[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Favtal-mellan-svensk-handel-och-handelsanst-lldas-f-rbund-1-april-2017-31-december-2019":3,"sites:htmlblocks":155,"menu:\u002Fsv-se:":1354,"footer:root":1519,"subsites":1617,"cite-subsites":5182,"suggested:root":5659,"cite-footer:root":5663},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":135,"content_type_view":136,"extra_breadcrumbs":137,"body":139,"body_blocks":150,"related_pages":154},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":133,"translations":134},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"avtal-mellan-svensk-handel-och-handelsanst-lldas-f-rbund-1-april-2017-31-december-2019","4148a290-cc51-11e7-a859-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Favtal-mellan-svensk-handel-och-handelsanst-lldas-f-rbund-1-april-2017-31-december-2019_1\u002Favtal-mellan-svensk-handel-och-handelsanst-lldas-f-rbund-1-april-2017-31-december-2019\u002F","Avtal mellan Svensk Handel och Handelsanställdas förbund 1 april 2017 – 31 december 2019","SWE Svensk Handel - 2017","Sweden - SWE Svensk Handel - 2017","SWE Svensk Handel - 2017 - Detaljhandel",{"name":39,"data":40},"Partihandelsavtal 2017.html","\n \n \n \n \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New2\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Avtal mellan Svensk Handel och Handelsanställdas förbund\u003C\u002Fh1>\n\n\u003Ch1>1 april 2017 – 31 december 2019\u003C\u002Fh1>\n\n\u003Cp>Partihande\u003C\u002Fp>\n\n\u003Cp>1\u002F4 2017 – 31\u002F12 2019\u003C\u002Fp>\n\n\u003Cp>KOLLEKTIVAVTAL\u003C\u002Fp>\n\n\u003Cp>mellan å ena sidan\u003C\u002Fp>\n\n\u003Cp>SVENSK HANDEL\u003C\u002Fp>\n\n\u003Cp>och å andra sidan\u003C\u002Fp>\n\n\u003Cp>HANDELSANSTÄLLDAS\u003C\u002Fp>\n\n\u003Cp>FÖRBUND\u003C\u002Fp>\n\n\u003Cp>avseende\u003C\u002Fp>\n\n\u003Cp>lagerpersonal och chaufförer inom partihandeln\u003C\u002Fp>\n\n\u003Ch2>§ 1 Inledande bestämmelser\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>Detta kollektivavtal omfattar de företag anslutna till Svensk Handel,\u003C\u002Fp>\n\n\u003Cp>som anges i särskild förteckning. Avtalet ska börja gälla den första\ni\u003C\u002Fp>\n\n\u003Cp>månaden efter det att avtalsframställan om inkoppling har gjorts\u003C\u002Fp>\n\n\u003Cp>enligt nedanstående förhandlingsordning. Om framställan har gjorts\u003C\u002Fp>\n\n\u003Cp>senare än 20 dagar före månadsskifte framflyttas dock\u003C\u002Fp>\n\n\u003Cp>inkopplingsdatum till därpå nästkommande månadsskifte.\u003C\u002Fp>\n\n\u003Ch2>Mom 2 Förhandlingsordning\u003C\u002Fh2>\n\n\u003Cp>Uppstår vid förhandling oenighet om vilket avtal som ska anses\u003C\u002Fp>\n\n\u003Cp>tillämpligt eller om speciella lönevillkor kan anses motiverade, ska\u003C\u002Fp>\n\n\u003Cp>frågan behandlas under medverkan av en representant vardera för\u003C\u002Fp>\n\n\u003Cp>Svensk Handel och Handels ledningar. Skulle avtalsfrågan då inte\u003C\u002Fp>\n\n\u003Cp>kunna lösas, ska ärendet lämnas för bindande avgörande till en\u003C\u002Fp>\n\n\u003Cp>nämnd bestående av en representant för vardera parten samt en av\u003C\u002Fp>\n\n\u003Cp>parterna gemensamt utsedd opartisk ordförande.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lokal facklig organisation\u003C\u002Fh3>\n\n\u003Cp>Med lokal facklig organisation avses i första hand avdelning inom\u003C\u002Fp>\n\n\u003Cp>Handelsanställdas förbund. I de fall förbundet bildat fackklubb vid\u003C\u002Fp>\n\n\u003Cp>företaget är klubben att betrakta som lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Fackombud med utbildning kan ha delegerats viss förhandlingsrätt\u003C\u002Fp>\n\n\u003Cp>av förbundets lokalavdelning och är då i dessa delar att betrakta som\u003C\u002Fp>\n\n\u003Cp>lokal facklig organisation.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Arbetets ledning och fördelning samt föreningsrätt\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Arbetets ledning och fördelning\u003C\u002Fh3>\n\n\u003Cp>Utifrån bestämmelser i lag och i detta kollektivavtal har\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren rätt att leda och fördela arbetet samt att anställa,\nsäga\u003C\u002Fp>\n\n\u003Cp>upp eller avskeda arbetstagare, oavsett om dessa är organiserade eller\ninte.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Föreningsrätt\u003C\u002Fh3>\n\n\u003Cp>Föreningsrätten får inte kränkas av någon part. \u003C\u002Fp>\n\n\u003Cp>Anser arbetarna, att avskedande ägt rum under omständigheter, som\u003C\u002Fp>\n\n\u003Cp>kan tolkas som angrepp på föreningsrätten, har de rätt att, genom sin\u003C\u002Fp>\n\n\u003Cp>organisation begära undersökning för att få rättelse innan andra\nåtgärder vidtas.\u003C\u002Fp>\n\n\u003Cp>Som kränkning av föreningsrätten räknas inte arbetsgivarens krav på\u003C\u002Fp>\n\n\u003Cp>att arbetsledaren inte får tillhöra arbetarnas fackliga organisation.\u003C\u002Fp>\n\n\u003Cp>Som arbetsledare menas den som är anställd att vara arbetsgivarens\u003C\u002Fp>\n\n\u003Cp>ställföreträdare, och för att leda, fördela och kontrollera det\narbete\u003C\u002Fp>\n\n\u003Cp>som utförs av underställd personal, vilket han bara tillfälligtvis deltar\ni själv.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Ordningsregler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Föreskrifter\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare är skyldig att rätta sig efter utfärdade föreskrifter,\nsom\u003C\u002Fp>\n\n\u003Cp>inte strider mot detta avtal.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Trafiksäkerhet\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Inom varje företag med anställda som omfattas av\u003C\u002Fp>\n\n\u003Cp>trafikförordningen bör det finnas en trafiksäkerhetspolicy som anger\u003C\u002Fp>\n\n\u003Cp>företagets syn och arbete med trafiksäkerheten. I policyn kan\u003C\u002Fp>\n\n\u003Cp>exempelvis upplägget av arbetet, fordonskontroller,\u003C\u002Fp>\n\n\u003Cp>bältesanvändning, drogfri körning samt hastighet förekomma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Fortbildning för yrkeskompetensbevis\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Chaufförer som ska utföra transporter med vissa motorfordon måste\u003C\u002Fp>\n\n\u003Cp>ha ett yrkeskompetensbevis enligt lag (2007:1157) om\u003C\u002Fp>\n\n\u003Cp>yrkesförarkompetens. Yrkeskompetensbevis erhålls efter att\u003C\u002Fp>\n\n\u003Cp>chauffören genomgått fortbildning enligt 5 kap nämnda lag.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ge chaufförer, som avses i första stycket och som\u003C\u002Fp>\n\n\u003Cp>är tillsvidareanställda, för att kunna fullgöra sina arbetsuppgifter,\u003C\u002Fp>\n\n\u003Cp>möjlighet att erhålla fortbildning enligt 5 kap 1 § (2007:1157) om\u003C\u002Fp>\n\n\u003Cp>yrkesförarkompetens. Fortbildning sker på betald arbetstid och\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren står för kurskostnaden. Tid under vilken arbetstagaren\u003C\u002Fp>\n\n\u003Cp>deltar i sådan fortbildning grundar inte rätt till\növertidsersättning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 4 Anställning, uppsägning m.m.\u003C\u002Fh2>\n\n\u003Cp>På avtalsområdet gäller reglerna i lagen om anställningsskydd (SFS\u003C\u002Fp>\n\n\u003Cp>1982:80) med följande tillägg enligt lagens 2 §.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Provanställning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Provanställning kan omfatta högst sex månader. Arbetsgivaren ska\u003C\u002Fp>\n\n\u003Cp>underrätta den lokala fackliga organisationen att överenskommelse\u003C\u002Fp>\n\n\u003Cp>om provanställning skett. Vid sjukdomsfall och annan frånvaro\u003C\u002Fp>\n\n\u003Cp>under provanställning kan arbetsgivaren förlänga provanställningen\u003C\u002Fp>\n\n\u003Cp>i motsvarande omfattning som frånvaron. Arbetsgivare som önskar\u003C\u002Fp>\n\n\u003Cp>förlänga en provanställning på grund av sjukdomsfall eller annan\u003C\u002Fp>\n\n\u003Cp>frånvaro ska meddela den provanställde skriftligen senast 14 dagar\u003C\u002Fp>\n\n\u003Cp>innan den ursprungliga provanställningen löper ut.\u003C\u002Fp>\n\n\u003Cp>Provanställning upphör 14 dagar efter det att någondera parten\u003C\u002Fp>\n\n\u003Cp>lämnat skriftlig underrättelse om det. Har sådan underrättelse inte\u003C\u002Fp>\n\n\u003Cp>lämnats senast 14 dagar före provanställningstidens utgång gäller\nför\u003C\u002Fp>\n\n\u003Cp>den fortsatta anställningen vad som följer av lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Om en provanställning inte övergår i en tillsvidareanställning, ska\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren informera den lokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>I de fall arbetstagaren begär, ska arbetsgivaren ange skälen till\u003C\u002Fp>\n\n\u003Cp>varför provanställningen inte övergick i en tillsvidareanställning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Anställning för viss tid får ske bl.a. vid behov av vikarie och vid\u003C\u002Fp>\n\n\u003Cp>tillfällig ökning av arbetskraftsbehovet. Arbetstagare som önskar\u003C\u002Fp>\n\n\u003Cp>avbryta en tidsbegränsad anställning före den tid som bestämts vid\u003C\u002Fp>\n\n\u003Cp>anställningstillfället, ska lämna besked minst 14 dagar i förväg.\u003C\u002Fp>\n\n\u003Cp>Beträffande semestervikarier som anställts för semesterperioden\u003C\u002Fp>\n\n\u003Cp>juni, juli och augusti eller del därav har även arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>möjlighet att avbryta anställningen genom att lämna besked 14 dagar i\nförväg.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anställningsbevis m.m.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Vid anställningens tillträdande överlämnar arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>anställningsbevis. Detta ska innehålla uppgift om anställningens \u003C\u002Fp>\n\n\u003Cp>karaktär, arbetstidens längd samt lön och eventuell branschvana.\u003C\u002Fp>\n\n\u003Cp>Ändring i anställningsbeviset ska göras vid väsentlig förändring av\u003C\u002Fp>\n\n\u003Cp>befattning eller arbetstidsmått.\u003C\u002Fp>\n\n\u003Cp>Om anställningen avser en begränsad tid ska, om det är möjligt,\u003C\u002Fp>\n\n\u003Cp>anges när anställningen ska upphöra.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Arbetsgivaren överlämnar varje kalendermånad till den lokala\u003C\u002Fp>\n\n\u003Cp>fackliga organisationen en förteckning över nyanställda arbetstagare\u003C\u002Fp>\n\n\u003Cp>inom avtalsområdet. Förteckningen behöver inte innehålla uppgift\u003C\u002Fp>\n\n\u003Cp>om arbetstagare som är tidsbegränsat anställd eller kortare vikariat.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om annan rutin (exempelvis överlämnande av\u003C\u002Fp>\n\n\u003Cp>kopia av rapport till försäkringskassan, kopia av anställningsbevis\u003C\u002Fp>\n\n\u003Cp>eller liknande) kan träffas mellan arbetsgivaren och den lokala\u003C\u002Fp>\n\n\u003Cp>fackliga organisationen. Arbetsgivaren bör informera den lokala\u003C\u002Fp>\n\n\u003Cp>fackliga organisationen när arbetstagare har sagt upp sin anställning.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Uppsägningstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>För tillsvidareanställd gäller, om inte längre uppsägningstid\navtalats,\u003C\u002Fp>\n\n\u003Cp>med nedan angivna undantag, en ömsesidig uppsägningstid av en månad.\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning från arbetsgivarens sida har arbetstagare rätt till en\u003C\u002Fp>\n\n\u003Cp>uppsägningstid enligt nedan:\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>Anställningstid vid företaget \u003C\u002Ftd>\n \u003Ctd>Uppsägningstid\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>mindre än 2 år\u003C\u002Ftd>\n \u003Ctd>1 månad\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr.o.m. 2 år till 4 år \u003C\u002Ftd>\n \u003Ctd>2 månader\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr.o.m. 4 år till 6 år \u003C\u002Ftd>\n \u003Ctd>3 månader\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr.o.m. 6 år till 8 år \u003C\u002Ftd>\n \u003Ctd>4 månader\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr.o.m. 8 år till 10 år \u003C\u002Ftd>\n \u003Ctd>5 månader\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr.o.m. 10 år \u003C\u002Ftd>\n \u003Ctd>6 månader\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\u003Ch3>Mom 5 Turordning\u003C\u002Fh3>\n\n\u003Cp>Enligt lagen om anställningsskydd bestäms vid arbetsbrist\u003C\u002Fp>\n\n\u003Cp>turordning vid uppsägning med utgångspunkt från arbetstagarens\u003C\u002Fp>\n\n\u003Cp>anställningstid hos arbetsgivaren. Arbetsgivaren och den lokala\u003C\u002Fp>\n\n\u003Cp>fackliga organisationen kan komma överens om att även ta hänsyn \u003C\u002Fp>\n\n\u003Cp>till andra faktorer när man fastställer turordning vid uppsägning på\u003C\u002Fp>\n\n\u003Cp>grund av arbetsbrist eller vid företrädesrätt till återanställning.\u003C\u002Fp>\n\n\u003Cp>Med lokal facklig organisation avses på arbetstagarsidan\u003C\u002Fp>\n\n\u003Cp>fackklubben vid företaget, i de fall sådan klubb bildats. Om\u003C\u002Fp>\n\n\u003Cp>fackklubb inte bildats vid företaget avses härmed ifrågavarande\nförbundsavdelning.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Inte iakttagen uppsägningstid från arbetstagare\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som lämnar sin anställning utan att iaktta avtalsenlig\u003C\u002Fp>\n\n\u003Cp>eller överenskommen uppsägningstid har enligt vad som sägs nedan\u003C\u002Fp>\n\n\u003Cp>förlorat rätten till innestående lön och semesterersättning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har rätt att innehålla ett belopp motsvarande lönen för\u003C\u002Fp>\n\n\u003Cp>det antal dagar av uppsägningstiden som arbetstagaren inte har\u003C\u002Fp>\n\n\u003Cp>infunnit sig till arbete. Det innehållna beloppet får totalt högst\u003C\u002Fp>\n\n\u003Cp>motsvara lönen för en avlöningsperiod.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Tjänstgöringsbetyg\u003C\u002Fh3>\n\n\u003Cp>När uppsägning skett från arbetstagarens eller från arbetsgivarens\u003C\u002Fp>\n\n\u003Cp>sida har arbetstagaren rätt att få ett tjänstgöringsbetyg.\u003C\u002Fp>\n\n\u003Cp>Betyget ska innehålla uppgifter om anställningstidens längd,\u003C\u002Fp>\n\n\u003Cp>arbetsuppgifter samt på begäran vitsord om anställningen varat mer\u003C\u002Fp>\n\n\u003Cp>än sex månader i följd.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska utfärda betyget senast i samband med utbetalning av\nslutlön.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Arbetsgivarintyg\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska utfärda ett arbetsgivarintyg senast 14 dagar efter\u003C\u002Fp>\n\n\u003Cp>arbetstagarens begäran.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Inhyrd arbetskraft\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Inhyrning och förhandling\u003C\u002Fh3>\n\n\u003Cp>A. Parterna har en gemensam uppfattning att bemanningsföretag kan\u003C\u002Fp>\n\n\u003Cp>vara ett komplement till ett företags ordinarie verksamhet.\u003C\u002Fp>\n\n\u003Cp>Parterna är vid diskussion om anlitande av bemanningsföretag ense\u003C\u002Fp>\n\n\u003Cp>om att hänsyn ska tas till företagens behov av att organisera sitt \u003C\u002Fp>\n\n\u003Cp>arbete så att det främjar både företagens produktivitet och\nfortlevnad\u003C\u002Fp>\n\n\u003Cp>och de anställdas behov av trygga arbetstillfällen med goda villkor.\u003C\u002Fp>\n\n\u003Cp>Parterna anser att inhyrd personal ska omfattas av kollektivavtal och\u003C\u002Fp>\n\n\u003Cp>rekommenderar att endast bemanningsföretag anlitas som är\u003C\u002Fp>\n\n\u003Cp>auktoriserade via överenskommelse mellan Bemanningsföretagen och LO.\u003C\u002Fp>\n\n\u003Cp>B. Före anlitande av bemanningsföretag ska de lokala parterna förhandla\nom följande:\u003C\u002Fp>\n\n\u003Cp>• Syftet med inhyrning av personal\u003C\u002Fp>\n\n\u003Cp>• Omfattningen av inhyrningen\u003C\u002Fp>\n\n\u003Cp>• Under vilken tidsperiod inhyrningen ska ske\u003C\u002Fp>\n\n\u003Cp>• Vilket arbete som inhyrningen huvudsakligen avser\u003C\u002Fp>\n\n\u003Cp>• På vilka arbetstider som inhyrning ska ske\u003C\u002Fp>\n\n\u003Cp>• Genomsnittligt förtjänstläge för jämförbar grupp (GFL)\u003C\u002Fp>\n\n\u003Cp>• Hur den lokala fackliga organisationen ska informeras om vilka personer\nsom är inhyrda\u003C\u002Fp>\n\n\u003Cp>• Arbetsplatsintroduktionen för inhyrd personal\u003C\u002Fp>\n\n\u003Cp>• När och hur utvärdering av inhyrningen ska ske mellan parterna\u003C\u002Fp>\n\n\u003Cp>Kan enighet inte uppnås i förhandlingen ska ärendet hänskjutas till de\ncentrala parterna.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Inhyrning i samband med företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp>Parterna har, med beaktande av de förutsättningar som gäller i\u003C\u002Fp>\n\n\u003Cp>handeln, träffat överenskommelse om regler vid anlitande av\u003C\u002Fp>\n\n\u003Cp>bemanningsföretag när det finns personer som har företrädesrätt till\u003C\u002Fp>\n\n\u003Cp>återanställning efter uppsägning på grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>Denna reglering avser inhyrning i samband med företrädesrätt till\u003C\u002Fp>\n\n\u003Cp>återanställning beroende på tillsvidareanställdas uppsägning på\u003C\u002Fp>\n\n\u003Cp>grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>När det finns före detta anställda som är uppsagda på grund av\u003C\u002Fp>\n\n\u003Cp>arbetsbrist och som har företrädesrätt till återanställning gäller\u003C\u002Fp>\n\n\u003Cp>följande räknat från den dag då uppsägningstiden löper ut för de\u003C\u002Fp>\n\n\u003Cp>arbetstagare som har längst uppsägningstid enligt 11 § första stycket\u003C\u002Fp>\n\n\u003Cp>lagen om anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som avser att anlita bemanningsföretag för tid\u003C\u002Fp>\n\n\u003Cp>överstigande fem veckor härefter ska uppta förhandling med lokal\u003C\u002Fp>\n\n\u003Cp>facklig organisation i syfte att uppnå enighet. I förhandlingen anges\u003C\u002Fp>\n\n\u003Cp>skälen för att anlita bemanningsföretag. Förhandlingen ska även\u003C\u002Fp>\n\n\u003Cp>klargöra i fall arbetsgivarens krav kan tillgodoses genom\u003C\u002Fp>\n\n\u003Cp>återanställning av arbetstagare med återanställningsrätt under\u003C\u002Fp>\n\n\u003Cp>förutsättning att arbetstagaren har tillräckliga kvalifikationer.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en driftsenhet eller\u003C\u002Fp>\n\n\u003Cp>flytt av hela eller delar av verksamheten gäller inte några\u003C\u002Fp>\n\n\u003Cp>begränsningar mot inhyrning av arbetskraften från\u003C\u002Fp>\n\n\u003Cp>bemanningsföretag under den tid beslutet om nedläggning eller flytt\u003C\u002Fp>\n\n\u003Cp>verkställs. Nedläggningsprocessen ska i normalfallet inte överskrida sex\nmånader.\u003C\u002Fp>\n\n\u003Cp>Kan de lokala parterna inte enas kan arbetsgivaren begära prövning\u003C\u002Fp>\n\n\u003Cp>hos nämnden för inhyrning enligt nedan. Hela denna process kan\u003C\u002Fp>\n\n\u003Cp>dock längst pågå i nio veckor totalt.\u003C\u002Fp>\n\n\u003Cp>Påkallas prövning kan arbetsgivaren anlita bemanningsföretag i\u003C\u002Fp>\n\n\u003Cp>avvaktan på nämndens prövning. Inhyrning kan pågå till dess en\u003C\u002Fp>\n\n\u003Cp>vecka förflutit från beslut i nämnden.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. Med bemanningsföretag avses bemanningsföretag enligt lag om\u003C\u002Fp>\n\n\u003Cp>uthyrning av arbetstagare (SFS 2012:854).\u003C\u002Fp>\n\n\u003Cp>2. Varje driftsinskränkningsförfarande räknas för sig.\u003C\u002Fp>\n\n\u003Cp>Mom 3 Nämnden för inhyrning i samband med företrädesrätt till\nåteranställning\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att inrätta en nämnd för inhyrning enligt nedan.\u003C\u002Fp>\n\n\u003Cp>Förfarandet i nämnden ska vara förenklat och snabbt.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska bestå av tre ledamöter, en från Handelsanställdas\u003C\u002Fp>\n\n\u003Cp>förbund, en från Svensk Handel och en opartisk ordförande som\u003C\u002Fp>\n\n\u003Cp>parterna utser gemensamt. Den opartiska ordföranden arvoderas av parterna\nmed lika delar.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska meddela beslut skyndsamt och som regel senast inom\u003C\u002Fp>\n\n\u003Cp>tre veckor från påkallandet. Ett beslut kan ske även om endera\u003C\u002Fp>\n\n\u003Cp>parten inte efterkommit en begäran att inkomma med skriftligt svaromål.\u003C\u002Fp>\n\n\u003Cp>Nämnden får, men behöver inte, hålla muntlig förhandling innan ett\u003C\u002Fp>\n\n\u003Cp>beslut fattas. Muntlig bevisning ska som regel inte tas upp av\u003C\u002Fp>\n\n\u003Cp>nämnden vid en muntlig förhandling, men får ske om\u003C\u002Fp>\n\n\u003Cp>handläggningen trots bevisupptagningen kan ske skyndsamt.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska i beslut förklara om arbetsgivarens planerade eller\u003C\u002Fp>\n\n\u003Cp>vidtagna åtgärd kan anses strida eller strider mot 25 § lagen om\u003C\u002Fp>\n\n\u003Cp>anställningsskydd. Beslutet ska protokollföras.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska som huvudregel redovisa skälen skriftligt, men får\u003C\u002Fp>\n\n\u003Cp>också redovisa skälen muntligt till respektive part.\u003C\u002Fp>\n\n\u003Cp>Om nämnden förklarat att arbetsgivarens åtgärd strider mot 25 §\u003C\u002Fp>\n\n\u003Cp>lagen om anställningsskydd kan arbetsgivaren välja att:\u003C\u002Fp>\n\n\u003Cp>• avbryta inhyrningen inom sju dagar från det att\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren fått del av nämndens beslut och vid fortsatt\u003C\u002Fp>\n\n\u003Cp>arbetskraftsbehov återanställa enligt turordning, eller\u003C\u002Fp>\n\n\u003Cp>• betala den ekonomiska kompensation som nämnden\u003C\u002Fp>\n\n\u003Cp>beslutat om till dem vars företrädesrätt kränkts.\u003C\u002Fp>\n\n\u003Cp>Kompensationen ersätter den ideella skada som\u003C\u002Fp>\n\n\u003Cp>arbetstagaren lidit och utges med 1 1\u002F2 prisbasbelopp.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som följer nämndens utlåtande och förfarandet enligt\u003C\u002Fp>\n\n\u003Cp>ovan kan inte bli föremål för annan rättslig prövning för brott mot\u003C\u002Fp>\n\n\u003Cp>25 § lagen om anställningsskydd.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Avlöningsbestämmelser\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Grundläggande principer\u003C\u002Fh3>\n\n\u003Cp>Handeln har en central betydelse för svensk samhällsekonomi och\u003C\u002Fp>\n\n\u003Cp>sysselsätter ett stort antal människor i många olika företag. I\nhandeln\u003C\u002Fp>\n\n\u003Cp>finns ett stort antal olika yrkesroller med starkt skiftande\u003C\u002Fp>\n\n\u003Cp>kompetenskrav. En konkurrenskraftig handel förutsätter bland annat\u003C\u002Fp>\n\n\u003Cp>yrkeskompetenta arbetstagare. Såväl arbetstagare som företag tjänar\u003C\u002Fp>\n\n\u003Cp>på att det bedrivs ett systematiskt och lokalt arbete med\u003C\u002Fp>\n\n\u003Cp>kompetensutveckling. Lönebildningen inom handeln bör syfta till att\u003C\u002Fp>\n\n\u003Cp>stötta och underlätta att företagen stärker sin konkurrenskraft samt\u003C\u002Fp>\n\n\u003Cp>att arbetstagare får god löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Utgångspunkten för lönesättning och lokala löneförhandlingar ska\u003C\u002Fp>\n\n\u003Cp>vara en lönepolitik och ett lönesystem som stödjer möjligheterna att\u003C\u002Fp>\n\n\u003Cp>ta tillvara och utveckla arbetsorganisation, teknik och arbetstagarnas\u003C\u002Fp>\n\n\u003Cp>och företagets totala kompetens. Det är ett hjälpmedel för att\u003C\u002Fp>\n\n\u003Cp>förbättra och stimulera de anställdas utveckling i arbetet.\u003C\u002Fp>\n\n\u003Cp>Lönepolitik och lönesystem ska också stimulera till ökad\u003C\u002Fp>\n\n\u003Cp>produktivitet och lönsamhet vilket bidrar till stärkt konkurrenskraft.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och arbetstagarna har ett gemensamt ansvar för att\u003C\u002Fp>\n\n\u003Cp>alla arbetstagare ges möjlighet till ökad kompetens och utveckling i\narbetet.\u003C\u002Fp>\n\n\u003Cp>Löneutveckling sker bland annat till följd av ökad erfarenhet, ökade\u003C\u002Fp>\n\n\u003Cp>krav i befattningen, ökat ansvar, förbättrade yrkeskunskaper och\u003C\u002Fp>\n\n\u003Cp>övriga kvalifikationer samt lång anställning i företaget.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>De lokala parterna ska kartlägga och analysera lönesituationen på\u003C\u002Fp>\n\n\u003Cp>arbetsplatsen utifrån diskrimineringslagens krav. Särskilt ska\u003C\u002Fp>\n\n\u003Cp>osakliga löneskillnader mellan kvinnor och män beaktas.\u003C\u002Fp>\n\n\u003Cp>Kartläggningen och analysen ska genomföras så att kravet på den\u003C\u002Fp>\n\n\u003Cp>enskildes integritet tillgodoses. Kartläggningen och analysen ska\u003C\u002Fp>\n\n\u003Cp>också omfatta frågan om omotiverade skillnader i fråga om löneläge\u003C\u002Fp>\n\n\u003Cp>och löneutveckling finns.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>Mom 2 Lönedelar\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>A. Minimilön\u003C\u002Fp>\n\n\u003Cp>Vid anställning fastställs en lön. Den fastställda lönen får aldrig\nvara\u003C\u002Fp>\n\n\u003Cp>lägre än tillämplig minimilönenivå. Avtalets minimilöner för\u003C\u002Fp>\n\n\u003Cp>lagerpersonal avser enklare rutinbetonade arbetsuppgifter, som\u003C\u002Fp>\n\n\u003Cp>kräver kort upplärningstid (ca en vecka). För lagerpersonal samt\u003C\u002Fp>\n\n\u003Cp>yrkes- och specialarbetare med mer kvalificerade arbetsuppgifter\u003C\u002Fp>\n\n\u003Cp>motiveras en högre lön än minimilönen.\u003C\u002Fp>\n\n\u003Cp>Anställningstidstillägg utges alltid utöver tillämplig\nminimilönenivå.\u003C\u002Fp>\n\n\u003Cp>Vid tidpunkten då ett lönetillägg fastställs ska tillägget utges\nutöver\u003C\u002Fp>\n\n\u003Cp>tillämplig minimilönenivå.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>B. Minimilöner chaufförer\u003C\u002Fp>\n\n\u003Cp>För ordinarie chaufförer, som kör fordon för vilka fordras körkort i\u003C\u002Fp>\n\n\u003Cp>vars beteckning ingår C, D eller E gäller den för Chaufför I i\u003C\u002Fp>\n\n\u003Cp>tabellen angivna timlönen som minimilön. För övriga chaufförer\u003C\u002Fp>\n\n\u003Cp>gäller den för Chaufför II angivna timlönen som minimilön.\u003C\u002Fp>\n\n\u003Cp>För vikarierande chaufförer, som fullgör sådan tjänst under minst en\u003C\u002Fp>\n\n\u003Cp>hel arbetsdag under avlöningsveckan, gäller samma minimilön som\u003C\u002Fp>\n\n\u003Cp>för ordinarie chaufför den dagen.\u003C\u002Fp>\n\n\u003Cp>Här angivna regler om minimilön för Chaufför II gäller även för\u003C\u002Fp>\n\n\u003Cp>arbetstagare med ordinarie arbetsuppgift att köra truck, som\u003C\u002Fp>\n\n\u003Cp>disponeras för transport på allmän väg och gata.\u003C\u002Fp>\n\n\u003Cp>C. Chaufförsförsäljare\u003C\u002Fp>\n\n\u003Cp>Beträffande chaufförsförsäljare ska lokala förhandlingar föras\u003C\u002Fp>\n\n\u003Cp>beträffande lönerna.\u003C\u002Fp>\n\n\u003Cp>D. Branschvana\u003C\u002Fp>\n\n\u003Cp>Arbetstagare fyllda 20 år får efter sex månaders anställning i\u003C\u002Fp>\n\n\u003Cp>företaget tillgodoräkna sig branschvana.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som varit anställd hos arbetsgivaren minst sex\u003C\u002Fp>\n\n\u003Cp>månader, och är frånvarande på grund av värnpliktstjänstgöring\neller\u003C\u002Fp>\n\n\u003Cp>sjukdom, får vid uppflyttning i högre lönegrupp tillgodoräkna sig\u003C\u002Fp>\n\n\u003Cp>branschvana, som intjänats före fyllda 20 år.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>E. Minimilönenivåer\u003C\u002Fp>\n\n\u003Cp>1. 2017-04-01 – 2018-03-312. \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Lönegrupp\u003C\u002Ftd>\n \u003Ctd>Lagerpersonal\u003C\u002Ftd>\n \u003Ctd>Chaufför I\u003C\u002Ftd>\n \u003Ctd>Chaufför II\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>16 år\u003C\u002Ftd>\n \u003Ctd>86,69\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>17 år\u003C\u002Ftd>\n \u003Ctd>92,69\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18 år\u003C\u002Ftd>\n \u003Ctd>135,16\u003C\u002Ftd>\n \u003Ctd>136,41\u003C\u002Ftd>\n \u003Ctd>135,91\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>19 år\u003C\u002Ftd>\n \u003Ctd>135,51\u003C\u002Ftd>\n \u003Ctd>136,76\u003C\u002Ftd>\n \u003Ctd>136,26\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>20 år\u003C\u002Ftd>\n \u003Ctd>136,41\u003C\u002Ftd>\n \u003Ctd>137,66\u003C\u002Ftd>\n \u003Ctd>137,16\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>+ 6 månader i företaget\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>137,31\u003C\u002Ftd>\n \u003Ctd>138,56\u003C\u002Ftd>\n \u003Ctd>138,06\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Beträffande nytillsatta befattningar i företaget tillämpas samma\u003C\u002Fp>\n\n\u003Cp>förtjänst\u002Flönenormer som för redan anställda i motsvarande\nbefattningar.\u003C\u002Fp>\n\n\u003Cp>Chaufför, som kör bil med släpvagn eller semitrailer, erhåller\nutöver\u003C\u002Fp>\n\n\u003Cp>lönenivåerna ovan ett särskilt tillägg om 111 öre per körtimme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med körtimme menas den tid per timme, då chauffören utför körning\u003C\u002Fp>\n\n\u003Cp>och i samband därmed förekommande lastnings- och lossningsarbete.\u003C\u002Fp>\n\n\u003Cp>2. 2018-04-01 – 2019-03-31\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Lönegrupp\u003C\u002Ftd>\n \u003Ctd>Lagerpersonal\u003C\u002Ftd>\n \u003Ctd>Chaufför I\u003C\u002Ftd>\n \u003Ctd>Chaufför II\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>16 år\u003C\u002Ftd>\n \u003Ctd>88,20\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>17 år\u003C\u002Ftd>\n \u003Ctd>94,20\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18 år\u003C\u002Ftd>\n \u003Ctd>138,18\u003C\u002Ftd>\n \u003Ctd>139,43\u003C\u002Ftd>\n \u003Ctd>138,93\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18 år\u003C\u002Ftd>\n \u003Ctd>138,53\u003C\u002Ftd>\n \u003Ctd>139,78\u003C\u002Ftd>\n \u003Ctd>139,28\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>20 år\u003C\u002Ftd>\n \u003Ctd>139,43\u003C\u002Ftd>\n \u003Ctd>140,68\u003C\u002Ftd>\n \u003Ctd>140,18\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>+ 6 månader i företaget\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>140,33\u003C\u002Ftd>\n \u003Ctd>141,58\u003C\u002Ftd>\n \u003Ctd>141,08\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Beträffande nytillsatta befattningar i företaget tillämpas samma\u003C\u002Fp>\n\n\u003Cp>förtjänst\u002Flönenormer som för redan anställda i motsvarande\u003C\u002Fp>\n\n\u003Cp>befattningar.\u003C\u002Fp>\n\n\u003Cp>Chaufför, som kör bil med släpvagn eller semitrailer, erhåller\nutöver\u003C\u002Fp>\n\n\u003Cp>lönenivåerna ovan ett särskilt tillägg om 113 öre per körtimme.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med körtimme menas den tid per timme, då chauffören utför körning\u003C\u002Fp>\n\n\u003Cp>och i samband därmed förekommande lastnings- och lossningsarbete.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Lönegrupp\u003C\u002Ftd>\n \u003Ctd>Lagerpersonal\u003C\u002Ftd>\n \u003Ctd>Chaufför I\u003C\u002Ftd>\n \u003Ctd>Chaufför II\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>16 år\u003C\u002Ftd>\n \u003Ctd>89,74\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>17 år\u003C\u002Ftd>\n \u003Ctd>95,74\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18 år\u003C\u002Ftd>\n \u003Ctd>141,25\u003C\u002Ftd>\n \u003Ctd>142,50\u003C\u002Ftd>\n \u003Ctd>142,00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>18 år\u003C\u002Ftd>\n \u003Ctd>141,60\u003C\u002Ftd>\n \u003Ctd>142,85\u003C\u002Ftd>\n \u003Ctd>142,35\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>20 år\u003C\u002Ftd>\n \u003Ctd>142,50\u003C\u002Ftd>\n \u003Ctd>143,75\u003C\u002Ftd>\n \u003Ctd>143,25\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>+ 6 månader i företaget\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>143,40\u003C\u002Ftd>\n \u003Ctd>144,65\u003C\u002Ftd>\n \u003Ctd>144,15\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Beträffande nytillsatta befattningar i företaget tillämpas samma\u003C\u002Fp>\n\n\u003Cp>förtjänst\u002Flönenormer som för redan anställda i motsvarande\nbefattningar.\u003C\u002Fp>\n\n\u003Cp>Chaufför, som kör bil med släpvagn eller semitrailer, erhåller\nutöver\u003C\u002Fp>\n\n\u003Cp>lönenivåerna ovan ett särskilt tillägg om 116 öre per körtimme.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med körtimme menas den tid per timme, då chauffören utför körning\u003C\u002Fp>\n\n\u003Cp>och i samband därmed förekommande lastnings- och lossningsarbete.\u003C\u002Fp>\n\n\u003Cp>F. Anställningstidstillägg\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som efter fyllda 18 år har varit anställd i fem år\u003C\u002Fp>\n\n\u003Cp>inom samma företag utges ett anställningstidstillägg om:\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>1 april 2017\u003C\u002Ftd>\n \u003Ctd>77 öre per timme\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 april 2018\u003C\u002Ftd>\n \u003Ctd>78 öre per timme\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 april 2019\u003C\u002Ftd>\n \u003Ctd>80 öre per timme\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Tillägget utges fr.o.m. den första i den månad då femårsgränsen\nuppnåtts.\u003C\u002Fp>\n\n\u003Cp>G. Frysrumstillägg\u003C\u002Fp>\n\n\u003Cp>Vid arbete i frysrum utges ett tillägg om 10 % av avtalets högsta\u003C\u002Fp>\n\n\u003Cp>minimilön för lagerpersonal. Tillägget utgår inte för arbete\u003C\u002Fp>\n\n\u003Cp>understigande en halvtimme per arbetsdag.\u003C\u002Fp>\n\n\u003Cp>H. Vikariatstillägg\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som utsetts att under längre tid (minst två veckor)\u003C\u002Fp>\n\n\u003Cp>vikariera i högre befattning, får särskild ersättning för detta.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om vikariatstillägg träffas individuellt och\u003C\u002Fp>\n\n\u003Cp>normalt före vikariatets början.\u003C\u002Fp>\n\n\u003Cp>I. Lönetillägg\u003C\u002Fp>\n\n\u003Cp>Lokalt överenskomna lönetillägg ska årligen ses över för att\u003C\u002Fp>\n\n\u003Cp>bibehålla dess värde och garanteras en lägsta höjning enligt följande.\n\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>1 april 2017\u003C\u002Ftd>\n \u003Ctd>2 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 april 2018\u003C\u002Ftd>\n \u003Ctd>2 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1 april 2019\u003C\u002Ftd>\n \u003Ctd>2 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>Mom 3 Utbetalning av lön\u003C\u002Fh3>\n\n\u003Cp>A. Löneutbetalning\u003C\u002Fp>\n\n\u003Cp>1. Lön utbetalas månadsvis i efterskott.\u003C\u002Fp>\n\n\u003Cp>2. Vid företag som tillämpar eller övergår till månadslön räknas\u003C\u002Fp>\n\n\u003Cp>minimilönen fram genom att timlönen multipliceras med 174. Vid\u003C\u002Fp>\n\n\u003Cp>kortare arbetsvecka än 40 timmar nedräknas talet 174 i proportion till\ndetta.\u003C\u002Fp>\n\n\u003Cp>3. I samband med löneutbetalningen bör arbetstagaren få en skriftlig\u003C\u002Fp>\n\n\u003Cp>lönespecifikation. Av denna bör framgå storleken på de olika\u003C\u002Fp>\n\n\u003Cp>lönedelar som utgör den totala lönen för månaden. Det bör också\u003C\u002Fp>\n\n\u003Cp>framgå vilket skatteavdrag som har redovisats.\u003C\u002Fp>\n\n\u003Cp>B. Beräkning av lön i vissa fall\u003C\u002Fp>\n\n\u003Cp>Lön enligt 12 § lagen om anställningsskydd i de fall arbete inte\u003C\u002Fp>\n\n\u003Cp>erbjuds under uppsägningstiden samt vid permittering enligt 21 §\u003C\u002Fp>\n\n\u003Cp>samma lag utges med arbetstagarens genomsnittsförtjänst under de\u003C\u002Fp>\n\n\u003Cp>tre kalendermånader eller motsvarande period för\u003C\u002Fp>\n\n\u003Cp>avlöningsberäkning, som närmast föregått uppsägningen respektive\u003C\u002Fp>\n\n\u003Cp>permitteringen. I genomsnittsförtjänsten inräknas tidlön, ackord\u003C\u002Fp>\n\n\u003Cp>samt förskjuten ordinarie arbetstid (ob)\u002Fskiftersättning.\u003C\u002Fp>\n\n\u003Cp>Om beräknad genomsnittsförtjänst på grund av tillfällig ändring i\u003C\u002Fp>\n\n\u003Cp>tjänstgöringsförhållandena avviker väsentligt från det normala i\u003C\u002Fp>\n\n\u003Cp>anställningen, ska jämkning ske av beloppet.\u003C\u002Fp>\n\n\u003Cp>Mom 4 Lönerevision\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>A. Lönerevisionens omfattning\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som anställts senast den 31 mars aktuellt år omfattas av\u003C\u002Fp>\n\n\u003Cp>den avtalsenliga lönerevisionen och är varje år garanterad en\u003C\u002Fp>\n\n\u003Cp>generell löneökning samt eventuell del av arbetsplatsens lokala\u003C\u002Fp>\n\n\u003Cp>löneutrymme. Löneökningen gäller från och med den 1 april respektive\når.\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen sker stegvis.\u003C\u002Fp>\n\n\u003Cp>1. Lönen för samtliga arbetstagare som omfattas av revisionen höjs\u003C\u002Fp>\n\n\u003Cp>med den generella löneökningen enligt punkt B nedan.\u003C\u002Fp>\n\n\u003Cp>2. Varje arbetstagares nya högre lön ska därefter minst uppgå till ny\u003C\u002Fp>\n\n\u003Cp>tillämplig minimilönenivå.\u003C\u002Fp>\n\n\u003Cp>3. Arbetsplatsens lokala löneutrymme hanteras i enlighet med punkt C.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Generell löneökning\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>\u003C\u002Ftd>\n \u003Ctd>1\u002F4 2017\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per månad för heltidsanställd\u003C\u002Ftd>\n \u003Ctd>412\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per timme \u003C\u002Ftd>\n \u003Ctd>2,37\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>1\u002F4 2018\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per månad för heltidsanställd\u003C\u002Ftd>\n \u003Ctd>420\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per timme\u003C\u002Ftd>\n \u003Ctd>2,42\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>1\u002F4 2019\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per månad för heltidsanställd\u003C\u002Ftd>\n \u003Ctd>428\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per timme\u003C\u002Ftd>\n \u003Ctd>2,46\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>Efter generell löneökning får den nya lönen inklusive eventuella\u003C\u002Fp>\n\n\u003Cp>fasta lönetillägg inte underskrida tillämplig ny minimilönenivå.\u003C\u002Fp>\n\n\u003Cp>Anställningstidstillägget räknas inte med vid jämförelsen.\u003C\u002Fp>\n\n\u003Cp>C. Arbetsplatsens lokala löneutrymme\u003C\u002Fp>\n\n\u003Cp>1. Efter överenskommelse mellan de lokala parterna enligt Mom 4\u003C\u002Fp>\n\n\u003Cp>D-E kan arbetsplatsens lokala löneutrymme utges individuellt. Om\u003C\u002Fp>\n\n\u003Cp>ingen av de lokala parterna begär förhandling enligt punkt G utges\u003C\u002Fp>\n\n\u003Cp>arbetsplatsens lokala löneutrymme generellt till varje arbetstagare\u003C\u002Fp>\n\n\u003Cp>enligt punkt C 3 nedan.\u003C\u002Fp>\n\n\u003Cp>2. Arbetstagare som den 31 mars är under 18 år får inte del av\u003C\u002Fp>\n\n\u003Cp>arbetsplatsens lokala löneutrymme.\u003C\u002Fp>\n\n\u003Cp>3. Arbetsplatsens lokala löneutrymme är i genomsnitt:\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>\u003C\u002Ftd>\n \u003Ctd>1\u002F4 2017\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per timme\u003C\u002Ftd>\n \u003Ctd>0,59\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>Kronor per månad för heltidsanställd\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>103\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\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>\u003C\u002Ftd>\n \u003Ctd>1\u002F4 2018\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per timme\u003C\u002Ftd>\n \u003Ctd>0,60\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>Kronor per månad för heltidsanställd\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>105\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\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>\u003C\u002Ftd>\n \u003Ctd>1\u002F4 2019\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Kronor per timme\u003C\u002Ftd>\n \u003Ctd>0,61\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>Kronor per månad för heltidsanställd\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>107\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>D. Beräkning av arbetsplatsens lokala löneutrymme (pott)\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsens lokala löneutrymme beräknas enligt följande.\u003C\u002Fp>\n\n\u003Cp>I steg ett beräknas arbetsplatsens genomsnittliga antal förbrukade\u003C\u002Fp>\n\n\u003Cp>timmar per månad för all personal under september till och med\u003C\u002Fp>\n\n\u003Cp>november föregående år.\u003C\u002Fp>\n\n\u003Cp>För heltidsanställd räknas förbrukade timmar alltid som 174 timmar\u003C\u002Fp>\n\n\u003Cp>per månad, och för deltidsanställd verkligt förbrukade timmar. Om\u003C\u002Fp>\n\n\u003Cp>förbrukade timmar vid en arbetsplats under denna beräkningsperiod\u003C\u002Fp>\n\n\u003Cp>väsentligt avviker från normala förhållanden eller väsentligt\navviker\u003C\u002Fp>\n\n\u003Cp>från de förhållanden som råder på arbetsplatsen vid\u003C\u002Fp>\n\n\u003Cp>lönerevisionstillfället bör parterna överenskomma om att välja en\u003C\u002Fp>\n\n\u003Cp>annan beräkningsperiod eller metod. De lokala parterna kan även av\u003C\u002Fp>\n\n\u003Cp>annan anledning överenskomma om annan beräkningsperiod eller metod.\u003C\u002Fp>\n\n\u003Cp>I steg två multipliceras arbetsplatsens genomsnittliga antal\u003C\u002Fp>\n\n\u003Cp>förbrukade timmar per månad med tillämpligt belopp i punkt C 3.\u003C\u002Fp>\n\n\u003Cp>E. Hantering av arbetsplatsens lokala löneutrymme\u003C\u002Fp>\n\n\u003Cp>Utläggning av arbetsplatsens lokala löneutrymme sker genom lokal\u003C\u002Fp>\n\n\u003Cp>överenskommelse. En förutsättning för detta är ett målmedvetet\u003C\u002Fp>\n\n\u003Cp>arbete på företaget för att skapa för alla anställda gemensamma och\u003C\u002Fp>\n\n\u003Cp>av alla anställda kända utgångspunkter för såväl\u003C\u002Fp>\n\n\u003Cp>arbetsorganisationen som för lönesystemet. Sådant arbete sker i\u003C\u002Fp>\n\n\u003Cp>samverkan mellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsens framräknade lokala löneutrymme fördelas enligt de\u003C\u002Fp>\n\n\u003Cp>principer de lokala parterna är överens om.\u003C\u002Fp>\n\n\u003Cp>För små arbetsplatser, där alla anställda utför likvärdiga\u003C\u002Fp>\n\n\u003Cp>arbetsuppgifter kan det lokala löneutrymmet fördelas generellt.\u003C\u002Fp>\n\n\u003Cp>För företag med flera arbetsplatser är det önskvärt att man träffar\u003C\u002Fp>\n\n\u003Cp>överenskommelse med Handels centralt om ett gemensamt\u003C\u002Fp>\n\n\u003Cp>lönesystem för samtliga enheter.\u003C\u002Fp>\n\n\u003Cp>Vid utläggning av arbetsplatsens lokala löneutrymme kan till\u003C\u002Fp>\n\n\u003Cp>exempel följande kriterier beaktas:\u003C\u002Fp>\n\n\u003Cp>- ansvar i arbetet\u003C\u002Fp>\n\n\u003Cp>- erfarenhet\u003C\u002Fp>\n\n\u003Cp>- mångkunnighet\u003C\u002Fp>\n\n\u003Cp>- servicekänsla\u003C\u002Fp>\n\n\u003Cp>- kompetens\u003C\u002Fp>\n\n\u003Cp>- arbetsresultat\u003C\u002Fp>\n\n\u003Cp>Beloppet fördelas per faktiskt arbetad timme.\u003C\u002Fp>\n\n\u003Cp>Vid fördelningen av arbetsplatsens lokala löneutrymme uppskattas\u003C\u002Fp>\n\n\u003Cp>en heltidsanställds månadsarbetstid till 174 timmar och en\u003C\u002Fp>\n\n\u003Cp>deltidsanställds månadsarbetstid till den deltidsanställdes\u003C\u002Fp>\n\n\u003Cp>kontrakterade arbetstid per vecka den 1 april aktuellt år multiplicerat\u003C\u002Fp>\n\n\u003Cp>med 4,34.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Lönejusteringar enligt § 6 mom 2 I ska inte belasta det lokala\nlöneutrymmet.\u003C\u002Fp>\n\n\u003Cp>F. Hantering vid oenighet om arbetsplatsens lokala löneutrymme\u003C\u002Fp>\n\n\u003Cp>1. I de fall de lokala parterna efter förhandlingar inte kan träffa\u003C\u002Fp>\n\n\u003Cp>överenskommelse om beräkning respektive fördelning har lokal part\u003C\u002Fp>\n\n\u003Cp>rätt att föra frågan till central förhandling.\u003C\u002Fp>\n\n\u003Cp>2. I de fall de centrala parterna inte kan enas ska det lokala \u003C\u002Fp>\n\n\u003Cp>utrymmet läggas ut generellt.\u003C\u002Fp>\n\n\u003Cp>G. Datum för förhandlingar om det lokala löneutrymmet\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>2017\u003C\u002Ftd>\n \u003Ctd>2018\u003C\u002Ftd>\n \u003Ctd>2019\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>Lokal förhandling begärs senast\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>19 maj\u003C\u002Ftd>\n \u003Ctd>9 februari\u003C\u002Ftd>\n \u003Ctd>8 februari\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>Central förhandling begärs senast\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>11 augusti\u003C\u002Ftd>\n \u003Ctd>13 april\u003C\u002Ftd>\n \u003Ctd>12 april\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>Mom 5 Helgersättning\u003C\u002Fh3>\n\n\u003Cp>För helgdag, julafton, nyårsafton och midsommarafton som infaller\u003C\u002Fp>\n\n\u003Cp>på vardag utgår lön i nedan angivna fall och under där angivna\nförutsättningar.\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare utgår efter en månads anställning i följd lön för\u003C\u002Fp>\n\n\u003Cp>sådan dag om arbetstagaren deltagit i arbetet i omedelbar anslutning\u003C\u002Fp>\n\n\u003Cp>till dagen ifråga (antingen på arbetsdagen före eller arbetsdagen\u003C\u002Fp>\n\n\u003Cp>efter). Beviljad ledighet begränsad till kvalifikationsdag före\u003C\u002Fp>\n\n\u003Cp>och\u002Feller efter helgdag ger rätt till helglön. Den beviljade ledigheten\u003C\u002Fp>\n\n\u003Cp>i detta avseende är maximerad till två hela dagar.\u003C\u002Fp>\n\n\u003Cp>Styrkt sjukfrånvaro eller frånvaro för vård av sjukt barn under\u003C\u002Fp>\n\n\u003Cp>kvalifikationsdag ger rätt till helglön. Sjukdom på helgdag som\u003C\u002Fp>\n\n\u003Cp>infaller under de första 14 kalenderdagarna av sjukperioden ger rätt till\nhelglön.\u003C\u002Fp>\n\n\u003Cp>För tjänstledig arbetstagare som tillfälligt inträder i tjänst utgår\ninte\u003C\u002Fp>\n\n\u003Cp>helgersättning om tjänstgöringsperioden är kortare än tio\nkalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Ersättningen utgår för de ordinarie arbetstimmar, som skulle ha\u003C\u002Fp>\n\n\u003Cp>arbetats om dagen inte varit fridag.\u003C\u002Fp>\n\n\u003Cp>Ersättningen per timme:\u003C\u002Fp>\n\n\u003Cp>Vid tidlönsarbete: den för arbetstagaren fastställda timlönen.\u003C\u002Fp>\n\n\u003Cp>Vid ackordsarbete: den genomsnittliga individuella timförtjänst som\u003C\u002Fp>\n\n\u003Cp>utgått på ordinarie ackords- och tidlönetimmar den avlöningsperiod\u003C\u002Fp>\n\n\u003Cp>under vilken helgdagen, julafton, nyårsafton eller midsommarafton\ninfaller.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om annan teknisk beräkning av\u003C\u002Fp>\n\n\u003Cp>den förtjänst, som enligt ovan angivna regler ska utges.\u003C\u002Fp>\n\n\u003Cp>Särskild helgdagslön utges inte till arbetstagare med vecko- eller\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Det faktiska antalet arbetstimmar per kalenderår kan variera mellan\u003C\u002Fp>\n\n\u003Cp>arbetstagare som arbetar 5 x 8 tim = 40 tim\u002Fvecka och arbetstagare\u003C\u002Fp>\n\n\u003Cp>med motsvarande antal arbetstimmar\u002Fvecka men förlagd till fyra\u003C\u002Fp>\n\n\u003Cp>arbetsdagar om 10 tim vardera. Skälet till detta är att normalt\u003C\u002Fp>\n\n\u003Cp>arbetsfria helgdagar reducerar arbetstiden beroende på förläggning\u003C\u002Fp>\n\n\u003Cp>av den lediga femte dagen vid fyradagarsvecka. Företagen\u003C\u002Fp>\n\n\u003Cp>rekommenderas därför att i sin schemaläggning försöka se till att\u003C\u002Fp>\n\n\u003Cp>nettoarbetstiden blir densamma för båda kategorierna anställda.\u003C\u002Fp>\n\n\u003Cp>Mom 6 Nationaldagen\u003C\u002Fp>\n\n\u003Cp>Då nationaldagen infaller en lördag eller söndag eller annan dag i\u003C\u002Fp>\n\n\u003Cp>veckan som är en fridag ska arbetstiden reduceras med åtta timmar.\u003C\u002Fp>\n\n\u003Cp>För timavlönade utges ersättning motsvarande helgersättning (se § 6\u003C\u002Fp>\n\n\u003Cp>mom 5) för dessa timmar. Reducering för heltidsanställda med\u003C\u002Fp>\n\n\u003Cp>månadslön sker genom en helledig dag som läggs ut under juni\u003C\u002Fp>\n\n\u003Cp>månad i anslutning till en lördag eller söndag om inte lokal\u003C\u002Fp>\n\n\u003Cp>överenskommelse träffas om annat.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda med månadslön sker reduktion, enligt första\u003C\u002Fp>\n\n\u003Cp>stycket, i proportion till sysselsättningsgraden. Reducering sker, om\u003C\u002Fp>\n\n\u003Cp>möjligt, genom en helledig dag som läggs ut under juni månad.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Löneavdrag vid frånvaro\u003C\u002Fh2>\n\n\u003Cp>Vid företag som tillämpar månadslön gäller följande avdragsregler\u003C\u002Fp>\n\n\u003Cp>vid frånvaro på grund av sjukdom, tjänstledighet, semester etc.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Heltidsanställd\u003C\u002Fh3>\n\n\u003Cp>A. Frånvaro hel arbetsdag\u003C\u002Fp>\n\n\u003Cp>1. I kalendermånad som omfattar maximalt 22 schemalagda\u003C\u002Fp>\n\n\u003Cp>arbetsdagar görs avdrag med 4,6 procent av månadslönen + fasta\u003C\u002Fp>\n\n\u003Cp>lönetillägg för varje frånvarodag. Avdrag görs inte för arbetsfri\u003C\u002Fp>\n\n\u003Cp>söndag, helgdag eller schemalagd fridag under frånvaroperioden.\u003C\u002Fp>\n\n\u003Cp>2. I kalendermånad som omfattar fler än 22 schemalagda dagar görs\u003C\u002Fp>\n\n\u003Cp>avdrag för varje frånvarodag enligt formeln:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmo>+\u003C\u002Fmo>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>lönetillägg\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmi>antalet\u003C\u002Fmi>\n \u003Cmi>schemalagda\u003C\u002Fmi>\n \u003Cmi>dagar\u003C\u002Fmi>\n \u003Cmi>i\u003C\u002Fmi>\n \u003Cmi>månaden\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>3. I kalendermånad där frånvaron omfattar alla arbetsdagar utom\u003C\u002Fp>\n\n\u003Cp>högst två betalas för de sistnämnda dagarna timlön enligt formeln:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmo>+\u003C\u002Fmo>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>lönetillägg\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>174\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>4. Omfattar frånvaron hel kalendermånad görs avdrag med\u003C\u002Fp>\n\n\u003Cp>månadslönen + fasta lönetillägg.\u003C\u002Fp>\n\n\u003Cp>B. Frånvaro del av arbetsdag\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med 1\u002F174 av månadslönen + fasta lönetillägg för varje\u003C\u002Fp>\n\n\u003Cp>timme på vilken arbete skulle ha utförts.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Deltidsanställd\u003C\u002Fh3>\n\n\u003Cp>A. Deltidsanställd med månadslön\u003C\u002Fp>\n\n\u003Cp>1. Avdrag sker med en dagslön för varje dag som arbete skulle ha\u003C\u002Fp>\n\n\u003Cp>utförts enligt formeln:\u003C\u002Fp>\n\n\u003Cp>Dagslön =\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>den\u003C\u002Fmi>\n \u003Cmi>deltidsanställdes\u003C\u002Fmi>\n \u003Cmi>månadslön\u003C\u002Fmi>\n \u003Cmo>+\u003C\u002Fmo>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>lönetillägg\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmi>antalet\u003C\u002Fmi>\n \u003Cmi>schemalagda\u003C\u002Fmi>\n \u003Cmi>dagar\u003C\u002Fmi>\n \u003Cmi>i\u003C\u002Fmi>\n \u003Cmi>månaden\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>2. Vid frånvaro del av dag sker avdrag med timlön + fasta\u003C\u002Fp>\n\n\u003Cp>lönetillägg för varje timme arbete skulle ha utförts enligt formeln:\u003C\u002Fp>\n\n\u003Cp>Timlön =\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>40\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>månadslön\u003C\u002Fmi>\n \u003Cmo>+\u003C\u002Fmo>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>lönetillägg\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>174\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>antal\u003C\u002Fmi>\n \u003Cmi>timmar\u003C\u002Fmi>\n \u003Cmi>per\u003C\u002Fmi>\n \u003Cmi>vecka\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lön för del av löneperiod för månadsavlönad\u003C\u002Fh3>\n\n\u003Cp>Till arbetstagare som börjar sin anställning under löpande\u003C\u002Fp>\n\n\u003Cp>kalendermånad kan timlön + fasta lönetillägg betalas för arbetade\ntimmar.\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som slutar sin anställning under löpande\u003C\u002Fp>\n\n\u003Cp>kalendermånad kan lokal överenskommelse träffas om att timlön +\u003C\u002Fp>\n\n\u003Cp>fasta lönetillägg betalas för arbetade timmar.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Överenskommelse om annat avdragssystem\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om annat\u003C\u002Fp>\n\n\u003Cp>avdragssystem. Sådan överenskommelse ska för sin giltighet\u003C\u002Fp>\n\n\u003Cp>godkännas av de centrala parterna.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Ackordsarbete\u003C\u002Fh2>\n\n\u003Cp>Bestämmelser om ackordsarbete kan efter överenskommelse införas\u003C\u002Fp>\n\n\u003Cp>vid de företag, där sådant arbete lämpar sig. Tids- och metodstudier\u003C\u002Fp>\n\n\u003Cp>samt andra förberedande åtgärder för att ta fram riktiga mått på\u003C\u002Fp>\n\n\u003Cp>prestationerna bör göras i god tid före införandet.\u003C\u002Fp>\n\n\u003Cp>Införs nya arbetsmetoder eller ändras de tekniska, strukturella\u003C\u002Fp>\n\n\u003Cp>och\u002Feller organisatoriska förutsättningarna för arbetet, upphör\nberört\u003C\u002Fp>\n\n\u003Cp>ackord att gälla med 14 dagars uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Parterna på respektive arbetsplats bör själva träffa överenskommelse\u003C\u002Fp>\n\n\u003Cp>om ackorden inklusive ersättningsformen efter ackordssystemets\u003C\u002Fp>\n\n\u003Cp>upphörande. Kan sådan lokal överenskommelse inte träffas kan\u003C\u002Fp>\n\n\u003Cp>frågan hänskjutas till huvudorganisationerna.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. Avtalsenlig höjning fördelas vid justering av utgående ackord på\u003C\u002Fp>\n\n\u003Cp>fast och rörlig del enligt proportioner, som gäller vid\u003C\u002Fp>\n\n\u003Cp>justeringstillfället. Lokal överenskommelse kan träffas om annan\u003C\u002Fp>\n\n\u003Cp>fördelning av höjningen mellan fast och rörlig del.\u003C\u002Fp>\n\n\u003Cp>2. Här angivna bestämmelser berör inte eventuella premietillägg\u003C\u002Fp>\n\n\u003Cp>eller flitpremier utöver tidlönen. I dessa fall sker justering enligt § 6\nmom 1.\u003C\u002Fp>\n\n\u003Cp>3. Om de lokala parterna inte träffat överenskommelse angående\u003C\u002Fp>\n\n\u003Cp>upphörande\u002Fomförhandling av ett ackordssystem, gäller intill dess\u003C\u002Fp>\n\n\u003Cp>frågan slutgiltigt behandlats av huvudorganisationerna, det\u003C\u002Fp>\n\n\u003Cp>genomsnittliga utfallet av ackordet under de tre senaste månaderna.\u003C\u002Fp>\n\n\u003Ch2>§ 9 Beklädnadsförmåner\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>Arbetsgivaren tillhandahåller alla arbetstagare lämpliga\u003C\u002Fp>\n\n\u003Cp>överdragskläder samt fri tvätt av dessa. Kläderna ska handhas med\u003C\u002Fp>\n\n\u003Cp>aktsamhet. De lokala parterna kan träffa överenskommelse om att\u003C\u002Fp>\n\n\u003Cp>klädförmånen istället ersätts med ett belopp per månad.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om bättre klädförmåner inskränks inte av denna\nbestämmelse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 10 Traktamenten\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Måltidsersättning\u003C\u002Fh3>\n\n\u003Cp>När arbetstagare på grund av resa utanför ordinarie tjänstgöringsort\u003C\u002Fp>\n\n\u003Cp>inte kan äta sin huvudmåltid för dagen på vanlig tid och plats, utges\nersättning med:\u003C\u002Fp>\n\n\u003Cp>• 96 kronor om arbetstagaren varit på resa minst fyra timmar\u003C\u002Fp>\n\n\u003Cp>och hela måltidsrasten infaller under denna tid.\u003C\u002Fp>\n\n\u003Cp>• 96 kronor för kvällsmål om resan varat mer än tre timmar\u003C\u002Fp>\n\n\u003Cp>efter ordinarie arbetstids slut och att arbetstagare inte beretts\u003C\u002Fp>\n\n\u003Cp>möjlighet att äta på tjänstgöringsorten innan resan påbörjades.\u003C\u002Fp>\n\n\u003Cp>Ersättningarna är både bidrag till måltidskostnaden och ersättning\u003C\u002Fp>\n\n\u003Cp>för eventuellt utfört, men inte särskilt beordrat övertidsarbete, under\nsådan måltidsrast.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om annat kan träffas lokalt.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. Beloppen justeras årligen per nästkommande lönerevisionsdatum\u003C\u002Fp>\n\n\u003Cp>med hänsyn till förändring i konsumentprisindex för\n”restauranger”\u003C\u002Fp>\n\n\u003Cp>utifrån perioden november – november. Basår för justering är\u003C\u002Fp>\n\n\u003Cp>november 2005 med indextalet 391,6.\u003C\u002Fp>\n\n\u003Cp>2. Ersättningarna inkluderar semesterlön (semesterersättning).\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ersättning i samband med övernattning\u003C\u002Fh3>\n\n\u003Cp>Vid flerdygnsförrättning utanför den vanliga verksamhetsorten\u003C\u002Fp>\n\n\u003Cp>betalar arbetsgivaren ersättning för logikostnad och traktamenten\u003C\u002Fp>\n\n\u003Cp>enligt de bestämmelser och med de belopp som vid varje tidpunkt\u003C\u002Fp>\n\n\u003Cp>anges som avdragsgilla i anvisningarna till 12 kap. 6-16 §§\ninkomstskattelagen.\u003C\u002Fp>\n\n\u003Cp>Utöver detta får den anställde ett särskilt researvode om 150 kronor\u003C\u002Fp>\n\n\u003Cp>då helt traktamente utgår och 75 kronor då halvt traktamente utgår.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren står för kost och logi utges varken traktamente\u003C\u002Fp>\n\n\u003Cp>eller särskilt researvode.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om annat kan träffas lokalt.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Ersättningarna inkluderar semesterlön (semesterersättning).\u003C\u002Fp>\n\n\u003Ch2>§ 11 Restidsersättning\u003C\u002Fh2>\n\n\u003Cp>Följande regler gäller för arbetstagare som endast undantagsvis\u003C\u002Fp>\n\n\u003Cp>företar tjänsteresor.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Beräkning av restid\u003C\u002Fh3>\n\n\u003Cp>Med restid som medför rätt till ersättning avses den tid under en\u003C\u002Fp>\n\n\u003Cp>beordrad tjänsteresa som går åt för själva resan till\nbestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som faller inom klockslagen för den ordinarie dagliga\u003C\u002Fp>\n\n\u003Cp>arbetstid som gäller för arbetstagaren räknas som arbetstid. Vid\u003C\u002Fp>\n\n\u003Cp>beräkning av restid medtas därför endast tjänsteresor utanför\u003C\u002Fp>\n\n\u003Cp>arbetstagarens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast hela halvtimmar medtas. Om\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\u003C\u002Fp>\n\n\u003Cp>del av denna, ska tiden kl. 22.00–08.00 inte medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då arbetstagare under\u003C\u002Fp>\n\n\u003Cp>tjänsteresa själv kör bil eller annat fordon, oavsett om detta\ntillhör\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren eller inte.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad i enlighet med de\u003C\u002Fp>\n\n\u003Cp>bestämmelser som gäller vid traktamentsberäkning eller\u003C\u002Fp>\n\n\u003Cp>motsvarande vid respektive företag.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Restidsersättningens storlek\u003C\u002Fh3>\n\n\u003Cp>Restidsersättning per timme är 60 procent av timlönen, dock högst\u003C\u002Fp>\n\n\u003Cp>sex timmar per kalenderdygn. När resan sker under tiden fredag kl.\u003C\u002Fp>\n\n\u003Cp>18.00 fram till måndag kl. 06.00 eller kl.18.00 dag före arbetsfri\u003C\u002Fp>\n\n\u003Cp>helgdagsafton eller helgdag till kl. 06.00 dag efter helgdag är\u003C\u002Fp>\n\n\u003Cp>ersättningen 75 procent av timlönen. Timlönen utgör 1\u002F174 av\u003C\u002Fp>\n\n\u003Cp>arbetstagarens utgående fasta månadslön och fasta tillägg om sådana\nfinns.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Arbetstid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Ordinarie arbetstid m m\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>Ordinarie arbetstid är, raster oräknade, i genomsnitt 40 timmar per\u003C\u002Fp>\n\n\u003Cp>helgfri vecka och förlägges i regel måndag–fredag mellan kl. 07.00\u003C\u002Fp>\n\n\u003Cp>och kl. 18.00 samt på lördag mellan kl. 07.00 och kl. 12.00.\u003C\u002Fp>\n\n\u003Cp>Om möjligt bör arbetstiden förläggas så att lördagar eller andra\u003C\u002Fp>\n\n\u003Cp>lämpliga dagar är hellediga.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och lokal facklig organisation kan överenskomma om\u003C\u002Fp>\n\n\u003Cp>avsteg från arbetstidslagens bestämmelser om dygnsvila.\u003C\u002Fp>\n\n\u003Cp>Jul-, nyårs- och midsommarafton är fridagar.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. På arbetsplatser, där arbetstiden fallit inom här ovan angivna\u003C\u002Fp>\n\n\u003Cp>klockslag, kan ändring ske efter kollektiv eller individuell\u003C\u002Fp>\n\n\u003Cp>överenskommelse. Denna anmärkning omfattar inte sådan ändring,\u003C\u002Fp>\n\n\u003Cp>som föranletts av genomförandet av lagstadgad eller\u003C\u002Fp>\n\n\u003Cp>överenskommen arbetstidsförkortning.\u003C\u002Fp>\n\n\u003Cp>Vid förläggning av arbetstid ska hänsyn tas till såväl de\nanställdas\u003C\u002Fp>\n\n\u003Cp>som företagets berättigade intressen.\u003C\u002Fp>\n\n\u003Cp>2. Om arbetets natur inom viss bransch eller visst företag\u003C\u002Fp>\n\n\u003Cp>regelmässigt föranleder annan förläggning av arbetstiden än de\u003C\u002Fp>\n\n\u003Cp>ovan angivna, kan tidpunkten för arbetstidens början förskjutas,\u003C\u002Fp>\n\n\u003Cp>dock tidigast till kl. 06.00. För sålunda förskjuten arbetstid,\nförlagd\u003C\u002Fp>\n\n\u003Cp>före kl. 07.00 utges tillägg med 40 procent på den lön som utgör bas\u003C\u002Fp>\n\n\u003Cp>för övertidsberäkning enl § 13 mom 2.\u003C\u002Fp>\n\n\u003Cp>På arbetsplats, där högre ersättning för förskjuten ordinarie\u003C\u002Fp>\n\n\u003Cp>arbetstid är överenskommen, bibehålls denna högre ersättning.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Arbetstidsschema\u003C\u002Fh3>\n\n\u003Cp>Arbetstidsschema, upptagande ordinarie arbetstidens förläggning,\u003C\u002Fp>\n\n\u003Cp>ska finnas anslaget på arbetsplatsen eller på annat sätt skriftligen\u003C\u002Fp>\n\n\u003Cp>meddelas arbetstagarna.\u003C\u002Fp>\n\n\u003Cp>Innan arbetsgivaren fastställer arbetstidsschemat, bör synpunkter\u003C\u002Fp>\n\n\u003Cp>inhämtas från arbetstagarnas representanter (fackklubb, fackombud\u003C\u002Fp>\n\n\u003Cp>där sådana är utsedda).\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen i 12 § arbetstidslagen gäller inte inom avtalsområdet.\u003C\u002Fp>\n\n\u003Cp>I stället gäller att ändringar i fråga om den ordinarie arbetstidens\u003C\u002Fp>\n\n\u003Cp>förläggning ska – där så kan ske – meddelas minst en månad i\nförväg.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och lokal facklig organisation kan överenskomma om\u003C\u002Fp>\n\n\u003Cp>avsteg från arbetstidslagens bestämmelser om dygnsvila.\u003C\u002Fp>\n\n\u003Cp>Jul-, nyårs- och midsommarafton är fridagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. På arbetsplatser, där arbetstiden fallit inom här ovan angivna\u003C\u002Fp>\n\n\u003Cp>klockslag, kan ändring ske efter kollektiv eller individuell\u003C\u002Fp>\n\n\u003Cp>överenskommelse. Denna anmärkning omfattar inte sådan ändring,\u003C\u002Fp>\n\n\u003Cp>som föranletts av genomförandet av lagstadgad eller\u003C\u002Fp>\n\n\u003Cp>överenskommen arbetstidsförkortning.\u003C\u002Fp>\n\n\u003Cp>Vid förläggning av arbetstid ska hänsyn tas till såväl de\nanställdas\u003C\u002Fp>\n\n\u003Cp>som företagets berättigade intressen.\u003C\u002Fp>\n\n\u003Cp>2. Om arbetets natur inom viss bransch eller visst företag\u003C\u002Fp>\n\n\u003Cp>regelmässigt föranleder annan förläggning av arbetstiden än de\u003C\u002Fp>\n\n\u003Cp>ovan angivna, kan tidpunkten för arbetstidens början förskjutas,\u003C\u002Fp>\n\n\u003Cp>dock tidigast till kl. 06.00. För sålunda förskjuten arbetstid,\nförlagd\u003C\u002Fp>\n\n\u003Cp>före kl. 07.00 utges tillägg med 40 procent på den lön som utgör bas\u003C\u002Fp>\n\n\u003Cp>för övertidsberäkning enl § 13 mom 2.\u003C\u002Fp>\n\n\u003Cp>På arbetsplats, där högre ersättning för förskjuten ordinarie\u003C\u002Fp>\n\n\u003Cp>arbetstid är överenskommen, bibehålls denna högre ersättning.\u003C\u002Fp>\n\n\u003Ch2>Mom 2 Arbetstidsschema\u003C\u002Fh2>\n\n\u003Cp>Arbetstidsschema, upptagande ordinarie arbetstidens förläggning,\u003C\u002Fp>\n\n\u003Cp>ska finnas anslaget på arbetsplatsen eller på annat sätt skriftligen\nmeddelas arbetstagarna.\u003C\u002Fp>\n\n\u003Cp>Innan arbetsgivaren fastställer arbetstidsschemat, bör synpunkter\u003C\u002Fp>\n\n\u003Cp>inhämtas från arbetstagarnas representanter (fackklubb, fackombud där\nsådana är utsedda).\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen i 12 § arbetstidslagen gäller inte inom avtalsområdet.\u003C\u002Fp>\n\n\u003Cp>I stället gäller att ändringar i fråga om den ordinarie arbetstidens\u003C\u002Fp>\n\n\u003Cp>förläggning ska – där så kan ske – meddelas minst en månad i\nförväg.\u003C\u002Fp>\n\n\u003Ch2>§ 13 Övertidsarbete\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Övertidsarbete\u003C\u002Fh3>\n\n\u003Cp>När arbetsgivaren anser att det krävs att arbete utförs på annan tid\nän\u003C\u002Fp>\n\n\u003Cp>ordinarie arbetstid ska arbetstagaren utföra sådant arbete mot fastställd\nbetalning.\u003C\u002Fp>\n\n\u003Cp>Besked om övertidsarbete ska om möjligt lämnas till arbetstagaren före\nkl. 12.00.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som har godtagbara skäl ska befrias från övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Vid övertidsarbete på söndag, helgdag samt på dag som på grund av\u003C\u002Fp>\n\n\u003Cp>arbetstidens förläggning är fridag utgår ersättning för minst tre\u003C\u002Fp>\n\n\u003Cp>timmar.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Kontant övertidsersättning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>För övertidsarbete som utförs på begäran av arbetsgivaren betalas\u003C\u002Fp>\n\n\u003Cp>ersättning dels med för arbetstagaren gällande ordinarie tidlön\u003C\u002Fp>\n\n\u003Cp>respektive ackord, dels övertidsersättning med:\u003C\u002Fp>\n\n\u003Cp>• 50 procent för övertidsarbete måndag – fredag de två första\u003C\u002Fp>\n\n\u003Cp>timmarna per dag varvid sammanräknas utfört\u003C\u002Fp>\n\n\u003Cp>övertidsarbete före ordinarie arbetstidens början och efter\u003C\u002Fp>\n\n\u003Cp>ordinarie arbetstidens slut\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>• 70 procent för annat övertidsarbete på vardagar\u003C\u002Fp>\n\n\u003Cp>• 100 procent för allt arbete på söndag, helgdag, jul-, nyårsoch\u003C\u002Fp>\n\n\u003Cp>midsommarafton samt på lördag efter kl. 12.00.\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete på söndag jämställs sådant övertidsarbete på\u003C\u002Fp>\n\n\u003Cp>lördag som förläggs efter kl. 12.00.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Procentsatserna beräknas på:\u003C\u002Fp>\n\n\u003Cp>• vid tidlönsarbete den för arbetstagaren fastställda timlönen\u003C\u002Fp>\n\n\u003Cp>• vid ackordsarbete den genomsnittliga individuella\u003C\u002Fp>\n\n\u003Cp>timförtjänst som utgått på ordinarie ackords- och\u003C\u002Fp>\n\n\u003Cp>tidlönetimmar den avlöningsperiod då övertidsarbetet utförts.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om annan teknisk beräkning av\u003C\u002Fp>\n\n\u003Cp>den utgående förtjänst, som ska utgöra grund för\u003C\u002Fp>\n\n\u003Cp>övertidsberäkningen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>Övertidsarbete kan efter överenskommelse i varje särskilt fall\u003C\u002Fp>\n\n\u003Cp>ersättas med ledighet på ordinarie arbetstid enligt följande:\u003C\u002Fp>\n\n\u003Cp>• 1 timme och 30 minuter för varje arbetad timme berättigande till 50\nprocents ersättning\u003C\u002Fp>\n\n\u003Cp>• 1 timme och 45 minuter för varje arbetad timme berättigande till 70\nprocents ersättning\u003C\u002Fp>\n\n\u003Cp>• 2 timmar för varje arbetad timme berättigande till 100 procents\nersättning\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. Då övertidsarbete ska utföras och överenskommelse har träffats\u003C\u002Fp>\n\n\u003Cp>om förläggning av måltidsrast efter ordinarie arbetstidens slut,\u003C\u002Fp>\n\n\u003Cp>utges övertidstillägg med 50 procent för de två första timmarna\u003C\u002Fp>\n\n\u003Cp>efter rasten samt först därefter med 70 procent.\u003C\u002Fp>\n\n\u003Cp>2. I de fall arbetstagare beordras utföra arbete på dag, som på\u003C\u002Fp>\n\n\u003Cp>grund av arbetstidens förläggning utgör fridag, utges\növertidstillägg\u003C\u002Fp>\n\n\u003Cp>med 70 procent, dock utges tillägget med 100 procent för\u003C\u002Fp>\n\n\u003Cp>övertidsarbete förlagt efter kl. 12.00 på lördagar.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och arbetstagaren kan alternativt överenskomma om\u003C\u002Fp>\n\n\u003Cp>annan ledighetsdag istället för den, på vilken arbete beordrats. I de\u003C\u002Fp>\n\n\u003Cp>fall arbete måste utföras på fridag enligt ovan, ska arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>varsla om detta så snart som möjligt. Vad ovan sagts berör inte de\u003C\u002Fp>\n\n\u003Cp>företag för vilka ersättningsfrågan vid inkallelse redan reglerats\nmellan parterna.\u003C\u002Fp>\n\n\u003Cp>3. Då övertidsarbete utförs på tid då skiftgående personal eller\u003C\u002Fp>\n\n\u003Cp>arbetare med förskjuten ordinarie arbetstid erhåller ett högre\u003C\u002Fp>\n\n\u003Cp>tillägg än vad övertidsarbetet i sig ger så ska det högre tillägget\nutges för övertidsarbetet.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Anmälan om övertidsarbete\u003C\u002Fh3>\n\n\u003Cp>När arbete utförts på övertid, som inte omedelbart kunnat\u003C\u002Fp>\n\n\u003Cp>kontrolleras av arbetsledningen, ska den arbetade tiden anmälas\u003C\u002Fp>\n\n\u003Cp>senast arbetsdagen efter. Har sådan anmälan inte gjorts förlorar\u003C\u002Fp>\n\n\u003Cp>arbetstagaren rätten till övertidsersättning.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Tillfälligt ackord\u003C\u002Fh3>\n\n\u003Cp>För tillfälligt uppgjort ackord betalas ingen förhöjning då det utförs\nunder övertid.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Särskild överenskommelse vid kortare permission m.m.\u003C\u002Fh3>\n\n\u003Cp>Vid beviljande av kortare permission eller tjänstledighet kan\u003C\u002Fp>\n\n\u003Cp>överenskommelse träffas mellan arbetsgivaren och arbetstagaren om\u003C\u002Fp>\n\n\u003Cp>att den senare – om detta inte strider mot gällande lagstiftning –\nska\u003C\u002Fp>\n\n\u003Cp>arbeta motsvarande tid på annan än ordinarie arbetstid, utan att\u003C\u002Fp>\n\n\u003Cp>arbetstagaren ska erhålla övertidsersättning för sådant arbete. Om\u003C\u002Fp>\n\n\u003Cp>arbetet inte utförs, har arbetsgivaren rätt att göra löneavdrag för\nmotsvarande tid.\u003C\u002Fp>\n\n\u003Ch2>§ 14 Skiftarbete\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Skiftarbete\u003C\u002Fh3>\n\n\u003Cp>Skiftarbete är ett arbete där två eller flera arbetslag (skiftlag)\u003C\u002Fp>\n\n\u003Cp>regelbundet avlöser varandra på bestämda tider varje arbetsdygn. Ett\u003C\u002Fp>\n\n\u003Cp>arbetslag kan bestå av en eller flera arbetstagare. För att skiftarbete\u003C\u002Fp>\n\n\u003Cp>ska anses föreligga krävs att arbetet som varje skiftlag utför ingår\u003C\u002Fp>\n\n\u003Cp>som ett led i en enhetlig och sammanhängande arbetsprocess samt är\u003C\u002Fp>\n\n\u003Cp>av viss beständighet. Arbetstiden kan förläggas så att den delvis\u003C\u002Fp>\n\n\u003Cp>sammanfaller för de olika skiftlagen. Schemaläggning av arbetstiden\u003C\u002Fp>\n\n\u003Cp>kan även göras så att den enskilde arbetstagaren gör fler t.ex.\u003C\u002Fp>\n\n\u003Cp>förmiddagsskift än eftermiddagsskift.\u003C\u002Fp>\n\n\u003Cp>Vid skiftarbete, som varar minst en arbetsvecka, enligt gällande\u003C\u002Fp>\n\n\u003Cp>arbetstidsschema eller motsvarande antal arbetsdagar i följd utgår\u003C\u002Fp>\n\n\u003Cp>tillägg enligt mom 4. Vid skiftarbete, som varar kortare tid än en\u003C\u002Fp>\n\n\u003Cp>arbetsvecka enligt gällande arbetstidsschema eller motsvarande antal\u003C\u002Fp>\n\n\u003Cp>arbetsdagar i följd ska, för arbete förlagt till annan än ordinarie\u003C\u002Fp>\n\n\u003Cp>arbetstid, utgå tillägg med de belopp som gäller för övertidsarbete\n(enligt § 13).\u003C\u002Fp>\n\n\u003Cp>Intermittent skiftarbete\u003C\u002Fp>\n\n\u003Cp>Med intermittent skiftarbete menas skiftarbete med ett\u003C\u002Fp>\n\n\u003Cp>arbetsuppehåll om minst 24 timmar sammanhängande per vecka.\u003C\u002Fp>\n\n\u003Cp>Kontinuerligt skiftarbete\u003C\u002Fp>\n\n\u003Cp>Med kontinuerligt skiftarbete menas skiftarbete, som kan förläggas\u003C\u002Fp>\n\n\u003Cp>måndag till och med söndag samt helgdag.\u003C\u002Fp>\n\n\u003Ch2>Mom 2\u003C\u002Fh2>\n\n\u003Cp>Arbetstiden beräknas utifrån heltidsmåttet 40 timmar per helgfri\u003C\u002Fp>\n\n\u003Cp>vecka, raster oräknade. Skiftarbete medger arbetstidsförkortning.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden blir, i genomsnitt per helgfri vecka:\u003C\u002Fp>\n\n\u003Cp>a) vid tvåskiftsarbete 38 timmar\u003C\u002Fp>\n\n\u003Cp>b) vid intermittent treskiftsarbete 38 timmar\u003C\u002Fp>\n\n\u003Cp>c) vid kontinuerligt treskiftsarbete 36 timmar.\u003C\u002Fp>\n\n\u003Cp>Vid treskiftsarbete, som varar minst en arbetsvecka enligt gällande\u003C\u002Fp>\n\n\u003Cp>arbetstidsschema eller motsvarande antal arbetsdagar i följd ska\u003C\u002Fp>\n\n\u003Cp>arbetstiden beräknas i genomsnitt per helgfri vecka och år.\u003C\u002Fp>\n\n\u003Cp>Vid arbete del av vecka tillgodoräknas ledighet i proportion därtill.\u003C\u002Fp>\n\n\u003Ch3>Mom 2.1 Förläggning av arbetstidsförkortning vid tvåskiftsarbete\u003C\u002Fh3>\n\n\u003Cp>Vid tvåskiftsarbete om 40 timmar per helgfri vecka har\u003C\u002Fp>\n\n\u003Cp>arbetstagaren, enligt mom 2 a, rätt att tillgodoräkna sig betald\u003C\u002Fp>\n\n\u003Cp>ledighet motsvarande två timmar för varje fullgjord sådan\u003C\u002Fp>\n\n\u003Cp>arbetsvecka. För förläggning av denna arbetstidsförkortning träffas\u003C\u002Fp>\n\n\u003Cp>lokal överenskommelse om ett av följande alternativ:\u003C\u002Fp>\n\n\u003Cp>a) Utläggning som ledighet del av dag eller hel dag.\u003C\u002Fp>\n\n\u003Cp>b) Genom utläggning i överenskommet arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>c) Genom ett kontant tillägg, som för varje fullgjord skiftvecka om\u003C\u002Fp>\n\n\u003Cp>40 timmar motsvarar två timlöner för arbetstagaren (timlönen\u003C\u002Fp>\n\n\u003Cp>beräknas enligt mom 5). Skiftformstillägg enligt mom 3 utgår inte.\u003C\u002Fp>\n\n\u003Cp>Kan överenskommelse inte träffas läggs, efter samråd mellan de\u003C\u002Fp>\n\n\u003Cp>lokala parterna, ledighet ut som hel eller del av dag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning kontinuerligt skiftarbete\u003C\u002Fp>\n\n\u003Cp>Arbete som schemaläggs på helgdag medför betald reduktion av\u003C\u002Fp>\n\n\u003Cp>arbetstiden med de schemalagda timmarna. Om helgdag infaller på\u003C\u002Fp>\n\n\u003Cp>en söndag sker ingen reduktion.\u003C\u002Fp>\n\n\u003Cp>Reduktion enligt ovan sker med betald hel ledig dag.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Skiftformstillägg\u003C\u002Fh3>\n\n\u003Cp>Skiftformstillägg utgör kompensation till timavlönade för\u003C\u002Fp>\n\n\u003Cp>arbetstidsförkortningen från 40 timmars arbetsvecka enligt mom 2.\u003C\u002Fp>\n\n\u003Cp>Skiftformstillägg betalas inte till arbetstagare med lön fastställd\nper\u003C\u002Fp>\n\n\u003Cp>vecka eller månad. Dessa bibehåller sin lön under ledigheten.\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare i skiftarbete utges skiftformstillägg per ordinarie\u003C\u002Fp>\n\n\u003Cp>arbetad timme beräknat på arbetstagarens timlön enligt mom 5 med:\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>Vid tvåskiftsarbete\u003C\u002Ftd>\n \u003Ctd>5,26 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Vid intermittent treskiftsarbete\u003C\u002Ftd>\n \u003Ctd>5,26 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Vid kontinuerligt treskiftsarbete\u003C\u002Ftd>\n \u003Ctd>11,11 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Vid arbete del av skiftvecka tillgodoräknas skiftformstillägget i\u003C\u002Fp>\n\n\u003Cp>proportion till arbetade timmar.\u003C\u002Fp>\n\n\u003Cp>Beträffande b) och c) kan lokal överenskommelse träffas om annan\u003C\u002Fp>\n\n\u003Cp>beräkningsmetod för uppräkning av lönen innebärande att\u003C\u002Fp>\n\n\u003Cp>löneutfallet vid 38 respektive 36 timmars treskiftarbete i snitt\u003C\u002Fp>\n\n\u003Cp>motsvarar vad som utgår vid 40 timmars arbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Skifttillägg\u003C\u002Fh3>\n\n\u003Cp>Skifttillägg utges för skiftarbete förlagt på följande tider med:\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>Måndag-fredag\u003C\u002Ftd>\n \u003Ctd>06.00-07.00\u003C\u002Ftd>\n \u003Ctd>40 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Måndag-fredag\u003C\u002Ftd>\n \u003Ctd>* -23.00\u003C\u002Ftd>\n \u003Ctd>40 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Måndag-fredag\u003C\u002Ftd>\n \u003Ctd>23.00-06.00\u003C\u002Ftd>\n \u003Ctd>70 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Lördag\u003C\u002Ftd>\n \u003Ctd>00.00-06.00\u003C\u002Ftd>\n \u003Ctd>70 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Lördag\u003C\u002Ftd>\n \u003Ctd>06.00-07.00\u003C\u002Ftd>\n \u003Ctd>70 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Lördag\u003C\u002Ftd>\n \u003Ctd>12.00-23.00\u003C\u002Ftd>\n \u003Ctd>40 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Lördag\u003C\u002Ftd>\n \u003Ctd>23.00-24.00\u003C\u002Ftd>\n \u003Ctd>70 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Söndag\u002Fhelgdag\u003C\u002Ftd>\n \u003Ctd>00.00-24.00\u003C\u002Ftd>\n \u003Ctd>100 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>* Tid utanför ordinarie arbetstids förläggning\u003C\u002Fp>\n\n\u003Cp>De procentuella tilläggen beräknas på arbetstagarens timlön (beräknad\nenligt mom 5).\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Beräkningsunderlag\u003C\u002Fh3>\n\n\u003Cp>Vid tidlönsarbete är beräkningsunderlaget den för arbetstagaren\nfastställda timlönen.\u003C\u002Fp>\n\n\u003Cp>Timlön för heltidsanställda med månadslön beräknas med divisor 174.\u003C\u002Fp>\n\n\u003Cp>Timlön för heltidsanställda med veckolön beräknas med divisor 40.\u003C\u002Fp>\n\n\u003Cp>Vid ackordsarbete är beräkningsunderlaget den genomsnittliga\u003C\u002Fp>\n\n\u003Cp>individuella timförtjänst, som utgått på ordinarie ackords- och\u003C\u002Fp>\n\n\u003Cp>tidlönetimmar den avlöningsperiod då skiftarbetet utförts.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om annan teknisk beräkning av\u003C\u002Fp>\n\n\u003Cp>den utgående förtjänst, som ska utgöra grund för tillägg enligt denna\nparagraf.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. På arbetsplats där högre tillägg för skiftarbete är överenskommet\nbibehålls det högre tillägget.\u003C\u002Fp>\n\n\u003Cp>2. Det är angeläget att arbetsgivaren vid nattskiftarbete vidtar\u003C\u002Fp>\n\n\u003Cp>åtgärder som förhindrar att ensam arbetstagare kommer till skada\u003C\u002Fp>\n\n\u003Cp>under pågående arbete.\u003C\u002Fp>\n\n\u003Ch2>§ 15 Sjuklön\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cp>Arbetstagaren har rätt till sjuklön enligt lagen om sjuklön (SFS\u003C\u002Fp>\n\n\u003Cp>1991:1047) med iakttagande av följande.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 1 Rätt till sjuklön\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Sjuklöneperioden omfattar de första 14 kalenderdagarna då\u003C\u002Fp>\n\n\u003Cp>arbetstagaren varit frånvarande på grund av sjukdom. För\u003C\u002Fp>\n\n\u003Cp>insjuknandedagen (karensdagen) utges ingen sjuklön. Ny sjukperiod\u003C\u002Fp>\n\n\u003Cp>som börjar inom fem kalenderdagar från det att en tidigare\u003C\u002Fp>\n\n\u003Cp>sjukperiod upphörde ska betraktas som fortsättning på den tidigare\u003C\u002Fp>\n\n\u003Cp>sjukperioden och de båda perioderna ska räknas som en period. De\u003C\u002Fp>\n\n\u003Cp>mellanliggande kalenderdagarna ska inte räknas in i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Rätt till sjuklön för den som visstidsanställts för kortare tid än\nen\u003C\u002Fp>\n\n\u003Cp>månad börjar gälla först när arbetstagaren tillträtt tjänsten och\u003C\u002Fp>\n\n\u003Cp>därefter varit anställd 14 kalenderdagar innan sjukdomsfallet\ninträffar.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Sjukanmälan till arbetsgivaren\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>När en arbetstagare blir sjuk och därför inte kan arbeta ska han\u003C\u002Fp>\n\n\u003Cp>snarast möjligt anmäla detta till arbetsgivaren. Vidare ska han så\u003C\u002Fp>\n\n\u003Cp>snart det är möjligt meddela arbetsgivaren när han beräknar kunna\nåtergå i arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare har inte rätt till sjuklön för tid innan anmälan om\u003C\u002Fp>\n\n\u003Cp>sjukdomsfallet gjorts till arbetsgivaren. Detta gäller dock inte om\u003C\u002Fp>\n\n\u003Cp>arbetstagaren varit förhindrad att göra anmälan och sådan gjorts\u003C\u002Fp>\n\n\u003Cp>omedelbart efter det att hindret upphört.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cp>A. Arbetstagaren ska lämna arbetsgivaren en skriftlig försäkran om\u003C\u002Fp>\n\n\u003Cp>att han har varit sjuk och i vilken omfattning som hans\u003C\u002Fp>\n\n\u003Cp>arbetsförmåga varit nedsatt på grund av sjukdomen. Försäkran\u003C\u002Fp>\n\n\u003Cp>behöver inte innehålla närmare uppgift om sjukdomen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att betala ut sjuklönen innan\u003C\u002Fp>\n\n\u003Cp>arbetstagaren har lämnat försäkran.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>B. Arbetsgivaren är skyldig att utge sjuklön fr.o.m. den sjunde\u003C\u002Fp>\n\n\u003Cp>kalenderdagen efter dagen för sjukanmälan endast om arbetstagaren\u003C\u002Fp>\n\n\u003Cp>styrker nedsättningen av arbetsförmågan och sjukperiodens längd\u003C\u002Fp>\n\n\u003Cp>med läkarintyg. Om särskilda skäl föreligger kan arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>begära att arbetstagaren för att få rätt till sjuklön styrker\u003C\u002Fp>\n\n\u003Cp>nedsättningen av arbetsförmågan med läkarintyg av läkare eller\u003C\u002Fp>\n\n\u003Cp>tandläkare från tidigare dag. Arbetsgivaren har rätt att anvisa\nläkare.\u003C\u002Fp>\n\n\u003Cp>Kostnaden för sådant läkarintyg ersätts av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens möjlighet att begära läkarintyg ska användas\u003C\u002Fp>\n\n\u003Cp>selektivt och ska därför inte tillämpas generellt vid enskilt\nföretag.\u003C\u002Fp>\n\n\u003Cp>Vidare ska bestämmelsen ges en praktisk tillämpning t.ex.\u003C\u002Fp>\n\n\u003Cp>beträffande rätt till sjuklön även om arbetstagaren misslyckats vid\u003C\u002Fp>\n\n\u003Cp>försök att skaffa läkarintyg.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Beräkning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>A. Sjuklön utges inte för sjukdom som infaller under den första\u003C\u002Fp>\n\n\u003Cp>frånvarodagen i sjukperioden (karensdagen). Under de 13 följande\u003C\u002Fp>\n\n\u003Cp>kalenderdagarna utgår sjuklön för den tid som arbetstagare skulle\u003C\u002Fp>\n\n\u003Cp>utfört arbete under överenskommen arbetstid om arbetstagaren inte varit\nsjuk.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren återinsjuknar inom fem kalenderdagar från det\u003C\u002Fp>\n\n\u003Cp>tidigare sjukperiod upphörde, utgör den nya sjukperioden\u003C\u002Fp>\n\n\u003Cp>fortsättning på den tidigare, i fråga om karensdag, ersättningens\u003C\u002Fp>\n\n\u003Cp>storlek och sjuklöneperiodens längd.\u003C\u002Fp>\n\n\u003Cp>Antalet karensdagar per 12-månadersperiod får vara högst tio.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med timlön\u003C\u002Fp>\n\n\u003Cp>• Första frånvarodagen\u002Fdel av dagen är karensdag.\u003C\u002Fp>\n\n\u003Cp>• Andra till fjortonde dagen är sjuklönen 80 procent av den\u003C\u002Fp>\n\n\u003Cp>lön som skulle utgetts.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med månadslön\u003C\u002Fp>\n\n\u003Cp>• Första frånvarodagen\u002Fdel av dagen är karensdag.\u003C\u002Fp>\n\n\u003Cp>• Andra till fjortonde dagen är sjuklönen 80 procent av\u003C\u002Fp>\n\n\u003Cp>löneavdrag enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Gemensamma bestämmelser för arbetstagare med timlön och\u003C\u002Fp>\n\n\u003Cp>arbetstagare med månadslön\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som under sjukperioden, utom karensdagen, skulle\u003C\u002Fp>\n\n\u003Cp>varit berättigad till kontant ersättning för förskjuten ordinarie\u003C\u002Fp>\n\n\u003Cp>arbetstid, skift eller övriga tillägg (gäller inte\növertidsersättning)\u003C\u002Fp>\n\n\u003Cp>utges dessutom 80 procent av ifrågavarande tillägg.\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som omfattas av ackords-, prestations- eller\u003C\u002Fp>\n\n\u003Cp>liknande lönesystem och inte tillgodoräknas utfall under\u003C\u002Fp>\n\n\u003Cp>sjukfrånvaro utges härutöver 80 procent av det genomsnittliga\u003C\u002Fp>\n\n\u003Cp>utfallet per timme under den beräkningsperiod då sjukdomsfallet\u003C\u002Fp>\n\n\u003Cp>inträffade, utom för karensdagen.\u003C\u002Fp>\n\n\u003Cp>B. Arbetstagare, som enligt beslut av försäkringskassan av\u003C\u002Fp>\n\n\u003Cp>medicinska skäl har rätt till sjuklön om 80 procent redan från\nförsta\u003C\u002Fp>\n\n\u003Cp>ersättningsdagen, får sjuklön beräknad på samma sätt som fr.o.m.\u003C\u002Fp>\n\n\u003Cp>den första ersättningsdagen.\u003C\u002Fp>\n\n\u003Ch2>§ 16 Föräldraledighet\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Arbetstagare, som enligt reglerna i föräldraledighetslagen (SFS\u003C\u002Fp>\n\n\u003Cp>1995:584) vill utnyttja sin rätt till sådan ledighet, ska så tidigt\nsom\u003C\u002Fp>\n\n\u003Cp>möjligt och senast före de i lagen angivna tidsgränserna anmäla\u003C\u002Fp>\n\n\u003Cp>detta till arbetsgivaren samt även ange vilken tidsperiod ledigheten\u003C\u002Fp>\n\n\u003Cp>avses omfatta och vilken typ av ledighet som åberopas. Samma\u003C\u002Fp>\n\n\u003Cp>gäller ledighet i samband med att arbetstagare i sitt hem tar emot\u003C\u002Fp>\n\n\u003Cp>fosterbarn eller adoptivbarn.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-maternityotherclause\">\u003Cp>Tidigare regler om föräldralön utmönstrades den 31 december 2013\u003C\u002Fp>\n\n\u003Cp>och ersattes med överenskommelsen Föräldrapenningtillägg (FPT)\u003C\u002Fp>\n\n\u003Cp>mellan Svenskt Näringsliv och LO. Det är AFA försäkringar som\u003C\u002Fp>\n\n\u003Cp>administrerar FPT. Mer information om vem som har rätt till FPT\u003C\u002Fp>\n\n\u003Cp>och hur mycket FPT uppgår till finns att läsa om bl.a. på AFA\u003C\u002Fp>\n\n\u003Cp>försäkringars hemsida.\u003C\u002Fp>\n\n\u003Cp>För krav på föräldralön för tid innan 1 januari 2014 gäller då i\u003C\u002Fp>\n\n\u003Cp>partihandelsavtalet tillämpliga regler om föräldralön.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>§ 17 Permission\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Definition\u003C\u002Fh3>\n\n\u003Cp>Permission är kort ledighet med bibehållen lön under högst en dag.\u003C\u002Fp>\n\n\u003Cp>Vid nära anhörigs begravning kan permissionen även omfatta\u003C\u002Fp>\n\n\u003Cp>nödvändiga – högst två – resdagar.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Permissionsanledningar\u003C\u002Fh3>\n\n\u003Cp>Permission kan beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cp>• Eget bröllop\u003C\u002Fp>\n\n\u003Cp>• Egen 50-årsdag\u003C\u002Fp>\n\n\u003Cp>• Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall\u003C\u002Fp>\n\n\u003Cp>• Besök vid sjukvårdsinrättning efter remiss från av\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren anvisad läkare liksom vid föreskrivna\u003C\u002Fp>\n\n\u003Cp>återbesök. Bättre praxis vid enskilt företag bibehålls\u003C\u002Fp>\n\n\u003Cp>• Nära anhörigs frånfälle\u003C\u002Fp>\n\n\u003Cp>• Nära anhörigs begravning\u003C\u002Fp>\n\n\u003Cp>• Urnnedsättning avseende nära anhörig\u003C\u002Fp>\n\n\u003Cp>• Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1. Som nära anhörig räknas make\u002Fmaka, sammanboende som lever i\u003C\u002Fp>\n\n\u003Cp>äktenskapsliknande förhållande, barn, barnbarn, syskon, föräldrar,\u003C\u002Fp>\n\n\u003Cp>svärföräldrar samt mor- och farföräldrar.\u003C\u002Fp>\n\n\u003Cp>2. Arbetstagare, som till följd av arbetsolycksfall måste lämna\u003C\u002Fp>\n\n\u003Cp>arbetsplatsen, kan få ersättning för inkomstbortfallet från\u003C\u002Fp>\n\n\u003Cp>Trygghetsförsäkring vid arbetsskada.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Ansökan om permission\u003C\u002Fh3>\n\n\u003Cp>Ansökan om permission ska göras i så god tid som möjligt. Orsaken\u003C\u002Fp>\n\n\u003Cp>till permissionen ska på förhand eller – om så inte kan ske –\nstyrkas\u003C\u002Fp>\n\n\u003Cp>i efterhand om arbetsgivaren begär detta.\u003C\u002Fp>\n\n\u003Cp>Mom 4 Lön vid permission\u003C\u002Fp>\n\n\u003Cp>Vid permission utges lön som om arbete utförts enligt gällande\u003C\u002Fp>\n\n\u003Cp>arbetstidsschema.\u003C\u002Fp>\n\n\u003Ch2>§ 18 Semester\u003C\u002Fh2>\n\n\u003Cp>Semester utges enligt semesterlagen (SFS 1977:480). Rätt till\u003C\u002Fp>\n\n\u003Cp>semesterlön tjänas in under intjänandeåret den 1 april – 31 mars\nföre\u003C\u002Fp>\n\n\u003Cp>semesteråret om inte annan intjänandeperiod om 12 månader\u003C\u002Fp>\n\n\u003Cp>överenskommits. Utöver detta gäller följande.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Förläggning av huvudsemestern\u003C\u002Fh3>\n\n\u003Cp>Parterna är överens om att den ledighetsperiod som avses i 12 §\u003C\u002Fp>\n\n\u003Cp>semesterlagen kan påbörjas i den kalendervecka då 1 juni infaller\u003C\u002Fp>\n\n\u003Cp>och avslutas i den kalendervecka då 31 augusti infaller.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse om annan förläggning kan träffas där\u003C\u002Fp>\n\n\u003Cp>säsongsmässiga variationer föranleder detta.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Rätt till ledighet veckoslut före och\u002Feller efter semestern\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare, som önskar utnyttja den i 9 §, andra stycket,\u003C\u002Fp>\n\n\u003Cp>semesterlagen angivna rätten till ledighet under veckoslut\u003C\u002Fp>\n\n\u003Cp>omedelbart före och\u002Feller omedelbart efter semesterledighet, ska på\u003C\u002Fp>\n\n\u003Cp>förfrågan – efter skälig betänketid – meddela arbetsgivaren detta\ni\u003C\u002Fp>\n\n\u003Cp>samband med att semesterledighetens förläggning fastställs\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Semester som förläggs i samband med helgdag och afton\u003C\u002Fh3>\n\n\u003Cp>När en semesterledighet är fem dagar eller längre räknas\u003C\u002Fp>\n\n\u003Cp>arbetsskyldig helgdagsafton eller helgdag, som infaller måndagfredag\u003C\u002Fp>\n\n\u003Cp>under ledigheten, som semesterdag.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Tidsbegränsad anställning som inte avser eller varar längre tid än\ntre\u003C\u002Fp>\n\n\u003Cp>månader, ger inte rätt till semesterledighet utan till\u003C\u002Fp>\n\n\u003Cp>semesterersättning. Arbetsgivare och arbetstagare kan vid\u003C\u002Fp>\n\n\u003Cp>anställningstillfället komma överens om att semesterledighet ska läggas\nut.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning ska inte ingå i lönen i något fall.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Löneavdrag vid semester\u003C\u002Fh3>\n\n\u003Cp>Vid frånvaro i samband med semester görs löneavdrag enligt\u003C\u002Fp>\n\n\u003Cp>avdragsreglerna i detta avtal.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Beräkning av semesterlön\u003C\u002Fh3>\n\n\u003Cp>A. Semesterlön\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgör 13 procent av semesterlöneunderlaget dock\u003C\u002Fp>\n\n\u003Cp>lägst de garantibelopp som framgår av B nedan.\u003C\u002Fp>\n\n\u003Cp>Semesterlöneunderlaget utgörs av arbetstagarens lön under\u003C\u002Fp>\n\n\u003Cp>intjänandeåret. I semesterlöneunderlaget inräknas inte semesterlön,\u003C\u002Fp>\n\n\u003Cp>sjuklön eller permitteringslön med anledning av driftsuppehåll för\u003C\u002Fp>\n\n\u003Cp>samtidig semester.\u003C\u002Fp>\n\n\u003Cp>B. Garantibelopp\u003C\u002Fp>\n\n\u003Cp>1. För heltidsanställd arbetstagare med minst tre månaders\u003C\u002Fp>\n\n\u003Cp>sammanhängande anställningstid ska semesterlönen per betald\u003C\u002Fp>\n\n\u003Cp>semesterdag lägst utges med:\u003C\u002Fp>\n\n\u003Cp>fr.o.m. det semesterår som börjar den 1 april 2017:\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>arbetstagare som fyllt 18 år\u003C\u002Ftd>\n \u003Ctd>1 210 kr\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>arbetstagare som fyllt 21 år\u003C\u002Ftd>\n \u003Ctd>1 435 kr\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>fr.o.m. det semesterår som börjar den 1 april 2018:\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>arbetstagare som fyllt 18 år\u003C\u002Ftd>\n \u003Ctd>1 230 kr\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>arbetstagare som fyllt 21 år\u003C\u002Ftd>\n \u003Ctd>1 460 kr\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>fr.o.m. det semesterår som börjar den 1 april 2019:\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>arbetstagare som fyllt 18 år\u003C\u002Ftd>\n \u003Ctd>1 260 kr\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>arbetstagare som fyllt 21 år\u003C\u002Ftd>\n \u003Ctd>1 490 kr\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>2. För deltidsanställd beräknas garantibeloppet i proportion till\u003C\u002Fp>\n\n\u003Cp>antalet arbetade timmar under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Proportioneringen görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>Antalet\u003C\u002Fmi>\n \u003Cmi>arbetade\u003C\u002Fmi>\n \u003Cmi>timmar\u003C\u002Fmi>\n \u003Cmi>under\u003C\u002Fmi>\n \u003Cmi>intjänandeåret\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>garantibeloppet\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>1\u003C\u002Fmn>\n \u003Cmn>796\u003C\u002Fmn>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmi>den\u003C\u002Fmi>\n \u003Cmi>s\u003C\u002Fmi>\n \u003Cmo>.\u003C\u002Fmo>\n \u003Cmi>k\u003C\u002Fmi>\n \u003Cmo>.\u003C\u002Fmo>\n \u003Cmi>semesterlönefaktorn\u003C\u002Fmi>\n \u003Cmo>)\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. För deltidsanställd som börjat eller slutat under året betalas\u003C\u002Fp>\n\n\u003Cp>garantibelopp i proportion för en heltidsanställd under motsvarande\u003C\u002Fp>\n\n\u003Cp>del av året. Garantibeloppet ska proportioneras i en beräkning med\u003C\u002Fp>\n\n\u003Cp>två steg enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i. \u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>Anstäl\u003C\u002Fmi>\n \u003Cmi>ln\u003C\u002Fmi>\n \u003Cmi>ingsdagar\u003C\u002Fmi>\n \u003Cmi>under\u003C\u002Fmi>\n \u003Cmi>intjänandeåret\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>1796\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmn>366\u003C\u002Fmn>\n \u003Cmi>vid\u003C\u002Fmi>\n \u003Cmi>skottår\u003C\u002Fmi>\n \u003Cmo>)\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>=Y\u003C\u002Fp>\n\n\u003Cp>Y = arbetade timmar för heltidsanställd under samma period\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ii. \u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>Arbetade\u003C\u002Fmi>\n \u003Cmi>timmar\u003C\u002Fmi>\n \u003Cmi>under\u003C\u002Fmi>\n \u003Cmi>perioden\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>garantibeloppet\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmi>Y\u003C\u002Fmi>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>=Z\u003C\u002Fp>\n\n\u003Cp>Z = det faktiska garantibeloppet per dag för den deltidsanställde\u003C\u002Fp>\n\n\u003Cp>4. Under semesterlönegrundande frånvarotid ska uppräkning ske\u003C\u002Fp>\n\n\u003Cp>med den arbetstid som skulle fullgjorts enligt den anställdes schema\u003C\u002Fp>\n\n\u003Cp>för perioden, eller efter lokal överenskommelse, med den\u003C\u002Fp>\n\n\u003Cp>genomsnittliga arbetstid som fullgjorts under övrig del av året.\u003C\u002Fp>\n\n\u003Cp>5. Garantibeloppen gäller fr.o.m. den första i den månad då\u003C\u002Fp>\n\n\u003Cp>förändringen i fråga om ålder respektive branschvana inträffar.\u003C\u002Fp>\n\n\u003Cp>C. Sparad semester\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag har det år den tas ut samma\u003C\u002Fp>\n\n\u003Cp>värde som övrig semester. Sparade semesterdagar som tas ut ska\u003C\u002Fp>\n\n\u003Cp>betraktas som intjänade under det närmast föregående\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om värde på sparade semesterdagar saknas och inget arbete utförts\u003C\u002Fp>\n\n\u003Cp>under intjänandeåret utgörs de sparade dagarnas värde av\u003C\u002Fp>\n\n\u003Cp>innevarande års garantibelopp. Garantibeloppet ska proportioneras i\u003C\u002Fp>\n\n\u003Cp>förhållande till sysselsättningsgraden enligt anställningsbeviset.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Semesterlönegrundande frånvaro\u003C\u002Fh3>\n\n\u003Cp>Gäller för både månads- och timavlönade\u003C\u002Fp>\n\n\u003Cp>Semesterlöneunderlaget ska, för frånvaro som är\u003C\u002Fp>\n\n\u003Cp>semesterlönegrundande enligt 17-17b §§ semesterlagen, ökas med\u003C\u002Fp>\n\n\u003Cp>ett belopp motsvarande den inkomst arbetstagaren skulle ha haft om\u003C\u002Fp>\n\n\u003Cp>arbete istället utförts i normal omfattning. Med normal omfattning\u003C\u002Fp>\n\n\u003Cp>menas arbetstagarens ordinarie arbetstidsmått. Går beloppet inte att\u003C\u002Fp>\n\n\u003Cp>fastställa ska det uppskattas till den inkomst som kan antas skulle ha\u003C\u002Fp>\n\n\u003Cp>betalats om arbetstagaren under frånvarotiden hade arbetat (genom\u003C\u002Fp>\n\n\u003Cp>exempelvis genomsnittsberäkning).\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. I beloppet ingår även t.ex. rörliga lönedelar, tillägg för\nförskjuten\u003C\u002Fp>\n\n\u003Cp>ordinarie arbetstid, som normalt skulle ha utgetts.\u003C\u002Fp>\n\n\u003Cp>2. Vid genomsnittsberäkning ingår såväl tidlön som t.ex. rörliga\u003C\u002Fp>\n\n\u003Cp>lönedelar, tillägg för förskjuten ordinarie arbetstid och ersättning\u003C\u002Fp>\n\n\u003Cp>för utfört övertidsarbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Beräkning av semesterersättning m.m.\u003C\u002Fh3>\n\n\u003Cp>Semesterersättning och semesterlön för sparad semester beräknas på\u003C\u002Fp>\n\n\u003Cp>samma sätt som i mom 6 och 7.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Lokal överenskommelse om avsteg\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om att tillämpa\u003C\u002Fp>\n\n\u003Cp>annan beräkning av semesterlönen och\u002Feller regler för utläggning av\u003C\u002Fp>\n\n\u003Cp>semesterdagar för arbetstagare som regelbundet arbetar färre än fem\u003C\u002Fp>\n\n\u003Cp>dagar i veckan. Sådan överenskommelse ska för sin giltighet\u003C\u002Fp>\n\n\u003Cp>godkännas av de centrala parterna.\u003C\u002Fp>\n\n\u003Ch2>§ 19 Övriga avtal\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Huvudavtalet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit det mellan Svenska Arbetsgivareföreningen och\u003C\u002Fp>\n\n\u003Cp>Landsorganisationen i Sverige träffade huvudavtalet.\u003C\u002Fp>\n\n\u003Cp>Med förbund i huvudavtalets mening avses Svensk Handel och\u003C\u002Fp>\n\n\u003Cp>Handelsanställdas förbund.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Avtalsförsäkringar\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Följande överenskommelser mellan SAF\u002FSvenskt Näringsliv och LO\u003C\u002Fp>\n\n\u003Cp>har antagits att gälla parterna emellan:\u003C\u002Fp>\n\n\u003Cp>• Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>• Avgångsbidrag (AGB)\u003C\u002Fp>\n\n\u003Cp>• Avtalsgruppsjukförsäkring (AGS)\u003C\u002Fp>\n\n\u003Cp>• Avtalspension SAF-LO\u003C\u002Fp>\n\n\u003Cp>• Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>• Omställningsavtal Svenskt Näringsliv – LO\u003C\u002Fp>\n\n\u003Cp>• Avtal om Föräldrapenningtillägg (FTP) Svenskt Näringsliv – LO\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Utvecklingsavtalet\u003C\u002Fh3>\n\n\u003Cp>Utvecklingsavtalet mellan SAF, LO och PTK av den 7 juni 1982\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Jämställdhetsavtalet\u003C\u002Fh3>\n\n\u003Cp>Jämställdhetsavtalet mellan SAF, LO och PTK av den 3 mars 1983\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Förslagsverksamhet\u003C\u002Fh3>\n\n\u003Cp>Förslagsverksamhet mellan SAF, LO och PTK av den 9 september 1985\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Arbetsmiljöavtalet\u003C\u002Fh3>\n\n\u003Cp>Arbetsmiljöavtalet mellan HAO, Handels och HTF av den 13 juni 1995\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Handelsrådet\u003C\u002Fh3>\n\n\u003Cp>Svensk Handel, Arbetsgivarföreningen KFO, Handelsanställdas\u003C\u002Fp>\n\n\u003Cp>förbund, Unionen och Akademikerförbunden har den 15 juni 2015\u003C\u002Fp>\n\n\u003Cp>träffat överenskommelse om Handelsrådet.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Företagshälsovård\u003C\u002Fh3>\n\n\u003Cp>Parterna är överens om att företagshälsovård är en värdefull\nresurs\u003C\u002Fp>\n\n\u003Cp>för företag och anställda. Frågan om företagshälsovård regleras i\n3\u003C\u002Fp>\n\n\u003Cp>kap. arbetsmiljölagen (SFS 1977:1160). Beträffande\u003C\u002Fp>\n\n\u003Cp>företagshälsovårdens närmare innehåll och uppgifter, se det mellan\u003C\u002Fp>\n\n\u003Cp>parterna tecknade arbetsmiljöavtalet.\u003C\u002Fp>\n\n\u003Ch2>§ 20 Avtalets giltighetstid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>Detta avtal gäller från den 1 april 2017 till och med den 31 december\n2019.\u003C\u002Fp>\n\n\u003Cp>Till detta avtal fogad protokollsanteckning äger samma giltighet som\nsjälva avtalet.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 1 april 2017\u003C\u002Fp>\n\n\u003Cp>SVENSK HANDEL \u003C\u002Fp>\n\n\u003Cp>Anna Nordin \u003C\u002Fp>\n\n\u003Cp>HANDELSANSTÄLLDAS FÖRBUND\u003C\u002Fp>\n\n\u003Cp>Linda Palmetzhofer\u003C\u002Fp>\n\n\u003Cp>*************\u003C\u002Fp>\n\n\u003Cp>Supplementsavtal\u003C\u002Fp>\n\n\u003Cp>Mellan Handelns Arbetsgivarorganisation och Handelsanställdas\u003C\u002Fp>\n\n\u003Cp>förbund gällande kollektivavtal avseende lagerpersonal och\u003C\u002Fp>\n\n\u003Cp>chaufförer inom grosshandeln ska - vid företag som är bundet av\u003C\u002Fp>\n\n\u003Cp>nämnda avtal - med nedan angivna ändringar och tillägg gälla även\u003C\u002Fp>\n\n\u003Cp>för personal anställd för kontorsstädning.\u003C\u002Fp>\n\n\u003Cp>§ 6 Avlöningsbestämmelser\u003C\u002Fp>\n\n\u003Cp>Mom 2-4 ersättes av följande mom 3-4.\u003C\u002Fp>\n\n\u003Cp>Mom 3. Parterna är ense om att ersättning för städningsarbetet kan\u003C\u002Fp>\n\n\u003Cp>utgå i form av tidlön, ackord eller beting.\u003C\u002Fp>\n\n\u003Cp>Arbetstiden kan antingen anges till ett på förhand bestämt timantal,\u003C\u002Fp>\n\n\u003Cp>varunder arbetet utföres med eller utan arbetsinstruktion eller göras\u003C\u002Fp>\n\n\u003Cp>beroende av att olika arbetsmoment ska utföras enligt en skriftlig\u003C\u002Fp>\n\n\u003Cp>städinstruktion utan att arbetstidens längd fastställes.\u003C\u002Fp>\n\n\u003Cp>Mom 4. Vid storstädningsarbete och vid fönsterputsning utgår ett\u003C\u002Fp>\n\n\u003Cp>tillägg om 100 öre per timme utöver ordinarie timlön.\u003C\u002Fp>\n\n\u003Cp>Vid beting regleras lönen direkt mellan arbetsgivare och\u003C\u002Fp>\n\n\u003Cp>arbetstagare eller lokal facklig organisation med ledning av bilaga 1\u003C\u002Fp>\n\n\u003Cp>och 2 varvid betingstiden nedräknas till 70 procent (Dessa bilagor\u003C\u002Fp>\n\n\u003Cp>tillhandahålles av respektive organisation).\u003C\u002Fp>\n\n\u003Cp>2. § 12 Arbetstid\u003C\u002Fp>\n\n\u003Cp>Paragrafen erhåller följande lydelse:\u003C\u002Fp>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid är för heltidsanställd personal - raster oräknade\n–\u003C\u002Fp>\n\n\u003Cp>i genomsnitt 40 timmar per helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden förlägges i regel måndag-fredag 05.00-\u003C\u002Fp>\n\n\u003Cp>21.30. Annan förläggning av ordinarie arbetstid kan överenskommas\u003C\u002Fp>\n\n\u003Cp>mellan arbetsgivare och arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Mom 3\u003C\u002Fp>\n\n\u003Cp>Ändring av den ordinarie arbetstidens förläggning bör meddelas\u003C\u002Fp>\n\n\u003Cp>minst en månad i förväg.\u003C\u002Fp>\n\n\u003Cp>Mom 4\u003C\u002Fp>\n\n\u003Cp>För schemalagd arbetstid måndag-lördag efter kl. 19.00 samt på\nsönoch\u003C\u002Fp>\n\n\u003Cp>helgdag utgår tillägg med 40 procent på den för arbetstagaren\u003C\u002Fp>\n\n\u003Cp>fastställda timlönen.\u003C\u002Fp>\n\n\u003Cp>Vid arbete på beting beräknas tillägget på vederbörande tarifflön\nom\u003C\u002Fp>\n\n\u003Cp>inte annan överenskommelse träffas.\u003C\u002Fp>\n\n\u003Cp>Mom 5\u003C\u002Fp>\n\n\u003Cp>Extra beordrad städning bör om möjligt utföras i anslutning till\u003C\u002Fp>\n\n\u003Cp>ordinarie städarbete och ersättas med den för arbetstagaren\u003C\u002Fp>\n\n\u003Cp>fastställda timlönen.\u003C\u002Fp>\n\n\u003Cp>Storstädning bör fördelas över en längre period och om möjligt\u003C\u002Fp>\n\n\u003Cp>utföras i anslutning till ordinarie städarbete.\u003C\u002Fp>\n\n\u003Cp>3. § 14 Skiftarbete\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna gäller inte för städpersonal.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse gäller fr.o.m. den 1 februari 1990 med\u003C\u002Fp>\n\n\u003Cp>samma giltighets- och uppsägningstid som lageravtalet.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i avtalets § 20 mom 2 ”Avtalsförsäkringar” gäller\ndock\u003C\u002Fp>\n\n\u003Cp>fr o m den 1 februari 1989.\u003C\u002Fp>\n\n\u003Cp>Göteborg och Malmö den 25 april 1990\u003C\u002Fp>\n\n\u003Cp>**\u003C\u002Fp>\n\n\u003Cp>Bilaga 1 Utökad lokal lönebildning inom handeln\u003C\u002Fp>\n\n\u003Cp>Mom 1 Grundläggande principer\u003C\u002Fp>\n\n\u003Cp>Lönen är ett viktigt styrinstrument i det enskilda företaget för att\u003C\u002Fp>\n\n\u003Cp>uppnå en produktiv och effektiv verksamhet. Att som arbetstagare få\u003C\u002Fp>\n\n\u003Cp>möjligheter att påverka lönen genom de egna arbetsinsatserna skapar\u003C\u002Fp>\n\n\u003Cp>engagemang och därmed förutsättningar för att göra handeln till en\u003C\u002Fp>\n\n\u003Cp>attraktivare arbetsplats. De lokala parterna ges därför möjligheter\natt\u003C\u002Fp>\n\n\u003Cp>arbeta med utökad lokal lönebildning som ett alternativ till gällande\u003C\u002Fp>\n\n\u003Cp>regelverk för lokala löneförhandlingar.\u003C\u002Fp>\n\n\u003Cp>En lokalt anpassad lönemodell kan användas vid företag där\u003C\u002Fp>\n\n\u003Cp>arbetsgivare och fackklubb vill arbeta mer aktivt med den lokala\u003C\u002Fp>\n\n\u003Cp>hanteringen av löneutrymmet för att på så sätt skapa en lokal\u003C\u002Fp>\n\n\u003Cp>lönebildning på arbetsplatsen. Utgångspunkten i det alternativa\u003C\u002Fp>\n\n\u003Cp>regelverket är därför att arbetsgivare och den lokala fackklubben\u003C\u002Fp>\n\n\u003Cp>tillsammans fastställer sådan lönemodell. Tillsammans kan de lokala\u003C\u002Fp>\n\n\u003Cp>parterna arbeta för att utveckla företagets verksamhet och öka\u003C\u002Fp>\n\n\u003Cp>kompetensen hos arbetstagare. Genom det gemensamma arbetet\u003C\u002Fp>\n\n\u003Cp>skapas förbättrad konkurrenskraft och möjligheter för utökad\nlöneutveckling.\u003C\u002Fp>\n\n\u003Cp>Mom 2 Lokal lönemodell\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i § 6 gäller i sin helhet, om inget annat anges nedan.\u003C\u002Fp>\n\n\u003Cp>A. För att få tillämpa reglerna i denna bilaga måste två\u003C\u002Fp>\n\n\u003Cp>förutsättningar vara uppfyllda.\u003C\u002Fp>\n\n\u003Cp>1. Arbetsgivaren och den lokala fackliga organisationen måste träffa\u003C\u002Fp>\n\n\u003Cp>överenskommelse om att tillämpa denna bilaga.\u003C\u002Fp>\n\n\u003Cp>2. Arbetsgivaren och den lokala fackliga organisationen måste träffa\u003C\u002Fp>\n\n\u003Cp>överenskommelse om en lokal lönemodell i enlighet med mom 3 nedan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med lokal facklig organisation avses i detta sammanhang, om inget\u003C\u002Fp>\n\n\u003Cp>annat anges, lokal facklig klubb vid företaget.\u003C\u002Fp>\n\n\u003Cp>B. Vid företag med flera arbetsplatser träffas överenskommelse med\u003C\u002Fp>\n\n\u003Cp>Handels centralt. Överenskommelse om att tillämpa reglerna i denna\u003C\u002Fp>\n\n\u003Cp>bilaga samt överenskommelse om lokal lönemodell kan gälla för\u003C\u002Fp>\n\n\u003Cp>arbetsgivarens samtliga enheter som omfattas av partihandelsavtalet.\u003C\u002Fp>\n\n\u003Cp>Mom 3 Allmänna förutsättningar\u003C\u002Fp>\n\n\u003Cp>En överenskommelse om lokal lönemodell ska reglera nedan\u003C\u002Fp>\n\n\u003Cp>angivna punkter A-D.\u003C\u002Fp>\n\n\u003Cp>A. Förhandlingsordning vid lönerevision\u003C\u002Fp>\n\n\u003Cp>Den lokala lönemodellen ska innehålla en förhandlingsordning. I ett\u003C\u002Fp>\n\n\u003Cp>företag med flera arbetsplatser som på en enskild arbetsplats saknar\u003C\u002Fp>\n\n\u003Cp>lokal klubb kan lokal ombudsman träda in som lokal part vid\u003C\u002Fp>\n\n\u003Cp>förhandling om löneutrymmet på den arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>Om parterna i de lokala förhandlingarna inte kommer överens läggs\u003C\u002Fp>\n\n\u003Cp>löneutrymmet ut av arbetsgivaren enligt principerna i lönemodellen.\u003C\u002Fp>\n\n\u003Cp>B. Kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och arbetstagarna har ett gemensamt ansvar för att\u003C\u002Fp>\n\n\u003Cp>alla arbetstagare ges möjlighet till ökad kompetens och utveckling i\u003C\u002Fp>\n\n\u003Cp>arbetet. Den lokala lönemodellen bör reglera hur de lokala parterna\u003C\u002Fp>\n\n\u003Cp>ska arbeta med bilaga 2, avtal kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>C. Löneutrymme\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska i den lokala lönemodellen komma överens\u003C\u002Fp>\n\n\u003Cp>om hur den generella löneökningen i § 6 mom 4 B samt\u003C\u002Fp>\n\n\u003Cp>arbetsplatsens lokala löneutrymme i § 6 mom 4 C, ska hanteras\u003C\u002Fp>\n\n\u003Cp>inom ramen för ett lokalt lönesystem.\u003C\u002Fp>\n\n\u003Cp>Av det sammanlagda löneutrymmet ska minst 25 procent läggas ut\u003C\u002Fp>\n\n\u003Cp>generellt per timme.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan inte göra avsteg från tillämpliga\u003C\u002Fp>\n\n\u003Cp>minimilönenivåer.\u003C\u002Fp>\n\n\u003Cp>D. Utvärdering av lönemodell\u003C\u002Fp>\n\n\u003Cp>För att skapa ett lönesystem som kan vara långsiktigt är det viktigt\u003C\u002Fp>\n\n\u003Cp>att lönesystemet underhålls och uppdateras på ett sådant sätt att\ndet\u003C\u002Fp>\n\n\u003Cp>är relevant och aktuellt utifrån arbetsplatsens förutsättningar. De\u003C\u002Fp>\n\n\u003Cp>lokala parterna ska komma överens om en återkommande tidpunkt\u003C\u002Fp>\n\n\u003Cp>för utvärdering av den lokala lönemodellen.\u003C\u002Fp>\n\n\u003Cp>Mom 4 Extra ledighetsdag\u003C\u002Fp>\n\n\u003Cp>Tillsvidareanställd arbetstagare som varit anställd fem år vid samma\u003C\u002Fp>\n\n\u003Cp>företag, som tillämpar reglerna i denna bilaga, får under varje\u003C\u002Fp>\n\n\u003Cp>lönerevisionsår som bilagan tillämpas, en permissionsdag.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska i så god tid som möjligt ansöka om att nyttja\u003C\u002Fp>\n\n\u003Cp>permissionsdagen till arbetsgivaren. Arbetsgivaren ska ange skälen\u003C\u002Fp>\n\n\u003Cp>om arbetstagarens önskemål om permission inte kan tillgodoses.\u003C\u002Fp>\n\n\u003Cp>Om permissionsdagen inte tagits ut vid lönerevisionsårets slut ska\u003C\u002Fp>\n\n\u003Cp>sådan dag betalas ut vid nästkommande löneutbetalning. För\u003C\u002Fp>\n\n\u003Cp>heltidsanställd utbetalas lön för åtta timmar och för\ndeltidsanställd\u003C\u002Fp>\n\n\u003Cp>utbetalas lön i proportion till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>Mom 5 Ikraftträdande av lokal lönemodell\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om att tillämpa reglerna i denna bilaga samt\u003C\u002Fp>\n\n\u003Cp>överenskommelse om lokal lönemodell enligt mom 2 A 1-2 ska\u003C\u002Fp>\n\n\u003Cp>träffas senast ett år före nästkommande lönerevisionstidpunkt.\u003C\u002Fp>\n\n\u003Cp>Övergångsbestämmelse\u003C\u002Fp>\n\n\u003Cp>För att tillämpa reglerna i bilaga 1 från och med 1 april 2018 ska\u003C\u002Fp>\n\n\u003Cp>sådan överenskommelse ha träffats senast 30 september 2017.\u003C\u002Fp>\n\n\u003Cp>Mom 6 Uppsägning av lokal lönemodell\u003C\u002Fp>\n\n\u003Cp>Uppsägning av överenskommelse om att tillämpa denna bilaga\u003C\u002Fp>\n\n\u003Cp>innebär att överenskommelsen upphör att gälla efter nästa\u003C\u002Fp>\n\n\u003Cp>lönerevision. Därefter gäller lönereglerna i § 6 i stället för\ndenna\u003C\u002Fp>\n\n\u003Cp>bilaga. Särskild uppsägning kan dock ske, varje år, inom fem dagar\u003C\u002Fp>\n\n\u003Cp>från det att beslut om fördelning fattats med effekt att\u003C\u002Fp>\n\n\u003Cp>överenskommelse om att tillämpa denna bilaga omedelbart upphör\u003C\u002Fp>\n\n\u003Cp>att gälla vilket innebär att samtliga bestämmelser i denna bilaga\u003C\u002Fp>\n\n\u003Cp>faller och ersätts av lönereglerna i § 6.\u003C\u002Fp>\n\n\u003Cp>***\u003C\u002Fp>\n\n\u003Cp>Bilaga 2 Avtal om kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>Handeln har en central roll i samhället och sysselsätter ca 12 procent\u003C\u002Fp>\n\n\u003Cp>av arbetskraften. Det framförs emellertid ofta att anställda inom\u003C\u002Fp>\n\n\u003Cp>branschen upplever en relativt låg yrkesstatus. Objektivt kan även\u003C\u002Fp>\n\n\u003Cp>konstateras att anställda i framförallt detaljhandeln har en lägre\u003C\u002Fp>\n\n\u003Cp>grundutbildning än genomsnittet.\u003C\u002Fp>\n\n\u003Cp>Handeln står inför förändringar, som på olika sätt innebär\u003C\u002Fp>\n\n\u003Cp>utmaningar för branschen. Det kommer att krävas en hög\u003C\u002Fp>\n\n\u003Cp>förändringsberedskap och en kompetenshöjning. Risken är annars\u003C\u002Fp>\n\n\u003Cp>att möjligheterna förvandlas till hot såväl för företagen som de\u003C\u002Fp>\n\n\u003Cp>anställda. Handeln måste framstå som en attraktiv bransch och dess\u003C\u002Fp>\n\n\u003Cp>samhällsekonomiska betydelse bör på olika sätt tydliggöras.\u003C\u002Fp>\n\n\u003Cp>Handelsföretagen är i särskilt hög grad beroende av kompetenta\u003C\u002Fp>\n\n\u003Cp>medarbetare för att kunna leva vidare och utvecklas. För att\u003C\u002Fp>\n\n\u003Cp>åstadkomma en verksamhetsutveckling krävs en kontinuerlig och\u003C\u002Fp>\n\n\u003Cp>systematisk kompetensutveckling. Ökad internationalisering och\u003C\u002Fp>\n\n\u003Cp>globalisering, effektivare transportnät, IT-utvecklingen m.m. skärper\u003C\u002Fp>\n\n\u003Cp>kraven på kompetens.\u003C\u002Fp>\n\n\u003Cp>Kompetensen är i hög grad en färskvara, som ständigt måste förnyas\u003C\u002Fp>\n\n\u003Cp>i takt med kundernas krav. Företag med kompetenta medarbetare har\u003C\u002Fp>\n\n\u003Cp>lättare att möta snabba förändringar i omvärlden och ökad\u003C\u002Fp>\n\n\u003Cp>konkurrens. Verksamhets-, kvalitets- och kompetensutveckling är\u003C\u002Fp>\n\n\u003Cp>därför viktiga strategiska inslag i ledningsfunktionen.\u003C\u002Fp>\n\n\u003Cp>Verksamhetsutveckling sker i samverkan mellan ledning och\u003C\u002Fp>\n\n\u003Cp>anställda. Kompetensutvecklingen bör planeras så att den kan\u003C\u002Fp>\n\n\u003Cp>genomföras kontinuerligt i verksamheten.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska medverka till att det skapas goda förutsättningar\u003C\u002Fp>\n\n\u003Cp>för lärande och att det kan omsättas i organisationens system, rutiner\noch praxis.\u003C\u002Fp>\n\n\u003Cp>Kartläggningen av nuvarande och framtida kompetensbehov är en\u003C\u002Fp>\n\n\u003Cp>angelägen samarbetsuppgift på arbetsplatsen. Plan för behovet av\u003C\u002Fp>\n\n\u003Cp>kompetensutveckling utformas och följs upp så ofta som\u003C\u002Fp>\n\n\u003Cp>konkurrens- och omvärldssituationen i övrigt ger anledning till.\u003C\u002Fp>\n\n\u003Cp>Genomförandet av kompetensutveckling kräver dock tidsplanering\u003C\u002Fp>\n\n\u003Cp>samt att ekonomiska medel avsätts i budget.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarorganisationen är ett stöd för företagen i frågor\nrörande\u003C\u002Fp>\n\n\u003Cp>kompetensförsörjning och verksamhetsutveckling. Information om\u003C\u002Fp>\n\n\u003Cp>och stimulans av kompetensutveckling, liksom utarbetande av\u003C\u002Fp>\n\n\u003Cp>hjälpmedel, är viktiga uppgifter. Organisationen ska även medverka\u003C\u002Fp>\n\n\u003Cp>till att studie- och yrkesförberedande utbildning står i samklang med\u003C\u002Fp>\n\n\u003Cp>företagens inriktning och framtida behov.\u003C\u002Fp>\n\n\u003Cp>Den fackliga organisationens uppgift är att informera medlemmarna\u003C\u002Fp>\n\n\u003Cp>om de snabba förändringar som sker i yrkeslivet. Facket ska på olika\u003C\u002Fp>\n\n\u003Cp>sätt stödja och stimulera den anställda att skaffa sig den kompetens\u003C\u002Fp>\n\n\u003Cp>som motsvarar de krav som ställs och som kommer att ställas i\u003C\u002Fp>\n\n\u003Cp>framtidens yrkesliv. I företag där anställda känner delaktighet i\u003C\u002Fp>\n\n\u003Cp>verksamhetens mål skapas en vilja till förändring och förnyelse. Det\u003C\u002Fp>\n\n\u003Cp>är viktigt för såväl företag som anställda att alla omfattas av den\u003C\u002Fp>\n\n\u003Cp>känslan.\u003C\u002Fp>\n\n\u003Cp>Alla anställda ska ha möjlighet att utvecklas till självständiga,\u003C\u002Fp>\n\n\u003Cp>ansvarstagande och yrkeskompetenta arbetstagare. Detta ska ske\u003C\u002Fp>\n\n\u003Cp>genom att företaget erbjuder alla anställda kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>inom yrket. Ökat yrkeskunnande ska beaktas vid lönesättningen.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling utgår från företagets verksamhet och de\u003C\u002Fp>\n\n\u003Cp>anställdas behov.\u003C\u002Fp>\n\n\u003Cp>Syftet är att utifrån uppställda mål tillföra och fördjupa\nteoretiska\u003C\u002Fp>\n\n\u003Cp>kunskaper och yrkeserfarenheter som gör det möjligt att upprätthålla\u003C\u002Fp>\n\n\u003Cp>en hög kompetens och kunskapsnivå inom företaget.\u003C\u002Fp>\n\n\u003Cp>Kunskapsuppbyggnad är en viktig form av investering i ett företag\u003C\u002Fp>\n\n\u003Cp>och ska ske på sådant sätt att det främjar en jämn fördelning\nmellan\u003C\u002Fp>\n\n\u003Cp>kvinnor och män i skilda typer av befattningar och inom olika\u003C\u002Fp>\n\n\u003Cp>kategorier arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse mellan parterna i företaget ska träffas om\u003C\u002Fp>\n\n\u003Cp>principerna för kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling bör utgå från en utvecklingsplan som\u003C\u002Fp>\n\n\u003Cp>upprättats av företaget efter förhandling med den lokala fackliga\u003C\u002Fp>\n\n\u003Cp>organisationen. Av utvecklingsplanen bör framgå målsättning samt\u003C\u002Fp>\n\n\u003Cp>vilka studieformer som ska användas vid kompetensutvecklingens\u003C\u002Fp>\n\n\u003Cp>genomförande. Vidare bör det framgå efter vilka grunder urval ska ske.\u003C\u002Fp>\n\n\u003Cp>Individuell utvecklingsplan\u003C\u002Fp>\n\n\u003Cp>Omfattning och inriktning av den enskildes kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>avgörs gemensamt av arbetsgivaren och den anställde.\u003C\u002Fp>\n\n\u003Cp>En viktig förutsättning för utveckling av kompetens,\u003C\u002Fp>\n\n\u003Cp>arbetsorganisation och arbetsplats är att arbetet med dessa frågor\nsystematiseras.\u003C\u002Fp>\n\n\u003Cp>Företagen bör årligen genomföra utvecklingssamtal med samtliga\u003C\u002Fp>\n\n\u003Cp>arbetstagare för att kartlägga befintliga och kommande behov av\u003C\u002Fp>\n\n\u003Cp>kompetenshöjning.\u003C\u002Fp>\n\n\u003Cp>Parterna har utarbetat ett hjälpmedel för genomförande av sådana\nsamtal.\u003C\u002Fp>\n\n\u003Cp>För utveckling av verksamheten bör arbetsplatsträffar genomföras.\u003C\u002Fp>\n\n\u003Cp>Utvecklingsplanen ska dels ta upp de insatser som kan åstadkommas\u003C\u002Fp>\n\n\u003Cp>genom företagsintern kompetensutveckling\u002Futvecklingsarbete och\u003C\u002Fp>\n\n\u003Cp>dels insatser som kan åstadkommas genom extern\u003C\u002Fp>\n\n\u003Cp>utbildning\u002Ferfarenhetsöverföring.\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\n \n \n \n ",{"hourspday_select":42,"WAGES_determined":46,"hourspweek_select":50,"STRUCINCR_trigger":52,"maternityotherclause":56,"LOWWAGE_provision":60,"discrimination":64,"OVERTIME_trigger":68,"healthcareaccess":72,"healthinsurance":76,"SUNDAY_trigger":80,"healthandsafetytraining":84,"trainingprogrammes":88,"healthandsafetypolicy":92,"contracttrial":96,"sicknesspay":100,"dayspweek_select":104,"paidpaternityleave":106,"SICDIS_trigger":110,"longtermillness":114,"eqpay":118,"LOWWAGE_trigger":120,"sicknessmaxdays":124,"paidmaternityleave":126,"contractseverancepay":129},{"bindId":43,"name":44,"text":45},"hourspday_select","Ordinarie arbetstid är, raster oräknade,","Ordinarie arbetstid är, raster oräknade, i genomsnitt 40 timmar per\n\nhelgfri vecka och förlägges i regel måndag–fredag mellan kl. 07.00\n\noch kl. 18.00 samt på lördag mellan kl. 07.00 och kl. 12.00.\n\nOm möjligt bör arbetstiden förläggas så att lördagar eller andra\n\nlämpliga dagar är hellediga.\n\nArbetsgivaren och lokal facklig organisation kan överenskomma om\n\navsteg från arbetstidslagens bestämmelser om dygnsvila.\n\nJul-, nyårs- och midsommarafton är fridagar.",{"bindId":47,"name":48,"text":49},"WAGES_determined","Vid anställningens tillträdande överlämn","Vid anställningens tillträdande överlämnar arbetsgivaren\n\nanställningsbevis. Detta ska innehålla uppgift om anställningens \n\nkaraktär, arbetstidens längd samt lön och eventuell branschvana.\n\nÄndring i anställningsbeviset ska göras vid väsentlig förändring av\n\nbefattning eller arbetstidsmått.\n\nOm anställningen avser en begränsad tid ska, om det är möjligt,\n\nanges när anställningen ska upphöra.",{"bindId":51,"name":44,"text":45},"hourspweek_select",{"bindId":53,"name":54,"text":55},"STRUCINCR_trigger","A. Lönerevisionens omfattning Arbetstaga","A. Lönerevisionens omfattning\n\nArbetstagare som anställts senast den 31 mars aktuellt år omfattas av\n\nden avtalsenliga lönerevisionen och är varje år garanterad en\n\ngenerell löneökning samt eventuell del av arbetsplatsens lokala\n\nlöneutrymme. Löneökningen gäller från och med den 1 april respektive\når.\n\nLönerevisionen sker stegvis.\n\n1. Lönen för samtliga arbetstagare som omfattas av revisionen höjs\n\nmed den generella löneökningen enligt punkt B nedan.\n\n2. Varje arbetstagares nya högre lön ska därefter minst uppgå till ny\n\ntillämplig minimilönenivå.\n\n3. Arbetsplatsens lokala löneutrymme hanteras i enlighet med punkt C.\n\n\n\nB. Generell löneökning\n\n\n \n \n \n \n \n \n 1\u002F4 2017\n \n \n Kronor per månad för heltidsanställd\n 412\n \n \n Kronor per timme \n 2,37\n \n \n \n 1\u002F4 2018\n \n \n Kronor per månad för heltidsanställd\n 420\n \n \n Kronor per timme\n 2,42\n \n \n \n 1\u002F4 2019\n \n \n Kronor per månad för heltidsanställd\n 428\n \n \n Kronor per timme\n 2,46",{"bindId":57,"name":58,"text":59},"maternityotherclause","Tidigare regler om föräldralön utmönstra","Tidigare regler om föräldralön utmönstrades den 31 december 2013\n\noch ersattes med överenskommelsen Föräldrapenningtillägg (FPT)\n\nmellan Svenskt Näringsliv och LO. Det är AFA försäkringar som\n\nadministrerar FPT. Mer information om vem som har rätt till FPT\n\noch hur mycket FPT uppgår till finns att läsa om bl.a. på AFA\n\nförsäkringars hemsida.\n\nFör krav på föräldralön för tid innan 1 januari 2014 gäller då i\n\npartihandelsavtalet tillämpliga regler om föräldralön.",{"bindId":61,"name":62,"text":63},"LOWWAGE_provision","E. Minimilönenivåer 1. 2017-04-01 – 2018","E. Minimilönenivåer\n\n1. 2017-04-01 – 2018-03-312. \n\n\n \n \n \n \n \n \n \n Lönegrupp\n Lagerpersonal\n Chaufför I\n Chaufför II\n \n \n 16 år\n 86,69\n \n \n \n \n 17 år\n 92,69\n \n \n \n \n 18 år\n 135,16\n 136,41\n 135,91\n \n \n 19 år\n 135,51\n 136,76\n 136,26\n \n \n 20 år\n 136,41\n 137,66\n 137,16\n \n \n + 6 månader i företaget\n \n 137,31\n 138,56\n 138,06\n \n \n\n\nBeträffande nytillsatta befattningar i företaget tillämpas samma\n\nförtjänst\u002Flönenormer som för redan anställda i motsvarande\nbefattningar.\n\nChaufför, som kör bil med släpvagn eller semitrailer, erhåller\nutöver\n\nlönenivåerna ovan ett särskilt tillägg om 111 öre per körtimme.",{"bindId":65,"name":66,"text":67},"discrimination","De lokala parterna ska kartlägga och ana","De lokala parterna ska kartlägga och analysera lönesituationen på\n\narbetsplatsen utifrån diskrimineringslagens krav. Särskilt ska\n\nosakliga löneskillnader mellan kvinnor och män beaktas.\n\nKartläggningen och analysen ska genomföras så att kravet på den\n\nenskildes integritet tillgodoses. Kartläggningen och analysen ska\n\nockså omfatta frågan om omotiverade skillnader i fråga om löneläge\n\noch löneutveckling finns.",{"bindId":69,"name":70,"text":71},"OVERTIME_trigger","För övertidsarbete som utförs på begäran","För övertidsarbete som utförs på begäran av arbetsgivaren betalas\n\nersättning dels med för arbetstagaren gällande ordinarie tidlön\n\nrespektive ackord, dels övertidsersättning med:\n\n• 50 procent för övertidsarbete måndag – fredag de två första\n\ntimmarna per dag varvid sammanräknas utfört\n\növertidsarbete före ordinarie arbetstidens början och efter\n\nordinarie arbetstidens slut\n\n• 70 procent för annat övertidsarbete på vardagar\n\n• 100 procent för allt arbete på söndag, helgdag, jul-, nyårsoch\n\nmidsommarafton samt på lördag efter kl. 12.00.\n\nMed övertidsarbete på söndag jämställs sådant övertidsarbete på\n\nlördag som förläggs efter kl. 12.00.\n\nProcentsatserna beräknas på:\n\n• vid tidlönsarbete den för arbetstagaren fastställda timlönen\n\n• vid ackordsarbete den genomsnittliga individuella\n\ntimförtjänst som utgått på ordinarie ackords- och\n\ntidlönetimmar den avlöningsperiod då övertidsarbetet utförts.\n\nLokal överenskommelse kan träffas om annan teknisk beräkning av\n\nden utgående förtjänst, som ska utgöra grund för\n\növertidsberäkningen.",{"bindId":73,"name":74,"text":75},"healthcareaccess","B. Arbetsgivaren är skyldig att utge sju","B. Arbetsgivaren är skyldig att utge sjuklön fr.o.m. den sjunde\n\nkalenderdagen efter dagen för sjukanmälan endast om arbetstagaren\n\nstyrker nedsättningen av arbetsförmågan och sjukperiodens längd\n\nmed läkarintyg. Om särskilda skäl föreligger kan arbetsgivaren\n\nbegära att arbetstagaren för att få rätt till sjuklön styrker\n\nnedsättningen av arbetsförmågan med läkarintyg av läkare eller\n\ntandläkare från tidigare dag. Arbetsgivaren har rätt att anvisa\nläkare.\n\nKostnaden för sådant läkarintyg ersätts av arbetsgivaren.\n\nArbetsgivarens möjlighet att begära läkarintyg ska användas\n\nselektivt och ska därför inte tillämpas generellt vid enskilt\nföretag.\n\nVidare ska bestämmelsen ges en praktisk tillämpning t.ex.\n\nbeträffande rätt till sjuklön även om arbetstagaren misslyckats vid\n\nförsök att skaffa läkarintyg.",{"bindId":77,"name":78,"text":79},"healthinsurance","Följande överenskommelser mellan SAF\u002FSve","Följande överenskommelser mellan SAF\u002FSvenskt Näringsliv och LO\n\nhar antagits att gälla parterna emellan:\n\n• Tjänstegrupplivförsäkring (TGL)\n\n• Avgångsbidrag (AGB)\n\n• Avtalsgruppsjukförsäkring (AGS)\n\n• Avtalspension SAF-LO\n\n• Trygghetsförsäkring (TFA)\n\n• Omställningsavtal Svenskt Näringsliv – LO\n\n• Avtal om Föräldrapenningtillägg (FTP) Svenskt Näringsliv – LO",{"bindId":81,"name":82,"text":83},"SUNDAY_trigger","• 70 procent för annat övertidsarbete på","• 70 procent för annat övertidsarbete på vardagar\n\n• 100 procent för allt arbete på söndag, helgdag, jul-, nyårsoch\n\nmidsommarafton samt på lördag efter kl. 12.00.\n\nMed övertidsarbete på söndag jämställs sådant övertidsarbete på\n\nlördag som förläggs efter kl. 12.00.",{"bindId":85,"name":86,"text":87},"healthandsafetytraining","Arbetsgivaren tillhandahåller alla arbet","Arbetsgivaren tillhandahåller alla arbetstagare lämpliga\n\növerdragskläder samt fri tvätt av dessa. Kläderna ska handhas med\n\naktsamhet. De lokala parterna kan träffa överenskommelse om att\n\nklädförmånen istället ersätts med ett belopp per månad.\n\nAnmärkning\n\nÖverenskommelse om bättre klädförmåner inskränks inte av denna\nbestämmelse.",{"bindId":89,"name":90,"text":91},"trainingprogrammes","Chaufförer som ska utföra transporter me","Chaufförer som ska utföra transporter med vissa motorfordon måste\n\nha ett yrkeskompetensbevis enligt lag (2007:1157) om\n\nyrkesförarkompetens. Yrkeskompetensbevis erhålls efter att\n\nchauffören genomgått fortbildning enligt 5 kap nämnda lag.\n\nArbetsgivaren ska ge chaufförer, som avses i första stycket och som\n\när tillsvidareanställda, för att kunna fullgöra sina arbetsuppgifter,\n\nmöjlighet att erhålla fortbildning enligt 5 kap 1 § (2007:1157) om\n\nyrkesförarkompetens. Fortbildning sker på betald arbetstid och\n\narbetsgivaren står för kurskostnaden. Tid under vilken arbetstagaren\n\ndeltar i sådan fortbildning grundar inte rätt till\növertidsersättning.",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","Inom varje företag med anställda som omf","Inom varje företag med anställda som omfattas av\n\ntrafikförordningen bör det finnas en trafiksäkerhetspolicy som anger\n\nföretagets syn och arbete med trafiksäkerheten. I policyn kan\n\nexempelvis upplägget av arbetet, fordonskontroller,\n\nbältesanvändning, drogfri körning samt hastighet förekomma.",{"bindId":97,"name":98,"text":99},"contracttrial","Provanställning kan omfatta högst sex må","Provanställning kan omfatta högst sex månader. Arbetsgivaren ska\n\nunderrätta den lokala fackliga organisationen att överenskommelse\n\nom provanställning skett. Vid sjukdomsfall och annan frånvaro\n\nunder provanställning kan arbetsgivaren förlänga provanställningen\n\ni motsvarande omfattning som frånvaron. Arbetsgivare som önskar\n\nförlänga en provanställning på grund av sjukdomsfall eller annan\n\nfrånvaro ska meddela den provanställde skriftligen senast 14 dagar\n\ninnan den ursprungliga provanställningen löper ut.\n\nProvanställning upphör 14 dagar efter det att någondera parten\n\nlämnat skriftlig underrättelse om det. Har sådan underrättelse inte\n\nlämnats senast 14 dagar före provanställningstidens utgång gäller\nför\n\nden fortsatta anställningen vad som följer av lagen om\nanställningsskydd.\n\nOm en provanställning inte övergår i en tillsvidareanställning, ska\n\narbetsgivaren informera den lokala fackliga organisationen.\n\nI de fall arbetstagaren begär, ska arbetsgivaren ange skälen till\n\nvarför provanställningen inte övergick i en tillsvidareanställning.",{"bindId":101,"name":102,"text":103},"sicknesspay","Sjuklöneperioden omfattar de första 14 k","Sjuklöneperioden omfattar de första 14 kalenderdagarna då\n\narbetstagaren varit frånvarande på grund av sjukdom. För\n\ninsjuknandedagen (karensdagen) utges ingen sjuklön. Ny sjukperiod\n\nsom börjar inom fem kalenderdagar från det att en tidigare\n\nsjukperiod upphörde ska betraktas som fortsättning på den tidigare\n\nsjukperioden och de båda perioderna ska räknas som en period. De\n\nmellanliggande kalenderdagarna ska inte räknas in i sjukperioden.\n\nRätt till sjuklön för den som visstidsanställts för kortare tid än\nen\n\nmånad börjar gälla först när arbetstagaren tillträtt tjänsten och\n\ndärefter varit anställd 14 kalenderdagar innan sjukdomsfallet\ninträffar.",{"bindId":105,"name":44,"text":45},"dayspweek_select",{"bindId":107,"name":108,"text":109},"paidpaternityleave","Arbetstagare, som enligt reglerna i förä","Arbetstagare, som enligt reglerna i föräldraledighetslagen (SFS\n\n1995:584) vill utnyttja sin rätt till sådan ledighet, ska så tidigt\nsom\n\nmöjligt och senast före de i lagen angivna tidsgränserna anmäla\n\ndetta till arbetsgivaren samt även ange vilken tidsperiod ledigheten\n\navses omfatta och vilken typ av ledighet som åberopas. Samma\n\ngäller ledighet i samband med att arbetstagare i sitt hem tar emot\n\nfosterbarn eller adoptivbarn.",{"bindId":111,"name":112,"text":113},"SICDIS_trigger","Arbetstagaren har rätt till sjuklön enli","Arbetstagaren har rätt till sjuklön enligt lagen om sjuklön (SFS\n\n1991:1047) med iakttagande av följande.",{"bindId":115,"name":116,"text":117},"longtermillness","När en arbetstagare blir sjuk och därför","När en arbetstagare blir sjuk och därför inte kan arbeta ska han\n\nsnarast möjligt anmäla detta till arbetsgivaren. Vidare ska han så\n\nsnart det är möjligt meddela arbetsgivaren när han beräknar kunna\nåtergå i arbete.\n\nArbetstagare har inte rätt till sjuklön för tid innan anmälan om\n\nsjukdomsfallet gjorts till arbetsgivaren. Detta gäller dock inte om\n\narbetstagaren varit förhindrad att göra anmälan och sådan gjorts\n\nomedelbart efter det att hindret upphört.",{"bindId":119,"name":66,"text":67},"eqpay",{"bindId":121,"name":122,"text":123},"LOWWAGE_trigger","A. Minimilön Vid anställning fastställs ","A. Minimilön\n\nVid anställning fastställs en lön. Den fastställda lönen får aldrig\nvara\n\nlägre än tillämplig minimilönenivå. Avtalets minimilöner för\n\nlagerpersonal avser enklare rutinbetonade arbetsuppgifter, som\n\nkräver kort upplärningstid (ca en vecka). För lagerpersonal samt\n\nyrkes- och specialarbetare med mer kvalificerade arbetsuppgifter\n\nmotiveras en högre lön än minimilönen.\n\nAnställningstidstillägg utges alltid utöver tillämplig\nminimilönenivå.\n\nVid tidpunkten då ett lönetillägg fastställs ska tillägget utges\nutöver\n\ntillämplig minimilönenivå.",{"bindId":125,"name":102,"text":103},"sicknessmaxdays",{"bindId":127,"name":108,"text":128},"paidmaternityleave","Arbetstagare, som enligt reglerna i föräldraledighetslagen (SFS\n\n1995:584) vill utnyttja sin rätt till sådan ledighet, ska så tidigt\nsom\n\nmöjligt och senast före de i lagen angivna tidsgränserna anmäla\n\ndetta till arbetsgivaren samt även ange vilken tidsperiod ledigheten\n\navses omfatta och vilken typ av ledighet som åberopas. Samma\n\ngäller ledighet i samband med att arbetstagare i sitt hem tar emot\n\nfosterbarn eller adoptivbarn.\n\nAnmärkning\n\nTidigare regler om föräldralön utmönstrades den 31 december 2013\n\noch ersattes med överenskommelsen Föräldrapenningtillägg (FPT)\n\nmellan Svenskt Näringsliv och LO. Det är AFA försäkringar som\n\nadministrerar FPT. Mer information om vem som har rätt till FPT\n\noch hur mycket FPT uppgår till finns att läsa om bl.a. på AFA\n\nförsäkringars hemsida.\n\nFör krav på föräldralön för tid innan 1 januari 2014 gäller då i\n\npartihandelsavtalet tillämpliga regler om föräldralön.",{"bindId":130,"name":131,"text":132},"contractseverancepay","För tillsvidareanställd gäller, om inte ","För tillsvidareanställd gäller, om inte längre uppsägningstid\navtalats,\n\nmed nedan angivna undantag, en ömsesidig uppsägningstid av en månad.\n\nVid uppsägning från arbetsgivarens sida har arbetstagare rätt till en\n\nuppsägningstid enligt nedan:\n\n\n \n \n \n \n \n Anställningstid vid företaget \n Uppsägningstid\n \n \n mindre än 2 år\n 1 månad\n \n \n fr.o.m. 2 år till 4 år \n 2 månader\n \n \n fr.o.m. 4 år till 6 år \n 3 månader\n \n \n fr.o.m. 6 år till 8 år \n 4 månader\n \n \n fr.o.m. 8 år till 10 år \n 5 månader\n \n \n fr.o.m. 10 år \n 6 månader","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>SWE Svensk Handel - 2017\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Startdatum: → 2017-04-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Slutdatum: → 2019-12-31\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificerat av: → Other\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificerat den: → 2017-04-01\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Namnindustri: → Detaljhandel\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Namnindustri: → Varuhus och stormarknader\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 \n\n \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n Föreningsnamn: → Svensk Handel\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Namn på fackföreningar: → \n\n \n \n \u003Cspan>\n Handels - Handelsanställdas Förbund\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">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: → Nej\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 \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maxgräns för sjuklön (i 6 månader): → Not specified %\n \u003C\u002Fdiv>\n\n \n\n \n\n \n \n \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Ja\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: → Ja\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: → Ja\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: → Ja\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: → No clear provision\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 \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Betald föräldraledighet (mammor): → -9 veckor\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\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: → Nej\u003C\u002Fdiv>\n \n \n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Betald föräldraledighet (pappor): → Not specified dagar\n \u003C\u002Fdiv>\n \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: → 6 dagar\n \u003C\u002Fdiv>\n \n \n\u003Cdiv id=\"display-severance_number\">\n Avgångsvederlag efter 5 år i tjänst (i antal dagslöner): → 90 dagar\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-severance_number_1_tenure\">\n Avgångsvederlag efter 1 år i tjänst (i antal dagslöner): → 30 dagar\n \u003C\u002Fdiv>\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 \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Arbetstimmar per dag: → 8.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Arbetstimmar per vecka: → 40.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-dayspweek\">\n Arbetsdagar per vecka: → 5.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n \n\n \n\n \u003Cdiv id=\"display-sundays_year\">\n Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n \u003C\u002Fdiv>\n \n \n \n \n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Löner bestämda av löneskalor: → No\n \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: → Nej\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 \n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n \u003Cdiv>\n \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n \n \u003Cdiv id=\"display-wageincreaseamount1\">\n Löneökning: → SEK 412.0\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-wageincreasedate_date\">\n Löneökning startar: → 2017-04\n \u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \n\n\n \u003Cdiv>\n \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för 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