förhandling inom fyra månader\nfrån det parten fått kännedom om den omständighet som anspråket grundas\npå. Förhandlingen måste dock begäras senast två år efter det att denna\nomständighet inträffat.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom föreskriven tid, förlorar parten\nrätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att samtliga tvister där\nanställningsförhållandet ingår som en nödvändig förutsättning för ett\nrättsanspråk omfattas av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som avser att rikta rättsliga anspråk på kollektivavtals-\nbunden organisation eller medlem där anställningsförhållandet utgjort en\nnödvändig förutsättning måste först iaktta förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Enskild tjänsteman har möjlighet att välja att väcka talan utan\nföregående förhandling enligt förhandlingsordning eller utan att fullfölja\ni central förhandling enligt förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Om en tvistefråga grundar sig på lagen om anställningsskydd, eller\ngrundar sig på fråga enligt kollektivavtalad anställningsform, ska lagen om\nanställningsskydds tidsfrister gälla i stället för fristerna i denna\nförhandlingsordning med de tillägg som framkommer i det följande avseende\nfrister som ska iakttas mellan lokal och central förhandling.\u003C\u002Fp>\n\n\u003Ch3>Lokal förhandling\u003C\u002Fh3>\n\n\u003Cp>En förhandling ska i första hand fullgöras mellan de lokala parterna\n(arbetsgivaren och den lokala fackliga organisationen).\u003C\u002Fp>\n\n\u003Cp>Förhandlingen ska påbörjas snarast möjligt och senast inom två veckor\nfrån den dag då förhandlingsbegäran bekräftats, om inte parterna har\nkommit överens om annat.\u003C\u002Fp>\n\n\u003Ch3>Central förhandling\u003C\u002Fh3>\n\n\u003Cp>Efter avslutad lokal förhandling ska den part som påkallat den lokala\nför-handlingen och som vill fullfölja ärendet hänskjuta frågan till\ncentral förhandling.\u003C\u002Fp>\n\n\u003Cp>Begäran om central förhandling ska vara skriftlig och göras hos\nmotpartens organisation inom följande tider från den dag då den lokala\nförhandlingen avslutats;\u003C\u002Fp>\n\n\u003Cp>1.inom två veckor vid tvisteförhandling som gäller rättstvist om\nogiltigförklaring av en uppsägning eller ett avskedande eller förklaring att\nvisstidsanställning är otillåten och att anställningen ska gälla tills\nvidare och\u003C\u002Fp>\n\n\u003Cp>2.inom två månader i övriga rättstvister\u003C\u002Fp>\n\n\u003Cp>Försummas detta förlorar parten rätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påbörjas snarast möjligt och senast inom två\nveckor från den dag då förhandlingsbegäran bekräftats, om inte parterna\nhar kommit överens om annat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Förhandlingen är i normalfallet avslutad samtidigt med sammanträdet för\nförhandlingen. Om det ska ske vid senare tidpunkt ska det uttryckligen vara\növerenskommet mellan parterna. Ytterst kan förhandling avslutas genom att\npart skriftligen frånträder förhandlingen.\u003C\u002Fp>\n\n\u003Ch3>Rättsligt avgörande\u003C\u002Fh3>\n\n\u003Cp>Om en rättstvist som rör lag, kollektivavtal eller enskilt avtal har varit\nföre-mål för central förhandling utan att kunna lösas, får part\nhänskjuta tvisten till rättsligt avgörande inom tre månader från den dag\ndå den centrala förhandlingen har avslutats. Försummas detta förlorar\nparten rätten till talan.\u003C\u002Fp>\n\n\u003Ch3>Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>Förhandlingsordningen gäller tills vidare med en uppsägningstid av sex\nmånader. Uppsägning kan dock tidigast ske till den tidpunkt då mellanvarande\nkollektivavtal om allmänna anställningsvillkor löper ut.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Denna förhandlingsordning påverkar inte reglerna om frister och\nskyldigheter för arbetsgivaren att begära förhandling enligt 34, 35 och 37\n§§ lagen om medbestämmande i arbetslivet.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4 - Avsättning till Flexpension i Tjänsteföretag\u003C\u002Fh2>\n\n\u003Cp>Detta avtal är en del av allmänna villkorsavtalet.\u003C\u002Fp>\n\n\u003Ch3>Generella regler\u003C\u002Fh3>\n\n\u003Cp>§ 1 Parterna har träffat överenskommelse om Flexpension i\nTjänsteföretag på avtalsområdet. Denna överenskommelse gäller samtliga\ntjänstemän som omfattas av allmänna villkorsavtalet och som ITP-avtalets\nålderspensionsbestämmelser är eller hade kunnat vara tillämpligt för och\ninnebär en kollektiv avsättning till flexpensionsystemet.\u003C\u002Fp>\n\n\u003Cp>Det innebär att arbetsgivaren från och med den 1 november 2017 för\ntjänsteman som fyllt 25 men inte 65 år ska betala en kompletterande premie\ntill ITP-planen, i enlighet med punkt 7.2 i avdelning 1 respektive punkt 6.4 i\navdelning 2 av ITP-planen. Från och med den 1 januari 2023 betalas\nkompletterande premier till 66 år för tjänstemän som omfattas av ITP 1.\u003C\u002Fp>\n\n\u003Cp>§ 2 Den kompletterande premien ska inbetalas till Collectum från och med 1\nnovember 2017 och därefter månatligen. Höjning av den kompletterande premien\nsker därefter i samband med kommande lönerevisionstidpunkter i\nkollektivavtalet och enligt de rutiner som gäller för kompletterande premier\ntill ITP 1 respektive ITPK inom ITP 2. Premien ska komplettera den försäkring\nför ITP 1 eller ITPK som tjänstemannen har i anställningen hos\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Om kollektivavtalets lönerevisionsdatum under uppbyggnadsfasen är tidigare\nän de märkessättande avtalens lönerevisionsdatum, ska höjningen av den\nkompletterande premien ske vid tidpunkten för de märkessättande avtalens\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>Collectum ska, så långt det är möjligt, bistås av parterna med\nuppgifter om vilka arbetsgivare som ska göra avsättning till Flexpension i\nTjänsteföretag.\u003C\u002Fp>\n\n\u003Cp>§ 3 Premien till Flexpension i Tjänsteföretag ska från och med 2017 års\navtalsförhandlingar successivt byggas ut med ett års eftersläpning i\nförhållande till märkessättande förbunds avtal inom Svenskt Näringsliv.\nDet innebär att det 2017 görs en avsättning i Flexpension i Tjänsteföretag\nsom motsvarar 2016 års nivå om 0,2 procent. Parterna är vidare överens om\natt Flexpension för tjänsteföretag byggs ut till samma nivå som gäller\nför märkes-sättande förbund inom Svenskt Näringsliv med tre års\nfördröjning, dock totalt max 2 procent. Det betyder att när märkessättande\nförbund upphör med avsättningar, eller uppnått 2 procent, till Flexpension\nska ytterligare avsättningar göras till Flexpension i Tjänsteföretag under\nde tre efterföljande åren så att premienivåerna blir lika, dock högst till\nen premienivå om 2 procent. Parterna konstaterar att premieskillnaden vid\ninförandet av Flexpension i Tjänsteföretag är 0,7 procent.\u003C\u002Fp>\n\n\u003Cp>Skulle löneökningsutrymmet framgent bli väsentligt lägre än det\nföregående årets löneökningsutrymme ska parterna ta upp förhandlingar om\natt helt eller delvis skjuta på det aktuella årets fastställda\navsättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Varje år som premienivån i Flexpension i Tjänsteföretag byggs ut minskar\nlöneökningsutrymmet i förhållande till märkessättande förbunds\nkostnadsmärke med motsvarande nivå.\u003C\u002Fp>\n\n\u003Cp>Kostnader för premiebefrielseförsäkring i Alecta respektive\npremieöverföringen till Collectum och försäkringsbolagen samt\nförvaltningskostnader, ska belasta de avsatta premierna.\u003C\u002Fp>\n\n\u003Cp>Ersättning från premiebefrielseförsäkringen utbetalas enligt Collectums\noch Alectas villkor för kompletterande premier till ITP 1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>§ 4 Arbetsgivare som omfattas av Flexpension i Tjänsteföretag kan ta\nställning till om tjänstemännen vid företaget ska ha möjligheten att\navstå från avsättning till Flexpension. Tjänstemannens fasta kontanta lön\nhöjs vid avståendetidpunkten med motsvarande vid den tidpunkten aktuell\nkollektiv premienivå. Med avståendetidpunkt menas den tidpunkt då lämnat\nbesked om avstående får verkan. Sådant avstående gäller för den aktuella\nanställningen hos arbetsgivaren, dvs den juridiska personen. Ett avstående\npåverkar inte tidigare inbetalda premier till Flexpension i Tjänsteföretag\nOm arbetsgivaren tagit ställning till att tjänstemännen vid företaget får\nvälja att avstå kan den tjänsteman som så önskar meddela sin arbetsgivare\nom att denne vill avstå från avsättning till Flexpension vid följande\ntillfällen:\u003C\u002Fp>\n\n\u003Cp>•Nyanställd tjänsteman vid företaget kan lämna besked om avstående\ntidigast vid tillträdesdagen i anställningen och senast två månader\ndärefter.\u003C\u002Fp>\n\n\u003Cp>•Tjänsteman anställd vid företag som genom verksamhetsöverlåtelse\ninträder i systemet för Flexpension i Tjänsteföretag kan lämna besked om\navstående tidigast efter det att regleringen avseende avsättning börjar\ngälla och senast två månader därefter.\u003C\u002Fp>\n\n\u003Cp>•Tjänsteman anställd vid företag som genom kollektivavtals- bundenhet\ninträder i systemet för Flexpension i Tjänsteföretag, enligt § 7 första\nstycket, kan lämna besked om avstående senast två månader efter\nbundenheten.\u003C\u002Fp>\n\n\u003Cp>•Tjänsteman anställd vid företag som genom kollektivavtals- bundenhet\ninträder i systemet för Flexpension i Tjänsteföretag, enligt § 7 andra\nstycket, kan lämna besked om avstående tidigast efter det att regleringen\navseende avsättning börjar gälla och senast två månader därefter.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>I samband med anställningens ingående är det möjligt för arbetsgivaren\natt i anställningsavtalet ange vad som är den överenskomna lönen respektive\nFlexpension i Tjänsteföretag samt vad lönen i sådant fall skulle bli vid\nett avstående av Flexpension. Väljer tjänstemannen att avstå från\navsättning till Flexpension kan sådant besked lämnas först fr o m att\nanställningen tillträtts.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>För det fall nyanställd tjänsteman beviljas semester, under perioden juni\ntill och med augusti, och denna period helt eller delvis faller inom ramen för\nde två månader vilka utgör möjlighet för tjänstemannen att välja att\navstå avsättning till Flexpension ska avståendemöjlighet förlängas med\nmotsvarande antal kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 3\u003C\u002Fp>\n\n\u003Cp>När tjänsteman lämnat besked om avstående får avståendet verkan från\nden 1:a dagen i den första kalendermånaden i den tvåmånadersperiod under\nvilken avståendet kan göras. Det innebär som exempel att tjänsteman som\ninträder i kollektivavtalet den 15 mars, kan lämna besked om avstående under\nperioden 15 mars - 15 maj vilket får verkan den 1 mars. Tjänstemannens lön\nhöjs från avståendetidpunkten med den då aktuella kollektiva\npremienivån.\u003C\u002Fp>\n\n\u003Cp>Undantag från ovanstående punkter gäller för tjänsteman som ej fyllt 25\når då möjligheten att lämna besked om avstående från avsättning till\nFlexpension tidigast inträder då tjänstemannen fyller 25 år och senast två\nmånader därefter.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska dokumentera att tjänstemannen valt att avstå från\navsättning till Flexpension i Tjänsteföretag i enlighet med dessa regler,\nsamt därefter anmäla detta till Collectum. För det fall fråga uppkommer har\narbetsgivaren att visa att tjänstemannen valt att avstå.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 4\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan ändra sitt ställningstagande enligt denna paragraf genom\natt fatta ett nytt beslut. Om så sker, och arbetsgivarens beslut innebär att\ntjänstemännen får möjlighet att avstå från avsättning till Flexpension i\nTjänsteföretag, gäller detta under förutsättning att tidsfrist\u002Fer ovan\nmedger detta. Om arbetsgivarens beslut innebär att tjänstemännen inte\nlängre får möjlighet att avstå, gäller tidigare medgivna avståenden\nsåvida inte annat överenskommes enligt § 5 nedan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 5\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att ett avstående ska vara tjänstemannens egna\nbeslut och får således ej vara villkorad i förhållande till förmåner i\nanställningen utöver vad som regleras i detta avtal. Arbetsgivaren kan inte\nheller på annat sätt generellt förutsätta individuella avståenden på\nföretaget.\u003C\u002Fp>\n\n\u003Cp>§ 5 Tjänsteman som har avstått från avsättning till Flexpension i\nTjänsteföretag och därmed erhållit den vid avståendetidpunkten aktuella\nkollektiva premienivån till Flexpension i Tjänsteföretag som lön kan, om\narbetsgivaren medger det, återta avståendet och få den aktuella kollektiva\npremienivån som pensionspremie istället. Huruvida pensionspremien enligt den\nkollektiva nivån ska avräknas mot lön bestäms efter överenskommelse mellan\ntjänstemannen och arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>§ 6 Tjänsteman som valt att inte avstå avsättning till Flexpension i\nTjänsteföretag kan träffa individuell överenskommelse med arbetsgivaren om\nytterligare avsättningar än vad som anges i avtalet för Flexpension i\nTjänsteföretag. Sådan individuell överenskommelse gäller under så lång\ntid och på sätt tjänstemannen och arbetsgivaren kommit överens om.\u003C\u002Fp>\n\n\u003Cp>Om individuell överenskommelse som träffats enligt vad som anges i första\nstycket upphör, ska den individuellt överenskomna ytterligare avsättningen\nutges som lön till tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Avtalsparterna i denna överenskommelse om Flexpension i Tjänsteföretag\nska verka för att sådana ytterligare avsättningar ska göras inom ramen för\npensionsplanen ITP till ITP 1 eller ITPK.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Löneväxlingssystem som tillämpas utan samband med Flexpension i\nTjänsteföretag påverkas inte av denna reglering.\u003C\u002Fp>\n\n\u003Cp>§ 7 Företag som när bundenhet av kollektivavtalet uppstår redan omfattas\nav annat flexpensionssystem ska fortsätta bygga ut företagets premienivå,\noavsett hur denna byggts upp inom ramen för centrala avtalsuppgörelser om\nFlexpension\u002Fdeltidspension, med de avsättningar som görs enligt Flexpension i\nTjänsteföretag till dess företaget når den fullt utbyggda premienivån för\nFlexpension i Tjänsteföretag om 2 %, så som anges i § 3.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>När det av respektive centralt kollektivavtal framgår att del av\nlöneutrymme används för ytterligare avsättning till Flexpension i\nTjänsteföretag ska sådana avsättningar istället utges som lön när den\nfullt utbyggda premienivån om 2 % har uppnåtts i företaget.\u003C\u002Fp>\n\n\u003Cp>Företag som när bundenhet av kollektivavtalet uppstår inte tidigare\nomfattats av flexpensionssystem gäller utöver vad som anges i § 3\nföljande:\u003C\u002Fp>\n\n\u003Cp>•12 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala 10 % av den premienivå som var aktuell vid\nanslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•24 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 20 %, totalt 30 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•36 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 20 %, totalt 50 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•48 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 25 %, totalt 75 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•60 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 25 %, totalt 100 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>Utöver ovanstående infasning av premienivån kopplat till\nanslutningstillfället har företaget även att utge löneökningsutrymme\nenligt gällande löneavtal samt de eventuella ytterligare premieavsättningar\ntill Flexpension i Tjänsteföretag som regleras i gällande avtal.\u003C\u002Fp>\n\n\u003Cp>Företaget kan välja att för samtliga tjänstemän vid företaget införa\navsättning till Flexpension i Tjänsteföretag i en snabbare takt än vad som\nanges i denna paragraf, vilket inte får medföra någon avräkning från\nlöneökningsutrymmet i gällande löneavtal. En sådan förtida uppbyggnad av\npremienivån betraktas inte heller som individuell överenskommelse om\nytterligare avsättning inom ramen för flexpensionsavtalet.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Beträffande verksamhet eller del av verksamhet som övergår från en\narbetsgivare till en annan genom en sådan verksamhetsövergång som avses i 6b\n§ anställningsskyddslagen gäller följande när förvärvaren är bunden av\nkollektivavtal om Flexpension i Tjänsteföretag och överlåtare och\nförvärvare har byggt ut respektive premienivå olika: När förvärvarens\nkollektivavtal blir tillämpligt på de övertagna tjänstemännen gäller den\npremienivå till Flexpension i Tjänsteföretag som framgår av förvärvarens\nkollektivavtal.\u003C\u002Fp>\n\n\u003Ch3>Kompletterande premier till ITP 1\u003C\u002Fh3>\n\n\u003Cp>§ 8 Den kompletterande premien ska tidigast betalas från och med den\nmånad tjänstemannen fyller 25 år och längst till och med månaden före den\nunder vilken tjänstemannen uppnår 66 års ålder.\u003C\u002Fp>\n\n\u003Cp>§ 9 Den kompletterande premien ska beräknas på den pensionsmedförande\nlönen för pensionsförmåner enligt ITP 1, punkten 6.\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien debiteras arbetsgivaren av Collectum på samma\nunderlag som ligger till grund för premien för ITP 1.\u003C\u002Fp>\n\n\u003Cp>Från den 1 januari 2023 debiteras inte kompletterande premier för\nlönedelar som för viss månad överstiger 30 inkomstbasbelopp\u002F12.\u003C\u002Fp>\n\n\u003Ch3>Kompletterande premier till ITPK inom ITP 2\u003C\u002Fh3>\n\n\u003Cp>§ 10 Den kompletterande premien ska betalas för tjänsteman som är född\n1978 eller tidigare och längst t.o.m. månaden före den under vilken\ntjänstemannen uppnår 65 års ålder.\u003C\u002Fp>\n\n\u003Cp>§ 11 Den kompletterande premien ska beräknas på den pensionsmedförande\nlönen för pensionsförmåner enligt ITP 2, punkten 3.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som beviljats deltid i pensioneringssyfte ska arbetsgivaren\näven under sådan tid fortsatt anmäla inkomst utifrån tidigare\nsysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Avseende rörliga lönedelar förutsätts att överenskommelse träffas hur\ndessa ska anmälas. Överenskommelse träffas med utgångspunkt från tidigare\nsysselsättningsgrad med beaktande av faktisk förtjänst, ny\nsysselsättningsgrad och eventuellt förändrat lönesystem.\u003C\u002Fp>\n\n\u003Cp>§ 12 Arbetsgivaren har rätt att avanmäla tjänsteman som är\nföräldraledig. Då sådan tid med föräldrapenning är pensionsgrundande\nrekommenderar Svenskt Näringsliv och PTK arbetsgivaren att fortsätta betala\npremierna till ITP 2 under de första elva månaderna av föräldraledigheten.\nAvtalsparterna är därför överens om att denna rekommendation även ska\ngälla kompletterande premier till ITPK.\u003C\u002Fp>\n\n\u003Ch3>Utbetalningsregler\u003C\u002Fh3>\n\n\u003Cp>§ 13 Uttag av pensionsförsäkring som baseras på de kompletterande\npremierna för Flexpension i Tjänsteföretag sker i enlighet med de villkor\nsom gäller för uttag av ITP 1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>§ 14 Tolkning och tillämpning av dessa villkor sker i ITP-nämnden när\ndet gäller frågor där tillämpningen följer av ITP-planens regler. Övriga\nfrågor avseende tolkning och tillämpning av detta avtal ska hanteras i\nenlighet med kollektivavtalets förhandlingsordning.\u003C\u002Fp>\n\n\u003Ch3>Anställda som inte har ITP 1 eller ITPK\u003C\u002Fh3>\n\n\u003Cp>§ 15 För tjänstemän som är mellan 25 och 66 år (ITP 1) respektive 65\når (ITP 2) och som ITP-avtalet är eller hade kunnat vara tillämpligt för\nmen som inte har något pågående intjänande av ITP 1 eller ITPK hos\narbetsgivaren gäller att arbetsgivaren träffar enskild överenskommelse med\nden anställde om hur avsättningen till Flexpension i Tjänsteföretag ska\nhanteras utifrån gällande förutsättningar. Sådan överenskommelse kan\nockså träffas mellan arbetsgivaren och lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Även för tjänsteman som inte har något pågående intjänande av ITP 1\neller ITPK hos arbetsgivaren gäller §§ 4 och 5\u003C\u002Fp>\n\n\u003Ch3>Gemensam information\u003C\u002Fh3>\n\n\u003Cp>§ 16 För att ge stöd kring hanteringen av Flexpension i Tjänsteföretag\nska de kollektivavtalsslutande parterna ta fram gemensamt informationsmaterial.\nInformationsmaterialet ska spridas till företagen, de förtroendevalda och\nföretagens tjänstemän.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5 - Överenskommelse om deltid i pensioneringssyfte\u003C\u002Fh2>\n\n\u003Cp>Denna överenskommelse är en del av allmänna villkorsavtalet.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har en förstärkt möjlighet att hos arbetsgivaren ansöka om\natt gå ner i arbetstid från 62 års ålder (tjänsteman som omfattas av ITP\n2) respektive 63 års ålder (tjänsteman som omfattas av ITP 1) för att\nmöjliggöra Flexpension. En förutsättning för att överenskommelse ska\nkunna träffas är att så kan ske med skäligt hänsynstagande till\nverksamhetens krav och behov.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vill utnyttja rätten att ansöka ska göra detta\nskriftligen. Arbetsgivaren ska skyndsamt pröva ansökan och göra en\nbedömning av möjligheterna att träffa överenskommelse om deltid.\u003C\u002Fp>\n\n\u003Cp>Kommer arbetsgivare och tjänstemannen överens om att tjänstemannen ska\ngår ner i arbetstid är anställningen från det att överenskommelsen börjar\ngälla en deltidstjänst med den sysselsättningsgrad som följer av\növerenskommelsen.\u003C\u002Fp>\n\n\u003Cp>Träffas inte överenskommelse om nedgång i arbetstid ska arbetsgivaren\nunderrätta tjänstemannen och dennes fackliga organisation (om det finns en\nlokal klubb\u002Fförening vid företaget) därom och om skälen till varför\növerenskommelse inte kan träffas. Såväl lokal som central förhandling i\nintressefrågan kan därefter påkallas av den fackliga organisationen kring\nansökan och förutsättningarna för denna. Vid förhandling anses\ntjänstemannens ansökan om att gå ned i tid avse en minskning till 80\nprocent.\u003C\u002Fp>\n\n\u003Cp>Träffas inte överenskommelse i förhandlingen gäller företagets\nbedömning även fortsättningsvis. Det förhållandet att överenskommelse\ninte träffas kan inte prövas rättsligt förutsatt att arbetsgivaren prövat\nansökan och motiverat sin bedömning med hänvisning till verksamhetens krav\noch behov.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som träffat överenskommelse enligt ovanstående reglering\noch tillhör ITP 2 ska arbetsgivaren fortsatt till Collectum anmäla inkomst\nutifrån tjänstemannens tidigare sysselsättningsgrad. Denna skyldighet\nupphör dock om tjänstemannen tar anställning hos annat företag eller på\nannat sätt bedriver verksamhet av ekonomisk natur som kan ge tjänstemannen\ninkomst.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § anställningsskyddslagen gäller inte för tjänstemän som har gått\nner i arbetstid i pensioneringssyfte.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Avseende rörliga lönedelar förutsätts att överenskommelse träffas hur\ndessa ska anmälas. Överenskommelse träffas med utgångspunkt från tidigare\nsysselsättningsgrad med beaktande av faktisk förtjänst, ny\nsysselsättningsgrad och eventuellt förändrat lönesystem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6 - Förhandlingsprotokoll\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Datum\u003C\u002Ftd>\n      \u003Ctd>2023-04-26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Parter\u003C\u002Ftd>\n      \u003Ctd>Medieföretagen\n\n        \u003Cp>Unionen\u003C\u002Fp>\n\n        \u003Cp>Sveriges Ingenjörer\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">Närvarande\u003C\u002Ftd>\n      \u003Ctd>Medieföretagen \n\n        \u003Cp>Maria Möller \u003C\u002Fp>\n\n        \u003Cp>Anna Paulsson \u003C\u002Fp>\n\n        \u003Cp>jämte delegationen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Sveriges Ingenjörer \n\n        \u003Cp>Hanneli Lindholm\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Unionen \n\n        \u003Cp>Lise Iderström \u003C\u002Fp>\n\n        \u003Cp>Elin Svensson \u003C\u002Fp>\n\n        \u003Cp>jämte delegatione\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Plats\u003C\u002Ftd>\n      \u003Ctd>Almegas lokaler, Sturegatan 11, Stockholm\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ärende\u003C\u002Ftd>\n      \u003Ctd>Uppgörelse om löner och allmänna villkor för tjänstemän under\n        avtalsperioden från och med den 1 maj 2023 till och med den 30 april\n        2025 (Grå avtalet\u002Ffd Sif--Miaavtalet)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§ 1 Kollektivavtalet avseende mellanvarande tjänstemannaavtalprolongeras\nför tiden från och med den 1 maj 2023 till och med den 30 april 2025 med\nföljande ändringar och tillägg.\u003C\u002Fp>\n\n\u003Cp>Bilaga 1 Löner och förhandlingsordning Unionen\u003C\u002Fp>\n\n\u003Cp>Bilaga 2 Lokalt löneavtal Unionen\u003C\u002Fp>\n\n\u003Cp>Bilaga 3 Löner och förhandlingsordning Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>Bilaga 4 Redaktionella ändringar\u003C\u002Fp>\n\n\u003Cp>§ 22023 ökas inte avsättningen till flexpension. Avsättningen är kvar\npå 1,1 procent. I enlighet med och efter de principer som fastslagits i\növerenskommelsen 2017 avsätts ytterligare 0,2 procent till Flexpension i\nTjänsteföretag från och med 1 maj\u003C\u002Fp>\n\n\u003Cp>2024. Avsättningen uppgår därmed till 1,3 procent från och med den 1 maj\n2024.\u003C\u002Fp>\n\n\u003Cp>Parterna noterar att kollektivavtalets bilaga 1, Avtal om avsättning till\nFlexpension i Tjänsteföretag, redigerats enligt överenskommelse av den 20\ndecember 2022. Parterna är överens om att tilläggsöverenskommelsen om\nändring av § 7 Flexpension i Tjänsteföretag ska gälla fr o m 1 januari\n2023.\u003C\u002Fp>\n\n\u003Cp>§ 3 Det samlade avtalsvärdet på det här avtalsområdet, inklusive\nvärdet av den särskilda höjningen av lägsta lönerna 2023, är för\nperioden 7,4 procent.\u003C\u002Fp>\n\n\u003Cp>§ 4 Förhandlingen förklarades avslutad.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 26 april 2023 \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För Medieföretagen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Maria Möller \u002F Anna Paulsson\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För Sveriges Ingenjörer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Hanneli Lindholm\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För Unionen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lise Iderström \u002F Elin Svensson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 – Löner och förhandlingsordning, Unionen\u003C\u002Fh2>\n\n\u003Ch3>1.1 Övergripande mål för lönebildningen\u003C\u002Fh3>\n\n\u003Cp>Lönebildningen är en viktig drivkraft för goda arbetsinsatser, bra\nresultat och individuell utveckling. Därigenom bidrar lönebildningen till\nmåluppfyllnad, produktivitet och ökad lönsamhet samt utvecklingskraft i\nföretaget vilket skapar förutsättningar för bra löneutveckling och\nanställningstrygghet.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen kopplas till företagets övergripande mål och sker mot\nbakgrund av företagets övergripande ekonomiska och marknadsmässiga\nförutsättningar och medarbetarnas arbete, prestationer och utveckling samt\nrelevanta omvärldsfaktorer.\u003C\u002Fp>\n\n\u003Cp>Avtalets inriktning är att skapa en process där tjänstemannens uppnådda\nresultat, kompetens och skicklighet knyts samman med den individuella\nlöneutvecklingen. Därigenom ges tjänstemannen möjlighet att påverka den\negna löneutvecklingen och lönebildningen bidrar till företagets\nutveckling.\u003C\u002Fp>\n\n\u003Cp>Ett förtroendefullt samarbete mellan företagets ledning, chefer,\ntjänstemän och lokala fackliga företrädare är en förutsättning för en\nbra lönebildning.\u003C\u002Fp>\n\n\u003Cp>Utifrån detta avtal, företagets lönepolicy samt företagets\nförutsättningar och behov, ska parterna planera lönerevisionen genom att gå\nigenom förutsättningar, mål och inriktning samt former m.m. Då\nföreträdare för Unionen inte anmälts till arbetsgivaren samverkar denne\nistället direkt med de anställda i tillämpliga delar och genomför\nlöneprocessen i enlighet med detta avtal.\u003C\u002Fp>\n\n\u003Ch3>1.2 Regler för lönesättning \u003C\u002Fh3>\n\n\u003Ch4>Utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en reallöneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha tjänstemän med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kompetens- och löneutveckling ska särskild\nuppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Cp>Om det finns behov kan parterna i samband med fastställande av tidsplan\ninleda förhandlingarna med genomgång av avtalets innebörd i syfte att\nundanröja eventuella oklarheter.\u003C\u002Fp>\n\n\u003Cp>Vid genomgång och planering ingår att diskutera:\u003C\u002Fp>\n\n\u003Cp>-erfarenheter från löneprocessen och tidigare lönerevisioner\u003C\u002Fp>\n\n\u003Cp>-de ekonomiska och marknadsmässiga förutsättningarna\u003C\u002Fp>\n\n\u003Cp>-nuvarande lönestruktur och de framtida behov av förändring som\nidentifieras\u003C\u002Fp>\n\n\u003Cp>-hur löneprocessen ska förhindra att det förekommer osakliga\nlöneskillnader p.g.a. kön.\u003C\u002Fp>\n\n\u003Cp>-mål och prioriteringar och därmed sammanhängande lönekriterier för den\nkommande lönerevisionen utifrån önskad lönestruktur och de\nförändringsbehov som identifierats\u003C\u002Fp>\n\n\u003Cp>-former och förutsättningar för lönerevisionen\u003C\u002Fp>\n\n\u003Cp>-tidsplan för löneprocessen.\u003C\u002Fp>\n\n\u003Cp>Information om löneprocessen och dess tidsplan lämnas på lämpligt sätt\ntill chefer och medarbetare.\u003C\u002Fp>\n\n\u003Cp>Vid lönekartläggning enligt diskrimineringslagen bör de lokala parterna\nhitta och utveckla former för samverkan.\u003C\u002Fp>\n\n\u003Ch4>Det individuella lönesystemet\u003C\u002Fh4>\n\n\u003Cp>Lönerna ska vara individuella och differentierade.\u003C\u002Fp>\n\n\u003Cp>Marknadskrafterna och de lokala parternas uppfattning om en viss\nlönestruktur i företaget påverkar också lönerna. Varje tjänsteman ska\nveta på vilka grunder lönen sätts och vilka krav som gäller för att\nerhålla en löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen har ett gemensamt ansvar för\nkompetensutveckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att utföra arbetsuppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjänstemännen sker på så objektiva grunder som möjligt.\nFaktorer för den individuella lönesättningen ska givetvis vara\nkönsneutrala.\u003C\u002Fp>\n\n\u003Ch4>Lönesättningen, allmänt\u003C\u002Fh4>\n\n\u003Cp>För att nå målet med en bra lönebildning krävs att det på företaget\nfinns en förankrad lönepolicy som är tydlig och som bygger på de avtalade\nreglerna för lönesättning samt är väl känd.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till:\u003C\u002Fp>\n\n\u003Cp>-arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav samt tjänstemannens prestation och förmåga att uppfylla uppställda\nmål\u003C\u002Fp>\n\n\u003Cp>-ekonomiskt ansvar\u003C\u002Fp>\n\n\u003Cp>-verksamhetsansvar\u003C\u002Fp>\n\n\u003Cp>-personalansvar\u003C\u002Fp>\n\n\u003Cp>-kunskap och erfarenheter\u003C\u002Fp>\n\n\u003Cp>-förmåga att leda, ta initiativ och samarbeta samt\u003C\u002Fp>\n\n\u003Cp>-tjänstemannens idérikedom och pedagogiska färdigheter.\u003C\u002Fp>\n\n\u003Ch4>Löneökningar\u003C\u002Fh4>\n\n\u003Cp>-Löneökningar för individuell fördelning fördelas med reglerna i denna\nbilaga som grund.\u003C\u002Fp>\n\n\u003Cp>-Om tjänstemannen fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge löneökning som ska utges utöver det allmänna\nutrymmet.\u003C\u002Fp>\n\n\u003Ch4>Utvecklingssamtal\u003C\u002Fh4>\n\n\u003Cp>Chef och tjänsteman ska varje år hålla utvecklingssamtal.\nUtvecklingssamtal mellan chef och tjänsteman är ett nödvändigt medel för\natt erhålla en grund för bedömning av utvecklingsinsatser och lönesättning\nför tjänstemännen. Samtal genomförs på arbetsgivarens initiativ. Syftet\när att, i dialog med tjänstemannen, fastställa utvecklingsbehov och\nindividuella mål.\u003C\u002Fp>\n\n\u003Cp>Utvecklingssamtal omfattar normalt\u003C\u002Fp>\n\n\u003Cp>-uppföljning från tidigare samtal\u003C\u002Fp>\n\n\u003Cp>-arbetssituation och arbetsmiljörelaterade frågor\u003C\u002Fp>\n\n\u003Cp>-arbetsuppgifter, ansvar, eventuella förändringar i arbetsinnehåll\u003C\u002Fp>\n\n\u003Cp>-företagets behov av kompetens på kort och lång sikt och tjänstemannens\nbehov och önskemål om kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>-utvärdering av det gångna året samt förväntat arbetsresultat och\nindividuella mål.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och den enskilde tjänstemannen har ett gemensamt ansvar för\ntjänstemannens kompetensutveckling. Utvecklingssamtal eller motsvarande utgör\nen viktig grund för planeringen av kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Cp>Resultatet av utvecklingssamtalet, inklusive kompetensplaneringen,\ndokumenteras på lämpligt sätt av arbetsgivaren och medarbetaren.\u003C\u002Fp>\n\n\u003Ch4>Lönesamtal\u003C\u002Fh4>\n\n\u003Cp>Lönesamtal genomförs mellan chef och tjänsteman. Samtalet hålls på\narbetsgivarens initiativ.\u003C\u002Fp>\n\n\u003Cp>Lönesamtalet är en dialog om lönen utifrån tjänstemannens arbete,\nresultat och utveckling samt bidrag till det gångna årets verksamhet.\nUtvecklingssamtal utgör underlag för lönesamtalet.\u003C\u002Fp>\n\n\u003Cp>Lönesamtalet omfattar normalt:\u003C\u002Fp>\n\n\u003Cp>-en genomgång av tjänstemannens arbetsuppgifter, ansvar, prestation och\neventuella förändringar i arbetsinnehåll samt utveckling och genomförd\nkompetensutveckling\u003C\u002Fp>\n\n\u003Cp>-en uppföljning av tjänstemannens mål och måluppfyllelse, arbetsresultat\noch bidrag till företagets verksamhet och verksamhetsutveckling\u003C\u002Fp>\n\n\u003Cp>-tjänstemannens lön i förhållande till företagets lönepolicy,\nkriterier för lönesättning, lönestruktur m.m.\u003C\u002Fp>\n\n\u003Cp>-den individuella löneutvecklingen i den aktuella lönerevision och hur\ntjänstemannen kan påverka löneutvecklingen i framtiden.\u003C\u002Fp>\n\n\u003Ch4>Fastställande av ny lön - förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>Parterna är ense om följande förhandlingsordning för lönerevision den 1\nmaj 2023 respektive den 1 maj 2024.\u003C\u002Fp>\n\n\u003Cp>a)Tjänstemännen ska till företaget senast den 25 augusti 2023 respektive\nden 9 februari 2024 lämna skriftlig uppgift på berörda medlemmar och av dem\nutsedda representanter.\u003C\u002Fp>\n\n\u003Cp>Företaget ska senast den 15 september 2023 respektive den 1 mars 2024 till\nden eller de utsedda representanterna lämna skriftligt meddelande om de nya\nlöner som avses utgå till berörda tjänstemän.\u003C\u002Fp>\n\n\u003Cp>b)Om tjänstemännen önskar påkalla lokala förhandlingar rörande den\nsålunda meddelade lönesättningen, ska meddelande härom, med\nrevisionsförslag av representanter för tjänstemännen inlämnas till\nföretaget senast den 29 september 2023 respektive den 15 mars 2024. De lokala\nförhandlingarna om lönesättningen ska upptas snarast och vara avslutade\nsenast den 13 oktober 2023 respektive den 29 mars 2024.\u003C\u002Fp>\n\n\u003Cp>c)Om den lokala förhandlingen enligt b) ej leder till uppgörelse, må\nfrågan hänskjutas till central förhandling mellan Medieföretagen och\nUnionen. Begäran om sådan central förhandling ska ske skriftligen och\npåkallas hos Medieföretagen och Unionen senast den 27 oktober 2023 respektive\nden 12 april 2024 varefter det ankommer på Medieföretagen och Unionen att\nutan dröjsmål fastställa för parterna lämplig dag för central\nförhandling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna äger träffa överenskommelse om avvikelse från den\nunder punkterna a) och b) angivna förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>d)I de fall denna förhandlingsordning ej sätts i kraft enligt a) därför\natt det saknas lokal facklig representation ska arbetsgivaren sätta nya löner\ni enlighet med löneavtalet. Arbetsgivaren ska senast vid det datum som anges i\na) andra stycket lämna meddelande till medlemmarna om de nya löner som avses\nutgå. Unionen har därefter rätt att senast vid datum som anges i b) begära\nförhandling. Därefter gäller förhandlingsordningen i b) och c).\u003C\u002Fp>\n\n\u003Cp>Inför förhandlingen ska Unionen meddela arbetsgivaren vilka som är\nmedlemmar varefter arbetsgivaren tillhandahåller listor på föreslagna nya\nlöner för dessa.\u003C\u002Fp>\n\n\u003Ch4>Besked om ny lön (lönemotivering)\u003C\u002Fh4>\n\n\u003Cp>Efter att nya löner fastställts, i enlighet med förhandlingsordningen,\nmeddelar och motiverar chefen tjänstemannens nya lön i ett särskilt samtal.\nDet är naturligt att motiveringen är kopplad till det utvecklings- och\nlönesamtal som chef och tjänsteman har haft.\u003C\u002Fp>\n\n\u003Ch4>Åtgärder vid låg löneökning\u003C\u002Fh4>\n\n\u003Cp>Utgångspunkten är att alla medverkar till företagets verksamhet och\nutveckling och därmed ska ha löneökning i samband med lönerevision.\nTjänsteman som inte uppvisar tillräcklig prestation eller inte når uppsatta\nmål kan erhålla ingen eller märkbart låg löneökning.\u003C\u002Fp>\n\n\u003Cp>Med tjänsteman som erhållit ingen eller märkbart låg löneökning ska\nsärskilda överläggningar föras mellan chef och tjänsteman om dennes\nförutsättningar för arbetsuppgifterna, behov av kompetenshöjande åtgärder\neller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska till den fackliga organisationen redovisa antalet\nmedlemmar som inte lever upp till förväntningarna och därför ska ha en\nåtgärdsplan.\u003C\u002Fp>\n\n\u003Cp>För dessa tjänstemän ska en åtgärdsplan upprättas med tidplan och\nuppföljning. Åtgärdsplanen ska vara skriftlig och upprättas gemensamt av\nchef och tjänsteman. Om en medlem önskar det, ska arbetsgivaren redovisa och\ndiskutera åtgärdsplanen med lokal facklig organisation. Åtgärderna i planen\nska syfta till att tjänstemannen framgent ska kunna ges förutsättningar för\nen positiv löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Chef och tjänsteman ska komma överens om hur, när och i vilken omfattning\nuppföljning ska ske. Chef och tjänsteman ska utvärdera åtgärdsplanen. Om\nUnionens medlem så begär kan även facklig representant delta i\nutvärderingen. Uppföljning sker senast vid kommande utvecklingssamtal.\u003C\u002Fp>\n\n\u003Cp>För att åtgärdsplan ska kunna upprättas två år i följd ska\narbetsgivaren först begära förhandling med lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Om lokala parter så önskar kan centrala parter genomföra rådgivande\nlönekonsultationer kring löneprocessen för att förmedla råd och\nerfarenheter.\u003C\u002Fp>\n\n\u003Ch4>Lönesättning, vid nyanställning och befordran\u003C\u002Fh4>\n\n\u003Cp>-De lokala parterna bör inom ramen för företagets lönepolicy samverka i\nhur lön ska sättas vid nyanställning och förändrade\narbetsuppgifter\u002Fbefordran.\u003C\u002Fp>\n\n\u003Cp>-Om den lokala fackliga organisationen begär ska arbetsgivarens beslut om\nlämplig ingångslön för den aktuella personen föregås av förhandling. De\nlokala parterna bör finna rationella former för denna samverkan.\u003C\u002Fp>\n\n\u003Cp>-Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget och fastställas enligt reglerna i denna bilaga och företagets\nlönepolicy och med utgångspunkt från kompetens (utbildning och erfarenhet)\nsamt marknadskrafternas påverkan.\u003C\u002Fp>\n\n\u003Cp>-Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneökning ska i normalfallet ske i samband med förändringen.\u003C\u002Fp>\n\n\u003Ch4>Löneförhållanden\u003C\u002Fh4>\n\n\u003Cp>-Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid\nlönesättning och lönejämförelse ska även förmåner utöver lön\nbeaktas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>-Grundprincipen är att män och kvinnor ska ha lika lön för arbete som\när lika eller som är att betrakta som likvärdigt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Tjänstemän med lång erfarenhet i företaget inom sitt\narbete\u002Fyrkesområde ska inte ha en ogynnsam löneutveckling i förhållande\ntill tjänstemän med kortare erfarenhet.\u003C\u002Fp>\n\n\u003Cp>-Tjänstemän som har varit eller är föräldralediga ska inte, på grund\nav ledigheten, ha en ogynnsam löneutveckling i förhållande till övriga\ntjänstemän i företaget. \u003C\u002Fp>\n\n\u003Cp>- Med tjänstemän, som inte erhållit godtagbar lönehöjning, ska\nsärskilda överläggningar föras mellan lönesättande chef och tjänsteman\nom dennes förutsättningar för arbetsuppgifterna, behov av kompetenshöjande\ninsatser eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Ch3>1.3 Beräkning av utrymme för individuella lönehöjningar\u003C\u002Fh3>\n\n\u003Cp>Det totala utrymmet för individuella lönehöjningar beräknas som 4,1 %\noch 3,1 % av summan av fasta kontanta löner för tjänstemän den 30 april\n2023 och den 30 april 2024.\u003C\u002Fp>\n\n\u003Ch4>Fördelning av individuella lönehöjningar\u003C\u002Fh4>\n\n\u003Cp>Det utrymme som bildats enligt ovan ska fördelas individuellt enligt\nreglerna för lönesättning, punkt 1.2.\u003C\u002Fp>\n\n\u003Cp>Individuella lönehöjningar ska utges från och med den 1 maj 2023 och den\n1 maj 2024.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>1.4 Lägsta löner\u003C\u002Fh3>\n\n\u003Cp>Om tjänstemannen senast den 30 april 2023 respektive den 30 april 2024 har\nfyllt 20 respektive 24 år ska lönen uppgå till lägst\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>20 år\u003C\u002Ftd>\n      \u003Ctd>24 år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2023\u003C\u002Ftd>\n      \u003Ctd>20.081 kr\u003C\u002Ftd>\n      \u003Ctd>23.054 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2024\u003C\u002Ftd>\n      \u003Ctd>20.704 kr\u003C\u002Ftd>\n      \u003Ctd>23.769 kr\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att uppnå tillämpligt lönebelopp används tjänstemannens bidrag\ntill ut-rymmet. Om summan härav inte räcker för att uppnå lönebeloppet ska\nresterande del tillskjutas utanför den tillgängliga ramen för\nlönehöjningar.\u003C\u002Fp>\n\n\u003Cp>Angivna lägsta löner avser tjänsteman med heltidsanställning. Vid\ntillämpningen av dessa belopp för deltidsanställda gäller att beloppen ska\nomräknas i proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>Med \"lön\" avses här\u003C\u002Fp>\n\n\u003Cp>-fast kontant lön\u003C\u002Fp>\n\n\u003Cp>-naturaförmåner i form av kost eller bostad enligt Skatteverket\u003C\u002Fp>\n\n\u003Cp>-vid provision, tantiem och liknande rörliga löneformer:\ngenomsnittsvärdet härav enligt de normer som enligt ITP-avtalet gäller för\nbestämmande av pensionsmedförande lön. \u003C\u002Fp>\n\n\u003Cp>De angivna lönebeloppen gäller även för vikarier, som i övrigt enligt\npunkt 2.2 är undantagna från löneavtalets tillämpning.\u003C\u002Fp>\n\n\u003Cp>Lönehöjning till ovan angivna belopp behöver inte utges om tjänstemannen\nhar nedsatt arbetsförmåga. I sådana fall träffas lokal överenskommelse om\nlönen.\u003C\u002Fp>\n\n\u003Ch3>1.5 Introduktionslön\u003C\u002Fh3>\n\n\u003Cp>Introduktionslön kan tillämpas under förutsättning att\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>-introduktions- och utbildningsprogram samt tidsplan har godkänts av den\nlokala fackliga organisationen och\u003C\u002Fp>\n\n\u003Cp>-tjänsteman saknar erfarenhet av aktuella arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Introduktionslön gäller för nyanställda som vid tillträdet är i\nåldern 20 - 23 år och som ska genomgå planerad utbildning i anslutning till\narbetet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Lönen för sådan tjänsteman ska uppgå till lägst 75 % av lägsta lön\nför tjänsteman som fyllt 20 år. Introduktionslön får utgå under högst 12\nmånader, dock längst under den överenskomna introduktionstiden.\u003C\u002Fp>\n\n\u003Ch3>2 Omfattning\u003C\u002Fh3>\n\n\u003Ch4>2.1 Omfattning\u003C\u002Fh4>\n\n\u003Cp>Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 30 april 2023 respektive den 30 april 2024.\u003C\u002Fp>\n\n\u003Ch4>2.2 Undantag av vissa kategorier\u003C\u002Fh4>\n\n\u003Cp>Lönerevisionen omfattar ej tjänsteman som den 30 april 2023 respektive den\n30 april 2024\u003C\u002Fp>\n\n\u003Cp>-ej har fyllt 18 år eller\u003C\u002Fp>\n\n\u003Cp>-är anställd för vikariat eller i övrigt för viss tid eller visst\narbete och vars anställning ej har varat fortlöpande under 6 månader\neller\u003C\u002Fp>\n\n\u003Cp>-är anställd på prov och antingen ej har övergått direkt från tidigare\nanställning, i vilken tjänstemannen har omfattats av tjänstemannaavtal om\nallmänna villkor, eller vars anställning ej har varat fortlöpande under 6\nmånader eller\u003C\u002Fp>\n\n\u003Cp>-innehar anställning som utgör bisyssla eller\u003C\u002Fp>\n\n\u003Cp>-kvarstår i tjänst vid företaget efter det att tjänstemannen har fyllt\n69 år.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan träffas om att lönehöjning ska utges till\ntjänsteman, som enligt ovan är undantagen från löneavtalet. Därvid ska\nbestämmelserna i detta löneavtal vara vägledande.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman, som den 30 april 2023 respektive den 30 april 2024 var\nanställd som vikarie eller på prov och som enligt första stycket ej omfattas\nav lönerevisionen, under avtalsperioden erhåller tillsvidareanställning vid\nföretaget ska bestämmelserna i detta avtal vara vägledande vid\nfastställandet av tjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som den 30 april 2023 respektive den 30 april 2024 är\ntjänstledig för minst tre månader framåt i tiden av annat skäl än sjukdom\neller föräldraledighet är undantagen från detta löneavtal om ej\növerenskommelse träffas om annat. När tjänstemannen återgår i tjänst ska\nlönen bestämmas efter samma normer som gällt för övriga tjänstemän vid\nföretaget enligt detta avtal.\u003C\u002Fp>\n\n\u003Ch4>2.3 Tjänstemän som slutat sin anställning\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman har slutat sin anställning den 1 maj 2023 respektive den\n1 maj 2024 eller senare och ej har fått lönehöjning enligt punkt 1.3 ska\ndenne till företaget anmäla sitt krav härpå senast inom en månad efter det\natt tjänstemännen vid företaget har underrättats om att lönerevisionen är\ngenomförd. Om tjänstemannen försummar detta, medför detta löneavtal ej\nlängre någon rätt till lönehöjning för tjänstemannen.\u003C\u002Fp>\n\n\u003Ch4>2.4 Lönerevision för vissa nyanställda\u003C\u002Fh4>\n\n\u003Cp>Om företaget och en tjänsteman den 1 november 2022 respektive den 1\nnovember 2023 eller senare har träffat avtal om anställning och därvid även\nom viss lön och de vidare uttryckligen har överenskommit att den avtalade\nlönen ska gälla oberoende av 2023 års respektive 2024 års lönerevision ska\ntjänstemannen ej omfattas av löneavtalet.\u003C\u002Fp>\n\n\u003Ch4>2.5 Redan genomförd lönerevision\u003C\u002Fh4>\n\n\u003Cp>Om företaget i avvaktan på detta löneavtal redan har utgett generella\noch\u002Feller individuella lönehöjningar ska dessa avräknas mot vad\ntjänstemannen erhåller vid tillämpning av punkt 1.3 såvida ej uttrycklig\nlokal överenskommelse om annat har träffats.\u003C\u002Fp>\n\n\u003Ch3>3 Tillämpningsregler\u003C\u002Fh3>\n\n\u003Ch4>3.1 Begreppet företag\u003C\u002Fh4>\n\n\u003Cp>I det fall ett företag har sin verksamhet förlagd till olika orter eller\nom det på samma ort har flera enheter gäller följande vid beräkningen av\nramen för lönehöjningar enligt punkt 1.3. Om så har varit klar praxis vid\nföretaget vid tillämpningen av tidigare löneavtal eller om lokal\növerenskommelse härom träffas, avses med ”företag” företaget som\nhelhet, i annat fall tillämpas avtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Ch4>3.2 Retroaktiv omräkning\u003C\u002Fh4>\n\n\u003Cp>I det fall detta löneavtal tillämpas retroaktivt gäller följande\nbeträffande sjukavdrag med mera, tjänstledighetsavdrag och utbetalade\növertidsersättningar.\u003C\u002Fp>\n\n\u003Cp>Individuell omräkning av sjukavdrag med mera ska ske enligt följande:\u003C\u002Fp>\n\n\u003Cp>-Sjukavdrag till och med 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>-Retroaktiv omräkning ska ej ske för sjukavdrag från och med 15:e\nkalenderdagen annat än i den mån lönehöjningen beaktats vid fastställande\nav sjukpenningen.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Ch4>3.3 Arbetstidsförändring\u003C\u002Fh4>\n\n\u003Cp>Om arbetstidens längd för tjänstemännen vid företaget eller vissa av\ndessa förändras den 1 maj 2023 respektive den 1 maj 2024 eller senare ska\nlönerna för berörda tjänstemän ändras i proportion till\narbetstidsförändringen.\u003C\u002Fp>\n\n\u003Ch3>4 Provision\u003C\u002Fh3>\n\n\u003Ch4>4.1\u003C\u002Fh4>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas - med\nbeaktande av det ligger i nämnda löneformers natur att årsförtjänsten för\nden enskilde tjänstemannen kan variera - att förtjänstutvecklingen på sikt\nföljer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>5 Vissa pensionsfrågor\u003C\u002Fh3>\n\n\u003Ch4>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fh4>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensionsberättigad, ska höjningen ej vara pensionsmedförande. Om\nanställningen har upphört på grund av pensionsfall ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Ch4>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fh4>\n\n\u003Cp>Företagen ska till Collectum respektive PRI såsom pensionsmedförande lön\nanmäla lönehöjning enligt punkt 1.3 från och med den 1 maj 2023 och den 1\nmaj 2024.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Bilaga 2 - Lokalt löneavtal, Unionen\u003C\u002Fh2>\n\n\u003Ch3>Inledning\u003C\u002Fh3>\n\n\u003Cp>Det traditionella centrala löneavtalet anger hur löneökningarna ska\nräknas fram, till exempel i kronor, procent och fördelning av potter. Detta\navtal är ett alternativ och anger inte sådana regler. Det är arbetsgivaren\noch den lokala fackliga organisationen som tillsammans kommer överens om hur\nförhandlingarna ska gå till, löneutrymme, samt den individuella\nfördelningen.\u003C\u002Fp>\n\n\u003Ch3>Förutsättningar\u003C\u002Fh3>\n\n\u003Cp>Tillämpning av detta avtal inleds genom att arbetsgivaren enligt nedan\nangivna förhandlingsordning begär det hos den lokala tjänstemannaparten på\nföretaget senast den 25 augusti 2023 respektive den 9 februari 2024.\u003C\u002Fp>\n\n\u003Cp>Med lokal tjänstemannapart enligt detta avtal förstås tjänstemannaklubb\neller där sådan saknas facklig förtroendeman med behörighet att\nlöneförhandla.\u003C\u002Fp>\n\n\u003Cp>En information om avtalets innebörd lämnas till samtliga tjänstemän.\nArbetsgivaren och berörd lokal tjänstemannapart anordnar en sådan\ninformation.\u003C\u002Fp>\n\n\u003Cp>Inför varje lönerevision ska arbetsgivaren och berörd lokal\ntjänstemannapart göra en gemensam bedömning av de ekonomiska\nförutsättningarna för företaget. Berörd lokal tjänstemannapart ska\nerhålla all relevant information som behövs i förhandlingarna, till exempel\nföretagets resultat och framtidsutsikter, ekonomin för de olika\nresultatenheterna, försäljningsstatistik med mera.\u003C\u002Fp>\n\n\u003Cp>En gemensam bedömning ska också omfatta lönesituationen i företaget.\nTill exempel löneutvecklingen de senaste två åren, ”intern\nlönestatistik” samt löneskillnader mellan olika grupper exempelvis mellan\nmän och kvinnor.\u003C\u002Fp>\n\n\u003Cp>Efter varje genomförd lönerevision enligt detta avtal ska arbetsgivaren\noch lokal tjänstemannapart gemensamt göra en utvärdering av revisionen.\u003C\u002Fp>\n\n\u003Cp>Lokalt löneavtal har samma giltighetstid som det centrala löneavtalet och\nupphör att gälla vid samma tidpunkt som det centrala avtalet oavsett lokal\nreglering.\u003C\u002Fp>\n\n\u003Ch3>Regler för lönesättning\u003C\u002Fh3>\n\n\u003Ch4>Utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en real löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha medarbetare med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kompetens- och löneutveckling ska särskild\nuppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Ch4>Det individuella lönesystemet\u003C\u002Fh4>\n\n\u003Cp>Lönerna ska vara individuella och differentierade. Marknadskrafterna och de\nlokala parternas uppfattning om en viss lönestruktur i företaget påverkar\nockså lönerna. Varje tjänsteman ska veta på vilka grunder lönen sätts och\nvad tjänstemannen kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska medverka till tjänstemännens\nkompetensutveckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att utföra arbetsuppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjänstemännen sker på så objektiva grunder som möjligt.\nUtvecklingssamtal kan vara ett medel för att erhålla en grund för bedömning\nav utvecklingsinsatser och lönesättning för tjänstemännen.\u003C\u002Fp>\n\n\u003Ch4>Lönesättning\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till\u003C\u002Fp>\n\n\u003Cp>•arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav samt\u003C\u002Fp>\n\n\u003Cp>•tjänstemannens prestation och sätt att uppfylla kraven som ställs\u003C\u002Fp>\n\n\u003Cp>•ekonomiskt ansvar.\u003C\u002Fp>\n\n\u003Cp>Viktiga faktorer som också ska vägas in vid lönesättningen är\ntjänstemannens\u003C\u002Fp>\n\n\u003Cp>•kunskaper och erfarenheter,\u003C\u002Fp>\n\n\u003Cp>•förmåga att leda, ta initiativ och samarbeta samt\u003C\u002Fp>\n\n\u003Cp>•tjänstemannens idérikedom och pedagogiska färdigheter.\u003C\u002Fp>\n\n\u003Ch4>Löneökningar\u003C\u002Fh4>\n\n\u003Cp>•Det är av stor vikt att företaget har en väl utvecklad och förankrad\nlönepolicy.\u003C\u002Fp>\n\n\u003Cp>•Om tjänsteman fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge utslag i lönen.\u003C\u002Fp>\n\n\u003Cp>•Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneökning ska i normalfallet ske i samband med befordran.\u003C\u002Fp>\n\n\u003Cp>•Löneökningar som ska fördelas individuellt enligt avtal ska fördelas\nmed ovanstående utgångspunkter som grund.\u003C\u002Fp>\n\n\u003Ch4>Löneförhållanden\u003C\u002Fh4>\n\n\u003Cp>•Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid\nlönesättning och lönejämförelse ska även förmåner utöver lön\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>•Män och kvinnor ska ha lika lön för arbete som är lika eller som är\natt betrakta som likvärdigt om inte löneskillnaderna beror på faktorer som\ngäller för den individuella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>•Tjänstemän med lång erfarenhet i företaget inom sitt\narbete\u002Fyrkesområde ska inte ha en ogynnsam löneutveckling i förhållande\ntill tjänstemän med kortare erfarenhet.\u003C\u002Fp>\n\n\u003Cp>•Tjänstemän som har varit eller är föräldralediga ska inte, på grund\nav ledigheten, ha en ogynnsam löneutveckling i förhållande till övriga\ntjänstemän i företaget.\u003C\u002Fp>\n\n\u003Cp>•Med tjänsteman, som inte erhåller godtagbar lönehöjning, bör\nsärskilda överläggningar föras mellan lönesättande chef och medarbetare\nom dennes förutsättningar för arbetsuppgifterna och\narbetsförutsättningarna, behov av kompetenshöjande insatser eller andra\nändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Ch4>Ingångslöner\u003C\u002Fh4>\n\n\u003Cp>Med ingångslöner avses lönesättning vid nyanställning, vid befordran\noch när tjänstemannen får nya arbetsuppgifter i företaget.\u003C\u002Fp>\n\n\u003Cp>•Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget.\u003C\u002Fp>\n\n\u003Cp>•Hänsyn ska därvid tas till omvärlden, tjänstemannens kunskaper och\nerfarenheter samt de krav som ställs i den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>•Ingångslönen ska fastställas enligt utgångspunkterna för det\nindividuella lönesystemet och principerna för ingångslöner som framgår\novan. Ökad förmåga och erfarenhet ska medföra löneutveckling\u003C\u002Fp>\n\n\u003Cp>•Om den lokala fackliga organisationen begär ska arbetsgivarens beslut om\nlämplig ingångslön för den aktuella personen föregås av förhandling. De\nlokala parterna bör finna rationella former för denna samverkan.\u003C\u002Fp>\n\n\u003Ch3>Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Nedanstående förhandlingsordning gäller\u003C\u002Fh4>\n\n\u003Cp>1.Senast den 25 augusti 2023 respektive den 9 februari 2024 ska\narbetsgivaren till lokal tjänstemannapart anmäla sitt önskemål om att\ntillämpa lokalt löneavtal. Med lokal tjänstemannapart enligt detta avtal\nförstås tjänstemannaklubb, eller där sådan saknas facklig förtroendeman\nmed behörighet att löneförhandla.\u003C\u002Fp>\n\n\u003Cp>2.Arbetsgivaren och lokal tjänstemannapart ska gemensamt informera samtliga\nberörda tjänstemän om innebörden av och syftet med avtalet. Skulle parterna\ni samband med informationen inte finna fortsatt tillämpning meningsfull ska\ndenna avbrytas och snarast övergå till förhandlingar enligt det centrala\nlöneavtalets bestämmelser.\u003C\u002Fp>\n\n\u003Cp>3.Om de lokala parterna kommer överens om att fortsätta att tillämpa\nLokalt löneavtal ska en förhandlingsordning upprättas, det vill säga när\nförhandlingarna ska starta och när de ska vara avslutade. I samband därmed\nska lokal tjänstemannapart informera arbetsgivaren om vilka tjänstemän som\nman företräder i förhandlingen.\u003C\u002Fp>\n\n\u003Cp>Förhandlingarna ska dock genomföras på ett sådant sätt att de kan vara\navslutade före den tidpunkt som anges i punkt 5 nedan.\u003C\u002Fp>\n\n\u003Cp>4.Under förhandlingen kan de lokala parterna hos de centrala parterna\nbegära råd\u002Fbiträde.\u003C\u002Fp>\n\n\u003Cp>5.Om de lokala parterna med eller utan rådgivning från centrala parterna\ninte kan träffa överenskommelse ska förhandlingarna enligt detta avtal\navbrytas. Därefter ska arbetsgivaren och lokal tjänstemannapart snarast, dock\nsenast den 15 september 2023 respektive den 1 mars 2024 inleda förhandlingar\nenligt det centrala löneavtalet.\u003C\u002Fp>\n\n\u003Cp>Träffas ingen lokal överenskommelse ska central förhandling påkallas\nsenast inom tio dagar från den lokala förhandlingens avslutande.\u003C\u002Fp>\n\n\u003Ch4>Arbetsgång och chefernas ansvar\u003C\u002Fh4>\n\n\u003Cp>Chef ska diskutera arbetsresultat och sambandet med lönesättningen med var\noch en av sina medarbetare. Berörda centrala parter ska utarbeta ett gemensamt\nmaterial som kan vara till hjälp vid sådana samtal.\u003C\u002Fp>\n\n\u003Cp>Varje chef ska ägna särskild omsorg åt de medarbetare som enligt\nföretagets uppfattning inte når upp till de mål som överenskommits och\ndärför får mindre löneökning än vad flertalet i gruppen\u002Fföretaget får.\nSådan medarbetare ska erhålla möjlighet att förbättra sina arbetsinsatser\ngenom till exempel utbildning, förändringar i arbetsfördelning och\narbetsorganisation. En särskild plan för sådana insatser ska upprättas.\u003C\u002Fp>\n\n\u003Cp>Om lokal tjänstemannapart eller berörd medlem begär det ska den lokala\ntjänstemannaparten medverka vid sådana förändringar\u002Futvecklingsinsatser som\nkan behövas för att få en positiv förändring av arbetsresultatet.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen ska fortlöpande följas av chef och facklig representant.\nStora krav ställs särskilt på att analysera orsakerna till att vissa\ntjänstemän får mindre löneökningar än flertalet i gruppen\u002Fföretaget.\nArbetsgivaren kan inte hävda brist i måluppfyllelse hos enskild tjänsteman\nom inte möjligheter till utvecklingsinsatser givits.\u003C\u002Fp>\n\n\u003Ch4>Utvärdering av lönerevisionen\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivare och lokal tjänstemannapart ska göra en gemensam utvärdering\nefter avslutad lönerevision. Följande punkter bör beaktas:\u003C\u002Fp>\n\n\u003Cp>•De anställdas och ledningens allmänna reaktioner om försöket med\nlokal lönesättning utan traditionella centrala löneavtal.\u003C\u002Fp>\n\n\u003Cp>•Chefernas förmåga att informera medarbetarna om den nya lönen i\nförhållande till arbetsuppgifter och prestationer.\u003C\u002Fp>\n\n\u003Cp>•Resultat av särskilda utvecklingsinsatser för vissa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>•Har till exempel osakliga löneskillnader mellan män och kvinnor\nrättats till? Jämförelse med vad man vet om lönerna hos konkurrenter inom\nbranschen.\u003C\u002Fp>\n\n\u003Cp>•Jämförelse med löneutvecklingen tidigare år i företaget.\u003C\u002Fp>\n\n\u003Cp>•Förändringar som behöver göras för att man ska fortsätta med Lokalt\nlöneavtal nästa avtalsperiod.\u003C\u002Fp>\n\n\u003Cp>Respektive part kan dessutom göra en egen utvärdering för att få reda\npå hur de egna målen och förväntningarna har blivit uppfyllda.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3 - Löner och förhandlingsordning, Sveriges Ingenjörer\u003C\u002Fh2>\n\n\u003Ch3>Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>Avtalet gäller för medlemmar i Sveriges Ingenjörer och i övriga till PTK\nanslutna SACO-förbund som är anställda i företag anslutna till\nMedieföretagen där kollektivavtalet är inkopplat.\u003C\u002Fp>\n\n\u003Cp>Lokal arbetstagarpart kallas i detta avtal akademikerförening.\u003C\u002Fp>\n\n\u003Cp>Förbunden uppträder som en part lokalt och centralt.\u003C\u002Fp>\n\n\u003Ch3>1 Löner\u003C\u002Fh3>\n\n\u003Ch4>1.1 Lokal lönebildning\u003C\u002Fh4>\n\n\u003Cp>Lokal lönebildning är beroende av de lokala förhållanden som skapar\nföre-tagets ekonomiska förutsättningar och den enskilde medlemmens bidrag\ntill verksamheten. Lönesättning är därför en naturlig del av en\nproduktivitets- och intäktsskapande process och ska stimulera till\nförbättrade insatser.\u003C\u002Fp>\n\n\u003Cp>Nivån på medlemmarnas sammantagna löneökningar kan variera från\nföretag till företag. Detta beror till exempel på företagets lönsamhet och\nutvecklingskraft, medlemmens kompetens, hur uppsatta mål uppnåtts, utbud och\nefterfrågan på viss kompetens samt löneläget på den lokala arbetsmarknaden\nför berörda kategorier.\u003C\u002Fp>\n\n\u003Ch4>1.2 Förutsättningar\u003C\u002Fh4>\n\n\u003Cp>De gemensamma löneprinciperna för lönebildningen enligt detta avtal\nförutsätter att de lokala parterna gör en genomgång av avtalets intentioner\noch tillämpningen på företaget. Med sin kännedom om företagets\nför-hållanden, ska de lokala parterna genom ömsesidigt hänsynstagande i\nsamförstånd medverka i lönebildningen.\u003C\u002Fp>\n\n\u003Cp>Inför varje lönerevision ska respektive lokal part presentera sin\nbedömning av de ekonomiska förutsättningarna för företaget.\u003C\u002Fp>\n\n\u003Ch4>1.3 Övergång av partsställning\u003C\u002Fh4>\n\n\u003Cp>Finns inte någon lokal klubb vid företaget övergår partsställningen på\narbetstagarsidan till den enskilde medlemmen.\u003C\u002Fp>\n\n\u003Ch4>1.4 Utvärdering\u003C\u002Fh4>\n\n\u003Cp>Efter genomförd lönerevision gör parterna en gemensam utvärdering.\u003C\u002Fp>\n\n\u003Ch3>2 Regler för lönesättning\u003C\u002Fh3>\n\n\u003Cp>För medlemmar i Akademikerförening gäller följande regler om den lokala\nlönebildningen.\u003C\u002Fp>\n\n\u003Ch4>2.1 Utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en reallöneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha medarbetare med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kompetens- och löneutveckling ska särskild\nuppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Ch4>2.2 Det individuella lönesystemet\u003C\u002Fh4>\n\n\u003Cp>Lönerna ska vara individuella och differentierade.\u003C\u002Fp>\n\n\u003Cp>Marknadskrafterna och de lokala parternas uppfattning om en viss\nlöne-struktur i företaget påverkar också lönerna. Varje tjänsteman ska\nveta på vilka grunder lönen sätts och vilka krav som gäller för att\nerhålla en löne-utveckling.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen har ett gemensamt ansvar för\nkompetensutveckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att utföra arbetsuppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjänstemännen sker på så objektiva grunder som möjligt.\u003C\u002Fp>\n\n\u003Cp>Faktorer för den individuella lönesättningen ska givetvis vara\nkönsneutrala.\u003C\u002Fp>\n\n\u003Cp>Varje chef och tjänsteman ska årligen, på arbetsgivarens initiativ,\ngenom-föra samtal som syftar till tjänstemannens utveckling respektive som\när grund för den årliga lönesättningen.\u003C\u002Fp>\n\n\u003Cp>Vid lönekartläggning enligt diskrimineringslagen bör de lokala parterna\nhitta och utveckla former för samverkan.\u003C\u002Fp>\n\n\u003Ch4>2.3 Lönesättningen allmänt\u003C\u002Fh4>\n\n\u003Cp>För att nå målet med en bra lönebildning krävs att de lokala parterna\nhar en lönepolicy som är tydlig och som bygger på de avtalade reglerna för\nlöne- sättning samt är väl känd.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till:\u003C\u002Fp>\n\n\u003Cp>•arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav samt\u003C\u002Fp>\n\n\u003Cp>•tjänstemannens prestation och förmåga att uppfylla uppställda mål\u003C\u002Fp>\n\n\u003Cp>•ekonomiskt ansvar\u003C\u002Fp>\n\n\u003Cp>•verksamhetsansvar\u003C\u002Fp>\n\n\u003Cp>•personalansvar\u003C\u002Fp>\n\n\u003Cp>•tjänstemannens förmåga att omsätta kunskap och erfarenheter\u003C\u002Fp>\n\n\u003Cp>•förmåga att leda, ta initiativ och samarbeta samt\u003C\u002Fp>\n\n\u003Cp>•tjänstemannens idérikedom och pedagogiska färdigheter\u003C\u002Fp>\n\n\u003Cp>•löneökningar för individuell fördelning fördelas med reglerna i\ndenna bilaga som grund\u003C\u002Fp>\n\n\u003Cp>•om tjänstemannen fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge löneökning som ska utges utöver det allmänna\nutrymmet.\u003C\u002Fp>\n\n\u003Ch4>2.4 Lönesättning vid nyanställning och befordran\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna bör inom ramen för lokal lönepolicy samverka i hur\nlön ska sättas vid nyanställning och förändrade\narbetsuppgifter\u002Fbefordran.\u003C\u002Fp>\n\n\u003Cp>Om den lokala fackliga organisationen begär ska arbetsgivarens beslut om\nlämplig ingångslön för den aktuella personen föregås av förhandling. De\nlokala parterna bör finna rationella former för denna samverkan.\u003C\u002Fp>\n\n\u003Cp>Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget och fastställas enligt reglerna i denna bilaga och företagets\nlönepolicy och med utgångspunkt från kompetens (utbildning och erfarenhet)\nsamt marknadskrafternas påverkan.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneökning ska i normalfallet ske i samband med förändringen.\u003C\u002Fp>\n\n\u003Ch4>2.5 Löneförhållanden\u003C\u002Fh4>\n\n\u003Cp>Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid löne-\nsättning och lönejämförelse ska även förmåner utöver lön beaktas.\u003C\u002Fp>\n\n\u003Cp>Grundprincipen är att män och kvinnor ska ha lika lön för arbete som är\nlika eller som är att betrakta som likvärdigt. Tjänstemän med lång\nerfarenhet i företaget inom sitt arbete\u002Fyrkesområde ska inte ha en ogynnsam\nlöneutveckling i förhållande till tjänstemän med kortare erfarenhet.\u003C\u002Fp>\n\n\u003Cp>Lönesättningsprincipen ska inte vara diskriminerande. Föräldralediga\nomfattas av den årliga lönerevisionen. Osakliga löneskillnader ska\nelimineras. Samma värdering och tillämpning beträffande lönesättning ska\ngälla såväl kvinnor som män.\u003C\u002Fp>\n\n\u003Cp>Med tjänstemän, som inte erhållit godtagbar lönehöjning, ska särskilda\növerläggningar föras mellan lönesättande chef och tjänsteman om dennes\nförutsättningar för arbetsuppgifterna, behov av kompetenshöjande insatser\neller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Ch3>3 Lokal lönerevision\u003C\u002Fh3>\n\n\u003Cp>Parterna är ense om följande ordning för lönerevision per den 1 maj 2023\noch den 1 maj 2024.\u003C\u002Fp>\n\n\u003Ch4>a)Inledning\u003C\u002Fh4>\n\n\u003Cp>Parterna ska gemensamt fastställa målsättning och tidplan för\nlöne-revisionen samt diskutera de frågor part önskar aktualisera enligt\npunkt 1 och 2 ovan.\u003C\u002Fp>\n\n\u003Ch4>b)Uppgift om medlemmar\u003C\u002Fh4>\n\n\u003Cp>Den lokala klubben ska till företaget senast den 25 augusti 2023 respektive\nden 9 februari 2024 lämna skriftlig uppgift på berörda medlemmar och av dem\nutsedda representanter. Arbetsgivaren ska snarast möjligt dock senast 14 dagar\ndärefter överlämna en förteckning över de berörda medlemmarnas löner\ntill föreningen.\u003C\u002Fp>\n\n\u003Ch4>c)Individuella lönesamtal\u003C\u002Fh4>\n\n\u003Cp>Lönesamtalet är en central del av lönesättningsprocessen i företaget\noch en del av lönerevisionen. Inriktningen är att skapa en process där\ntjänste-mannen prestation kompetens och duglighet samt den individuella\nlöneut-vecklingen knyts samman. Därigenom ges tjänstemannen möjlighet att\npå-verka den egna löneutvecklingen.\u003C\u002Fp>\n\n\u003Cp>Varje tjänsteman, även föräldralediga, ska årligen beredas möjlighet\ntill ett sådant samtal med sin lönesättande chef.\u003C\u002Fp>\n\n\u003Cp>Syftet med lönesamtalet är att klargöra\u003C\u002Fp>\n\n\u003Cp>•den nya lönen\u003C\u002Fp>\n\n\u003Cp>•företagets lönepolitik och kriterier för den individuella\nlönesättningen\u003C\u002Fp>\n\n\u003Cp>•tjänstemannens arbetsuppgifter, hur dessa förändrats och vilka\nresultat som uppnåtts\u003C\u002Fp>\n\n\u003Cp>•satta mål för medlemmen i förhållande till verksamhetens mål\u003C\u002Fp>\n\n\u003Cp>•nya mål för medlemmens arbetsprestationer\u003C\u002Fp>\n\n\u003Cp>•lönen i förhållande till arbetssituationen och den individuella\nutvecklingen och eventuella förändringar av arbetsuppgifter och\nansvarsområden.\u003C\u002Fp>\n\n\u003Cp>Om endera parten begär ska den nya lönen dokumenteras. I den lokala\nförhandlingen ska resultat av lönesamtalet tjäna som underlag. Om central\nförhandling inte påkallas gäller överenskommelsen om ny lön i enlighet med\nlönesamtalet.\u003C\u002Fp>\n\n\u003Ch4>d)Lokal förhandling\u003C\u002Fh4>\n\n\u003Cp>Lokal förhandling förs mellan företag och lokal klubb. Den lokala klubben\neller motsvarande kan överlåta till enskild medlem att i lönesamtalet själv\nföra individuell förhandling med arbetsgivaren. Uppstår oenighet, och medlem\nså begär, återförs förhandlingen till de lokala parterna. Resultatet av\ndenna förhandling blir giltigt när akademikerföreningen avslutat sina\nförhandlingar eller, om central förhandling begärts, när denna är\navslutad.\u003C\u002Fp>\n\n\u003Cp>Finns inte någon lokal akademikerförening vid företaget övergår\npartsställningen på arbetstagarsidan till den enskilde medlemmen.\u003C\u002Fp>\n\n\u003Cp>Den lokala förhandlingen ska påbörjas i så god tid före revis ionsdatum\nsom möjligt och vara avslutade senast den 29 september 2023 respektive den 15\nmars 2024.\u003C\u002Fp>\n\n\u003Cp>I förhandling ska protokoll föras.\u003C\u002Fp>\n\n\u003Ch4>e)Utvärdering\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna gör en genomgång av löneprocessen efter genomförd\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna äger träffa överenskommelse om avvikelse från den\nunder punkterna a) - e) angivna ordningen.\u003C\u002Fp>\n\n\u003Ch3>4 Omfattning\u003C\u002Fh3>\n\n\u003Cp>Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 30 april 2023 respektive den 30 april 2024.\u003C\u002Fp>\n\n\u003Ch4>4.1 Undantag av vissa kategorier\u003C\u002Fh4>\n\n\u003Cp>Lönerevisionen omfattar ej tjänsteman som den 30 april 2023 respektive den\n30april 2024.\u003C\u002Fp>\n\n\u003Cp>•ejhar fyllt 18 år eller\u003C\u002Fp>\n\n\u003Cp>•är anställd för vikariat eller i övrigt för viss tid och vars\nanställning ej har varat fortlöpande under 6 månader eller\u003C\u002Fp>\n\n\u003Cp>•är anställd på prov och antingen ej har övergått direkt från\ntidigare anställning, i vilken tjänstemannen har omfattats av\ntjänstemannaavtal om allmänna villkor, eller vars anställning ej har varat\nfortlöpande under 6 månader eller\u003C\u002Fp>\n\n\u003Cp>•kvarstår i tjänst vid företaget efter det att tjänstemannen har\nuppnått 69 års ålder eller har anställts vid företaget efter det att\ntjänstemannen har uppnått den pensionsålder som tillämpas vid detta.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan träffas om att lönehöjning ska utges till\ntjänsteman, som enligt ovan är undantagen från löneavtalet. Därvid ska\nbestämmelserna i detta löneavtal vara vägledande.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman, som den 30 april 2023 respektive den 30 april 2024 var\nanställd som vikarie eller på prov och som enligt första stycket ej omfattas\nav lönerevisionen, under avtalsperioden erhåller tillsvidareanställning vid\nföretaget ska bestämmelserna i detta avtal vara vägledande vid\nfastställandet av tjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som den 30 april 2023 respektive den 30 april 2024 är\ntjänstledig för minst tre månader framåt i tiden av annat skäl än sjukdom\neller föräldraledighet är undantagen från detta löneavtal om ej\növerenskommelse träffas om annat. När tjänstemannen återgår i tjänst ska\nlönen bestämmas efter samma normer som gällt för övriga tjänstemän vid\nföretaget enligt detta avtal.\u003C\u002Fp>\n\n\u003Ch4>4.2 Tjänstemän som slutat sin anställning\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman har slutat sin anställning den 1 maj 2023 respektive den\n1 maj 2024 och ej har fått lönehöjning ska tjänstemannen till företaget\nanmäla sitt krav härpå senast inom en månad efter det att tjänstemännen\nvid företaget har underrättats om att lönerevisionen är genomförd. Om\ntjänstemannen försummar detta, medför detta löneavtal ej längre någon\nrätt för honom till lönehöjning.\u003C\u002Fp>\n\n\u003Ch4>4.3 Anställningsavtal den 1 november 2022 respektive den 1 november\n2023\u003C\u002Fh4>\n\n\u003Cp>Om företaget och en tjänsteman den 1 november 2022 respektive den 1\nnovember 2023 eller senare har träffat avtal om anställning och därvid även\nom viss lön och de vidare uttryckligen har överenskommit att den avtalade\nlönen ska gälla oberoende av 2023 och 2024 års lönerevision ska\ntjänstemannen ej omfattas av löneavtalet.\u003C\u002Fp>\n\n\u003Ch4>4.4 Redan genomförd lönerevision\u003C\u002Fh4>\n\n\u003Cp>Om företaget i avvaktan på detta löneavtal redan har utgett generella\noch\u002Feller individuella lönehöjningar ska dessa avräknas mot vad\ntjänste-mannen erhåller vid tillämpning av punkt 3 b) såvida ej uttrycklig\nlokal överenskommelse om annat har träffats.\u003C\u002Fp>\n\n\u003Ch3>5 Tillämpningsregler\u003C\u002Fh3>\n\n\u003Ch4>5.1 Begreppet företag\u003C\u002Fh4>\n\n\u003Cp>I det fall ett företag har sin verksamhet förlagd till olika orter eller\nom det på samma ort har flera enheter gäller följande vid beräkningen av\nramen för lönehöjningar. Om så har varit klar praxis vid företaget vid\ntillämpningen av tidigare löneavtal eller om lokal överenskommelse härom\nträffas, avses med \"företag\" företaget som helhet, i annat fall tillämpas\navtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Ch4>5.2 Retroaktiv omräkning\u003C\u002Fh4>\n\n\u003Cp>I det fall detta löneavtal tillämpas retroaktivt gäller följande\nbeträffande sjukavdrag med mera, tjänstledighetsavdrag och utbetalade\növertidsersättningar.\u003C\u002Fp>\n\n\u003Cp>Individuell omräkning av sjukavdrag med mera ska ske enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag till och med 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>Retroaktiv omräkning ska ej ske för sjukavdrag från och med 15:e\nkalenderdagen annat än i den mån lönehöjningen beaktats vid fastställande\nav sjukpenningen.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Omräkningen ska ske med\nden genomsnittliga lönehöjningen för tjänstemännen vid företaget, såvida\ninte lokal överenskommelse träffas om att omräkningen ska ske individuellt\nför varje tjänsteman.\u003C\u002Fp>\n\n\u003Ch4>5.3 Arbetstidsförändring \u003C\u002Fh4>\n\n\u003Cp>Om arbetstidens längd för tjänstemännen vid företaget eller vissa av\ndessa förändras den 1 maj 2023 eller den 1 maj 2024 eller senare ska lönerna\nför berörda tjänstemän ändras i proportion till\narbetstidsförändringen.\u003C\u002Fp>\n\n\u003Ch3>6 Provision\u003C\u002Fh3>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas - med\nbeaktande av att det ligger i nämnda löneformers natur att årsförtjänsten\nför den enskilde tjänstemannen kan variera - att förtjänstutvecklingen på\nsikt följer den för övriga tjänstemän. \u003C\u002Fp>\n\n\u003Ch3>7. Vissa pensionsfrågor\u003C\u002Fh3>\n\n\u003Ch4>7.1 Pensionsmedförande lönehöjningar\u003C\u002Fh4>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 4.2 och som är\npensionsberättigad, ska höjningen ej vara pensionsmedförande. Om\nanställningen har upphört på grund av pensionsfall ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Ch4>7.2 Anmälan om pensionsmedförande lön\u003C\u002Fh4>\n\n\u003Cp>Företagen ska till Collectum respektive PRI såsom pensionsmedförande lön\nanmäla lönehöjning enligt punkt 3 b) från och med den 1 maj 2023 respektive\nden 1 maj 2024.\u003C\u002Fp>\n\n\u003Ch3>8 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Ch4>8.1 Lokal förhandling\u003C\u002Fh4>\n\n\u003Cp>Den lokala klubben eller motsvarande kan överlåta till enskild medlem att\ni lönesamtalet själv föra individuell förhandling med arbetsgivaren.\nUppstår oenighet, och medlem så begär, återförs förhandlingen till de\nlokala parterna. Resultatet av denna förhandling blir giltigt när\nakademikerföreningen avslutat sina förhandlingar eller, om central\nförhandling begärts, när denna är avslutad.\u003C\u002Fp>\n\n\u003Cp>Finns inte någon lokal klubb vid företaget övergår partsställningen på\narbetstagarsidan till den enskilde medlemmen.\u003C\u002Fp>\n\n\u003Cp>Den lokala förhandlingen ska påbörjas i så god tid före revisionsdatum\nsom möjligt och vara avslutade senast den 29 september 2023 respektive den 15\nmars 2024.\u003C\u002Fp>\n\n\u003Ch4>8.2 Central förhandling\u003C\u002Fh4>\n\n\u003Cp>Om den lokala förhandlingen inte leder till en uppgörelse, kan den hän-\nskjutas till central förhandling mellan Medieföretagen och Sveriges\nIngenjörer.\u003C\u002Fp>\n\n\u003Cp>Begäran om sådan central förhandling ska ske skriftligen och påkallas\nhos Medieföretagen respektive Sveriges Ingenjörer senast den 27 oktober 2023\nrespektive den 12 april 2024, varefter det ankommer på Medieföretagen och\nSveriges Ingenjörer att utan dröjsmål fastställa för parterna lämplig dag\nför central förhandling. \u003C\u002Fp>\n\n\u003Cp>Om de centrala parterna inte kan enas i den centrala förhandlingen avseende\nlönerevision per den 1 maj 2023 respektive den 1 maj 2024 fastställs nivån\npå medlemmarnas sammantagna löneökningar till 4,1procent och 3,1 procent som\nfördelas av arbetsgivaren lokalt.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att tredje stycket i detta moment inte kan\nåberopas på företag där det endast finns en eller ett fåtal medlemmar som\nföreträds av Sveriges Ingenjörer\u002FAkademikerföreningen. Löneavtalet ska\ndock vara vägledande och gällande i övriga delar.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4 - Redaktionella ändringar\u003C\u002Fh2>\n\n\u003Cp>I förteckningen över särskilda överenskommelser som ej tagits med i\navtalstrycket ersätts ”Omställningsavtalet” med ” Huvudavtalet mellan\nSvenskt Näringsliv och PTK”\u003C\u002Fp>\n\n\u003Ch3>1.1 Omfattning\u003C\u002Fh3>\n\n\u003Cp>”Akademikerförbunden” ersätts av ” övriga till PTK anslutna SACO-\nförbund”\u003C\u002Fp>\n\n\u003Ch3>1.3 Uppnådd pensionsålder\u003C\u002Fh3>\n\n\u003Cp>För tjänstemän som fyllt 69 års ålder....\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande tjänsteman rätt att\nkvarstanna i tjänst till 69 års ålder. \"\u003C\u002Fp>\n\n\u003Ch3>1.5 Företagsledning - förbundstiUhörighet\u003C\u002Fh3>\n\n\u003Cp>Protokollsanteckningen får följande lydelse ”'Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>PTK-förbunden har enats om att tjänstemannaklubbar och representanter som\nutsetts av tjänstemännen inom PTK-området kan företrädas av ett gemensamt\norgan, PTK-L, när det gäller Huvudavtalet mellan Svenskt Näringsliv och PTK\noch frågor om personalinskränkning enligt Tjänstemannaavtalet. Detta organ\nska anses vara den lokala arbetstagarorganisationen enligt lagen (1982:80) om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa överenskommelse med varje tjänstemannaorganisation för sig.\"\u003C\u002Fp>\n\n\u003Ch3>2.3 Omvandlingsregel för vikariat och avtalad visstid\u003C\u002Fh3>\n\n\u003Cp>I § 2.3 ändras anteckningen stycke två så att ”allmän” byts mot\n”särskild”. Ny lydelse blir\u003C\u002Fp>\n\n\u003Cp>”I huvudregel gäller, likt gällande rätt avseende särskild visstids-\nanställning och vikariat, vid omvandling att anställningsvillkoren kvarstår\noförändrade om inte arbetsgivaren och tjänstemannen kommer överens om\nannat. För det fall parterna inte kommit överens och sysselsättningsgraden\nkort före omvandlingstidpunkten i väsentlig mån avviker från en\ngenomsnittligt beräknad sysselsättningsgrad under de senaste tolv månaderna\nska denna i tillsvidareanställningen bestämmas till den genomsnittliga.”\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Prisbasbeloppet:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I digital upplaga uppdateras prisbasbeloppet årligen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>10.5.1 Inte lämnat friskintyg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>14:e ändras till 15:e.\u003C\u002Fp>\n\n\u003Cp>”Om arbetsgivaren vid anställningen har begärt friskintyg av\ntjänstemannen men denne på grund av sjukdom inte har kunnat lämna sådant,\nhar tjänstemannen inte rätt till sjuklön från och med den 15:e\nkalenderdagen i sjukperioden vid arbetsoförmåga som beror på sjukdomen\nifråga.”\u003C\u002Fp>\n\n\u003Ch3>10.7 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>I bestämmelsen ska lagen om arbetsskadeförsäkring ersättas av\nSocialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>”Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nbetalas enligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt Socialförsäkringsbalken.”\u003C\u002Fp>\n\n\u003Ch3>§ 13 Uppsägning\u003C\u002Fh3>\n\n\u003Ch4>13.3.6 Uppnådd pensionsålder - upphörande av anställning\u003C\u002Fh4>\n\n\u003Cp>Anmärkningen ändras till:\u003C\u002Fp>\n\n\u003Cp>” Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Den ålder som anges i 32 a § lagen om anställningsskydd är 69 år.\n”\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>13.4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Rubriken ändras och punkten ändras i enlighet med överenskommelse av den\n30 mars 2023.\u003C\u002Fp>\n\n\u003Ch4>13.4 Turordning vid uppsägning på grund av arbetsbrist\u003C\u002Fh4>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Texten i 13.4.1 och 13.4.2 härrör från Huvudavtal om trygghet,\nomställning och anställningsskydd. Om regleringen i Huvudavtalet ändras\neller upphör att gälla för detta avtalsområde, gäller detsamma avseende\nlikalydande regler i 13.4.1och 13.4.2.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>13.4.1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\narbetsgivarens krav och behov i bemanningshänseende. Om dessa behov inte kan\ntillgodoses med tillämpning av lag ska fastställandet av turordning ske med\navsteg från bestämmelserna i anställningsskyddslagen.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de anställda som ska\nsägas upp så att arbetsgivarens behov av kompetens särskilt beaktas liksom\narbetsgivarens möjligheter att bedriva konkurrenskraftig verksamhet och\ndärmed bereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna på endera partens begäran träffar\növerenskommelse om fastställande av turordning vid uppsägning med\ntillämpning av 22 § anställningsskyddslagen och de avsteg från lagen som\nerfordras.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ anställningsskyddslagen överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>Det åligger de lokala parterna att på begäran föra förhandlingar som\nsägs i föregående stycken liksom att skriftligen bekräfta träffade\növerenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger förbundsparterna om endera begär det,\nträffa överenskommelse i enlighet med ovan angivna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att företaget inför behandlingen av frågorna som\nberörts i denna paragraf tillhandahåller den lokala respektive\nförbundsavtalsparten relevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av arbetsbrist respektive återanställning prövas enligt lag med\niakttagande av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Svenskt Näringsliv och PTK noterar att samtliga berörda PTK- förbund\nenats om att i företag befintliga tjänstemannaklubbar respektive av\ntjänstemännen utsedda representanter inom PTK- området kan beträffande\ndetta avtal och beträffande frågor om personalinskränkning enligt avtalen om\nallmänna anställningsvillkor gentemot arbetsgivaren företrädas av ett\ngemensamt organ, PTK-L. Detta organ ska anses vara ”den lokala\narbetstagarparten\" i de nämnda avtalen. PTK-L ska även anses vara \"den lokala\narbetstagarorganisationen\" enligt anställningsskyddslagen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>13.4.2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om avtal om turordning vid uppsägning på grund av arbetsbrist inte kan\nträffas får arbetsgivaren vid berörd driftsenhet och avtalsområde undanta\ntre arbetstagare. De sålunda undantagna har företräde till fortsatt\nanställning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som endast har en driftsenhet kan vid tillämpning av första\nstycket istället välja att undanta totalt fyra arbetstagare för samtliga\navtalsområden.\u003C\u002Fp>\n\n\u003Cp>Vad avser situationen att flera driftsenheter sammanlagts till en gemensam\nturordning genom tillämpning av 22 § tredje stycket anställningsskyddslagen,\nska antal vid tillämpning av första stycket vara tre arbetstagare plus en\narbetstagare per driftsenhet som omfattas av sammanläggningen utöver den\nförsta driftsenheten, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>Alternativt med regleringen i första, andra och tredje stycket får en\narbetsgivare vid berörd driftsenhet och avtalsområde undanta 15 procent av de\nanställda som slutligen får avsluta sin anställning på grund av\narbetsbristen, innan lagturlistan fastställs. Undantag enligt detta stycke\nfår högst omfatta tio procent av de anställda vid berörd driftsenhet eller\ndriftsenheter, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som vid uppsägning på grund av arbetsbrist undantagit en\neller flera arbetstagare enligt första, andra, tredje eller fjärde stycket\nfår inte vid berörd driftsenhet och avtalsområde undanta ytterligare\narbetstagare vid uppsägning som sker inom tre månader därefter.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse ersätter bestämmelsen i 22 § andra stycket\nanställningsskyddslagen, dvs. det s.k. tvåundantaget.\u003C\u002Fp>\n\n\u003Cp>Med avtalsområde avses i denna bestämmelse kategoriklyvningen mellan\narbetare och tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Vad som utgör driftsenhet regleras inte i denna bestämmelse. Definitionen\nav vad som är en driftsenhet finns i 22 § tredje stycket\nanställningsskyddslagen, vilken bestämmelse är dispositiv.\u003C\u002Fp>\n\n\u003Cp>Med begreppet anställda som slutligen får avsluta sin anställning på\ngrund av arbetsbristen avses samtliga anställda vilkas anställning avslutas\npå grund av arbetsbristen. Med detta avses utöver den som sägs upp av\narbetsgivaren även den arbetstagare vars anställning på annat vis upphör\npå grund av arbetsbristen, t.ex. där anställning avslutas genom individuell\növerenskommelse därom, genom tidigare pensionsavgång och dylikt.\u003C\u002Fp>\n\n\u003Cp>Avseende procentregeln ska avrundning ske matematiskt.\u003C\u002Fp>\n\n\u003Cp>De arbetstagare som undantas ska enligt arbetsgivaren ha särskild betydelse\nför den fortsatta verksamheten. Arbetsgivarens bedömning i denna fråga kan\ninte angripas rättsligt.\u003C\u002Fp>\n\n\u003Cp>Möjligheten att undanta arbetstagare från turordningen gäller enligt\nparagrafens femte stycke inte i fall där arbetsgivaren tidigare inom en\ntremånadersperiod vid berörd driftsenhet och avtalsområde har sagt upp\narbetstagare på grund av arbetsbrist och då använt sig av\nundantagsmöjligheten. En arbetsgivare som har sagt upp en eller flera\narbetstagare på grund av arbetsbrist och då undantagit arbetstagare från\nturordningen får alltså först efter att tre månader har passerat, från det\natt den första uppsägningen verkställts, undanta arbetstagare från\nturordningen vid uppsägning på grund av en ”ny” arbetsbrist vid en\ndriftsenhet och avtalsområde som varit berörd. Annars kan arbetsgivaren bli\nskade- ståndsskyldig för brott mot turordningsreglerna. Det nu sagda gäller\nbara i fall där arbetsgivaren vid den tidigare arbetsbristuppsägningen\nfaktiskt använt sig av möjligheten att undanta arbetstagare från\nturordningen. Med begreppet berörd driftsenhet och avtalsområde avses i denna\nbestämmelse driftsenhet och avtalsområde där någon arbetstagare sagts upp\npå grund av arbetsbrist. Vid sammanläggning innebär det att spärren i\nparagrafens femte stycke endast träffar driftsenheter och avtalsområden där\nnågon arbetstagare faktiskt sagts upp på grund av arbetsbristen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"trainingprogrammes":46,"pensionfund":50,"contracttrial":54,"sicknesspay":58,"maxsicknesspay":62,"healthandsafetypolicy":66,"eqpay":70,"WORKHOURS_trigger":74,"hourspweek_select":77,"PAIDLEAV_trigger":81,"holidaysdays":85,"schedulesrestpw":88,"SCHEDULE_trigger":92,"LOWWAGE_trigger":96,"NOCTPREM_trigger":100,"ANNLEAVE_trigger":104,"OVERTIME_trigger":108,"SUNDAY_trigger":112,"deathrelatives":116},{"bindId":43,"name":44,"text":45},"cbadate_start","§ 15 Giltighetstid Detta avtal gäller fr","§ 15 Giltighetstid\n\nDetta avtal gäller från och med den 1 maj 2023 till och med den 30 april\n2025.",{"bindId":47,"name":48,"text":49},"trainingprogrammes","-introduktions- och utbildningsprogram s","-introduktions- och utbildningsprogram samt tidsplan har godkänts av den\nlokala fackliga organisationen och\n\n-tjänsteman saknar erfarenhet av aktuella arbetsuppgifter.\n\nIntroduktionslön gäller för nyanställda som vid tillträdet är i\nåldern 20 - 23 år och som ska genomgå planerad utbildning i anslutning till\narbetet.",{"bindId":51,"name":52,"text":53},"pensionfund","5 Vissa pensionsfrågor 5.1 Pensionsmedfö","5 Vissa pensionsfrågor\n\n5.1 Pensionsmedförande lönehöjningar\n\nOm lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensionsberättigad, ska höjningen ej vara pensionsmedförande. Om\nanställningen har upphört på grund av pensionsfall ska emellertid\nlönehöjningen vara pensionsmedförande.\n\n5.2 Anmälan om pensionsmedförande lön\n\nFöretagen ska till Collectum respektive PRI såsom pensionsmedförande lön\nanmäla lönehöjning enligt punkt 1.3 från och med den 1 maj 2023 och den 1\nmaj 2024.",{"bindId":55,"name":56,"text":57},"contracttrial","§ 2 Anställning De anställningsformer so","§ 2 Anställning\n\nDe anställningsformer som anges nedan är en uttömmande reglering av de\nanställningsformer som är tillgängliga på avtalsområdet. Vad det avser\nföreträdesrätt till återanställning gäller lagen om anställningsskydd\nså vida inte annat anges.\n\nAnmärkning\n\nBestämmelser om avbrytande av provanställning och visstidsanställning\nfinns i 13.3.3 och 13.3.4.",{"bindId":59,"name":60,"text":61},"sicknesspay","§ 10 Sjuklön m m 10.1 Rätten till sjuklö","§ 10 Sjuklön m m\n\n10.1 Rätten till sjuklön och sjukanmälan\n\n10.1.1 Rätten till sjuklön",{"bindId":63,"name":64,"text":65},"maxsicknesspay","Sjuklön från arbetsgivaren under de förs","Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden betalas enligt lagen om sjuklön med tillägg enligt 10.2.2 andra\nstycket. Hur sjuklönen beräknas anges i 10.3.1 - 10.3.2.",{"bindId":67,"name":68,"text":69},"healthandsafetypolicy","2.tjänsteman som frånträder sin anställn","2.tjänsteman som frånträder sin anställning under förhållanden som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller",{"bindId":71,"name":72,"text":73},"eqpay","-Grundprincipen är att män och kvinnor s","-Grundprincipen är att män och kvinnor ska ha lika lön för arbete som\när lika eller som är att betrakta som likvärdigt.",{"bindId":75,"name":76,"text":76},"WORKHOURS_trigger","§ 2 Ordinarie arbetstid",{"bindId":78,"name":79,"text":80},"hourspweek_select","För tjänstemän i intermittent treskiftar","För tjänstemän i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.",{"bindId":82,"name":83,"text":84},"PAIDLEAV_trigger","9.3 Semesterns längd 9.3.1 Antal semeste","9.3 Semesterns längd\n\n9.3.1 Antal semesterdagar",{"bindId":86,"name":87,"text":87},"holidaysdays","-25 semesterdagar enligt semesterlagen",{"bindId":89,"name":90,"text":91},"schedulesrestpw","2.5 Dygnsvila 2.5.1 Huvudregel Varje tjä","2.5 Dygnsvila\n\n2.5.1 Huvudregel\n\nVarje tjänsteman ska ha minst elva timmars sammanhängande viloperiod under\nvarje 24-timmarsperiod, beräknad från arbetspassets början enligt\ntjänstemannens gällande arbetstidsschema (dygnsvila).",{"bindId":93,"name":94,"text":95},"SCHEDULE_trigger","2.4 Raster, måltidsuppehåll och pauser O","2.4 Raster, måltidsuppehåll och pauser\n\nOm de lokala parterna inte enas om annat ska rast förläggas så att\ntjänstemannen inte utför arbete mer än fem timmar i följd. Med rast\nförstås sådana avbrott i den dagliga arbetstiden under vilken arbetstagare\ninte är skyldig att stanna kvar på arbetsplatsen. Arbetsgivaren ska på\nförhand ange rasternas längd och förläggning så noga som omständigheterna\nmedger.\n\nRaster får bytas ut mot måltidsuppehåll vid arbetsplatsen. Sådant\nmåltidsuppehåll ingår i arbetstiden.\n\nArbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.",{"bindId":97,"name":98,"text":99},"LOWWAGE_trigger","1.4 Lägsta löner Om tjänstemannen senast","1.4 Lägsta löner\n\nOm tjänstemannen senast den 30 april 2023 respektive den 30 april 2024 har\nfyllt 20 respektive 24 år ska lönen uppgå till lägst\n\n\n\n\n  \n  \n  \n  \n  \n    \n      \n      20 år\n      24 år\n    \n    \n      2023\n      20.081 kr\n      23.054 kr\n    \n    \n      2024\n      20.704 kr\n      23.769 kr",{"bindId":101,"name":102,"text":103},"NOCTPREM_trigger","2.5.5.1 Nattarbete Med natt avses period","2.5.5.1 Nattarbete\n\nMed natt avses perioden mellan klockan 22.00 och klockan 06.00. Med stöd av\nlokal överenskommelse kan natt definieras som annan period om minst sju timmar\nsom innefattar perioden mellan klockan 24.00 och klockan 05.00.\n\nAlla tjänstemän ska ha ledigt för nattvila. I ledigheten ska tiden mellan\nklockan 24.00 och klockan 05.00 ingå.\n\nAvvikelse från andra stycket får göras om arbetet med hänsyn till dess\nart, allmänhetens behov eller andra särskilda omständigheter måste bedrivas\nmellan klockan 24.00 och klockan 05.00.\n\nAvvikelse från andra stycket får även göras med stöd av lokal\növerenskommelse.\n\n2.5.5.2 Nattarbetande\n\nMed nattarbetande avses arbetstagare som normalt utför minst tre timmar av\nsin arbetstid nattetid, och arbetstagare som troligen kommer att fullgöra\nminst hälften av sin årsarbetstid nattetid.\n\nDen ordinarie arbetstiden för nattarbetande ska i genomsnitt under en\nberäkningsperiod om 12 månader inte överstiga åtta timmar per 24-\ntimmarsperiod.\n\nAnmärkning:\n\n1.Vid genomsnittsberäkningen ska för varje påbörjad period om sju dagar\nveckovilan räknas av från beräkningsperioden. Semester och sjukfrånvaro\nunder tid då arbetstagaren annars skulle ha arbetat ska likställas med\nfullgjord arbetstid.\n\n2.Det är parternas avsikt att beräkningsperiodens längd inte ska\ntillämpas på ett sådant sätt att det leder till en arbetstidsförläggning\ndär extremt långa arbetspass utan tillräcklig mellanvarande viloperiod\nläggs ut under en längre tid.",{"bindId":105,"name":106,"text":107},"ANNLEAVE_trigger","9.4 Semesterlön, semesterersättning m m ","9.4 Semesterlön, semesterersättning m m\n\n9.4.1 Semesterlön och semestertillägg\n\nSemesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och semestertillägg.\n\nFör tjänsteman avlönad med veckolön skall månadslönen beräknas som\n4,3 x veckolönen.\n\nSemestertillägget för varje betald semesterdag är\n\n-0,8 % av tjänstemannens månadslön som är aktuell vid\nsemestertillfället och eventuella fasta lönetillägg per månad. Beträffande\nändrad sysselsättningsgrad, se 9.4.6.\n\n-0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\n\nOm tjänstemannen inte tjänat in full semester ska semestertillägget 0,5 %\njusteras upp enligt följande:\n\n0,5 % x det antal semesterdagar som tjänstemannen har rätt till \n\n_____________________________________________________________________\n\nAntalet betalda semesterdagar som tjänstemannen har tjänat in\n\nMed fasta lönetillägg avses här t ex fasta skift-, jour-, beredskaps-,\növertids- och restidstillägg, garanterad minimiprovision eller liknande.\n\nMed rörlig lönedel avses här t. ex. provision, tantiem, bonus, premie\nlön, skift-, jour-, beredskaps- och ersättning för förskjuten arbetstid\neller liknande, i den mån den inte räknats in i månadslönen.\n\nMed provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\n\nI övertids-, mertids- och restidsersättning ingår semesterlön.",{"bindId":109,"name":110,"text":111},"OVERTIME_trigger","4.3 Kompensation för övertid 4.3.1 Penga","4.3 Kompensation för övertid\n\n4.3.1 Pengar - ledighet\n\nÖvertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\n\nVid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänstemannens önskemål om när kompensationsledigheten ska tas ut.\n\n4.3.2 Ersättningens storlek\n\nÖvertidsersättning per timme ges enligt följande:\n\nÖvertidsarbete kl. 06-20 helgfria måndagar-fredagar\n\nmånadslönen\n\n****94\n\neller\n\nefter överenskommelse kompensationsledighet med 1 1\u002F2 timme för varje\növertidstimme.\n\nÖvertidsarbete på annan tid\n\nmånadslönen\n\n****72\n\neller\n\nefter överenskommelse kompensationsledighet med 2 timmar för varje\növertidstimme.\n\nMed månadslön avses den aktuella fasta kontanta månadslönen.\n\nÖvertidsarbete på tjänstemannens arbetsfria vardagar jämställs med\növertidsarbete på annan tid. Detsamma gäller midsommar-, jul- och\nnyårsafton.",{"bindId":113,"name":114,"text":115},"SUNDAY_trigger","5.3 Ersättning för förskjuten arbetstid ","5.3 Ersättning för förskjuten arbetstid\n\nFörskjuten arbetstid ersätts per timme enligt följande:\n\n\n  \n  \n  \n  \n    \n      måndag-fredag från kl. 18 till kl. 24\n      månadslönen \n\n        600\n      \n    \n    \n      måndag-fredag från kl. 00 till kl. 07\n      månadslönen \n\n        400\n      \n    \n    \n      lördag-söndag från lördag kl. 00 till söndag kl. 24\n      månadslönen \n\n        300\n      \n    \n    \n      från kl. 07 trettondagen, 1 maj, Kristi himmelsfärdsdag,\n        Nationaldagen och Alla helgons dag till kl. 00 första vardagen efter\n        respektive helger\n      månadslönen \n\n        300\n      \n    \n    \n      från kl. 18 på skärtorsdagen och nyårsafton samt från kl. 07 på\n        pingst-, midsommar- och julafton till kl. 00 första vardagen efter\n        respektive helger\n      månadslönen \n\n        150\n      \n    \n  \n\n\nErsättning för förskjuten arbetstid och övertidsersättning kan inte ges\nsamtidigt.",{"bindId":117,"name":118,"text":119},"deathrelatives","Permission beviljas i regel endast för d","Permission beviljas i regel endast för del av arbetsdag. I särskilda fall\nkan dock permission beviljas även för en eller flera dagar t ex vid hastigt\npåkommande sjukdomsfall inom tjänstemannens familj eller nära anhörigs\ndödsfall.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Almega Medieforetagen Gra Avtalet Kollektivavtal 2023-05-01-2025-04-30 Svenskt Näringsliv och PTK - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2023-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2025-04-30\u003C\u002Fdiv>\n            \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                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Övrigt\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Företagsnamn: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Landsorganisationen i Sverige\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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 14 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → \u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 1 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Särskild hänvisning till kön för lika lön: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → The CBA explicitly refers to the law dagar\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n       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\u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Avtalad lägstalön per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lägstalön: → SEK 23.769\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n            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