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Saknas sådan organisation, föres\nförhandlingen med den eller de tjänstemän vid företaget, som\ntjänstemännen därtill utsett.\u003C\u002Fp>\n\n\u003Cp>b.Förhandling under medverkan av respektive arbetsgivarförbund och\nSif\u002FLedarna\u002FCF (central förhandling).\u003C\u002Fp>\n\n\u003Cp>Om och i den mån det förhållande, vartill rättsanspråk enligt\nkollektivt eller enskilt avtal hänför sig, varit känt på arbetsgivarsidan\nför vederbörande arbetsgivare eller hans organisation respektive på tj\nänstemannasidan för tj änstemännens organisation (eller enligt § 2 a\nsärskild utsedd företrädare för tjänstemännen) vid företaget eller\nSIF\u002FSALF\u002FCF i fyra månader utan att förhandling begärts enligt\nbestämmelserna i denna paragraf, har parten därefter förlorat rätten att\npåkalla förhandling rörande anspråket. Oberoende av sådan kännedom om\nförhållandet är rätten att påkalla förhandling försutten, om och i den\nmån förhållandet ligger mer än två år tillbaka i tiden.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling ska påbörjas snarast möjligt och senast tre veckor\nfrån dagen för dess påkallande, såframt inte parterna enas om uppskov.\u003C\u002Fp>\n\n\u003Cp>Kan uppgörelse inte ernås vid lokal förhandling rörande rättsanspråk\nenligt kollektivt eller enskilt avtal, ankommer det på part, som vill\nfullfölja ärendet, att hänskjuta frågan tillcentralförhandling.\nFramställning om sådan förhandling ska göras hos motsidan senast två\nmånader från den dag den lokala förhandlingen avslutats, vid äventyr att\nvederbörande anspråk eljest är preskriberat.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påbörjas snarast möjligt och senast tre veckor\nfrån dagen för dess påkallande, såframt inte parterna enas om uppskov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar\u003C\u002Fh4>\n\n\u003Cp>1)För att underlätta behandlingen av lokala frågor är det lämpligt, att\nvardera parten utser en företrädare med uppgift att svara för kontakten med\nmotparten; meddelande om företrädares namn bör lämnas motparten utan\ndröjsmål. Det får ankomma på de lokala parterna att avgöra, huruvida\nytterligare anordningar behöver vidtagas för handläggningen av de lokala\nfrågorna.\u003C\u002Fp>\n\n\u003Cp>2)Om arbetsgivare och tjänstemän enas därom, äger även lokal\nfunktionär eller förtroendeman utom företaget deltaga i\nlokalförhandling.\u003C\u002Fp>\n\n\u003Cp>3)Vidförhandling mellan arbetsgivare och arbetare, som direkt eller\nindirekt gäller tjänstemännen eller viss tjänsteman, äger tjänstemännen\nrätt att vara representerade.\u003C\u002Fp>\n\n\u003Cp>4)Om det förhållande, vartill rättsanspråk hänför sig, regleras i lag\nom anställningsskydd ska i stället för de i § 2 ovan angivna tidsfristerna\ngälla i nämnda lag angivna tidsfrister.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Rättstvister i allmänhet \u003C\u002Fh4>\n\n\u003Ch4>§ 3\u003C\u002Fh4>\n\n\u003Cp>Har rättstvist rörande enskilt eller kollektivt avtal om\nanställningsvillkor varit föremål för förhandling enligt § 2 men icke\nkunnat lösas, ska den hänskjutas för bindande avgörande av i § 11\nomförmält förtroenderåd, därest berört arbetsgivarförbund och\nSIF\u002FSALF\u002FCF är ense därom. Enas dessa parter icke om att hänskjuta tvisten\ntill förtroenderåd, men önskar endera av dem hänskjuta tvisten till\navgörande av domstol, ska detta ske inom tre månader från den dag central\nförhandling slutförts, vid påfölj d att vederbörande anspråk elj est är\npreskriberat.\u003C\u002Fp>\n\n\u003Cp>Tvister om uppsägning och föreningsrättskränkning är undantagna från\nförtroenderådets behörighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckning\u003C\u002Fh4>\n\n\u003Cp>§ 3 ovan är ej tillämplig när tvisten rör fråga som regleras i lag om\nanställningsskydd. (§§ 4 - 6 har utgått.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Tvister rörande fredsplikten \u003C\u002Fh4>\n\n\u003Ch4>§ 7\u003C\u002Fh4>\n\n\u003Cp>Talan, som grundats på påstående om brott mot fredsplikten, äger part\nresa vid arbetsdomstolen med bortseende från eljest gällande\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Intressetvister\u003C\u002Fh4>\n\n\u003Ch4>§ 8\u003C\u002Fh4>\n\n\u003Cp>Intressetvister avseende lönefråga av kollektiv natur, vilken icke kunnat\nlösas vid central förhandling enligt § 2, äger berört arbetsgivarförbund\noch SIF\u002FSALF\u002FCF var för sig rätt att hänskjuta till\ntjänstemarknadsnämnden\u002Farbetsledarnämnden för utlåtande. Dylikt\nhänskjutande ska ske inom tre veckor efter det central förhandling\nslutförts, vid påfölj d att part eljest förlorar ifrågavarande rätt.\u003C\u002Fp>\n\n\u003Cp>I den mån berört arbetsgivarförbund och SIF\u002FSALF\u002FCF är ense därom,\näger de i stället hänskjuta lönefråga av här angiven art till bindande\navgörande av förtroenderådet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 9\u003C\u002Fh4>\n\n\u003Cp>Föreligger intressetvist av annat slag än som angivits i § 8, må berört\narbetsgivarförbund och SIF\u002FSALF\u002FCF i den mån de är ense därom, hänskjuta\ntvisten till tjänstemarknadsnämnden\u002F arbetsledarnämnden för dess utlåtande\neller till förtroenderådet för bindande avgörande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar\u003C\u002Fh4>\n\n\u003Cp>1)Som avslutningsdag för lokal respektive centralförhandling ska anses den\ndag, då berörda parter i förhandlingsprotokoll eller på annat sätt enats\nom att förklara förhandlingen avslutad. Har parterna inte enats, gäller som\navslutningsdag den dag, då part givit motparten skriftligt besked om att han\nanser förhandlingen avslutad\u003C\u002Fp>\n\n\u003Cp>2)Den möjlighet att hänskjuta tvist till\ntjänstemarknadsnämnden\u002Farbetsledarnämnden, som i §§ 8 och 9 tillerkänts\narbetsgivarförbund, ska stå öppen även för SAF i tvist, där föreningen\när förhandlingspart i förhållande till SIF\u002FSALF\u002FCF.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Fredsplikt\u003C\u002Fh4>\n\n\u003Ch4>§ 10\u003C\u002Fh4>\n\n\u003Cp>Part har i första hand att beakta den fredsplikt, som må föreligga på\ngrund av kollektivavtal om anställningsvillkor. Härutöver gäller, att part\ninte må varsla eller tillgripa stridsåtgärd för lösning av tvistefråga,\ninnan central förhandling i tvistefrågan slutförts.\u003C\u002Fp>\n\n\u003Cp>Med iakttagande i varje tvistefall av reglerna i föregående stycke gäller\nvidare följande. Part må inte varsla eller tillgripa stridsåtgärd under den\ntid om tre veckor, som enligt § 8 står part till buds i där angivna fall att\nhänskjuta tvistefrågan till tjänstemarknadsnämnden\u002F arbetsledarnämnden\nsåvida inte båda berörda parter förklarat sig skola avstå från dylikt\nhänskjutande. Har hänskjutande skett i vederbörlig ordning, fortsätter\nfredsplikten till dess tjänstemarknadsnämndens\u002Farbetsledarnämndens\nutlåtande delgivits parterna.\u003C\u002Fp>\n\n\u003Cp>Enas parterna om att hänskjuta intressefråga till bindande avgörande av\nförtroenderåd, får stridsåtgärder i frågan inte tillgripas eller\nvidhållas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Förtroenderåd\u003C\u002Fh4>\n\n\u003Ch4>§ 11\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För behandling av tvister enligt §§ 3, 8 och 9 ovan ska förtroenderåd\nutses av respektive arbetsgivarförbund och SIF\u002FCF respektive SALF. Varje\nförtroenderåd består av fem ledamöter. Av dessa utses två av\narbetsgivarförbundet, två av SIF\u002FCF respektive SALF och en, tillika\nordförande, av arbetsgivarförbundet och SIF\u002FCF respektive SALF gemensamt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Tjänstemarknadsnämnd\u002FArbetsledarnämnd *\u003C\u002Fh4>\n\n\u003Ch4>§ 12\u003C\u002Fh4>\n\n\u003Cp>Tjänstemarknadsnämnden\u002Farbetsledarnämnden har att avgiva utlåtande om\nlösningen av tvister enligt §§ 8 och 9 ovan.\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnden\u002Farbetsledarnämnden består i sådana fall av fyra\nledamöter. Av dessa utses två av SAF och två av SIF\u002FCF resp SALF för en\nperiod av tre år; suppleanter för dem utses i samma ordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 13\u003C\u002Fh4>\n\n\u003Cp>Begäran om utlåtande av tjänstemarknadsnämnden\u002Farbetsledamämnden ska\ngöms skriftligen till nämnden med angivande av parts yrkande och med\nredogörelse för de omständigheter som part vill åberopa till stöd för\nsitt yrkande. Nämnden bereder motparten tillfälle till yttrande och äger i\növrigt att muntligen eller skriftligen införskaffa de ytterligare\nupplysningar, som nämnden anser ägnade att underlätta dess\nståndspunktstagande.\u003C\u002Fp>\n\n\u003Cp>Senast inom två veckor efter det att ärendet inkommit till nämnden ska\nkallelse till sammanträde utfärdas. Sammanträde ska därefter hållas\nsnarast möjligt. Har part framställt önskemål om skyndsam handläggning\nåligger det nämnden att så långt som möjligt ta hänsyn härtill.\u003C\u002Fp>\n\n\u003Cp>Nämndens utlåtande eller beslut ska vara skriftligt och samtidigt\ntillställas båda parter och är, såvida parterna inte enas om annat,\noffentligt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>* Vid överenskommelse dai 21 maj 1976 om allmänna anställningsvillkor kom\nSAF och PTK överens om att tillsätta en tjänstemarknadsnämnd SAF-PTK.\nNämnden har samma arbetsuppgifter som motsvarande nämnder i tidigare\nhuvudavtal. I den skaingå fem ledam öterför vardera SAF och PTK.\nÖverenskommelsen om tjänstemarknadsnämnd gäller med samma giltighetstid som\navtalet om allmänna anställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Ch3>Överenskommelse om ersättning för förskjuten arbetstid, jourtid och\nberedskapstjänst mellan SVEMEK och Unionen\u002FLedarna\u002FSveriges Ingenjörer\u003C\u002Fh3>\n\n\u003Ch4>Gemensamma anteckningar\u003C\u002Fh4>\n\n\u003Ch4>§ 1\u003C\u002Fh4>\n\n\u003Cp>Parterna enades därjämte om att till protokollet i §§ 2-4 göra\nföljande för överenskommelserna om riktlinjer rörande ersättning för\nförskjuten arbetstid, jourtid och beredskapstjänst gemensamma\nanteckningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2\u003C\u002Fh4>\n\n\u003Cp>Parterna enades om att meddelande om förskjuten arbetstid, jourtid och\nberedskapstjänst skulle lämnas till såväl berörda tjänstemän som till\nvid företaget anställd representant för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3\u003C\u002Fh4>\n\n\u003Cp>Parterna konstaterade att frågan rörande omfördelning av den ordinarie\narbetstiden, inarbetning av klämdagar och liknande samt förberedelse- och\navslutningsarbeten enligt § 7 mom 2:2 i avtalet om allmänna\nanställningsvillkor mellan Industriarbetsgivarna och Unionen\u002FLedarna\u002FSveriges\nIngenjörer inte berördes av denna överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch4>§ 4\u003C\u002Fh4>\n\n\u003Cp>Parterna noterade följande:\u003C\u002Fp>\n\n\u003Cp>Enligt nuvarande semester-, sjuklöne-, övertids-, restids- och\npensionsbestämmel- ser gäller följande beträffande ersättning för\nförskjuten arbetstid:\u003C\u002Fp>\n\n\u003Cp>För ersättning utbetalas semesterlön enligt avtalet om allmänna\nanställningsvillkor § 4 mom 4. Motsvarande tillämpning gäller\nsemesterersättning. Ersättningen medtages inte vid beräkning av\növertidsersättning eller restidsersättning. För tjänstemän med\nregelmässigt förskjuten arbetstid inräknas ersättningen i den pensions\nmedförande lönen enligt I TP a vtalets punkt A 3:1.\u003C\u002Fp>\n\n\u003Cp>Ersättning för beredskapstjänst och jourtid ska inräknas i underlaget\nför semesterlön och semesterersättning*. För tjänstemän med regelmässig\njourtid eller beredskapstjänst inräknas ersättningen i den\npensionsmedförande lönen enligt ITP- avtalets punkt A 3:1. Ersättningen\nbeaktas inte vid tillämpning av övriga av ovannämnda bestämmelser.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Riktlinjer rörande ersättning för arbete på förskjuten arbetstid\u003C\u002Fh4>\n\n\u003Cp>1.Nedanstående riktlinjer är avsedda att tillämpas vid arbete på\nförskjuten arbetstid. De lokala parterna äger dock, om särskilda skäl\nhärtill föreligger, träffa överenskommelse om annan lösning i fråga om\nersättning för arbete på sådan tid.\u003C\u002Fp>\n\n\u003Cp>2.Med förskjuten arbetstid avses den del av tjänstemannens ordinarie\narbetstidsmått som förläggs utanför det vid tjänstemannens arbetsställe\ngällande ordinarie dagarbetstidsschemat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förskjuten arbetstid ersätts enligt punkt 4 nedan.\u003C\u002Fp>\n\n\u003Cp>* Se § 4 mom 4:1 i avtalet om allmänna anställningsvillkor mellan\nIndustriarbetagivarna och Unionen\u002FLedarna\u002FSveriges Ingenjörer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar\u003C\u002Fh4>\n\n\u003Cp>a)Parterna är ense om att skälig anledning börföreliggaför införande\nav arbete på förskjuten arbetstid. Om tjänstemannaparten i enskilt fall gör\ngällande att skälig anledning tillförskjuten arbetstid inte föreligger,\näger arbetsgivaren likväl genomföra förskjutning av arbetstiden i avvaktan\npå resultatet av de förhandlingar som kan komma att begäras.\u003C\u002Fp>\n\n\u003Cp>b)Om ett system förflexibel arbetstid tillämpas utges inte ersättningför\narbetstid inom det ordinarie dagsarbetstidsschematsyttre tidpunkter, dvs inom\nden s k bandbredden.\u003C\u002Fp>\n\n\u003Cp>3.Arbetsgivaren bör, såvitt möjligt, senast 14 dagar i förväg lämna\nberörd tjänsteman meddelande om förskjutning av arbetstiden. Sådant\nmeddelande bör även innehålla uppgift om beräknad varaktighet av\narbetstidens förskjutning.\u003C\u002Fp>\n\n\u003Cp>4.Förskjuten arbetstid ersätts per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kl 18 - 07 vardagar\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>540\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Från kl 07 lördagar, från kl 18 trettondagsaftonen och dagarna före 1\nmaj, Kristi Himmelsfärdsdag, nationaldagen och Alla Helgons Dag till kl 06\npåföljande vardag samt kl 06-07 pingst-, midsommar- och julafton\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>300\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Från kl 07 pingst-, midsommar- och julafton samt från kl 18 skärtorsdagen\noch nyårsafton till kl 06 första vardagen efter respektive helger\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.Överenskommelse om undantag från ovanstående ersättningsregler kan\nträffas med tj änsteman i mer kvalificerad befattning, till vilken skälig\nersättning utges i annan ordning.\u003C\u002Fp>\n\n\u003Cp>Ersättning för förskjuten arbetstid och övertidsersättning kan inte\nutges samtidigt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch4>Riktlinjer rörande ersättning för jourtid\u003C\u002Fh4>\n\n\u003Cp>1.Följande riktlinjer gäller rörande ersättning förjourtid. De lokala\nparterna ägsr, om särskilda skäl föreligger, träffa överenskommelse om\nannan lösning.\u003C\u002Fp>\n\n\u003Cp>2.Med jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsstället för att\nnär behov uppkommer utföra arbete.\u003C\u002Fp>\n\n\u003Cp>3.Jourtid ersätts per jourtimme med\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>600\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>dock gäller följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>fredag - söndag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>från fredag kl 18 till lördag kl 07\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>540\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>från lördag kl 07 till måndag kl 06\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>300\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>vid helger\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>från kl 18 dagen före till kl 07 trettondagen, 1 maj, Kristi\nHimmelsfärdsdag, nationaldagen och Alla Helgons Dag\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>540\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>från kl 07 trettondagen, 1 maj, Kristi Himmelsfärdsdag, nationaldagen och\nAlla Helgons Dag till kl 06 första vardagen efter respektive helger\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>300\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>från kl 07 pingst-, midsommar- och julafton samt från kl 18 på\nskärtorsdagen och nyårsafton till kl 06 första vardagen efter respektive\nhelger\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jourersättningen utges per pass för lägst 8 timmar, i förekommande fall,\nminskat med den tid för vilken övertidsersättning utgetts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Överenskommelse om undantag från ovanstående ersättningsregler kan\nträffas med tjänsteman i mer kvalificerad befattning till vilken skälig\nersättning utges i annan ordning.\u003C\u002Fp>\n\n\u003Cp>5.Jourtid ska fördelas så att den ej oskäligt belastar enskild\ntjänsteman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Schema förjourtid bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Riktlinjer rörande ersättning för beredskapstjänst\u003C\u002Fh4>\n\n\u003Cp>1.Följande riktlinjer gäller rörande ersättning för beredskapstjänst.\nDe lokala parterna äger, om särskilda skäl föreligger, träffa\növerenskommelse om annan lösning.\u003C\u002Fp>\n\n\u003Cp>2.Med beredskapstjänst avses tid då tjänsteman inte har arbetsskyldighet\nmen åläggs vara anträffbar för att inom föreskriven tid efter varsel\ninfinna sig på arbetsstället.\u003C\u002Fp>\n\n\u003Cp>3.Beredskapstj änst ersätts per beredskapstimme med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>1400\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dock gäller följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>fredag - söndag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>från fredag kl 18 till lördag kl 07\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>1000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>från lördag kl 07 till måndag kl 06\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>700\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>vid helger\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>från kl 18 dagen före till kl 07 trettondagen, 1 maj, Kristi\nHimmelsfärdsdag, nationaldagen och Alla Helgons Dag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>1000\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>från kl 07 trettondagen, 1 maj, Kristi Himmelsfärdsdag, nationaldagen och\nAlla Helgons Dag till kl 06 första vardagen efter respektive helger\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>700\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>från kl 07 på pingst-, midsommar- och julafton samt från kl 18 på\nskärtorsdagen och nyårsafton till kl 06 första vardagen efter respektive\nhelger\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>månadslönen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>350\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapsersättning utges per pass för lägst 8 timmar, i förekommande\nfall, minskat med den tid för vilken övertidsersättning utgetts.*\u003C\u002Fp>\n\n\u003Cp>4.Vid påkallad inställelse i arbete utges övertidsersättning för\narbetad tid, dock minst för 3 timmar. Erforderliga resekostnader till\narbetsplatsen ersätts av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>5.Överenskommelse om undantag från ovanstående ersättningsregler kan\nträffas med tjänstemän i mer kvalificerade befattningar till vilka skälig\nersättning utges i annan ordning.\u003C\u002Fp>\n\n\u003Cp>6.Beredskap stjänst ska fördelas så att den ej oskäligt belastar enskild\ntjänsteman. Schema för beredskapstjänst bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>* I överenskommelse mellan Industriarbetsgivarna och Ledarna har punkt 3\nsista stycket följande lydelse: Beredskapsersättning utges per pass för\nlägst 8 timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Ch3>Arbetstid (trevalet)\u003C\u002Fh3>\n\n\u003Cp>Varje tjänsteman har årligen, senast den 31 januari varje år, att göra\nett av nedanstående val:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-en arbetstidsförkortning motsvarande fyra dagar\u003C\u002Fp>\n\n\u003Cp>-en avsättning till pensionspremie motsvarande 2,4 % av under föregående\nkalenderår utbetald månadslön\u003C\u002Fp>\n\n\u003Cp>-en kontant ersättning i form av ett engångsbelopp motsvarande 2 % av\nunder föregående kalenderår utbetald månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I avtalsöverenskommelserna 2001 och 2004 fanns möjlighet för de lokala\nparterna att vid fyra revisionstillfällen tillföra den lokala potten 0,5 % i\nstället för att tillämpa ovanstående treval.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har så skett minskas möjligheten till treval i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Har de lokala parterna utnyttjat möjligheten vid två tillfällen, så\nbestår trevalet av två lediga dagar eller 1,2 % pensionspremie eller 1,0 % i\nkontant ersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1Tjänsteman som väljer arbetstidsförkortning har inte rätt att spara\ndagar från ett kalenderår till ett annat. Ledighet som inte uttages under\nkalenderåret ersätts med kontant utbetalning. Detta gäller även för\ntjänsteman som av något skäl inte gör något val.\u003C\u002Fp>\n\n\u003Cp>2Det årsvisa utbetalda beloppet enligt denna bilaga ingår i den aktuella\nfasta lönen som arbetsgivaren har att anmäla som pensionsförmedlande lön\nenligt ITP-planens avdelning 1 eller 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Ch3>Löneavtal för avtalsåren 2021-2023 - Unionen\u003C\u002Fh3>\n\n\u003Ch4>1. Gemensamma utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Det är Industriarbetsgivamas och Unionens gemensamma uppfattning att ökad\nlönsamhet, produktivitet, investeringar och innovationskraft i företagen\nutgör avgörande förutsättningar för ökad konkurrenskraft och tillväxt.\nDärigenom skapas förutsättningar för tjänstemännens löneutveckling i\nföretagen.\u003C\u002Fp>\n\n\u003Cp>Produktivitetsutveckling är ett resultat av en skapande process som\nförutsätter tydliga mål för företagets verksamhet och för tjänstemannen.\nFöretagets chefer harett särskilt ansvarföratt målsätts och att\nuppföljning av resultat sker.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Motivet för varje utvecklingsinsats ska vara att stärka företagets\nkonkurrenskraft. Tjänstemännens kompetens och kompetensutveckling är av stor\nbetydelse för företagets produktivitet och förnyelse. Det är därför\nviktigt att under hela deras yrkesliv ge dem tillfälle och motiv till en\nändamålsenlig kompetensutveckling, vilket bör återspeglas i den praktiska\nlönesättningen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2. Grundläggande principer för lönebildningen i företagen\u003C\u002Fh4>\n\n\u003Ch4>2:1\u003C\u002Fh4>\n\n\u003Cp>Lönesättning och löneutveckling för tjänstemännen sker mot bakgrund av\nde förhållanden som skapar företagets ekonomiska förutsättningar, främst\nproduktivitetsutvecklingen och tjänstemännens bidrag härtill.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska därför vara en del av en produktivitets- och\nintäktsskapande process och stimulera till ökade insatser.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska grundas på systematisk och motiverad bedömning.\u003C\u002Fp>\n\n\u003Cp>I företaget bör även finnas kriterier för lönesättning för alla\nkarriärvägar, t ex specialister\u002Fexperter och chefer.\u003C\u002Fp>\n\n\u003Cp>Samma löneprinciper ska gälla för samtliga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:2\u003C\u002Fh4>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad med hänsyn till\nverksamhetens krav och arbetsuppgifternas art och innehåll, individuell\nkompetens, duglighet och uppnådda resultat samt insatser för utvecklingen av\nandras kompetens som är av vikt för verksamheten. Bestämmande för den\nindividuella lönesättningen är i första hand måluppfyllelse och faktiska\nresultat.\u003C\u002Fp>\n\n\u003Cp>Ledningsförmåga, omdöme och initiativ, ekonomiskt ansvar,\nsamarbetsförmåga samt idérikedom och innovationskraft ska beaktas vid\nlönesättningen.\u003C\u002Fp>\n\n\u003Cp>En utgångspunkt är att lönen ökar med stigande ansvar och\nsvårighetsgrad och med tj änstemannens prestation och duglighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3. Löner och löneutveckling\u003C\u002Fh4>\n\n\u003Ch4>3:1 Gemensam genomgång\u003C\u002Fh4>\n\n\u003Cp>De grundläggande principerna för lönebildningen och de gemensamma\nutgångspunkterna enligt detta avtalförutsätter att de lokala parterna gör\nen gemensam genomgång av avtalets intentioner och tillämpningen på\nföretaget. Med sin kännedom om företagets förhållanden bör de lokala\nparterna komma överens om tidplan och formerna för lönerevisionen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>De lokala parterna ska inför de löneförhandlingar som ska genomföras\nanalysera om diskriminerande eller på annat sätt omotiverade löneskillnader\nförekommer. Framgår det av dessa analyser att omotiverade löneskillnader\nfinns i företaget ska dessa justeras i samband med lönerevisionerna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3:2 Lönesamtal\u003C\u002Fh4>\n\n\u003Cp>En genomgång sker årligen av varje tjänstemans lön. Lönesamtalet sker\nmellan lönesättande chef och tj änstemannen med utgångspunkt från de\ngrundläggande principerna för lönebildning samt de gemensamma\nutgångspunkterna i detta avtal Varje tjänsteman ska veta på vilka grunder\nlönen sätts och vad tjänstemannen kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>3:3 Lönerevision\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cp>De lokala parterna ska genomföra en lönerevision per avtalsår.\nLönerevisionen ska ske den 1 januari 2021 respektive den 1 april 2022 om inte\nparterna enas om annat.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Revisionen ska ske med utgångspunkt från ”Gemensamma utgångspunkter”\noch ”Grundläggande principer för lönebildningen i företagen” enligt\npunkterna 1 och 2.\u003C\u002Fp>\n\n\u003Cp>För genomförandet av förhandlingarna ställs till de lokala parternas\nförfogande det första avtalsåret ett löneökningsutrymme om 2 % och för\ndet andra avtalsåret 1,7 % av lönesumman för Unionens medlemmar dagen före\nlönerevisionsdatum.\u003C\u002Fp>\n\n\u003Cp>Vid lönesättningen ska beaktas tjänstemännens ökade erfarenheter i sina\nbefattningar, mer kvalificerade arbetsuppgifter, höj da krav i arbetet,\nstörre befogenheter och ansvar, befordran samt bättre arbetsinsatser.\u003C\u002Fp>\n\n\u003Cp>I samband med lönerevisionen ska de lokala parterna, utöver ovan angivna\nutrymme, förhandla om individuella löneökningar i syfte att bibehålla eller\nuppnå önskad lönestruktur för tj änstemännen.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som erhåller liten eller ingen löneökning ska särskilda\növerläggningar föras om den enskildes förutsättningar för\narbetsuppgifterna och rådande arbetsförutsättningar, behov av kompetenshöj\nande insatser eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3:4 Lägsta löneökning\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte träffar annan överenskommelse ska varje\ntjänsteman, som omfattas av lönerevisionen, fr.o.m. den 1 januari 2021,\nrespektive den 1 april 2022 ha erhållit ett lägsta belopp om 358 kr,\nrespektive 322 kr per månad. Beloppet avser heltidsanställd tj änsteman.\nFör deltidsanställda minskas beloppet i proportion till arbetstidens\nlängd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4. Lägsta lön\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>Avtalets lägsta månadslön, för närvarande kronor 18 044, höjs från\noch med den 1 januari 2021 till 18 495 kronor, respektive till 18 902 kr fr om\nden 1 april 2022.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>För arbetstagare som varit anställd sammanhängande ett år i företaget\nhöjs avtalets lägsta månadslön för närvarande 19 341 kronor fr.o.m. 1\njanuari 2021 till 19 825 kronor fr om den 1 april 2022 till 20 261 kr.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beloppen avräknas löneutrymmet vid företaget.\u003C\u002Fp>\n\n\u003Cp>Då särskilda skäl föreligger kan lägre lön tillämpas under 12\nmånader. De lokala parterna enas om innebörden och tillämpningen av\nbegreppet ”särskilda skäl” i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5. Förhandlingsordning\u003C\u002Fh4>\n\n\u003Ch4>5:1\u003C\u002Fh4>\n\n\u003Cp>Saknas Unionenklubb vid företaget kan förslag lämnas och överläggning\nske med berörd Unionenavdelning om tj änstemannen så önskar.\u003C\u002Fp>\n\n\u003Ch4>5:2\u003C\u002Fh4>\n\n\u003Cp>Kan de lokala parterna inte enas, äger part rätt att påkalla central\nförhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5\u003C\u002Fh2>\n\n\u003Ch3>Löneavtal för avtalsåren 2021-2023 - Sveriges Ingenjörer\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Föreningen Industriarbetsgivarna och Sveriges Ingenjörer är ense\nom följande avtal att gälla för Industriarbetsgivarnas medlemsföretag,\navtalsområde SVEMEK, och Sveriges Ingenjörers medlemmar vid dessa\nföretag.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med civilingenjörer\u002Fmedlemmar avses i detta avtal även andra akademiker\nsom företräds av Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1. Gemensamma utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Det är Industriarbetsgivarnas och Sveriges Ingenjörers gemensamma\nuppfattning att ökad lönsamhet, produktivitet och utvecklingskraft i\nföretagen utgör avgörande förutsättningar för ökad konkurrenskraft och\ntillväxt. Därigenom skapas förutsättningar för civilingenjörernas\nlöneutveckling i företagen.\u003C\u002Fp>\n\n\u003Cp>Produktivitetsutveckling är ett resultat av en skapande process som\nförutsätter tydliga målför företagets verksamhet och för\ncivilingenjören. Företagets chefer har ett särskilt ansvar för att mål\nsätts och att uppföljning av resultat sker.\u003C\u002Fp>\n\n\u003Cp>Motivet för varje utvecklingsinsats ska vara att stärka företagets\nkonkurrenskraft. Civilingenjörernas utbildning och kompetensutveckling är av\nstor betydelse för företagets produktivitet och förnyelse. Det är därför\nviktigt att under hela deras yrkesliv ge dem tillfälle och motiv till en\nändamålsenlig kompetensutveckling, vilket bör återspeglas i den praktiska\nlönesättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Grundläggande principer för lönebildningen i företagen\u003C\u002Fh4>\n\n\u003Ch4>2:1\u003C\u002Fh4>\n\n\u003Cp>Lönesättning och löneutveckling för civilingenjörerna sker mot bakgrund\nav de förhållanden som skapar företagets ekonomiska förutsättningar,\nfrämst produktivitetsutvecklingen och civilingenjörernas bidrag härtill.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska vara en del av en produktivitets- och intäktsskapande\nprocess och stimulera till ökade insatser.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska grundas på systematisk och motiverad bedömning.\u003C\u002Fp>\n\n\u003Cp>I företaget bör finnas kriterier för lönesättning för alla\nkarriärvägar, t ex specialister\u002Fexperter och chefer.\u003C\u002Fp>\n\n\u003Cp>Samma löneprinciper ska gälla för samtliga civilingenjörer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:2\u003C\u002Fh4>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad med hänsyn till\nverksamhetens krav och arbetsuppgifternas art och innehåll, individuell\nkompetens, duglighet och uppnådda resultat samt insatser för utvecklingen av\nandras kompetens som är av vikt för verksamheten. Bestämmande för den\nindividuella lönesättningen är i första hand måluppfyllelse och faktiska\nresultat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Löner och löneutveckling\u003C\u002Fh4>\n\n\u003Ch4>3:1 Gemensam genomgång\u003C\u002Fh4>\n\n\u003Cp>De grundläggande principerna för lönebildningen och de gemensamma\nutgångspunkterna enligt detta avtalförutsätter att de lokala parterna gör\nen gemensam genomgång av avtalets intentioner och tillämpningen på\nföretaget. Med sin kännedom om företagets förhållanden bör de lokala\nparterna komma överens om tidplan och formerna för lönerevisionen.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska inför löneförhandlingarna analysera om\ndiskriminerande eller på annat sätt omotiverade löneskillnader förekommer.\nFramgår det av dessa analyser att omotiverade löneskillnader finns i\nföretaget ska dessa justeras i samband med lönerevisionerna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3:2 Lönesamtal\u003C\u002Fh4>\n\n\u003Cp>En genomgång sker årligen av varje civilingenjörs lön. Lönesamtalet\nsker mellan lönesättande chef och civilingenjören med utgångspunkt från de\ngrundläggande principerna för lönebildning samt de gemensamma\nutgångspunkterna i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Varje civilingenjör ska veta på vilka grunder lönen sätts och vad\ncivilingenjören kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3:3 Lönerevisioner\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna ska genomföra en lönerevision per avtalsår.\u003C\u002Fp>\n\n\u003Cp>Revisionerna ska ske med utgångspunkt från \"Gemensamma utgångspunkter”\noch ”Löneprinciper” enligt punkterna 1 och 2.\u003C\u002Fp>\n\n\u003Cp>Lönehöjningarna ska gälla fr.o.m. den 1 januari 2021 respektive den 1\napril 2022, om inte annat överenskommes.\u003C\u002Fp>\n\n\u003Cp>För genomförande av förhandlingarna ställs till de lokala partemas\nförfogande för det första avtalsåret ett löneökningsutrymme om 2 % och\nför det andra avtalsåret 1,7 % av lönesumman för medlemmar i Sveriges\nIngenjörer dagen före lönerevisionsdatum.\u003C\u002Fp>\n\n\u003Cp>I samband med lönerevisionen ska de lokala parterna, utöver ovan angivna\nutrymme, förhandla om individuella löneökningar i syfte att bibehålla eller\nuppnå önskad lönestruktur för civilingenjörsgruppen.\u003C\u002Fp>\n\n\u003Cp>Vid lönesättningen ska beaktas civilingenjörens ökade erfarenheter i\nsina befattningar, mer kvalificerade arbetsuppgifter, höj da krav i arbetet,\nstörre befogenheter och ansvar, befordran samt bättre arbetsinsatser.\u003C\u002Fp>\n\n\u003Cp>För medlem som erhåller liten eller ingen löneökning ska särskilda\növerläggningar föras om den enskildes förutsättningar för\narbetsuppgifterna och rådande arbetsförutsättningar, behov av kompetenshöj\nande insatser eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Förhandlingsordning\u003C\u002Fh4>\n\n\u003Ch4>4:1\u003C\u002Fh4>\n\n\u003Cp>Saknar Sveriges Ingenjörer lokalavdelning vid företaget lämnas förslag\ntill, och sker överläggning med, den enskilde civilingenjören.\u003C\u002Fp>\n\n\u003Ch4>4:2\u003C\u002Fh4>\n\n\u003Cp>Vid oenighet mellan de lokala parterna angående form erna för\nlönerevisionens genomförande ska de centrala parterna konsulteras innan den\nlokala förhandlingen avslutas. I sådana fall ska de centrala parterna via\növerläggningar med de lokala parterna medverka till att förutsättningar\nskapas för en lokal överenskommelse i formfrågan.\u003C\u002Fp>\n\n\u003Ch4>4:3\u003C\u002Fh4>\n\n\u003Cp>Kan de lokala parterna inte enas, äger part att påkalla\ncentralförhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Bilaga 6\u003C\u002Fh4>\n\n\u003Ch3>Tekniska anvisningar för Unionen och Sveriges Ingenjörer\u003C\u002Fh3>\n\n\u003Ch4>1.Löneavtalens omfattning\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>a)Löneavtalens tillämpningsområden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Löneavtalen gäller endast medlemmar i Unionen\u002FSveriges Ingenjörer och i\nIndustriarbetsgivamas medlemsföretag, avtalsområde SVEMEK.\u003C\u002Fp>\n\n\u003Cp>Avtalet omfattar endast de tjänstemän som börjat sin anställning vid\nföretaget senast den 31 december 2020, respektive den 31 mars 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b)Undantag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller inte för tjänsteman som påbörjat sin anställning vid\nföretaget senast den 31 december2020, respektive den 31 mars 2022 och som\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency_max\">\u003Cp>-är anställd för vikariat eller i övrigt viss tid, och vars anställning\ninte varat fortlöpande 6 månader\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-är anställd på prov\u003C\u002Fp>\n\n\u003Cp>-innehar anställning som utgör bisyssla\u003C\u002Fp>\n\n\u003Cp>-kvarstår i tjänst vid företaget efter uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>-är tjänstledig under minst tre månader - räknat från\nlönerevisionstidpunkten- av annan orsak än sjukdom eller\nföräldraledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>c)Anställningsavtal träffat senare än den 1 juli 2020, respektive\nsenare än\u003C\u002Fstrong>\u003Cstrong>den 1 oktober 2021\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om ett anställningsavtalhar träffats senare än ovan angiven tidpunkt och\növerenskommelse träffats om att den avtalade lönen ska gälla oberoende av\n2021 respektive 2022 års löneavtal ska tjänstemannen inte omfattas av\nlönerevisionen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>d)Redan genomförd lönerevision\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Har i avvaktan på 2021 års löneavtal lönehöjningar utgetts ska detta\nbeaktas om inte de lokala parterna överenskommit om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>e)Kontraktslön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Löneavtalen tillämpas även för en tj änsteman med kontraktslön, om det\ninte framgår av omständigheterna att så inte varit avsikten då kontraktet\nupprättades eller förnyades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>f)Tjänstemän som slutat\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Till tjänstemän som slutat sin anställning bör företagen, utan\nsärskild anm aning, betala ut vad dessa kan ha att fordra efter\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>g)Företag med verksamhet vid skilda enheter\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För de företag som bedriver verksamhet på flera orter eller vid flera\nenheter på en och samma ort gäller följande:\u003C\u002Fp>\n\n\u003Cp>-Företaget ska tillämpa bestämmelserna i avtalen på företaget som\nhelhet, om detta varit \"klar praxis\" vid tidigare lönerevisioner eller om\nlokal överenskommelse om detta träffats isamband med tillämpningen av nu\naktuellt löneavtal.\u003C\u002Fp>\n\n\u003Cp>-I övriga fall ska företaget tillämpa löneavtalen för varje ort där\nföretaget bedriver verksamhet respektive för varje enhet av företaget på\nsamma ort.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch4>\u003Cstrong>h)Föräldralediga tjänstemän\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Tjänsteman som är eller har varit föräldraledig ska normalt\ntillförsäkras samma allmänna löneutveckling under ledigheten som när denne\narbetar fullt ut enligt sin normala arbetstid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch4>2.Retroaktiva omräkningar m m\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Retroaktiva omräkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Då löneavtalet för 2021 respektive 2022 ska tillämpas fr.o.m. den 1\njanuarirespektive den 1 april, måste vissa ersättningar och avdrag omräknas\nretroaktivt från detta datum. Följande gäller beträffande utbetalade\növertidsersättningar, gjorda tjänstledighetsa vdrag och sjukavdrag.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Om inte lokal\növerenskommelse träffats om att omräkningen ska ske individuellt ska en\n\"schablonmetod\" tillämpas som innebär omräkning med den genomsnittliga\nlönehöjningen vid företaget inom Unionen\u002FSveriges Ingenjörer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>De genomsnittstal som vid schablonmetoden används för de organiserade\ntjänstemännen bör även tillämpas för oorganiserade tjänstemän.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Cp>Då en långtidssjukskriven eller föräldraledig tjänsteman erhåller\nretroaktiv löneökning ska ersättning utgå för mellanskillnaden mellan\nfaktiskt utbetald sjukpenning\u002Fföräldrapenning och den\nsjukpenning\u002Fföräldrapenning som skulle utgått om beräkning skett med den\nnya lönen som underlag. Denna retroaktiva ersättning ska utgå från dagen\nför löneökningen. Detta gäller under förutsättning att retroaktiv\nersättning inte kan erhållas från Försäkringskassan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tjänstledighetsa vdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt. Schablonmetod är inte tillåten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag ska omräknas enligt följande:\u003C\u002Fp>\n\n\u003Cp>- Sjukavdrag t o m 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>-Retroaktiv omräkning ska inte ske försjukavdrag fr o m 15:e\nkalenderdagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Provision och premielön\u003C\u002Fh4>\n\n\u003Cp>Reglerna avseende provisions- och premieavlönade är oförändrade sedan\ntidigare år.\u003C\u002Fp>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas, med\nbeaktande av att det ligger i nämnda löneformers natur att årsförtj änsten\nför den enskilde tj änstemannen kan variera, att förtj änstutvecklingen på\nsikt följ er den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med premielön gäller samma principer för\nlönehöjningar som för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch4>4.Vissa pensionsfrågor\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Avtalets tillämpning vid pensionsfall\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman, som slutat sin anställning den 1\njanuari 2021 respektive den 1 april 2022 eller senare och som är\npensionsberättigad, ska höjningen inte vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>Om anställningen har upphört på grund av pensionsfall, ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmälan om pensionsmedförande lön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Företaget ska till Collectum\u002FPRI som pensionsmedförande lön anmäla\nlönehöjning till följd av detta avtal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 7\u003C\u002Fh2>\n\n\u003Ch3>Avtal om lokal lönebildning (Ledarna)\u003C\u002Fh3>\n\n\u003Cp>Industriarbetsgivama och Ledama är ense om att följande avtal ska gälla\nför medlemsföretagen inom SVEMEK samt Ledarnas medlemmar inom parternas\ngemensamma verksamhetsområden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Gemensamma utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Industriarbetsgivama och Ledarna vill med detta avtal bidra till ökad\nproduktivitet, lönsamhet och konkurrenskraft i företagen. Därigenom skapas\nbättre förutsättningar för en positiv löneutveckling. Detta förutsätter\nett utvecklat och effektivt ledarskap inom alla funktioner i företaget.\u003C\u002Fp>\n\n\u003Cp>Chefer är arbetsgivarens företrädare och har ett särskilt ansvar för\natt uppsatta mål nås och att resultat följs upp. Detta förutsätter en\nkontinuerlig individuell utveckling och delaktighet. För att framgångsrikt\nkunna kommunicera företagets affärsidéer, framgångsfaktorer och mål krävs\natt cheferna erhåller stöd och utbildning samt har rimliga förutsättningar\nför att hantera detta avtal.\u003C\u002Fp>\n\n\u003Cp>Avtalet ger ramen för den lokala lönebildningsprocessen, där\nutgångspunkten är dialogen mellan chef och medarbetare. Nyckelorden i denna\ndialog är;\u003C\u002Fp>\n\n\u003Cp>•individuella mål och prioriteringar\u003C\u002Fp>\n\n\u003Cp>•kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>•resultat och prestation\u003C\u002Fp>\n\n\u003Cp>•lön och belöning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren informerar alla berörda om avtalet och dess praktiska\nhantering.\u003C\u002Fp>\n\n\u003Cp>Finns lokala företrädare för Ledarna ska den lokala processbeskrivningen\nutformas gemensamt. Parterna har ett gemensamt ansvar för att processen\nkvalitetssäkras Partsgemensamt stödmaterial ger vägledning i detta\narbete.\u003C\u002Fp>\n\n\u003Cp>Beträffande principerna för lönebildningen och den praktiska\ntillämpningen kan de centrala parterna ge råd och stöd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Grundläggande principer\u003C\u002Fh4>\n\n\u003Ch4>2:1\u003C\u002Fh4>\n\n\u003Cp>Avtalets tillämpning anpassas till lokala förutsättningar och\nförutsätter engagemang, förtroende och ansvar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:2\u003C\u002Fh4>\n\n\u003Cp>Företagets lönepolicy och väl kända lönekriterier är grunden för\nlönesättningen. Chefer ska värderas med utgångspunkt från sin förmåga\natt skapa resultat genom sitt ledarskap.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:3\u003C\u002Fh4>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad med hänsyn till\nverksamhetens krav och arbetsuppgifternas art och innehåll, individuell\nkompetens, duglighet och uppnådda arbetsresultat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:4\u003C\u002Fh4>\n\n\u003Cp>Dialogens kvalitet och utveckling bygger på ett gemensamt\nansvarstagande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Den lokala processen\u003C\u002Fh4>\n\n\u003Cp>Företaget ansvarar för att löneprocessen kommer till stånd. För att\nprocessen ska fungera krävs att den kvalitetssäkras genom en beskrivning av\nhur tillämpningen ska ske. Denna bör vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Företaget definierar vilka personer som ansvarar för löneprocessen. I\nsamband med detta ska deras befogenheter och arbetsuppgifter klarläggas.\u003C\u002Fp>\n\n\u003Cp>Det är särskilt viktigt att det framgår hur dialogen genomförs och\nföljs upp samt tidpunkten för lönerevision. Lönerevisionsdatum för olika\nindivider kan med fördel förläggas till i förväg fastställda individuella\ntidpunkter enligt en bestämd ordning, exempelvis anställningsmånad.\u003C\u002Fp>\n\n\u003Cp>Om det finns lokala företrädare för Ledarna ska parterna gemensamt ta\nfram en beskrivning av hur avtalet ska tillämpas i det egna företaget,\nbaserad på avtalets intentioner. De ska även komma överens om hur\narbetsgivarens förslag på individuella löner ska presenteras för de lokala\nföreträdarna.\u003C\u002Fp>\n\n\u003Cp>Om det inte finns lokala företrädare ska lönesättande chef och enskild\nmedlem i Ledarna komma överens om tidpunkter och former för\nutvecklingssamtal, uppföljning, lönedialog, lönerevisionsdatum enligt\navtalets utgångspunkter och principer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Processens delar - en översikt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>C\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ta fram provessbeskrivning (t.ex. i en partsammansatt\n      arbetsgrupp)\u003C\u002Ftd>\n      \u003Ctd>Fatta beslut om processbeskrivning och informera\u003C\u002Ftd>\n      \u003Ctd>Impletmentera(utbildning, verktyg och stöd, rutiner, uppföljning\n        och utvardering)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">********************\u003C\u002Fspan>DIALOG\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Utveklingssamtal\u003C\u002Ftd>\n      \u003Ctd>Uppföljining\u003C\u002Ftd>\n      \u003Ctd>Utvardering\u003C\u002Ftd>\n      \u003Ctd>Lönesamtal\u003C\u002Ftd>\n      \u003Ctd>Ny lön\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Aterkoppling\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Chefsdialog\u003C\u002Fh4>\n\n\u003Cp>Det är av stor vikt att en dialog förs mellan chef och berörd individ om\nmål, prioriteringar, förväntningar och utvecklingsbehov. Inriktningen är\natt skapa en process där individens resultat, prestation, kompetens och\nlöneutveckling knyts samman. Dialogen sker med utgångspunkt från uppdraget\noch de individuella förutsättningarna och där kompetensplanering är ett\ngivet inslag.\u003C\u002Fp>\n\n\u003Cp>En fungerande dialog mellan chef och närmast överordnad chef utgår från\natt bägge parter har förberett sig inför dialogen.\u003C\u002Fp>\n\n\u003Cp>I dialogen bör följ ande delar ingå: utvecklingssamtal, uppföljning,\nutvärdering, lönesamtal och motivering av ny lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Lönesättningsprinciper\u003C\u002Fh4>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad utifrån\nföretagets lönepolicy och väl kända lönekriterier.\u003C\u002Fp>\n\n\u003Cp>Vid den individuella lönesättningen utgör exempelvis ledningsoch\nsamarbetsförmåga, omdöme, tekniskt, ekonomiskt och personellt ansvar,\nförmåga att utveckla medarbetare samt initiativ, idérikedom och\ninnovationskraft, helhetssyn betydelsefulla bedömningsgrunder i\nchefsrollen.\u003C\u002Fp>\n\n\u003Cp>Revidering av lönen ska ske minst en gång per tolvmånadersperiod.\nFöräldralediga omfattas av den årliga löneprocessen.\u003C\u002Fp>\n\n\u003Cp>Närmaste chef ska ha ett avgörande inflytande i lönesättningen. Ny lön\nska alltid presenteras och motiveras i ett planerat samtal.\u003C\u002Fp>\n\n\u003Cp>Vid befordran eller förändring i befattningen sker en översyn av\nlönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.Särskilda överläggningar vid utebliven löneökning\u003C\u002Fh4>\n\n\u003Cp>För medlem i Ledarna som erbjuds låg eller ingen löneökning, ska\nsärskilda överläggningar föras. Vid överläggningen diskuteras medlemmens\nförutsättningar för arbetsuppgifterna och rådande arbetsförutsättningar,\nbehov av kompetenshöjande insatser eller andra ändamålsenliga åtgärder.\nResultaten dokumenteras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.Förhandlingsordning\u003C\u002Fh4>\n\n\u003Ch4>7:1 Allmänna utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Det ligger i avtalets anda att frågor om individuell lönesättning och\nlöneutveckling i första hand löses i chefsdialogen mellan medlem i Ledarna\noch dennes chef. I det fall frågorna inte kan lösas bör medlemmen kontakta\nLedarna, varvid bestämmelserna i denna förhandlingsordning gäller.\u003C\u002Fp>\n\n\u003Cp>Lokala parter ska eftersträva att nå överenskommelse om hur\nlöneprocessen ska utformas och hur avtalet ska tillämpas. Om parterna inte\nkommer överens kan de påkalla förhandlingar enligt bestämmelserna i denna\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I det fall en arbetsgivare överhuvudtaget inte tar initiativ till att\ninleda diskussioner om löneprocessens utformning eller på annat sätt\nåsidosätter detta avtals tillämpning ska förhandlingsordningen i allmänna\nvillkorsavtaletför Industriarbetsgivarnas respektive förbund tillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:2 Lokal förhandling\u003C\u002Fh4>\n\n\u003Cp>Lokal förhandling avseende löneprocessen och hur avtalet ska tillämpas\nska påkallas senast tre veckor från det att endera parten förklarar att den\nanser oenighet i någon fråga föreligga. Innan en lokal förhandling\navslutas, bör de centrala parterna konsulteras beträffande tillämpningen av\navtalet. Inriktningen ska vara att centrala förhandlingar inte ska behöva\ntillgripas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:3 Förhandling vid oenighet om individuell lön\u003C\u002Fh4>\n\n\u003Cp>Vid oenighet om arbetsgivarens förslag till individuell lön ska lokal\nförhandling påkallas senast sju dagarefter det att arbetsgivaren har lämnat\nsitt förslag. Förhandling ska påbörjas senast tre veckor efter\npåkallandet. Innan en lokal förhandling avslutas kan de centrala parterna\nkonsulteras beträffande tillämpningen av avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:4 Central förhandling\u003C\u002Fh4>\n\n\u003Cp>Central förhandling ska påkallas av centrala parter senast tre veckor\nfrån den dag lokal förhandling har förklarats avslutad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:5 Hänskjutande till Nämnden för Lönefrågor\u003C\u002Fh4>\n\n\u003Cp>Kan parterna ej enas vid central förhandling kan frågan hänskjutas till\nNämnden för Lönefrågor för utlåtande. Detta ska ske senast tre veckor\nefter det att den centrala förhandlingen har avslutats. Nämnden ska avge\nutlåtande itvistefråga som uppkommit inom ramen för detta avtal inom två\nmånader.\u003C\u002Fp>\n\n\u003Cp>Nämnden för Lönefrågor består av fyra ledamöter varvid berört\narbetsgivarförbund respektive Ledarna utser två ledamöter var samt vidare\nvar sin sekreterare. Om nämnden är ense kan den fungera som skiljenämnd med\nen av nämnden utsedd opartisk ordförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:6 Preskription\u003C\u002Fh4>\n\n\u003Cp>Part som inte iakttar de tidsfrister som anges ovan förlorar rätten att\nföra frågan vidare och arbetsgivaren har rätt att fastställa lönerna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.Fredsplikt\u003C\u002Fh4>\n\n\u003Cp>Detta avtalinnebär fredsplikt för såväl lokala som centrala parter i de\nfrågor som regleras i avtalet.\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse om de individuella lönerna inte har kunnat uppnås vid\ncentral förhandling får Ledarna eller Industriarbetsgivarna besluta om\nfredspliktens upphörande vid ifrågavarande företag eller del av företag som\nförhandlingen omfattar. Besked om det ska omgående lämnas till motparten.\u003C\u002Fp>\n\n\u003Cp>Varsel om konfliktåtgärder ska för att vara giltiga ha utfärdats av\nförbundsstyrelse eller av styrelsen i Industriarbetsgivarna.\u003C\u002Fp>\n\n\u003Cp>I övrigt tillämpas konfliktreglerna i gällande lag och avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.Giltighetstid med mera\u003C\u002Fh4>\n\n\u003Cp>Avtalet träder i kraft den 1 april 2016 och gäller tillsvidare med en\nömsesidig uppsägningstid om tre månader. Parterna är ense om att detta\navtal ska anmälas till Medlingsinstitutet för registrering.\u003C\u002Fp>\n\n\u003Cp>Avtalet löper med samma giltighetstid som mellanvarande avtal om allmänna\nvillkor och någon särskild uppsägning behöver därför inte göras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 till Avtal om lokal lönebildning\u003C\u002Fh2>\n\n\u003Cp>Diskussionspunkter som ska hanteras i den lokala processen (se även\nvägledning\u002Funderpunkter i stödmaterial)\u003C\u002Fp>\n\n\u003Cp>Punkterna ska vara ett stöd för att få igång en väl fungerande och\nverksamhetsanpassad lokal lönebildning. De kan också användas till att\nfölja upp och kvalitetssäkra den process som redan finns på företaget.\u003C\u002Fp>\n\n\u003Cp>Syftet med punkterna är att tydliggöra roller, ansvar och arbetssätt\nsamtidigt som de kan ge nya infallsvinklar.\u003C\u002Fp>\n\n\u003Cp>1.Vinsterna med lokalt anpassad lönebildning för chefer\u003C\u002Fp>\n\n\u003Cp>2.Input mellan lönesättande chefer och ledningen inför lönerevisionen\u003C\u002Fp>\n\n\u003Cp>3.Önskvärd utveckling hos individen\u002Findividerna\u003C\u002Fp>\n\n\u003Cp>4.Ansvar och befogenheter\u003C\u002Fp>\n\n\u003Cp>5.Typ av samtal som ska genomföras\u003C\u002Fp>\n\n\u003Cp>6.Nödvändig utbildning, stöd och resurser\u003C\u002Fp>\n\n\u003Cp>7.Kvalitetssäkring av samtal,bedömningar och motivering av ny lön\u003C\u002Fp>\n\n\u003Cp>8.Dokumentation av samtal och överenskommelser\u003C\u002Fp>\n\n\u003Cp>9.Hantering av situation då chef och lönesatt inte kommer överens om ny\nlön\u003C\u002Fp>\n\n\u003Cp>10.Tidplan för revisionsperioder\u003C\u002Fp>\n\n\u003Cp>11.Ledningens kommunikation av förutsättningarna inför lönerevision med\nlönesättande chefer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tänk på att utvärdering och utveckling av lönebildningsprocessen\nkvalitetssäkrar tillämpningen och främjar verksamhetens behov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2 till Avtal om lokal lönebildning \u003C\u002Fh2>\n\n\u003Ch3>Innehåll i chefsdialogen\u003C\u002Fh3>\n\n\u003Cp>En fungerande dialog mellan medlem och dennes chef utgår från att bägge\nparter har förberett sig inför dialogen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Områden som bör lyftas i dialogen kring chefens uppdrag och\nförutsättningar är:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Uppdrag och ansvarsområden\u003C\u002Fp>\n\n\u003Cp>2.Kompetens- och karriärutveckling\u003C\u002Fp>\n\n\u003Cp>3.Ansvar och befogenheter\u003C\u002Fp>\n\n\u003Cp>4.Stöd i organisationen (administrativt, HR, närmaste chef, kollegor,\nmedarbetare)\u003C\u002Fp>\n\n\u003Cp>5.Förståelse för och relation till företagets övriga verksamhet\u003C\u002Fp>\n\n\u003Cp>6.Förväntningar och förutsättningar i chefsrollen\u003C\u002Fp>\n\n\u003Cp>-Former och intervall för återkoppling\u003C\u002Fp>\n\n\u003Cp>-Förväntat ledarskap\u003C\u002Fp>\n\n\u003Cp>-Tillgänglighet och flexibilitet\u003C\u002Fp>\n\n\u003Cp>-Tillgång till stödfunktioner\u003C\u002Fp>\n\n\u003Cp>-Arbetsbelastning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Stödmaterial\u003C\u002Fh3>\n\n\u003Cp>1.Vad kännetecknar ett gott ledarskap och hur värderar vi det?\u003C\u002Fp>\n\n\u003Cp>2.Hur vill du beskriva ditt uppdrag och dina ansvarsområden?\u003C\u002Fp>\n\n\u003Cp>3.Hur tydlig anser du att ansvarsfördelningen är inom företaget?\u003C\u002Fp>\n\n\u003Cp>4.Vilken grad av handlingsfrihet anser du att du har?\u003C\u002Fp>\n\n\u003Cp>5.Vilket inflytande har du på övergripande beslut, verksamhetens\ninriktning?\u003C\u002Fp>\n\n\u003Cp>6.Hur ser du på ditt eget behov av kompetensutveckling - på kort och lång\nsikt?\u003C\u002Fp>\n\n\u003Cp>7.Vad är mest prioriterat just nu?\u003C\u002Fp>\n\n\u003Cp>8.Vad skulle du vilja lägga mer tid på?\u003C\u002Fp>\n\n\u003Cp>9.Vad skulle du vilja lägga mindre tid på?\u003C\u002Fp>\n\n\u003Cp>10.I vilken omfattning och i vilket forum kan du diskutera verksamheten och\nreflektera?\u003C\u002Fp>\n\n\u003Cp>11.Hur resonerar du kring tillgänglighet i din chefsroll?\u003C\u002Fp>\n\n\u003Cp>12.Hur påverkas ditt privatliv av ditt arbete?\u003C\u002Fp>\n\n\u003Cp>13.Vilket stöd behöver du i din chefsroll för att hantera ditt uppdrag\npå bästa sätt?\u003C\u002Fp>\n\n\u003Cp>14.Vad kan jag göra för att bidra till att du har rätt förutsättningar\nför ditt uppdrag?\u003C\u002Fp>\n\n\u003Cp>15.Hur vill du beskriva relationen till dina medarbetare?\u003C\u002Fp>\n\n\u003Cp>16.Hur och från vem får du återkoppling på din arbetsinsats?\u003C\u002Fp>\n\n\u003Cp>17.Vilken information behöver du för att hantera ditt uppdrag?\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 8 Deltidspension\u003C\u002Fh2>\n\n\u003Ch3>Avsättning till deltidspension\u003C\u002Fh3>\n\n\u003Cp>Under avtalsperioden görs ytterligare pensionsavsättning om totalt 0,5 %.\nAvsättning ska ske med 0,2 % fr.o.m den 1 juni 2017, totalt 1,0 %, respektive\n0,3 % fr.o.m. den 1 juni 2019, totalt 1,3 %.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>| Ytterligare avsättning på 0,4 % ska göras fr o m 1 januari 2021, d v s\ntotalt 1,7 %.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Deltidspension\u003C\u002Fh3>\n\n\u003Cp>Tjänsteman kan från 62 års ålder ansöka om att ipensioneringssyfte\narbeta deltid (deltidspension). Tj änstemannen ska ansöka om detta senast sex\nmånader innan den avses träda ikraft. Samråd ska ske mellan tjänstemannen\noch arbetsgivaren. Utgångspunkten är att arbetstiden vid deltidspension ska\nvara 80 % av en heltid. Annan nedgång i tid kan överenskommas.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till deltidspension är inte ovillkorlig.\nArbetsgivaren kan av verksamhetsskäl avslå en ansökan. Det åligger då\narbetsgivaren att sakligt och konstruktivt undersöka olika åtgärder för att\nmöjliggöra en deltidspension innan avslag sker. Parterna är överens om att\ndet vid mindre företag kan innebära särskilda svårigheter att en\ntjänsteman går i deltidspension. Särskild hänsyn ska därför tas till\ndessa företags förutsättningar vid en bedömning av ansökan om\ndeltidspension. Det enskilda företagets förutsättningar avgör\nmöjligheterna till att bevilja deltidspension. Oaktat företagets storlek ska\nvid en bedömning av ansökan alltid ett skäligt hänsynstagande tas till\nverksamhetens behov och krav. En sådan bedömning kan bland annat ske utifrån\nhur arbetet kan bedriva s utan problematiska avbrott eller ökade kostnader\nför företaget.\u003C\u002Fp>\n\n\u003Cp>Om en arbetsgivare ska avslå en tjänstemans begäran ska denne underrätta\ntjänstemannen och dennes fackliga organisation. I samband med detta ska\nskälen till varför arbetsgivaren avser att avslå ansökan redovisas.\nFörhandling kan begäras enligt gällande förhandlingsordning. Frågan om\nrätt till deltidspension prövas dock slutligt i central förhandling, d v s\nrätten till deltidspension kan inte prövas av domstol.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som utnyttjar sin rätt till delpension, och tillhör ITP\n2, ska arbetsgivaren till Collectum anmäla dennes tidigare heltidslön i syfte\natt ålderspensionen från 65 års ålder inte ska påverkas av\ndelpensioneringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 9\u003C\u002Fh3>\n\n\u003Ch3>Förteckning över särskilda överenskommelser som ej medtagits i\navtalstrycket\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch4>Flexibel arbetstid\u003C\u002Fh4>\n\n\u003Cp>Överenskommelsen mellan SAF och PTK den 22 oktober 1979 om riktlinjer för\nflexibel arbetstid gäller mellan SVEMEK och tjänstemannaorganisationerna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Inkassering av medlemsavgifter\u003C\u002Fh4>\n\n\u003Cp>Överenskommelsen mellan SVEMEK och SIF den 15 december 1980 angående\narbetsgivarens medverkan vid inkassering av SIFs medlemsavgifter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch4>Jämställ dhetsavtal\u003C\u002Fh4>\n\n\u003Cp>Överenskommelsen mellan SAF-LO-PTK den 3 mars 1983 om åtgärder för\njämställdhet mellan kvinnor och män i arbetslivet gäller mellan SVEMEK och\ntjänstemannaorganisationerna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Konkurrensklausuler\u003C\u002Fh4>\n\n\u003Cp>Avtal mellan Svenskt Näringsliv och PTK om användning av\nkonkurrensklausuler i anställningsavtal, samt därtill hörande\nskiljedomsregler för skiljenämnden i uppfinnar- och\nkonkurrensklausulstvister, den 2 juli 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Pension och gruppliv\u003C\u002Fh4>\n\n\u003Cp>Uppgörelsen om ITP den 30 september 1976 med prolongering den 29 november\n1985 mellan SAF och PTK gäller mellan SVEMEK och\ntjänstemannaorganisationerna.\u003C\u002Fp>\n\n\u003Cp>Samma gäller beträffande avtalet om tj änstegrupplivförsäkring (TGL)\nden 19 februari 1976 mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Premielön\u003C\u002Fh4>\n\n\u003Cp>Överenskommelsen om allmänna villkor och lönerevisionsfrågor vid\npremielön mellan SAF och SIF\u002FSALF\u002FCF den 14 december 1969 med ändringar 1977\ngäller mellan SVEMEK och tjänstemannaorganisationerna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Rätten till arbetstagares uppfinningar\u003C\u002Fh4>\n\n\u003Cp>Avtal mellan Svenskt Näringsliv och PTK om rätten till arbetstagares\nuppfinningar, samt därtill hörande skiljedomsregler för skiljenämnden i\nuppfinnar- och konkurrensklausulstvister, den 2 juli 2015.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Social trygghet vid utlandstjänstgöring\u003C\u002Fh4>\n\n\u003Cp>”Avtal om social trygghet för tjänstemän vid utlandstjänstgöring”\nmellan SAF och PTK den 24 juni 1985 gäller mellan SVEMEK och\ntjänstemannaorganisationerna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch4>Trygghetsförsäkring vid arbetsskada\u003C\u002Fh4>\n\n\u003Cp>Avtalet den 29 mars 1979 om AMF-försäkringarna med senare vidtagna\nändringar och tillägg gäller mellan SVEMEK och SIF\u002FSALF\u002FCF.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch4>Trygghetsöverenskommelse\u003C\u002Fh4>\n\n\u003Cp>Trygghetsöverenskommelsen mellan SAF och PTK den 5 april 1974 med senare\nändringar gäller mellan SVEMEK och tjänstemannaorganisationerna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Utvecklingsavtal\u003C\u002Fh4>\n\n\u003Cp>Utvecklingsavtalet mellan SAF, LO och PTK den 15 april 1982 med tillägg och\nändringar gäller mellan SVEMEK och Metall\u002FSIF\u002FSALF\u002FCF.\u003C\u002Fp>\n\n\u003Cp>Riktlinjer för produktivitetsfrämj ande åtgärder jämte tillhörande\növerenskommelse och rekommendationer antagna av SVEMEK och Metall\u002FSIF\u002FSALF\u002FCF\nden 12 augusti 1983.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Trycksak 3041 0066\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Produktion: Industriarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>Artikelnummer: 8122-2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":46,"trainingprogrammes":48,"pensionfund":52,"tempagency_max":56,"disabilitypay":60,"healthandsafetypolicy":64,"paidmaternityleave":68,"maternityotherclause":72,"equalitymonitoring":76,"discrimination":80,"PAIDLEAV_trigger":84,"FLEXWORK_trigger":88,"WAGES_payscale1_start":92,"WAGES_payscale1_end":96,"STRUCINCR_trigger":100,"wageincreasedate":104,"CONSIGN_trigger":108,"ANNLEAVE_trigger":112,"OVERTIME_trigger":114},{"bindId":43,"name":44,"text":45},"cbadate_start","Giltighetstid: 1 november 2020 – 31 mars","Giltighetstid: 1 november 2020 – 31 mars 2023",{"bindId":47,"name":44,"text":45},"cbadate_end",{"bindId":49,"name":50,"text":51},"trainingprogrammes","Motivet för varje utvecklingsinsats ska ","Motivet för varje utvecklingsinsats ska vara att stärka företagets\nkonkurrenskraft. Tjänstemännens kompetens och kompetensutveckling är av stor\nbetydelse för företagets produktivitet och förnyelse. Det är därför\nviktigt att under hela deras yrkesliv ge dem tillfälle och motiv till en\nändamålsenlig kompetensutveckling, vilket bör återspeglas i den praktiska\nlönesättningen.",{"bindId":53,"name":54,"text":55},"pensionfund","4.Vissa pensionsfrågor Avtalets tillämpn","4.Vissa pensionsfrågor\n\nAvtalets tillämpning vid pensionsfall\n\nOm lönehöjning utges till tjänsteman, som slutat sin anställning den 1\njanuari 2021 respektive den 1 april 2022 eller senare och som är\npensionsberättigad, ska höjningen inte vara pensionsmedförande.\n\nOm anställningen har upphört på grund av pensionsfall, ska emellertid\nlönehöjningen vara pensionsmedförande.\n\n\n\nAnmälan om pensionsmedförande lön\n\nFöretaget ska till Collectum\u002FPRI som pensionsmedförande lön anmäla\nlönehöjning till följd av detta avtal.",{"bindId":57,"name":58,"text":59},"tempagency_max","-är anställd för vikariat eller i övrigt","-är anställd för vikariat eller i övrigt viss tid, och vars anställning\ninte varat fortlöpande 6 månader",{"bindId":61,"name":62,"text":63},"disabilitypay","Trygghetsförsäkring vid arbetsskada Avta","Trygghetsförsäkring vid arbetsskada\n\nAvtalet den 29 mars 1979 om AMF-försäkringarna med senare vidtagna\nändringar och tillägg gäller mellan SVEMEK och SIF\u002FSALF\u002FCF.",{"bindId":65,"name":66,"text":67},"healthandsafetypolicy","Trygghetsöverenskommelse Trygghetsöveren","Trygghetsöverenskommelse\n\nTrygghetsöverenskommelsen mellan SAF och PTK den 5 april 1974 med senare\nändringar gäller mellan SVEMEK och tjänstemannaorganisationerna.",{"bindId":69,"name":70,"text":71},"paidmaternityleave","h)Föräldralediga tjänstemän Tjänsteman s","h)Föräldralediga tjänstemän\n\nTjänsteman som är eller har varit föräldraledig ska normalt\ntillförsäkras samma allmänna löneutveckling under ledigheten som när denne\narbetar fullt ut enligt sin normala arbetstid.",{"bindId":73,"name":74,"text":75},"maternityotherclause","Då en långtidssjukskriven eller föräldra","Då en långtidssjukskriven eller föräldraledig tjänsteman erhåller\nretroaktiv löneökning ska ersättning utgå för mellanskillnaden mellan\nfaktiskt utbetald sjukpenning\u002Fföräldrapenning och den\nsjukpenning\u002Fföräldrapenning som skulle utgått om beräkning skett med den\nnya lönen som underlag. Denna retroaktiva ersättning ska utgå från dagen\nför löneökningen. Detta gäller under förutsättning att retroaktiv\nersättning inte kan erhållas från Försäkringskassan.",{"bindId":77,"name":78,"text":79},"equalitymonitoring","Jämställ dhetsavtal Överenskommelsen mel","Jämställ dhetsavtal\n\nÖverenskommelsen mellan SAF-LO-PTK den 3 mars 1983 om åtgärder för\njämställdhet mellan kvinnor och män i arbetslivet gäller mellan SVEMEK och\ntjänstemannaorganisationerna.",{"bindId":81,"name":82,"text":83},"discrimination","De lokala parterna ska inför de löneförh","De lokala parterna ska inför de löneförhandlingar som ska genomföras\nanalysera om diskriminerande eller på annat sätt omotiverade löneskillnader\nförekommer. Framgår det av dessa analyser att omotiverade löneskillnader\nfinns i företaget ska dessa justeras i samband med lönerevisionerna.",{"bindId":85,"name":86,"text":87},"PAIDLEAV_trigger","§ 4 Parterna noterade följande: Enligt n","§ 4\n\nParterna noterade följande:\n\nEnligt nuvarande semester-, sjuklöne-, övertids-, restids- och\npensionsbestämmel- ser gäller följande beträffande ersättning för\nförskjuten arbetstid:\n\nFör ersättning utbetalas semesterlön enligt avtalet om allmänna\nanställningsvillkor § 4 mom 4. Motsvarande tillämpning gäller\nsemesterersättning. Ersättningen medtages inte vid beräkning av\növertidsersättning eller restidsersättning. För tjänstemän med\nregelmässigt förskjuten arbetstid inräknas ersättningen i den pensions\nmedförande lönen enligt I TP a vtalets punkt A 3:1.\n\nErsättning för beredskapstjänst och jourtid ska inräknas i underlaget\nför semesterlön och semesterersättning*. För tjänstemän med regelmässig\njourtid eller beredskapstjänst inräknas ersättningen i den\npensionsmedförande lönen enligt ITP- avtalets punkt A 3:1. Ersättningen\nbeaktas inte vid tillämpning av övriga av ovannämnda bestämmelser.",{"bindId":89,"name":90,"text":91},"FLEXWORK_trigger","Flexibel arbetstid Överenskommelsen mell","Flexibel arbetstid\n\nÖverenskommelsen mellan SAF och PTK den 22 oktober 1979 om riktlinjer för\nflexibel arbetstid gäller mellan SVEMEK och tjänstemannaorganisationerna.",{"bindId":93,"name":94,"text":95},"WAGES_payscale1_start","Avtalets lägsta månadslön, för närvarand","Avtalets lägsta månadslön, för närvarande kronor 18 044, höjs från\noch med den 1 januari 2021 till 18 495 kronor, respektive till 18 902 kr fr om\nden 1 april 2022.",{"bindId":97,"name":98,"text":99},"WAGES_payscale1_end","För arbetstagare som varit anställd samm","För arbetstagare som varit anställd sammanhängande ett år i företaget\nhöjs avtalets lägsta månadslön för närvarande 19 341 kronor fr.o.m. 1\njanuari 2021 till 19 825 kronor fr om den 1 april 2022 till 20 261 kr.",{"bindId":101,"name":102,"text":103},"STRUCINCR_trigger","3:3 Lönerevision De lokala parterna ska ","3:3 Lönerevision\n\nDe lokala parterna ska genomföra en lönerevision per avtalsår.\nLönerevisionen ska ske den 1 januari 2021 respektive den 1 april 2022 om inte\nparterna enas om annat.\n\nRevisionen ska ske med utgångspunkt från ”Gemensamma utgångspunkter”\noch ”Grundläggande principer för lönebildningen i företagen” enligt\npunkterna 1 och 2.\n\nFör genomförandet av förhandlingarna ställs till de lokala parternas\nförfogande det första avtalsåret ett löneökningsutrymme om 2 % och för\ndet andra avtalsåret 1,7 % av lönesumman för Unionens medlemmar dagen före\nlönerevisionsdatum.\n\nVid lönesättningen ska beaktas tjänstemännens ökade erfarenheter i sina\nbefattningar, mer kvalificerade arbetsuppgifter, höj da krav i arbetet,\nstörre befogenheter och ansvar, befordran samt bättre arbetsinsatser.\n\nI samband med lönerevisionen ska de lokala parterna, utöver ovan angivna\nutrymme, förhandla om individuella löneökningar i syfte att bibehålla eller\nuppnå önskad lönestruktur för tj änstemännen.\n\nFör tjänsteman som erhåller liten eller ingen löneökning ska särskilda\növerläggningar föras om den enskildes förutsättningar för\narbetsuppgifterna och rådande arbetsförutsättningar, behov av kompetenshöj\nande insatser eller andra ändamålsenliga åtgärder.",{"bindId":105,"name":106,"text":107},"wageincreasedate","De lokala parterna ska genomföra en löne","De lokala parterna ska genomföra en lönerevision per avtalsår.\nLönerevisionen ska ske den 1 januari 2021 respektive den 1 april 2022 om inte\nparterna enas om annat.",{"bindId":109,"name":110,"text":111},"CONSIGN_trigger","Riktlinjer rörande ersättning för jourti","Riktlinjer rörande ersättning för jourtid\n\n1.Följande riktlinjer gäller rörande ersättning förjourtid. De lokala\nparterna ägsr, om särskilda skäl föreligger, träffa överenskommelse om\nannan lösning.\n\n2.Med jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsstället för att\nnär behov uppkommer utföra arbete.\n\n3.Jourtid ersätts per jourtimme med",{"bindId":113,"name":86,"text":87},"ANNLEAVE_trigger",{"bindId":115,"name":116,"text":117},"OVERTIME_trigger","2.Retroaktiva omräkningar m m Retroaktiv","2.Retroaktiva omräkningar m m\n\nRetroaktiva omräkningar\n\nDå löneavtalet för 2021 respektive 2022 ska tillämpas fr.o.m. den 1\njanuarirespektive den 1 april, måste vissa ersättningar och avdrag omräknas\nretroaktivt från detta datum. Följande gäller beträffande utbetalade\növertidsersättningar, gjorda tjänstledighetsa vdrag och sjukavdrag.\n\nÖvertidsersättningar ska omräknas retroaktivt. Om inte lokal\növerenskommelse träffats om att omräkningen ska ske individuellt ska en\n\"schablonmetod\" tillämpas som innebär omräkning med den genomsnittliga\nlönehöjningen vid företaget inom Unionen\u002FSveriges Ingenjörer.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Avtal och bilagor till allmänna anställningsvillkor för tjänstemän inom svetsmekanisk industri Giltighetstid: 1 november 2020 – 31 mars 2023 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2020-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Stål- och metallframställning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den offentliga sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Industrifacket Metall\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \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: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → 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            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Föräldraledighet (mammor) begränsad till 100 % av grundlönen\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \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: → Ja\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            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Ja\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            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → -9.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → -9.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Annandag påsk, Juldagen, Nyårsdagen (1:a januari), Holy Thursday \u002F Maundy Thursday \u002F Covenant Thursday \u002F Sheer Thursday \u002F Thursday of Mysteries (Thursday before Easter), Första maj\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fasta dagar för betald årlig semester: → -9.0 dagar\n            \u003C\u002Fdiv>\n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \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: → 1.7 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv 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