[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Favtal-mellan-svensk-handel-och-handelsanst-lldas-f-rbund-detaljhandel---1-april-2017-31-mars-2020":3,"menu:\u002Fsv-se:":167,"sites:htmlblocks":332,"subsites":1531,"cite-subsites":5096,"footer:root":5573,"suggested:root":5671,"cite-footer:root":5675},{"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":147,"content_type_view":148,"extra_breadcrumbs":149,"body":151,"body_blocks":162,"related_pages":166},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":145,"translations":146},{"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-detaljhandel---1-april-2017-31-mars-2020","7164882e-cbbe-11e7-bfde-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Favtal-mellan-svensk-handel-och-handelsanst-lldas-f-rbund-detaljhandel---1-april-2017-31-mars-2020\u002Favtal-mellan-svensk-handel-och-handelsanst-lldas-f-rbund-detaljhandel---1-april-2017-31-mars-2020\u002F","Avtal mellan Svensk Handel och Handelsanställdas  förbund Detaljhandel - 1 april 2017 – 31 mars 2020","SWE Svensk Handel - 2017","Sweden - SWE Svensk Handel - 2017","SWE Svensk Handel - 2017 - Detaljhandel",{"name":39,"data":40},"Detaljhandelsavtalet 2017-2020.html","\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>New\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 \u003C\u002Fh1>\n\n\u003Ch1>förbund Detaljhandel - 1 april 2017 – 31 mars 2020\u003C\u002Fh1>\n\n\u003Cp>1\u002F4 2017 – 31\u002F3 2020\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>butiks- och kontorspersonal\u003C\u002Fp>\n\n\u003Cp>samt lagerpersonal och chaufförer inom detaljhandeln.\u003C\u002Fp>\n\n\u003Cp>Ett streck i marginalen markerar ändring i sak i förhållande till 2016\nårs upplaga av avtalet.\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\u003Cp>Lager- och distributionsarbete inom detaljhandeln omfattas av detta\u003C\u002Fp>\n\n\u003Cp>kollektivavtal under förutsättning att lagerenheten är belägen inom\u003C\u002Fp>\n\n\u003Cp>butiken eller betjänar endast en butik.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förhandlingsordning\u003C\u002Fh3>\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 förbundets ledningar. Skulle avtalsfrågan då inte\u003C\u002Fp>\n\n\u003Cp>lösas, ska ärendet behandlas av en nämnd som består av en\u003C\u002Fp>\n\n\u003Cp>representant för vardera parten samt en av parterna gemensamt\u003C\u002Fp>\n\n\u003Cp>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\u003C\u002Fp>\n\n\u003Cp>eller inte.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Föreningsrätt\u003C\u002Fh3>\n\n\u003Cp>Föreningsrätten får inte kränkas av någon part. Anser arbetstagare\u003C\u002Fp>\n\n\u003Cp>att avskedande ägt rum under omständigheter, som kan tolkas som\u003C\u002Fp>\n\n\u003Cp>angrepp på föreningsrätten, har de rätt att genom sin organisation\u003C\u002Fp>\n\n\u003Cp>begära undersökning för att få rättelse innan andra åtgärder\nvidtas.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Tjänsteföreskrifter\u003C\u002Fh2>\n\n\u003Cp>A. Arbetstagare är skyldig att rätta sig efter utfärdade\nföreskrifter,\u003C\u002Fp>\n\n\u003Cp>som inte strider mot detta avtal.\u003C\u002Fp>\n\n\u003Cp>B. Arbetsgivaren tillhandahåller lämpliga skyddskläder när så\nbehövs.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Inhyrd arbetskraft\u003C\u002Fh2>\n\n\u003Cp>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 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>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna vill särskilt påminna om att arbetsgivare inför beslut att\u003C\u002Fp>\n\n\u003Cp>hyra in personal ska begära förhandling enligt 11 och 38 §§ lag\u003C\u002Fp>\n\n\u003Cp>(1976:580) om medbestämmande i arbetslivet.\u003C\u002Fp>\n\n\u003Cp>Om en tilltänkt inhyrning kan antas medföra att lag eller\u003C\u002Fp>\n\n\u003Cp>kollektivavtal åsidosätts eller om åtgärden skulle strida mot vad som\u003C\u002Fp>\n\n\u003Cp>är allmänt godtaget inom parternas avtalsområde, kan\u003C\u002Fp>\n\n\u003Cp>Handelsanställdas förbund lägga tolkningsföreträde i syfte att\u003C\u002Fp>\n\n\u003Cp>hindra inhyrningen i enlighet med 39 § medbestämmandelagen.\u003C\u002Fp>\n\n\u003Cp>A. Inhyrning i samband med företrädesrätt till återanställning\u003C\u002Fp>\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 bemanningsföretag\u003C\u002Fp>\n\n\u003Cp>under den tid beslutet om nedläggning eller flytt verkställs.\u003C\u002Fp>\n\n\u003Cp>Nedläggningsprocessen ska i normalfallet inte överskrida sex månader.\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\u003C\u002Fp>\n\n\u003Cp>lagen om uthyrning av arbetstagare (SFS 2012:854).\u003C\u002Fp>\n\n\u003Cp>2. Varje driftsinskränkningsförfarande räknas för sig.\u003C\u002Fp>\n\n\u003Cp>B. 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\u003C\u002Fp>\n\n\u003Cp>parterna med 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\u003C\u002Fp>\n\n\u003Cp>svaromål. Nämnden får, men behöver inte, hålla muntlig \u003C\u002Fp>\n\n\u003Cp>förhandling innan ett beslut fattas. Muntlig bevisning ska som regel\u003C\u002Fp>\n\n\u003Cp>inte tas upp av 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>1. 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>2. 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 ½ 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>§ 5 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 Heltid och deltid\u003C\u002Fh3>\n\n\u003Cp>Handelns företag och medarbetare gynnas långsiktigt av att\u003C\u002Fp>\n\n\u003Cp>anställningarna i branschen är trygga. Det är viktigt att handelns\u003C\u002Fp>\n\n\u003Cp>företag kan öka sin konkurrenskraft samtidigt som andelen \u003C\u002Fp>\n\n\u003Cp>tillsvidareanställningar på heltid eller deltid med hög\u003C\u002Fp>\n\n\u003Cp>sysselsättningsgrad ökar. Parternas ambition är att normen för\u003C\u002Fp>\n\n\u003Cp>tillsvidareanställda i handeln ska bli heltid eller deltid med högre\u003C\u002Fp>\n\n\u003Cp>sysselsättningsgrad. Om det är möjligt ska arbetsgivarens\u003C\u002Fp>\n\n\u003Cp>personalplanering ha inriktningen så att tillsvidareanställda erbjuds\u003C\u002Fp>\n\n\u003Cp>arbete i minst 25 timmar per vecka.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Reglerna om företrädesrätt för deltidsanställda och turordning\u003C\u002Fp>\n\n\u003Cp>enligt 25 a och 26 §§ lagen om anställningsskydd är tillämpliga på\u003C\u002Fp>\n\n\u003Cp>avtalsområdet.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 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.\u003C\u002Fp>\n\n\u003Cp>Vid sjukdomsfall och annan frånvaro under provanställning kan\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren förlänga provanställningen i motsvarande omfattning\u003C\u002Fp>\n\n\u003Cp>som frånvaron. Arbetsgivare som önskar förlänga en provanställning\u003C\u002Fp>\n\n\u003Cp>på grund av sjukdomsfall eller annan frånvaro ska meddela den\u003C\u002Fp>\n\n\u003Cp>provanställde skriftligen senast 14 dagar innan den ursprungliga\u003C\u002Fp>\n\n\u003Cp>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\u003C\u002Fp>\n\n\u003Cp>anställningsskydd.\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. I de fall\u003C\u002Fp>\n\n\u003Cp>arbetstagaren begär, ska arbetsgivaren ange skälen till varför\u003C\u002Fp>\n\n\u003Cp>provanställningen inte övergick i en tillsvidareanställning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Anställning för viss tid får ske bland annat vid behov av vikarie och\u003C\u002Fp>\n\n\u003Cp>vid tillfällig ökning av arbetskraftsbehovet.\u003C\u002Fp>\n\n\u003Cp>En allmän visstidsanställning ska omfatta en anställningstid om\u003C\u002Fp>\n\n\u003Cp>minst 14 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Part som önskar avbryta en tidsbegränsad anställning före den tid\u003C\u002Fp>\n\n\u003Cp>som bestämts vid anställningstillfället, ska lämna besked minst 14\u003C\u002Fp>\n\n\u003Cp>dagar i förväg. Arbetsgivares rätt att avbryta en tidsbegränsad\u003C\u002Fp>\n\n\u003Cp>anställning enbart genom att lämna besked 14 dagar i förväg gäller\u003C\u002Fp>\n\n\u003Cp>inte efter att tre månader förflutit från det att den tidsbegränsade\u003C\u002Fp>\n\n\u003Cp>anställningen påbörjades.\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare under en femårsperiod har varit anställd hos\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren i tidsbegränsad anställning i sammanlagt mer än ett år\u003C\u002Fp>\n\n\u003Cp>eller som vikarie i sammanlagt mer än tre år, övergår anställningen\u003C\u002Fp>\n\n\u003Cp>till en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 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, arbetstidsmått samt arbetstagarens lön och eventuella\u003C\u002Fp>\n\n\u003Cp>branschvana. Ändring i anställningsbeviset ska göras vid bestående\u003C\u002Fp>\n\n\u003Cp>förändring av befattning eller arbetstidsmått.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Som anställningsbevis anses vid korta tillfälliga anställningar\n(högst\u003C\u002Fp>\n\n\u003Cp>14 kalenderdagar) anställningsbevis där anställningstiden och\u003C\u002Fp>\n\n\u003Cp>anställningsform vid varje enskilt tillfälle dokumenteras i bilaga.\u003C\u002Fp>\n\n\u003Cp>Kopia av bilagan ska senast inom en månad överlämnas till\u003C\u002Fp>\n\n\u003Cp>arbetstagaren. Om arbetstagaren begär det ska ett komplett\u003C\u002Fp>\n\n\u003Cp>anställningsbevis utfärdas.\u003C\u002Fp>\n\n\u003Cp>Om anställningen är tidsbegränsad ska, om det är möjligt, anges när\u003C\u002Fp>\n\n\u003Cp>anställningen ska upphöra. \u003C\u002Fp>\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 i samband med\njulhandeln.\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\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Regler för intjänande och tillgodoräknande av branschvana\u003C\u002Fp>\n\n\u003Cp>regleras i § 7 Mom 2 B.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 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 om en månad.\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning från arbetsgivarens sida har arbetstagare rätt till\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 6 Omställningstid vid sänkt sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>1. Denna bestämmelse reglerar omställningstid för en arbetstagare\u003C\u002Fp>\n\n\u003Cp>om en arbetsgivare genomför en omorganisation som innebär att en\u003C\u002Fp>\n\n\u003Cp>anställning ändras endast i förhållande till sysselsättningsgraden.\nEn\u003C\u002Fp>\n\n\u003Cp>förutsättning är att arbetsgivaren i en sådan arbetsbristsituation\u003C\u002Fp>\n\n\u003Cp>enligt 7 § anställningsskyddslagen erbjudit arbetstagaren fortsatt\u003C\u002Fp>\n\n\u003Cp>anställning med lägre sysselsättningsgrad och att\u003C\u002Fp>\n\n\u003Cp>sysselsättningsgraden som en konsekvens av detta minskas.\u003C\u002Fp>\n\n\u003Cp>2. En arbetstagare som får minskad sysselsättningsgrad enligt ovan\u003C\u002Fp>\n\n\u003Cp>har rätt till en omställningstid.\u003C\u002Fp>\n\n\u003Cp>3. Omställningstiden är lika lång som den uppsägningstid som skulle\u003C\u002Fp>\n\n\u003Cp>ha tillämpats om arbetstagaren i stället skulle ha sagts upp när\u003C\u002Fp>\n\n\u003Cp>omställningstiden inleddes.\u003C\u002Fp>\n\n\u003Cp>4. Omställningstiden innebär oförändrad lön och andra\u003C\u002Fp>\n\n\u003Cp>anställningsförmåner och inleds när arbetstagaren accepterat\u003C\u002Fp>\n\n\u003Cp>erbjudandet om anställning med lägre sysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>5. Den nya lägre sysselsättningsgraden ska börja tillämpas när\u003C\u002Fp>\n\n\u003Cp>omställningstiden löpt ut, om inte överenskommelse om annat\u003C\u002Fp>\n\n\u003Cp>träffats lokalt eller individuellt.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Enligt medbestämmandelagen har arbetsgivaren en skyldighet att\u003C\u002Fp>\n\n\u003Cp>genomföra förhandlingar med lokal facklig organisation innan\u003C\u002Fp>\n\n\u003Cp>beslut fattas om viktigare förändringar av organisationen.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp>Företrädesrätt till återanställning gäller inte till tidsbegränsad\u003C\u002Fp>\n\n\u003Cp>anställning som har en varaktighet av högst 14 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt gäller dock om det i direkt anslutning till varandra\u003C\u002Fp>\n\n\u003Cp>ingås flera anställningar som sammantaget är längre än 14\nkalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Mom 8 Inte iakttagen uppsägningstid från arbetstagare\u003C\u002Fp>\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 9 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 10 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\u003Ch3>Mom 11 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\u003Ch2>§ 6 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>På avtalsområdet gäller arbetstidslagen (SFS 1982:673) med\u003C\u002Fp>\n\n\u003Cp>nedanstående ändringar och tillägg.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Från och med den 1 januari 2014 gäller samma arbetstidsregler för\u003C\u002Fp>\n\n\u003Cp>butiker som har öppet alla dagar i veckan som för butiker som har\u003C\u002Fp>\n\n\u003Cp>stängt minst en dag i veckan.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>A. Ordinarie arbetstid för heltidsanställd är i genomsnitt 38 timmar\u003C\u002Fp>\n\n\u003Cp>och 15 minuter per vecka. Rast räknas inte som arbetstid.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>B. Ordinarie arbetstid för deltidsanställd är i genomsnitt det antal\u003C\u002Fp>\n\n\u003Cp>timmar per vecka som finns angivet i anställningsbeviset. Rast\u003C\u002Fp>\n\n\u003Cp>räknas inte som arbetstid.\u003C\u002Fp>\n\n\u003Cp>C. Arbetstiden genomsnittsberäknas på en period om maximalt 52 veckor.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Arbetstidens utläggning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>A. En arbetsvecka får omfatta högst fem arbetsdagar.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om annat kan träffas lokalt eller individuellt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSECUTVESUNDAYS_trigger\">\u003Cp>B. Arbetstagare ska vara ledig 16 sammanhängande lördagar och\u003C\u002Fp>\n\n\u003Cp>söndagar per kalenderår. Ledigheten ska vara jämnt fördelad över\u003C\u002Fp>\n\n\u003Cp>kalenderåret. Överenskommelse om annat kan träffas lokalt eller\nindividuellt.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>C. Om det är möjligt ska schemaläggningen ha inriktningen att\u003C\u002Fp>\n\n\u003Cp>arbetspass för arbetstagare med högre sysselsättningsgrad minst ska\u003C\u002Fp>\n\n\u003Cp>omfatta fem timmar. Arbetstiden per arbetspass får inte understiga \u003C\u002Fp>\n\n\u003Cp>tre timmar. Detta gäller inte under pågående rehabilitering, eller\nför\u003C\u002Fp>\n\n\u003Cp>minderårig skolelev vid arbete under skoltermin.\u003C\u002Fp>\n\n\u003Cp>D. Schemalagd arbetstid får inte över- eller underskrida\u003C\u002Fp>\n\n\u003Cp>genomsnittsarbetstiden med mer än nio timmar per vecka för\u003C\u002Fp>\n\n\u003Cp>heltidsanställd respektive fem timmar för deltidsanställd.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om annat kan träffas lokalt eller individuellt.\u003C\u002Fp>\n\n\u003Cp>E. Tillsvidareanställd arbetstagare kan årligen, senast den 30\u003C\u002Fp>\n\n\u003Cp>september, inkomma med skriftligt önskemål om fem kalenderdagar\u003C\u002Fp>\n\n\u003Cp>nästkommande kalenderår då arbetstagaren inte önskar vara schemalagd.\u003C\u002Fp>\n\n\u003Cp>I den mån som arbetsgivaren inte har kunnat tillmötesgå\u003C\u002Fp>\n\n\u003Cp>arbetstagarens önskemål ska arbetsgivaren förklara skälet till detta.\u003C\u002Fp>\n\n\u003Cp>Tillsvidareanställd arbetstagare som framställt önskemål om att vara\u003C\u002Fp>\n\n\u003Cp>arbetsfri på julafton ska få sitt önskemål tillgodosett minst vartannat\når.\u003C\u002Fp>\n\n\u003Cp>F. Tillsvidareanställd arbetstagare kan årligen, senast den 30\u003C\u002Fp>\n\n\u003Cp>september, inkomma med skriftligt önskemål angående\u003C\u002Fp>\n\n\u003Cp>förläggningen av arbetstid på sen kvällstid, lördag, söndag, och\nhelgdag.\u003C\u002Fp>\n\n\u003Cp>G. Överenskommelse om annan tidpunkt för inlämnande av\u003C\u002Fp>\n\n\u003Cp>önskemål gällande mom 2 E-F kan träffas med de anställdas\u003C\u002Fp>\n\n\u003Cp>representanter (fackklubb, fackombud där sådana är utsedda).\u003C\u002Fp>\n\n\u003Cp>H. Arbetsgivaren och lokal facklig organisation kan överenskomma\u003C\u002Fp>\n\n\u003Cp>om avsteg från arbetstidslagens bestämmelser om dygnsvila.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Överenskommelsen ska ange när ledighet som kompensation för\u003C\u002Fp>\n\n\u003Cp>utebliven dygnsvila ska förläggas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Särskilda regler för butiker som har stängt minst en dag\u003C\u002Fh3>\n\n\u003Ch3>i veckan (sexdagarsbutiker)\u003C\u002Fh3>\n\n\u003Cp>A. Butik som tillämpar en systematisk utläggning av fridagarna i\u003C\u002Fp>\n\n\u003Cp>form av ”rullande” femdagarsvecka omfattas inte av regeln om rätt \u003C\u002Fp>\n\n\u003Cp>till ledigt 16 sammanhängande lördagar och söndagar per\u003C\u002Fp>\n\n\u003Cp>kalenderår.\u003C\u002Fp>\n\n\u003Cp>B. Schemalagd arbetstid får underskrida den genomsnittliga\u003C\u002Fp>\n\n\u003Cp>arbetstiden med mer än nio timmar för heltidsanställd respektive\u003C\u002Fp>\n\n\u003Cp>fem timmar för deltidsanställd.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Arbetstidsschema\u003C\u002Fh3>\n\n\u003Cp>A. En gång per kalenderår ska samråd med arbetstagarnas\u003C\u002Fp>\n\n\u003Cp>representanter (fackklubb, fackombud där sådana är utsedda) ske\u003C\u002Fp>\n\n\u003Cp>avseende den övergripande bemanningsplaneringen för den\u003C\u002Fp>\n\n\u003Cp>kommande 12-månadersperioden.\u003C\u002Fp>\n\n\u003Cp>I den övergripande planeringen ingår följande;\u003C\u002Fp>\n\n\u003Cp>• Butikens planerade öppettider och hur bemanning ska ske\u003C\u002Fp>\n\n\u003Cp>• Förläggningen av 16 sammanhängande lördagar och söndagar\u003C\u002Fp>\n\n\u003Cp>• Frekvensen av arbete på kvällar och helger för olika\npersonalkategorier\u003C\u002Fp>\n\n\u003Cp>• Eventuellt inkomna önskemål enligt mom 2 E- F\u003C\u002Fp>\n\n\u003Cp>• Arbetsmiljöaspekter kring arbetstidens förläggning – som\u003C\u002Fp>\n\n\u003Cp>exempelvis förekomsten av ensamarbete och antalet\u003C\u002Fp>\n\n\u003Cp>arbetsdagar i följd utan fridag\u003C\u002Fp>\n\n\u003Cp>• Familjeskäl\u003C\u002Fp>\n\n\u003Cp>B. Arbetsgivaren ska utifrån den övergripande\u003C\u002Fp>\n\n\u003Cp>bemanningsplaneringen fastställa arbetstidsschemat så tidigt som\u003C\u002Fp>\n\n\u003Cp>möjligt, dock senast en månad i förväg. Schemat ska omfatta hela\u003C\u002Fp>\n\n\u003Cp>beräkningsperioden, dock minst sex månader. Arbetsgivare som\u003C\u002Fp>\n\n\u003Cp>tillämpar ett rullande schema uppfyller detta krav genom att lägga ut\u003C\u002Fp>\n\n\u003Cp>detta rullande i sex månader.\u003C\u002Fp>\n\n\u003Cp>C. Arbetstidsschema med den ordinarie arbetstiden ska överlämnas\u003C\u002Fp>\n\n\u003Cp>skriftligen eller elektroniskt till de anställda samt anslås på\u003C\u002Fp>\n\n\u003Cp>arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>D. Ändringar i fråga om den ordinarie arbetstidens förläggning ska\n–\u003C\u002Fp>\n\n\u003Cp>där så kan ske – skriftligen meddelas minst en månad i förväg.\u003C\u002Fp>\n\n\u003Cp>Snarast men senast inom tre dagar efter meddelande om ändrat\u003C\u002Fp>\n\n\u003Cp>schema har arbetstagaren möjlighet att motsätta sig ändringen och\u003C\u002Fp>\n\n\u003Cp>ska då ange skälen för att ändringen inte kan accepteras. Om\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren ändå står fast vid meddelad ändring ska denne snarast,\u003C\u002Fp>\n\n\u003Cp>dock senast inom tre dagar, påkalla lokal förhandling.\u003C\u002Fp>\n\n\u003Cp>Såvida det inte vid den lokala förhandlingen kan konstateras att det\u003C\u002Fp>\n\n\u003Cp>föreligger betydande skäl mot ändringen gäller meddelad\u003C\u002Fp>\n\n\u003Cp>schemaändring. Lokal förhandling ska ske skyndsamt.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna kan i sällsynta undantagsfall pröva frågan om\u003C\u002Fp>\n\n\u003Cp>betydande skäl föreligger. Schemaändringen kan inte genomföras i\u003C\u002Fp>\n\n\u003Cp>avvaktan på central förhandling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med betydande skäl avses exempelvis:\u003C\u002Fp>\n\n\u003Cp>- Vård och omsorg av barn som inte kan lösas\u003C\u002Fp>\n\n\u003Cp>- Dokumenterade hälsoskäl\u003C\u002Fp>\n\n\u003Cp>- Vård och omsorg av närstående som inte kan lösas\u003C\u002Fp>\n\n\u003Cp>- Förtroendeuppdrag\u003C\u002Fp>\n\n\u003Cp>E. De lokala parterna kan komma överens om andra\u003C\u002Fp>\n\n\u003Cp>samverkansformer än de i punkt A-D inför arbetsgivarens\u003C\u002Fp>\n\n\u003Cp>fastställande av arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>F. Arbetstidsschemat gäller även vid semester, sjukdom och\u003C\u002Fp>\n\n\u003Cp>tjänstledighet och då arbetstagare börjar eller slutar sin anställning\nunder året.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Måltidsuppehåll\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivarens rätt enligt 16 § arbetstidslagen att byta ut rast mot\u003C\u002Fp>\n\n\u003Cp>måltidsuppehåll vid arbetsplatsen får endast tillämpas i\u003C\u002Fp>\n\n\u003Cp>undantagssituationer. Sådana måltidsuppehåll räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Lön\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-eqpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>De lokala parterna ska kartlägga och analysera lönesituationen på\u003C\u002Fp>\n\n\u003Cp>arbetsplatsen utifrån diskrimineringslagens krav. Särskilt ska\u003C\u002Fp>\u003C\u002Fdiv>\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>\n\n\u003Ch3>Mom 2 Lönedelar\u003C\u002Fh3>\n\n\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.\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>\n\n\u003Cp>B. Branschvana\u003C\u002Fp>\n\n\u003Cp>1. Branschvana beräknas från fyllda 18 år. Branschvana tjänas in i\u003C\u002Fp>\n\n\u003Cp>block om kalendermånader. En branschvanemånad som en gång\u003C\u002Fp>\n\n\u003Cp>tjänats in kan inte förloras. För att tjäna in en branschvanemånad\u003C\u002Fp>\n\n\u003Cp>krävs att arbetstagaren arbetat minst 44 timmar under månaden.\u003C\u002Fp>\n\n\u003Cp>Månadsarbetstiden beräknas genom att arbetstagarens ordinarie\u003C\u002Fp>\n\n\u003Cp>arbetstid\u002Fvecka multipliceras med 4,34. Till det värde som fås fram\u003C\u002Fp>\n\n\u003Cp>läggs sedan eventuell mertid under månaden. Om summan uppgår\u003C\u002Fp>\n\n\u003Cp>till minst 44 timmar får arbetstagaren tillgodoräkna sig en\nbranschvanemånad.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som inte varit anställd under hela månaden, men haft\u003C\u002Fp>\n\n\u003Cp>flera korta anställningar under månaden får räkna samman alla timmarna.\n\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med en ordinarie arbetstid om minst 10 timmar per\u003C\u002Fp>\n\n\u003Cp>vecka – som är anställd under hela månaden – tjänar in en\u003C\u002Fp>\n\n\u003Cp>branschvanemånad även om arbetstagaren p.g.a. schemaläggningen\u003C\u002Fp>\n\n\u003Cp>inte kommit att arbeta minst 44 timmar under månaden.\u003C\u002Fp>\n\n\u003Cp>Uppflyttning till ny branschvana sker när arbetstagaren uppnått\u003C\u002Fp>\n\n\u003Cp>sammanlagt 1, 2 eller 3 års branschvana (12, 24 eller 36\nbranschvanemånader).\u003C\u002Fp>\n\n\u003Cp>2. Vid beräkning av branschvana medräknas, oavsett ålder, fullgjord\u003C\u002Fp>\n\n\u003Cp>utbildning inom branschen, ersättning utgår dock först vid fyllda 18\u003C\u002Fp>\n\n\u003Cp>år. Med fullgjord utbildning menas avklarad utbildning med godkänt\u003C\u002Fp>\n\n\u003Cp>resultat i enlighet med gällande regler. Gymnasieprogram med\u003C\u002Fp>\n\n\u003Cp>inriktning mot branschen ska medräknas med ett år (till exempel\u003C\u002Fp>\n\n\u003Cp>Handel- och administrationsprogrammet) och Hantverksprogram\u003C\u002Fp>\n\n\u003Cp>(till exempel florist, dekoratör) två år. KY-utbildning riktad mot\u003C\u002Fp>\n\n\u003Cp>handeln medräknas med den faktiska utbildningstiden.\u003C\u002Fp>\n\n\u003Cp>3. Vana från samma detaljhandelsbransch som den arbetstagaren\u003C\u002Fp>\n\n\u003Cp>anställs inom tillgodoräknas helt. Vana från annan\u003C\u002Fp>\n\n\u003Cp>detaljhandelsbransch tillgodoräknas till hälften. Vana från annan\u003C\u002Fp>\n\n\u003Cp>bransch än detaljhandeln tillgodoräknas i den utsträckning som\u003C\u002Fp>\n\n\u003Cp>fastställs vid anställningen.\u003C\u002Fp>\n\n\u003Cp>4. Arbetstagare som anställs för kontorsarbete har rätt att\u003C\u002Fp>\n\n\u003Cp>tillgodoräkna sig branschvana för tidigare kontorsarbete oavsett\nbransch.\u003C\u002Fp>\n\n\u003Cp>5. En anställd som har varit frånvarande på grund av\u003C\u002Fp>\n\n\u003Cp>totalförsvarsplikt, föräldraledighet eller sjukdom, samt varit\nanställd\u003C\u002Fp>\n\n\u003Cp>minst sex månader innan, kan tillgodoräkna sig upp till 12 månaders\u003C\u002Fp>\n\n\u003Cp>anställning, för frånvaroperioden för tiden innan 18 års ålder, som\nbranschvana.\u003C\u002Fp>\n\n\u003Cp>6. Arbetstagare som anser sig ha fått felaktig branschvana vid\u003C\u002Fp>\n\n\u003Cp>anställningstillfället kan anmäla detta till arbetsgivaren. Anmälan\u003C\u002Fp>\n\n\u003Cp>ska vara skriftlig och innehålla underlag för arbetstagarens begäran. \u003C\u002Fp>\n\n\u003Cp>I det fall arbetsgivaren vid anställningstillfället redogjort för\u003C\u002Fp>\n\n\u003Cp>arbetstagaren om förutsättningarna för intjänande av branschvana\u003C\u002Fp>\n\n\u003Cp>enligt pkt 1-5 ovan gäller följande.\u003C\u002Fp>\n\n\u003Cp>1. Om anmälan inkommer senast 7 månader från\u003C\u002Fp>\n\n\u003Cp>anställningens tillträdesdag och det kan konstateras att en\u003C\u002Fp>\n\n\u003Cp>felaktig bedömning av branschvana gjorts ska lönen höjas\u003C\u002Fp>\n\n\u003Cp>till korrekt minimilönenivå. För perioden med felaktig\u003C\u002Fp>\n\n\u003Cp>branschvana betalas mellanskillnaden retroaktivt.\u003C\u002Fp>\n\n\u003Cp>2. Om anmälan inkommer efter 7 månader från anställningens\u003C\u002Fp>\n\n\u003Cp>tillträdesdag korrigeras lönen från den första i månaden då\u003C\u002Fp>\n\n\u003Cp>anmälan inkom. Retroaktiv rättelse görs inte.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>C. Minimilönenivåer \u003C\u002Fp>\n\n\u003Cp>I. 1 april 2017 - 31 mars 2018 \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>Ålder\u003C\u002Ftd>\n      \u003Ctd>Månadslön \u003C\u002Ftd>\n      \u003Ctd>Timlön \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 år \u003C\u002Ftd>\n      \u003Ctd>13 523\u003C\u002Ftd>\n      \u003Ctd>81,46\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17 år \u003C\u002Ftd>\n      \u003Ctd>13 933\u003C\u002Ftd>\n      \u003Ctd>83,93\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18 år \u003C\u002Ftd>\n      \u003Ctd>20 434\u003C\u002Ftd>\n      \u003Ctd>123,10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19 år \u003C\u002Ftd>\n      \u003Ctd>20 754\u003C\u002Ftd>\n      \u003Ctd>125,02\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efter fyllda 18 års ålder förvärvad branschvana om\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>1 år \u003C\u002Ftd>\n      \u003Ctd>21 338 \u003C\u002Ftd>\n      \u003Ctd>128,54\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 år \u003C\u002Ftd>\n      \u003Ctd>21 674\u003C\u002Ftd>\n      \u003Ctd>130,57\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 år \u003C\u002Ftd>\n      \u003Ctd>22 964\u003C\u002Ftd>\n      \u003Ctd>138,34\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>II. 1 april 2018 - 31 mars 2019 \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>Ålder\u003C\u002Ftd>\n      \u003Ctd>Månadslön \u003C\u002Ftd>\n      \u003Ctd>Timlön\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 år \u003C\u002Ftd>\n      \u003Ctd>13 786\u003C\u002Ftd>\n      \u003Ctd>83,05\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17 år \u003C\u002Ftd>\n      \u003Ctd>14 196\u003C\u002Ftd>\n      \u003Ctd>85,52\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18 år \u003C\u002Ftd>\n      \u003Ctd>20 959\u003C\u002Ftd>\n      \u003Ctd>126,26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19 år \u003C\u002Ftd>\n      \u003Ctd>21 279\u003C\u002Ftd>\n      \u003Ctd>128,19\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efter fyllda 18 års ålder förvärvad branschvana om\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>1 år \u003C\u002Ftd>\n      \u003Ctd>21 863\u003C\u002Ftd>\n      \u003Ctd>131,70\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 år \u003C\u002Ftd>\n      \u003Ctd>22 199\u003C\u002Ftd>\n      \u003Ctd>133,73\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 år \u003C\u002Ftd>\n      \u003Ctd>23 489 \u003C\u002Ftd>\n      \u003Ctd>141,50\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>III. 1 april 2019 - 31 mars 2020 \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>Ålder\u003C\u002Ftd>\n      \u003Ctd>Månadslön\u003C\u002Ftd>\n      \u003Ctd>Timlön\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16 år \u003C\u002Ftd>\n      \u003Ctd>14 054\u003C\u002Ftd>\n      \u003Ctd>84,66\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>17 år \u003C\u002Ftd>\n      \u003Ctd>14 464\u003C\u002Ftd>\n      \u003Ctd>87,13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18 år \u003C\u002Ftd>\n      \u003Ctd>21 494\u003C\u002Ftd>\n      \u003Ctd>129,48\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>19 år \u003C\u002Ftd>\n      \u003Ctd>21 814\u003C\u002Ftd>\n      \u003Ctd>131,41\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Efter fyllda 18 års ålder förvärvad branschvana om\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>1 år \u003C\u002Ftd>\n      \u003Ctd>22 398 \u003C\u002Ftd>\n      \u003Ctd>134,93\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 år \u003C\u002Ftd>\n      \u003Ctd>22 734\u003C\u002Ftd>\n      \u003Ctd>136,95\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 år \u003C\u002Ftd>\n      \u003Ctd>24 024\u003C\u002Ftd>\n      \u003Ctd>144,72\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1. Med 1,2 respektive 3 års förvärvad branschvana menas 12, 24\u003C\u002Fp>\n\n\u003Cp>respektive 36 branschvanemånader.\u003C\u002Fp>\n\n\u003Cp>2. Uppflyttning i lönenivå sker från den första i månaden då\nförändring sker.\u003C\u002Fp>\n\n\u003Cp>3. Om en anställd som inte uppnått tre års branschvana får del av\u003C\u002Fp>\n\n\u003Cp>lokala löneutrymmet ska det inte avräknas från kommande\u003C\u002Fp>\n\n\u003Cp>uppflyttningar på grund av branschvana.\u003C\u002Fp>\n\n\u003Cp>4. För anställda under 16 års ålder gäller följande:\u003C\u002Fp>\n\n\u003Cp>Vid 15 års ålder är minimilönenivån minst 80 procent av\u003C\u002Fp>\n\n\u003Cp>minimilönenivån vid 16 års ålder.\u003C\u002Fp>\n\n\u003Cp>Vid 14 års ålder är minimilönenivån minst 70 procent av\u003C\u002Fp>\n\n\u003Cp>minimilönenivån vid 16 års ålder.\u003C\u002Fp>\n\n\u003Cp>D. Regler om rörlig lön\u003C\u002Fp>\n\n\u003Cp>Utöver avtalets löneregler kan prestations- eller\u003C\u002Fp>\n\n\u003Cp>provisionslönesystem tillämpas inom avtalsområdet.\u003C\u002Fp>\n\n\u003Cp>Därutöver kan de lokala parterna komma överens om\u003C\u002Fp>\n\n\u003Cp>prestationslönesystem som helt eller delvis avviker från avtalets\u003C\u002Fp>\n\n\u003Cp>lönekonstruktion avseende minimilönenivåer och branschvana, vilka\u003C\u002Fp>\n\n\u003Cp>framgår i § 7 mom 2 A,B,C. Sådan överenskommelse ska\u003C\u002Fp>\n\n\u003Cp>godkännas av de centrala parterna för att äga giltighet.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1. Vid överenskommelse om prestationslönesystem som innebär\u003C\u002Fp>\n\n\u003Cp>avsteg från avtalets lönekonstruktion ska det av överenskommelsen\u003C\u002Fp>\n\n\u003Cp>framgå hur lönerevision ska hanteras. De lokala parterna bör även\u003C\u002Fp>\n\n\u003Cp>beakta hur prestationslönesystemet påverkar avtalets ersättningsoch\u003C\u002Fp>\n\n\u003Cp>avdragsregler.\u003C\u002Fp>\n\n\u003Cp>2. Ett prestations- eller provisionslönesystem från tiden före den 1\u003C\u002Fp>\n\n\u003Cp>april 2016, med avtalsenlig reduktion av minimilönenivåerna, kan\u003C\u002Fp>\n\n\u003Cp>fortsätta gälla till dess uppsägning sker.\u003C\u002Fp>\n\n\u003Cp>E. 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\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Månadslön\u003C\u002Ftd>\n      \u003Ctd>timlön\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 april 2017\u003C\u002Ftd>\n      \u003Ctd>128 kr\u003C\u002Ftd>\n      \u003Ctd>77 öre\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 april 2018 \u003C\u002Ftd>\n      \u003Ctd>130 kr\u003C\u002Ftd>\n      \u003Ctd>78 öre\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 april 2019\u003C\u002Ftd>\n      \u003Ctd>133 kr\u003C\u002Ftd>\n      \u003Ctd>80 öre\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Tillägget utges från och med den första i den månad då femårsgränsen\nuppnåtts.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>F. Lönetillägg\u003C\u002Fp>\n\n\u003Cp>Lönetillägg ska fastställas för arbetstagare med mer kvalificerade\u003C\u002Fp>\n\n\u003Cp>arbetsuppgifter, vid utökat ansvar och\u002Feller relevant\nyrkesbevis\u002Fgesäll.\u003C\u002Fp>\n\n\u003Cp>Tillägget utges som ett fast belopp och garanteras en lägsta höjning\nenligt följande;\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1 april 2017\u003C\u002Ftd>\n      \u003Ctd>2,0 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 april 2018\u003C\u002Ftd>\n      \u003Ctd>2,0 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 april 2019\u003C\u002Ftd>\n      \u003Ctd>2,0 %\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>G. 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 särskilt tillägg 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>H. Särskild överenskommelse för butikschefer\u003C\u002Fp>\n\n\u003Cp>1. Arbetsgivare och butikschef kan komma överens om att\u003C\u002Fp>\n\n\u003Cp>övertidsarbete och\u002Feller arbete på ob-tid ska kompenseras genom att\u003C\u002Fp>\n\n\u003Cp>chefen får en högre lön och\u002Feller fem semesterdagar utöver\u003C\u002Fp>\n\n\u003Cp>lagstadgad semester. För sådana semesterdagar utges samma belopp\u003C\u002Fp>\n\n\u003Cp>per dag som för ordinarie semesterdagar. Överenskommelsen ska\u003C\u002Fp>\n\n\u003Cp>vara skriftlig och gäller tillsvidare.\u003C\u002Fp>\n\n\u003Cp>2. Den förväntade omfattningen av arbete på ob-tid ska framgå av\növerenskommelsen.\u003C\u002Fp>\n\n\u003Cp>3. Om förläggningen av arbete på ob-tid väsentligt förändras bör\u003C\u002Fp>\n\n\u003Cp>parterna träffa en ny överenskommelse baserad på de nya \u003C\u002Fp>\n\n\u003Cp>förutsättningarna. Om en ny överenskommelse inte träffas har\u003C\u002Fp>\n\n\u003Cp>butikschefen rätt till ob-ersättning för arbetstid på ob-tid som inte\u003C\u002Fp>\n\n\u003Cp>kan anses ha ingått i den ursprungliga överenskommelsen.\u003C\u002Fp>\n\n\u003Cp>4. Överenskommelsen kan sägas upp till varje semesterårs utgång\u003C\u002Fp>\n\n\u003Cp>med två månaders varsel.\u003C\u002Fp>\n\n\u003Cp>5. Lokal överenskommelse kan träffas om att även andra högre\u003C\u002Fp>\n\n\u003Cp>chefer vars totala månadslön uppgår till minst 75 procent av aktuellt\u003C\u002Fp>\n\n\u003Cp>prisbasbelopp kan omfattas av överenskommelse enligt ovan.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Utbetalning av lön\u003C\u002Fh3>\n\n\u003Cp>A. Heltidsanställd\u003C\u002Fp>\n\n\u003Cp>Heltidsanställd avlönas med månadslön.\u003C\u002Fp>\n\n\u003Cp>B. Deltidsanställd\u003C\u002Fp>\n\n\u003Cp>1. Deltidsanställd avlönas med timlön. Timlönen utgörs av 1\u002F166 av\u003C\u002Fp>\n\n\u003Cp>tillämplig månadslön varvid i timlönen inräknats ersättning för\nhelgdagar.\u003C\u002Fp>\n\n\u003Cp>2. Deltidsanställd har rätt till månadslön om arbetstiden\u003C\u002Fp>\n\n\u003Cp>genomsnittsberäknas på en period om minst 11 veckor. Lokal eller\u003C\u002Fp>\n\n\u003Cp>central överenskommelse kan träffas om annan period. För\u003C\u002Fp>\n\n\u003Cp>kedjeföretag eller företag med flera arbetsplatser kan central\u003C\u002Fp>\n\n\u003Cp>överenskommelse träffas direkt med av Handelsanställdas förbund\u003C\u002Fp>\n\n\u003Cp>utsedd central kontaktperson.\u003C\u002Fp>\n\n\u003Cp>3. Deltidsanställd kan efter individuell överenskommelse avlönas med\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>4. Månadslön för deltidsanställd beräknas enligt formeln: \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>antalet timmar per vecka x arbetstagarens timlön x 166\u002F38,25\u003C\u002Fp>\n\n\u003Cp>5. Timberäkning för deltidsanställda med månadslön\u003C\u002Fp>\n\n\u003Cp>Timlön = 38,25 x månadslön\u002F166 x antalet timmar per vecka\u003C\u002Fp>\n\n\u003Cp>C. Löneutbetalning\u003C\u002Fp>\n\n\u003Cp>1. Lön utbetalas månadsvis i efterskott.\u003C\u002Fp>\n\n\u003Cp>2. I samband med löneutbetalningen ska 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>D. 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 den anställdes 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\npermitteringen.\u003C\u002Fp>\n\n\u003Cp>I genomsnittsförtjänsten inräknas timlön, rörlig lön samt\nobersättning.\u003C\u002Fp>\n\n\u003Cp>Om beräknad genomsnittsförtjänst på grund av tillfällig\u003C\u002Fp>\n\n\u003Cp>ändring i tjänstgöringsförhållandena avviker väsentligt från den\u003C\u002Fp>\n\n\u003Cp>normala, ska jämkning av beloppet ske. \u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lönerevision\u003C\u002Fh3>\n\n\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>B. Generell löneökning\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>1\u002F4 2017\u003C\u002Ftd>\n      \u003Ctd>1\u002F4 2018\u003C\u002Ftd>\n      \u003Ctd>1\u002F4 2019\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Kronor per månad för heltidsanställd\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>412 kr\u003C\u002Ftd>\n      \u003Ctd>420 kr\u003C\u002Ftd>\n      \u003Ctd>428 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kronor per timme\u003C\u002Ftd>\n      \u003Ctd>2,48 kr\u003C\u002Ftd>\n      \u003Ctd>2,53 kr\u003C\u002Ftd>\n      \u003Ctd>2,58 kr\u003C\u002Ftd>\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  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1\u002F4 2017\u003C\u002Ftd>\n      \u003Ctd>1\u002F4 2018\u003C\u002Ftd>\n      \u003Ctd>1\u002F4 2019\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>Kronor per månad för heltidsanställd\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>103 kr\u003C\u002Ftd>\n      \u003Ctd>105 kr\u003C\u002Ftd>\n      \u003Ctd>107 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Kronor per timme\u003C\u002Ftd>\n      \u003Ctd>0,62 kr\u003C\u002Ftd>\n      \u003Ctd>0,63 kr\u003C\u002Ftd>\n      \u003Ctd>0,64 kr\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 november\nföregående år.\u003C\u002Fp>\n\n\u003Cp>För heltidsanställd räknas förbrukade timmar alltid som 166 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 kedjeföretag eller företag med flera arbetsplatser är det\nönskvärt\u003C\u002Fp>\n\n\u003Cp>att man träffar överenskommelse med Handels centralt om ett\u003C\u002Fp>\n\n\u003Cp>gemensamt 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 166 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 med\n4,34.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Lönejusteringar enligt § 7 mom 2 F 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 förhandling om arbetsplatsens lokala löneutrymme\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 augusti\u003C\u002Ftd>\n      \u003Ctd>12 augusti\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>§ 8 Arbete på ob-tid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Kontant ob-ersättning\u003C\u002Fh3>\n\n\u003Cp>För ordinarie arbetstid förlagd på följande tider betalas ob-ersättning\nmed:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>måndag-fredag kl. 18.15 – 20.00\u003C\u002Ftd>\n      \u003Ctd>50 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>måndag-fredag efter kl. 20.00\u003C\u002Ftd>\n      \u003Ctd>70 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>lördagar efter kl. 12.00 \u003C\u002Ftd>\n      \u003Ctd>100 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>söndagar och helgdagar\u003C\u002Ftd>\n      \u003Ctd>100 %\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Med lördagar jämställs jul-, nyårs- och midsommarafton. \u003C\u002Fp>\n\n\u003Cp>De procentuella tilläggen utges på timlönen beräknad som 1\u002F166 av\u003C\u002Fp>\n\n\u003Cp>arbetstagarens utgående fasta kontanta månadslön och fasta tillägg.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd med månadslön används formeln i § 13 mom 2 A\u003C\u002Fp>\n\n\u003Cp>punkt 2 för att beräkna timlönen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om arbetstagare har rätt till övertidsersättning på tid då\nobersättning\u003C\u002Fp>\n\n\u003Cp>ska betalas har arbetstagaren endast rätt till den\u003C\u002Fp>\n\n\u003Cp>procentuellt sett högsta ersättningen.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>I stället för kontant ob-ersättning kan heltidsanställd kompenseras\u003C\u002Fp>\n\n\u003Cp>med ledighet på annan ordinarie arbetstid (kompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>För utbyte av kontant tillägg mot kompensationsledighet efter\u003C\u002Fp>\n\n\u003Cp>klockan 14.00 på lördagar samt för ordinarie arbetstid på söndagar\u003C\u002Fp>\n\n\u003Cp>och helgdagar krävs lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens utbytesrätt av kontant ob-ersättning mot\u003C\u002Fp>\n\n\u003Cp>kompensationsledighet får endast användas för utläggning av\u003C\u002Fp>\n\n\u003Cp>hellediga dagar. Överenskommelse om annat kan träffas kollektivt eller\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet ska utges med:\u003C\u002Fp>\n\n\u003Cp>• 30 minuter för varje arbetad timme berättigande till 50 procent\nob-ersättning\u003C\u002Fp>\n\n\u003Cp>• 45 minuter för varje arbetad timme berättigande till 70 procent\nob-ersättning\u003C\u002Fp>\n\n\u003Cp>• 1 timme för varje arbetad timme berättigande till 100 procent\nob-ersättning \u003C\u002Fp>\n\n\u003Ch2>§ 9 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 arbetstagare, i den utsträckning gällande lag\u003C\u002Fp>\n\n\u003Cp>tillåter det, utföra sådant arbete mot fastställd betalning.\u003C\u002Fp>\n\n\u003Cp>Besked om övertidsarbete ska om möjligt lämnas till arbetstagaren före\nklockan 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 och på dag som på grund av\u003C\u002Fp>\n\n\u003Cp>arbetstidens förläggning är fridag utges ersättning för minst tre\ntimmar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om arbetstagare har rätt till övertidsersättning på tid då\nobersättning\u003C\u002Fp>\n\n\u003Cp>ska betalas har arbetstagaren endast rätt till den\u003C\u002Fp>\n\n\u003Cp>procentuellt sett högsta ersättningen.\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>arbetstagarens personliga timlön samt kontant övertidsersättning enligt\nnedan:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>• 50 procent de första två timmarna per dag före och efter\u003C\u002Fp>\n\n\u003Cp>ordinarie arbetstid (övertidsarbete före ordinarie arbetstids\u003C\u002Fp>\n\n\u003Cp>början och efter ordinarie arbetstids slut sammanräknas)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>• 70 procent för övrig övertid på vardagar samt efter klockan 20.00\nmåndag - fredag\u003C\u002Fp>\n\n\u003Cp>• 70 procent för övertid på dag som annars skulle varit fridag måndag\n- fredag\u003C\u002Fp>\n\n\u003Cp>• 100 procent för övertid efter klockan 12.00 på lördag samt jul-,\nnyårs- och midsommarafton\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>• 100 procent för all övertid som utförs på söndag, helgdag\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>och på fridag som infaller på lördag, jul-, nyårs- och midsommarafton\u003C\u002Fp>\n\n\u003Cp>De procentuella tilläggen utges på timlönen beräknad som 1\u002F166 av\u003C\u002Fp>\n\n\u003Cp>arbetstagarens utgående fasta kontanta månadslön och fasta\nlönetillägg.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd med månadslön används formeln i § 13 mom 2 A\u003C\u002Fp>\n\n\u003Cp>punkt 2 för att beräkna timlönen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>Övertidsarbete kan efter överenskommelse i varje särskilt fall\u003C\u002Fp>\n\n\u003Cp>ersättas med ledighet på ordinarie arbetstid med:\u003C\u002Fp>\n\n\u003Cp>• 1 timme och 30 minuter för varje arbetad timme berättigande till 50\nprocents övertidsersättning\u003C\u002Fp>\n\n\u003Cp>• 1 timme och 45 minuter för varje arbetad timme berättigande till 70\nprocents övertidsersättning\u003C\u002Fp>\n\n\u003Cp>• 2 timmar för varje arbetad timme berättigande till 100 procents\növertidsersättning\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Övertidsersättning till deltidsanställda\u003C\u002Fh3>\n\n\u003Cp>A. Deltidsanställd får övertidsersättning för arbetstid som\növerstiger\u003C\u002Fp>\n\n\u003Cp>38 timmar och 15 minuter per vecka. Detta gäller inte om\u003C\u002Fp>\n\n\u003Cp>arbetstiden på grund av schemaläggningen utförts på ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>B. Deltidsanställd får övertidsersättning för arbetstid förlagd\nutanför\u003C\u002Fp>\n\n\u003Cp>på arbetsplatsen normalt schemalagd arbetstid för personal med\u003C\u002Fp>\n\n\u003Cp>liknande arbetsuppgifter.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Anspråk på övertidsersättning\u003C\u002Fh3>\n\n\u003Cp>När arbete utförts på övertid, som inte omedelbart kunnat\u003C\u002Fp>\n\n\u003Cp>kontrolleras av arbetsledningen, ska anspråk på ersättning för\nutfört\u003C\u002Fp>\n\n\u003Cp>övertidsarbete framföras senast vid nästkommande ordinarie\u003C\u002Fp>\n\n\u003Cp>avlöningstillfälle. Har sådan anmälan inte gjorts förlorar\u003C\u002Fp>\n\n\u003Cp>arbetstagaren rätten till övertidsersättning.\u003C\u002Fp>\n\n\u003Ch2>§ 10 Restidsersättning\u003C\u002Fh2>\n\n\u003Cp>Följande regler gäller för arbetstagare som endast undantagsvis företar\ntjänsteresor.\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\u003C\u002Fp>\n\n\u003Cp>bestämmelseorten. Restid som faller inom klockslagen för den\u003C\u002Fp>\n\n\u003Cp>ordinarie dagliga arbetstid som gäller för arbetstagaren räknas som\u003C\u002Fp>\n\n\u003Cp>arbetstid. Vid beräkning av restid medtas därför endast tjänsteresor\u003C\u002Fp>\n\n\u003Cp>utanför arbetstagarens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast hela halvtimmar tas med. 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 klockan 22.00–08.00 inte medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då arbetstagaren 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\u003C\u002Fp>\n\n\u003Cp>klockan 18.00 fram till måndag klockan 06.00 eller klockan 18.00\u003C\u002Fp>\n\n\u003Cp>dag före arbetsfri helgdagsafton eller helgdag till klockan 06.00 dag\u003C\u002Fp>\n\n\u003Cp>efter helgdag är ersättningen 75 procent av timlönen.\u003C\u002Fp>\n\n\u003Cp>Timlönen utgör 1\u002F166 av arbetstagarens utgående fasta kontanta\u003C\u002Fp>\n\n\u003Cp>månadslön och fasta tillägg.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd med månadslön används formeln i § 13 mom 2 A\u003C\u002Fp>\n\n\u003Cp>punkt 2 för att beräkna timlönen.\u003C\u002Fp>\n\n\u003Ch2>§ 11 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\u003C\u002Fp>\n\n\u003Cp>beretts möjlighet att äta på tjänstgöringsorten innan resan\npåbörjades.\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\u003Ch3>Mom 3 Användning av egen bil i tjänst\u003C\u002Fh3>\n\n\u003Cp>Ersättning utgår för användning av egen bil i tjänsten enligt\u003C\u002Fp>\n\n\u003Cp>Skatteverkets allmänna råd avseende skattefri bilersättning efter tre\u003C\u002Fp>\n\n\u003Cp>mils färd från hemmet till första arbetsplatsen. Samma gäller då\u003C\u002Fp>\n\n\u003Cp>hemresa görs från sista arbetsplatsen för dagen.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Permission\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Definition\u003C\u002Fh3>\n\n\u003Cp>Permission är kort ledighet under högst en dag. Vid nära anhörigs\u003C\u002Fp>\n\n\u003Cp>begravning kan permissionen även omfatta nödvändiga – högst två –\nresdagar.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Permissionsanledningar\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\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>• Urnedsättning avseende nära anhörig\u003C\u002Fp>\n\n\u003Cp>• Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Ch3>Mom 4 Lön vid permission\u003C\u002Fh3>\n\n\u003Cp>I det fall arbetstagaren varit anställd hos arbetsgivaren i sammanlagt\u003C\u002Fp>\n\n\u003Cp>sex månader betalas lön som om arbete utförts enligt gällande\u003C\u002Fp>\n\n\u003Cp>arbetstidsschema. Arbetstagare som varit anställd under kortare tid\u003C\u002Fp>\n\n\u003Cp>erhåller ingen lön vid permission.\u003C\u002Fp>\n\n\u003Ch2>§ 13 Löneavdrag vid frånvaro\u003C\u002Fh2>\n\n\u003Cp>Vid frånvaro på grund av sjukdom, semester, föräldraledighet med\u003C\u002Fp>\n\n\u003Cp>mera gäller följande avdragsregler.\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>\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>166\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\u002F166 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>\u003C\u002Fp>\n\n\u003Cp>Dagslön = \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>\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>\u003C\u002Fp>\n\n\u003Cp>Timlön =\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>38,25\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>166\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>B. Deltidsanställd med timlön\u003C\u002Fp>\n\n\u003Cp>Ingen lön betalas för tid då arbetstagaren är frånvarande.\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>§ 14 Semester\u003C\u002Fh2>\n\n\u003Cp>Semester utges enligt semesterlagen (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 § första 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\nsemesterersättning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetstagare kan vid anställningstillfället\u003C\u002Fp>\n\n\u003Cp>komma överens om att semesterledighet ska läggas ut.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\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 ska inte inräknas\u003C\u002Fp>\n\n\u003Cp>semesterlön, sjuklön eller permitteringslön med anledning av\u003C\u002Fp>\n\n\u003Cp>driftuppehåll för 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:\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>1\u002F4 2017\u003C\u002Ftd>\n      \u003Ctd>1\u002F4 2018\u003C\u002Ftd>\n      \u003Ctd>1\u002F4 2019\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>arbetstagare som fyllt 18 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 210 kr\u003C\u002Ftd>\n      \u003Ctd>1 230 kr\u003C\u002Ftd>\n      \u003Ctd>1 260 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp>arbetstagare med 3 års branschvana\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 435 kr\u003C\u002Ftd>\n      \u003Ctd>1 460 kr\u003C\u002Ftd>\n      \u003Ctd>1 490 kr\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>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>Antalet arbetade timmar under intjänandeåret x garantibeloppet\u002F1 796 (den\ns.k. semesterlönefaktorn)\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>\u003C\u002Fp>\n\n\u003Cp>Y = arbetade timmar för heltidsanställd under samma period\u003C\u002Fp>\n\n\u003Cp>ii. Arbetade timmar under perioden x garantibeloppet = 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\u003C\u002Fp>\n\n\u003Cp>intjänandeåret.\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 17-17 b §§ 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>betalts 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 och ob-ersättning\u003C\u002Fp>\n\n\u003Cp>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,ob-ersättning och ersättning för utfört övertidsarbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Beräkning av semesterersättning m.m.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Semesterersättning och semesterlön för sparad semester beräknas på\u003C\u002Fp>\n\n\u003Cp>samma sätt som i mom 6 och 7.\u003C\u002Fp>\u003C\u002Fdiv>\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>§ 15 Sjuklön m.m.\u003C\u002Fh2>\n\n\u003Cp>Arbetstagaren har rätt till sjuklön enligt lagen om sjuklön\u003C\u002Fp>\n\n\u003Cp>(1991:1047) med iakttagande av följande.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätt till sjuklön\u003C\u002Fh3>\n\n\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>\n\n\u003Ch3>Mom 2 Sjukanmälan till arbetsgivaren\u003C\u002Fh3>\n\n\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>\n\n\u003Ch3>Mom 3 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\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>\u003C\u002Fdiv>\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).\u003C\u002Fp>\n\n\u003Cp>Under de 13 följande kalenderdagarna utges sjuklön för den tid som\u003C\u002Fp>\n\n\u003Cp>arbetstagare skulle utfört arbete under överenskommen arbetstid om\u003C\u002Fp>\n\n\u003Cp>arbetstagaren inte varit sjuk.\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 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>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>Gemensamma bestämmelser för arbetstagare med månadslön\u003C\u002Fp>\n\n\u003Cp>och arbetstagare med timlön\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som under sjukperioden, utom karensdagen, skulle\u003C\u002Fp>\n\n\u003Cp>varit berättigad till kontant ob-ersättning och övriga tillägg\n(gäller\u003C\u002Fp>\n\n\u003Cp>inte övertidsersättning) utges dessutom 80 procent av ifrågavarande\ntillägg.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\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>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1. (avseende mom 4) Annan beräkning av sjuklön kan tillämpas efter\u003C\u002Fp>\n\n\u003Cp>lokal överenskommelse. Sådan överenskommelse gäller med tre\u003C\u002Fp>\n\n\u003Cp>månaders ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>2. Om bestämmelserna om sjukersättning i lag ändras under\u003C\u002Fp>\n\n\u003Cp>avtalsperioden ska förhandlingar upptas.\u003C\u002Fp>\n\n\u003Ch2>§ 16 Föräldraledighet\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Arbetstagare, som enligt reglerna i föräldraledighetslagen vill\u003C\u002Fp>\n\n\u003Cp>utnyttja sin rätt till sådan ledighet, ska anmäla detta till\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren minst två månader före ledighetens början eller, om\u003C\u002Fp>\n\n\u003Cp>det inte kan ske, så snart som möjligt. Vid anmälan ska den anställde\u003C\u002Fp>\n\n\u003Cp>även ange vilken tidsperiod ledigheten avses omfatta och vilken typ\u003C\u002Fp>\n\n\u003Cp>av ledighet som åberopas. Samma gäller ledighet i samband med att\u003C\u002Fp>\n\n\u003Cp>arbetstagare i sitt hem tar emot fosterbarn eller adoptivbarn.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\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\nförsäkringars hemsida.\u003C\u002Fp>\n\n\u003Cp>Krav på föräldralön för tid innan 1 januari 2014 gäller då i\u003C\u002Fp>\n\n\u003Cp>detaljhandelsavtalet tillämpliga regler om föräldralön.\u003C\u002Fp>\n\n\u003Ch2>§ 17 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-pensionfund\">\u003Cp>Följande överenskommelser mellan SAF och LO har antagits att\u003C\u002Fp>\n\n\u003Cp>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>\u003C\u002Fdiv>\n\n\u003Cp>• Avtal om Föräldrapenningtillägg (FTP) Svenskt Näringsliv – LO\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Utvecklingsavtalet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit det mellan SAF, LO och PTK upprättade\u003C\u002Fp>\n\n\u003Cp>utvecklingsavtalet enligt en den 7 juni 1982 träffad överenskommelse.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Jämställdhetsavtalet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit det mellan SAF, LO och PTK upprättade\u003C\u002Fp>\n\n\u003Cp>jämställdhetsavtalet av den 3 mars 1983.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Förslagsverksamhet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit den mellan SAF, LO och PTK träffade\u003C\u002Fp>\n\n\u003Cp>överenskommelsen om förslagsverksamhet.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Beredskapsavtalet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit det mellan SAF, LO och PTK gällande\u003C\u002Fp>\n\n\u003Cp>beredskapsavtalet av den 20 april 1989.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Arbetsmiljöavtal\u003C\u002Fh3>\n\n\u003Cp>HAO, Handels och HTF har träffat särskilt arbetsmiljöavtal av den 13 juni\n1995.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Uppbörd av fackföreningsavgifter\u003C\u002Fh3>\n\n\u003Cp>Parterna har träffat överenskommelse om uppbörd av\nfackföreningsavgifter.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 ”Post i butik”\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit en gemensam rekommendation avseende ”Post i\nbutik”.\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Lönestatistik\u003C\u002Fh3>\n\n\u003Cp>Parterna har träffat överenskommelse om lönestatistik.\u003C\u002Fp>\n\n\u003Ch3>Mom 11 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 12 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\u003Ch3>Mom 13 Försäkring vid rån m.m.\u003C\u002Fh3>\n\n\u003Cp>Vid rån, rånförsök, hot eller överfall ska arbetsgivaren svara för\natt\u003C\u002Fp>\n\n\u003Cp>de drabbade arbetstagarna får vård och behandling omedelbart. För\u003C\u002Fp>\n\n\u003Cp>att täcka kostnader för behandling av trauma och krisreaktion vid\u003C\u002Fp>\n\n\u003Cp>sådana händelser ska arbetsgivaren teckna försäkring som omfattar\u003C\u002Fp>\n\n\u003Cp>sådan behandling (högst tio behandlingstillfällen).\u003C\u002Fp>\n\n\u003Ch2>§ 18 Avtalets giltighetstid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>Detta avtal gäller fr.o.m. den 1 april 2017 t.o.m. den 31 mars 2020\u003C\u002Fp>\n\n\u003Cp>med två månaders ömsesidig uppsägningstid. Framställs begäran om\u003C\u002Fp>\n\n\u003Cp>förhandling senast den 31 januari 2020 gäller avtalet för tid efter\nden\u003C\u002Fp>\n\n\u003Cp>31 mars 2020 med sju dagars ömsesidig uppsägningstid. Sker inte\u003C\u002Fp>\n\n\u003Cp>uppsägning före den 31 januari 2020, gäller avtalet fortfarande ett\når\u003C\u002Fp>\n\n\u003Cp>med samma uppsägningstid osv år från år.\u003C\u002Fp>\n\n\u003Cp>Uppsägning av avtalet ska ske skriftligen.\u003C\u002Fp>\n\n\u003Cp>Om nytt avtal önskas, bör fullständigt förslag till sådant av\u003C\u002Fp>\n\n\u003Cp>uppsägande part överlämnas till motparten senast 14 dagar efter\u003C\u002Fp>\n\n\u003Cp>uppsägningstidens utgång. Eventuellt motförslag bör överlämnas\u003C\u002Fp>\n\n\u003Cp>senast en månad efter uppsägningstidens utgång.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Rätt till uppsägning\u003C\u002Fh3>\n\n\u003Cp>Rätt till uppsägning har Svensk Handel och Handelsanställdas förbund.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 1 april 2017\u003C\u002Fp>\n\n\u003Cp>SVENSK HANDEL - Tomas Undin\u003C\u002Fp>\n\n\u003Cp>HANDELSANSTÄLLDAS FÖRBUND - Linda Palmetzhofer\u003C\u002Fp>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 Utökad lokal lönebildning inom handeln\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\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\u003Ch3>Mom 2 Lokal lönemodell\u003C\u002Fh3>\n\n\u003Cp>Bestämmelserna i § 7 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\u003C\u002Fp>\n\n\u003Cp>träffa överenskommelse om att tillämpa denna bilaga.\u003C\u002Fp>\n\n\u003Cp>2. Arbetsgivaren och den lokala fackliga organisationen måste\u003C\u002Fp>\n\n\u003Cp>träffa överenskommelse om en lokal lönemodell i enlighet med mom 3\nnedan.\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 kedjeföretag träffas överenskommelse med Handels centralt.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om att tillämpa reglerna i denna bilaga samt\u003C\u002Fp>\n\n\u003Cp>överenskommelse om lokal lönemodell kan gälla för arbetsgivarens\u003C\u002Fp>\n\n\u003Cp>samtliga enheter som omfattas av detaljhandelsavtalet.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Allmänna förutsättningar\u003C\u002Fh3>\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>kedjeföretag som på en enskild arbetsplats saknar lokal klubb kan\u003C\u002Fp>\n\n\u003Cp>lokal ombudsman träda in som lokal part vid förhandling om\u003C\u002Fp>\n\n\u003Cp>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 § 7 mom 4 B samt\u003C\u002Fp>\n\n\u003Cp>arbetsplatsens lokala löneutrymme i § 7 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\nminimilönenivåer.\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\u003Ch3>Mom 4 Extra ledighetsdag\u003C\u002Fh3>\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\u003Ch3>Mom 5 Ikraftträdande av lokal lönemodell\u003C\u002Fh3>\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\u003Ch3>Mom 6 Uppsägning av lokal lönemodell\u003C\u002Fh3>\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 § 7 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 § 7.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2 Avtal om kompetensutveckling\u003C\u002Fh2>\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\nkänslan.\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 anställdas\nbehov.\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. En viktig\u003C\u002Fp>\n\n\u003Cp>förutsättning för utveckling av kompetens, arbetsorganisation och\u003C\u002Fp>\n\n\u003Cp>arbetsplats är att arbetet med dessa frågor systematiseras.\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\nkompetenshöjning.\u003C\u002Fp>\n\n\u003Cp>Parterna har utarbetat ett hjälpmedel för genomförande av sådana\u003C\u002Fp>\n\n\u003Cp>samtal. För utveckling av verksamheten bör arbetsplatsträffar\ngenomföras.\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\u003Ch2>Bilaga 3 Urmakare inom detaljhandeln\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Inledning\u003C\u002Fh3>\n\n\u003Cp>Avtalet mellan Svensk Handel och Handelsanställdas förbund\u003C\u002Fp>\n\n\u003Cp>avseende Urmakare och Optiker upphörde den 31 mars 2013.\u003C\u002Fp>\n\n\u003Cp>Urmakare inom detaljhandeln omfattas från och med den 1 april\u003C\u002Fp>\n\n\u003Cp>2013 av detaljhandelsavtalet med särskilt tillägg enligt mom 2 och 3\nnedan.\u003C\u002Fp>\n\n\u003Cp>Urmakarutbildningen är en treårig eftergymnasial\u003C\u002Fp>\n\n\u003Cp>hantverksutbildning som kan leda fram till gesällbrev. Efter minst\u003C\u002Fp>\n\n\u003Cp>sex aktiva år i yrket kan man ansöka om mästarbrev.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Minimilöner\u003C\u002Fh3>\n\n\u003Cp>I. 2017-04-01 – 2018-03-31\u003C\u002Fp>\n\n\u003Cp>Efter genomgången gymnasial grundutbildning utges följande\nminimilöner:\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>Under 1:a anställningsåret\u003C\u002Ftd>\n      \u003Ctd>21 190 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 2:a anställningsåret\u003C\u002Ftd>\n      \u003Ctd>21 990 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 3:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>22 690 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 4:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>24 090 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 5:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>24 690 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>II. 2018-04-01 – 2019-03-31\u003C\u002Fp>\n\n\u003Cp>Efter genomgången gymnasial grundutbildning utges följande\nminimilöner:\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>Under 1:a anställningsåret\u003C\u002Ftd>\n      \u003Ctd>21 715 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 2:a anställningsåret\u003C\u002Ftd>\n      \u003Ctd>22 515 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 3:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>23 215 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 4:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>24 615 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 5:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>25 215 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>III. 2019-04-01 – 2020-03-31\u003C\u002Fp>\n\n\u003Cp>Efter genomgången gymnasial grundutbildning utges följande\nminimilöner:\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>Under 1:a anställningsåret\u003C\u002Ftd>\n      \u003Ctd>22 250 Kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 2:a anställningsåret\u003C\u002Ftd>\n      \u003Ctd>23 050 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 3:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>23 750 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 4:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>25 150 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Under 5:e anställningsåret\u003C\u002Ftd>\n      \u003Ctd>25 750 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Till anställd som genomgått 3-årig eftergymnasial utbildning och\u003C\u002Fp>\n\n\u003Cp>erhållit gesällbrev utges lägst minimilön motsvarande 4:e\u003C\u002Fp>\n\n\u003Cp>anställningsåret. Efter ett års anställningstid utges lägst\nminimilön\u003C\u002Fp>\n\n\u003Cp>motsvarande 5:e anställningsåret.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om en anställd som inte uppnått fem års branschvana får del av\u003C\u002Fp>\n\n\u003Cp>lokala löneutrymmet ska det inte avräknas från kommande\u003C\u002Fp>\n\n\u003Cp>uppflyttningar på grund av branschvana.\u003C\u002Fp>\n\n\u003Cp>Mom 3 Arbetsrockar\u003C\u002Fp>\n\n\u003Cp>På de arbetsplatser där arbetsrock är obligatorisk bekostas rocken\u003C\u002Fp>\n\n\u003Cp>samt tvätt av densamma av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"hourspday_select":42,"WAGES_determined":46,"hourspweek_select":50,"childcare":52,"STRUCINCR_trigger":56,"CONSECUTVESUNDAYS_trigger":60,"LOWWAGE_provision":64,"discrimination":68,"pensionfund":72,"OVERTIME_trigger":76,"healthcareaccess":80,"healthinsurance":84,"SUNDAY_trigger":88,"ANNLEAVE_trigger":92,"contracttrial":96,"dayspweek_select":100,"SCHEDULE_trigger":104,"paidpaternityleave":108,"SICDIS_trigger":112,"eqpay":116,"overtimeallowancetype_general":119,"LOWWAGE_trigger":123,"bankholidays1":125,"sicknessmaxdays":127,"paidmaternityleave":131,"contractseverancepay":133,"PAIDLEAV_trigger":137,"deathrelatives":141},{"bindId":43,"name":44,"text":45},"hourspday_select","A. Ordinarie arbetstid för heltidsanstäl","A. Ordinarie arbetstid för heltidsanställd är i genomsnitt 38 timmar\n\noch 15 minuter per vecka. Rast räknas inte som arbetstid.",{"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, arbetstidsmått samt arbetstagarens lön och eventuella\n\nbranschvana. Ändring i anställningsbeviset ska göras vid bestående\n\nförändring av befattning eller arbetstidsmått.",{"bindId":51,"name":44,"text":45},"hourspweek_select",{"bindId":53,"name":54,"text":55},"childcare","Övertidsarbete kan efter överenskommelse","Övertidsarbete kan efter överenskommelse i varje särskilt fall\n\nersättas med ledighet på ordinarie arbetstid med:\n\n• 1 timme och 30 minuter för varje arbetad timme berättigande till 50\nprocents övertidsersättning\n\n• 1 timme och 45 minuter för varje arbetad timme berättigande till 70\nprocents övertidsersättning\n\n• 2 timmar för varje arbetad timme berättigande till 100 procents\növertidsersättning",{"bindId":57,"name":58,"text":59},"STRUCINCR_trigger","F. Lönetillägg Lönetillägg ska fastställ","F. Lönetillägg\n\nLönetillägg ska fastställas för arbetstagare med mer kvalificerade\n\narbetsuppgifter, vid utökat ansvar och\u002Feller relevant\nyrkesbevis\u002Fgesäll.\n\nTillägget utges som ett fast belopp och garanteras en lägsta höjning\nenligt följande;\n\n\n  \n  \n  \n  \n    \n      1 april 2017\n      2,0 %\n    \n    \n      1 april 2018\n      2,0 %\n    \n    \n      1 april 2019\n      2,0 %",{"bindId":61,"name":62,"text":63},"CONSECUTVESUNDAYS_trigger","B. Arbetstagare ska vara ledig 16 samman","B. Arbetstagare ska vara ledig 16 sammanhängande lördagar och\n\nsöndagar per kalenderår. Ledigheten ska vara jämnt fördelad över\n\nkalenderåret. Överenskommelse om annat kan träffas lokalt eller\nindividuellt.",{"bindId":65,"name":66,"text":67},"LOWWAGE_provision","C. Minimilönenivåer I. 1 april 2017 - 31","C. Minimilönenivåer \n\nI. 1 april 2017 - 31 mars 2018 \n\n\n  \n  \n  \n  \n  \n    \n      Ålder\n      Månadslön \n      Timlön \n    \n    \n      16 år \n      13 523\n      81,46\n    \n    \n      17 år \n      13 933\n      83,93\n    \n    \n      18 år \n      20 434\n      123,10\n    \n    \n      19 år \n      20 754\n      125,02",{"bindId":69,"name":70,"text":71},"discrimination","De lokala parterna ska kartlägga och ana","De lokala parterna ska kartlägga och analysera lönesituationen på\n\narbetsplatsen utifrån diskrimineringslagens krav. Särskilt ska",{"bindId":73,"name":74,"text":75},"pensionfund","Följande överenskommelser mellan SAF och","Följande överenskommelser mellan SAF och LO har antagits att\n\ngälla 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",{"bindId":77,"name":78,"text":79},"OVERTIME_trigger","För övertidsarbete, som utförs på begära","För övertidsarbete, som utförs på begäran av arbetsgivaren, betalas\n\narbetstagarens personliga timlön samt kontant övertidsersättning enligt\nnedan:\n\n• 50 procent de första två timmarna per dag före och efter\n\nordinarie arbetstid (övertidsarbete före ordinarie arbetstids\n\nbörjan och efter ordinarie arbetstids slut sammanräknas)\n\n• 70 procent för övrig övertid på vardagar samt efter klockan 20.00\nmåndag - fredag\n\n• 70 procent för övertid på dag som annars skulle varit fridag måndag\n- fredag\n\n• 100 procent för övertid efter klockan 12.00 på lördag samt jul-,\nnyårs- och midsommarafton\n\n• 100 procent för all övertid som utförs på söndag, helgdag\n\noch på fridag som infaller på lördag, jul-, nyårs- och midsommarafton\n\nDe procentuella tilläggen utges på timlönen beräknad som 1\u002F166 av\n\narbetstagarens utgående fasta kontanta månadslön och fasta\nlönetillägg.\n\nFör deltidsanställd med månadslön används formeln i § 13 mom 2 A\n\npunkt 2 för att beräkna timlönen.",{"bindId":81,"name":82,"text":83},"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":85,"name":86,"text":87},"healthinsurance","A. Arbetstagaren ska lämna arbetsgivaren","A. Arbetstagaren ska lämna arbetsgivaren en skriftlig försäkran om\n\natt han har varit sjuk och i vilken omfattning som hans\n\narbetsförmåga varit nedsatt på grund av sjukdomen. Försäkran\n\nbehöver inte innehålla närmare uppgift om sjukdomen.\n\nArbetsgivaren är inte skyldig att betala ut sjuklönen innan\n\narbetstagaren har lämnat försäkran.",{"bindId":89,"name":90,"text":91},"SUNDAY_trigger","• 100 procent för all övertid som utförs","• 100 procent för all övertid som utförs på söndag, helgdag",{"bindId":93,"name":94,"text":95},"ANNLEAVE_trigger","Semesterersättning och semesterlön för s","Semesterersättning och semesterlön för sparad semester beräknas på\n\nsamma sätt som i mom 6 och 7.",{"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.\n\nVid sjukdomsfall och annan frånvaro under provanställning kan\n\narbetsgivaren förlänga provanställningen i motsvarande omfattning\n\nsom frånvaron. Arbetsgivare som önskar förlänga en provanställning\n\npå grund av sjukdomsfall eller annan frånvaro ska meddela den\n\nprovanställde skriftligen senast 14 dagar innan den ursprungliga\n\nprovanställningen 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\n\nanställningsskydd.\n\nOm en provanställning inte övergår i en tillsvidareanställning, ska\n\narbetsgivaren informera den lokala fackliga organisationen. I de fall\n\narbetstagaren begär, ska arbetsgivaren ange skälen till varför\n\nprovanställningen inte övergick i en tillsvidareanställning.",{"bindId":101,"name":102,"text":103},"dayspweek_select","A. En arbetsvecka får omfatta högst fem ","A. En arbetsvecka får omfatta högst fem arbetsdagar.\n\nÖverenskommelse om annat kan träffas lokalt eller individuellt.",{"bindId":105,"name":106,"text":107},"SCHEDULE_trigger","Överenskommelsen ska ange när ledighet s","Överenskommelsen ska ange när ledighet som kompensation för\n\nutebliven dygnsvila ska förläggas.",{"bindId":109,"name":110,"text":111},"paidpaternityleave","Arbetstagare, som enligt reglerna i förä","Arbetstagare, som enligt reglerna i föräldraledighetslagen vill\n\nutnyttja sin rätt till sådan ledighet, ska anmäla detta till\n\narbetsgivaren minst två månader före ledighetens början eller, om\n\ndet inte kan ske, så snart som möjligt. Vid anmälan ska den anställde\n\näven ange vilken tidsperiod ledigheten avses omfatta och vilken typ\n\nav ledighet som åberopas. Samma gäller ledighet i samband med att\n\narbetstagare i sitt hem tar emot fosterbarn eller adoptivbarn.",{"bindId":113,"name":114,"text":115},"SICDIS_trigger","B. Arbetstagare, som enligt beslut av fö","B. Arbetstagare, som enligt beslut av försäkringskassan av\n\nmedicinska skäl har rätt till sjuklön om 80 procent redan från\nförsta\n\nersättningsdagen, får sjuklön beräknad på samma sätt som fr.o.m.\n\nden första ersättningsdagen.",{"bindId":117,"name":70,"text":118},"eqpay","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":120,"name":121,"text":122},"overtimeallowancetype_general","• 50 procent de första två timmarna per ","• 50 procent de första två timmarna per dag före och efter\n\nordinarie arbetstid (övertidsarbete före ordinarie arbetstids\n\nbörjan och efter ordinarie arbetstids slut sammanräknas)",{"bindId":124,"name":66,"text":67},"LOWWAGE_trigger",{"bindId":126,"name":62,"text":63},"bankholidays1",{"bindId":128,"name":129,"text":130},"sicknessmaxdays","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":132,"name":110,"text":111},"paidmaternityleave",{"bindId":134,"name":135,"text":136},"contractseverancepay","För tillsvidareanställd gäller, om inte ","För tillsvidareanställd gäller, om inte längre uppsägningstid\navtalats,\n\nmed nedan angivna undantag, en ömsesidig uppsägningstid om en månad.\n\nVid uppsägning från arbetsgivarens sida har arbetstagare rätt till\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 ",{"bindId":138,"name":139,"text":140},"PAIDLEAV_trigger","Mom 6 Beräkning av semesterlön A. Semest","Mom 6 Beräkning av semesterlön\n\nA. Semesterlön\n\nSemesterlönen utgör 13 procent av semesterlöneunderlaget dock\n\nlägst de garantibelopp som framgår av B nedan.\n\nSemesterlöneunderlaget utgörs av arbetstagarens lön under\n\nintjänandeåret. I semesterlöneunderlaget ska inte inräknas\n\nsemesterlön, sjuklön eller permitteringslön med anledning av\n\ndriftuppehåll för samtidig semester.\n\nB. Garantibelopp\n\n1. För heltidsanställd arbetstagare med minst tre månaders\n\nsammanhängande anställningstid ska semesterlönen per betald\n\nsemesterdag lägst utges med:\n\nfr.o.m. det semesterår som börjar den:\n\n\n  \n  \n  \n  \n  \n  \n    \n      \n      1\u002F4 2017\n      1\u002F4 2018\n      1\u002F4 2019\n    \n    \n      arbetstagare som fyllt 18 år\n      \n      1 210 kr\n      1 230 kr\n      1 260 kr\n    \n    \n      arbetstagare med 3 års branschvana\n      \n      1 435 kr\n      1 460 kr\n      1 490 kr",{"bindId":142,"name":143,"text":144},"deathrelatives","Permission kan beviljas i följande fall:","Permission kan beviljas i följande fall:\n\n• Eget bröllop\n\n• Egen 50-årsdag\n\n• Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall\n\n• Besök vid sjukvårdsinrättning efter remiss från av\n\narbetsgivaren anvisad läkare liksom vid föreskrivna\n\nåterbesök. Bättre praxis vid enskilt företag bibehålls\n\n• Nära anhörigs frånfälle\n\n• Nära anhörigs begravning\n\n• Urnedsättning avseende nära anhörig\n\n• Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig","\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: → 2020-03-31\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                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificerat den: → Inte ratificerat än:\n                \u003C\u002Fdiv>\n                \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        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \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): → 80 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 14 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → 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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \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: → Ja\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            \u003Cdiv id=\"display-childcareleave\">\n                Betald ledighet per år för vård av anhörig: → Insufficient data dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betald föräldraledighet (pappor): → Not specified dagar\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → No provision dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Särskild hänvisning till kön för lika lön: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → 180 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 38.0\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            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: →  dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: →  veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Nej\u003C\u002Fdiv>\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             \u003Cdiv id=\"display-consecutivesundays\">\n                Max antal söndagar \u002F helgdagar på raken som kan arbetas in under ett år: → 16.0\n            \u003C\u002Fdiv>\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 13523.0\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                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Löneökning: → 2.0 %\n                \u003C\u002Fdiv>\n                \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            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Tillägg för övertidsarbete: → 50 % av grundlönen\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Tillägg för söndagsarbete:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Tillägg för söndagsarbete: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[150],{"title":35,"slug":31},[152],{"type":153,"data":154},"call_to_action_body_block",{"title":155,"description":156,"variant":157,"link":158},"Jämför kollektivavtal","Jämför artiklarna med kollektivavtal från Sverige genom olika sektorer, ämnen och länder","dark",{"title":155,"url":159,"description":155,"rel":160,"type":161},"\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fjamfor-kollektivavtal","follow","internal",[163],{"type":153,"data":164},{"title":155,"description":156,"variant":157,"link":165},{"title":155,"url":159,"description":155,"rel":160,"type":161},[],{"title":15,"seo_title":168,"description":7,"path":169,"redirect_url":7,"locale":16,"children":170},"WageIndicator Sverige: löner, minimilön och arbetsrätt","\u002Fsv-se",[171,252,281],{"title":18,"seo_title":172,"description":7,"path":173,"redirect_url":7,"locale":16,"children":174},"Arbeta i Sverige: löner och minimilön","\u002Fsv-se\u002Farbeta-i-sverige",[175,179,183,199,248],{"title":176,"seo_title":8,"description":7,"path":177,"redirect_url":7,"locale":16,"children":178},"Minimallön","\u002Fsv-se\u002Farbeta-i-sverige\u002Fminimallon",[],{"title":180,"seo_title":8,"description":7,"path":181,"redirect_url":7,"locale":16,"children":182},"Levnadslöner","\u002Fsv-se\u002Farbeta-i-sverige\u002Flevnadsloner",[],{"title":184,"seo_title":8,"description":7,"path":185,"redirect_url":7,"locale":16,"children":186},"Lön","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon",[187,191,195],{"title":188,"seo_title":8,"description":7,"path":189,"redirect_url":7,"locale":16,"children":190},"Lönecheck","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fkontroll",[],{"title":192,"seo_title":8,"description":7,"path":193,"redirect_url":7,"locale":16,"children":194},"Löneundersökning","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fundersokning",[],{"title":196,"seo_title":8,"description":7,"path":197,"redirect_url":7,"locale":16,"children":198},"VIP-lön","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fvip",[],{"title":200,"seo_title":201,"description":7,"path":202,"redirect_url":7,"locale":16,"children":203},"Arbetsrätt","Arbetsrätt i Sverige: löner, arbetstagares rättigheter","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt",[204,208,212,216,220,224,228,232,236,240,244],{"title":205,"seo_title":8,"description":7,"path":206,"redirect_url":7,"locale":16,"children":207},"Arbete och Löner","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Farbete-och-loner",[],{"title":209,"seo_title":8,"description":7,"path":210,"redirect_url":7,"locale":16,"children":211},"Ersättning och arbetstid","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fersattning-och-arbetstid",[],{"title":213,"seo_title":8,"description":7,"path":214,"redirect_url":7,"locale":16,"children":215},"Semester och Ledighet","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fsemester-och-ledighet",[],{"title":217,"seo_title":8,"description":7,"path":218,"redirect_url":7,"locale":16,"children":219},"Avtal och 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