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charset=UTF-8\">\n  \u003Ctitle>Base industry agreement Sedish engineers - Unionen - Kollektivavtal\n  (tjm) Basindustrin 2020-2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Upplaga 2 med ändringar gällande fr.o.m. 1 januari 2022\u003C\u002Fh1>\n\n\u003Ch1>Tjänstemän basindustrin\u003C\u002Fh1>\n\n\u003Ch1>Avtal om allmännaanställningsvillkor\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>1 november 2020 - 31 mars 2023\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Allmänna anställningsvillkor för tjänstemän inom basindustrin\u003C\u002Fh2>\n\n\u003Cp>Föreningen Industriarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>Ledarna\u003C\u002Fp>\n\n\u003Cp>Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>Unionen\u003C\u002Fp>\n\n\u003Cp>Giltighetstid: 1 november 2020 – 31 mars 2023\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller jämte avtal och bilagor reglerade per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grå markering - ny överenskommelse sedan Avtal 2017.\u003C\u002Fp>\n\n\u003Cp>Svart markering - fel rättat sedan avtalstrycket skickats ut.\u003C\u002Fp>\n\n\u003Cp>Grön markering – gäller från och med 1 januari 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Allmänt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller för tjänstemän, som är anställda vid företag anslutna\ntill Föreningen Industriarbetsgivarna inom stål- och metall-, gruv-,\nsågverks-, byggnadsämnes-, buteljglasindustrin samt svetsmekanisk\nindustri.\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller med de undantag och inskränkningar som anges nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Företagsledande ställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller inte för tjänstemän som med hänsyn till arbetsuppgifter\noch anställningsvillkor får anses ha företagsledande eller därmed\njämförlig ställning, såvida inte arbetsgivaren och tjänstemannen har\nkommit överens om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I större företag är verkställande direktören och vd:s\nställföreträdare samt även tjänstemän med ansvar för en större gren av\nföretagets verksamhet, undantagna från avtalets tillämpning. I medelstora\noch i mindre företag är det i princip endast verkställande direktören och\nvd:s ställföreträdare som undantas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Bisyssla\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som innehar anställning utgörande bisyssla gäller ej\navtalet utom § 5 i den del som avser sjuklön under de första 14\nkalenderdagarna i en sjuklöneperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch3>Mom 4 Tjänstemän som uppnått pensionsåldern\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som fyllt 68 år eller anställts vid företaget efter att\nha uppnått den för denne gällande ordinarie pensionsåldern enligt\nITP-planen eller som anställts efter att ha uppnått den ordinarie\npensionsåldern, som tillämpas vid företaget, gäller avtalet med följande\ninskränkningar:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Rätt till sjuklön fr.o.m. 15:e kalenderdagen i en sjukperiod (§ 5 mom\n3:2) gäller endast om särskild överenskommelse härom träffas mellan\narbetsgivare och tjänsteman.\u003C\u002Fp>\n\n\u003Cp>-Uppsägningstiden vid pensionsålder enligt ITP-planen mm framgår av § 12\nmom 3:3\u003C\u002Fp>\n\n\u003Cp>-Särskilt underrättelseförfarande vid uppnådd pensionsålder enligt\nanställningsskyddslagen, § 12 mom 3:4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och sådan tjänsteman som avses i detta moment kan\növerenskomma att även andra villkor ska regleras på annat sätt än avtalet\nstadgar. Särskilt underrättelseförfarande vid uppnådd pensionsålder enligt\nanställningsskyddslagen, § 12 mom 3:4 gäller oavsett vad arbetsgivaren och\ntjänstemannen överenskommit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Tjänstgöring utomlands\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman på arbetsgivarens uppdrag tjänstgör utomlands ska\nanställningsvillkoren under utlandsvistelsen regleras antingen genom\növerenskommelse mellan arbetsgivaren och tjänstemannen eller genom särskilt\nutlandsresereglemente eller liknande vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring gäller ”Avtal om social trygghet för\ntjänstemän vid utlandstjänstgöring” för de tjänstemän som anges i\nnämnda avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Frikrets\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har rätt att kräva, att tjänsteman som tillhör\nföretagsledningen inte får vara medlem i tjänstemannaorganisation, för vars\nmedlemmar detta avtal tilllämpas.\u003C\u002Fp>\n\n\u003Cp>Till företagsledningen räknas\u003C\u002Fp>\n\n\u003Cp>-företagsledare\u003C\u002Fp>\n\n\u003Cp>-privatsekreterare till företagsledare\u003C\u002Fp>\n\n\u003Cp>-tjänstemän i vilkas tjänsteåligganden ingår att företräda företaget\ni förhållande till tjänstemännen i frågor rörande dessas\narbetsvillkor.\u003C\u002Fp>\n\n\u003Cp>Tvister rörande omfattningen av detta moment ska avgöras av\nFörtroenderådet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Anställning tills vidare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tills vidare, om arbetsgivaren och tjänstemannen inte\nhar överenskommit om annat enligt mom 2 nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tidsbegränsad anställning och provanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch4>Mom 2:1 Tidsbegränsad anställning\u003C\u002Fh4>\n\n\u003Cp>Avtal om tidsbegränsad anställning får träffas\u003C\u002Fp>\n\n\u003Cp>1.För allmän visstidsanställning\u003C\u002Fp>\n\n\u003Cp>2.För vikariat\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman under en femårsperiod varit anställd hos arbetsgivaren\nantingen i allmän visstidsanställning i sammanlagt mer än två år, eller\nsom vikarie i sammanlagt mer än två år, övergår anställningen till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>För en tjänsteman som fyllt 68* år övergår inte en allmän\nvisstidsanställning eller ett vikariat till en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>* 69 år den 1 januari 2023.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med vikariat avses\u003C\u002Fp>\n\n\u003Cp>-att tjänstemannen ersätter en annan tjänsteman under dennes frånvaro, t\nex vid ledighet på grund av semester, sjukdom, utbildning, eller\nföräldraledighet eller\u003C\u002Fp>\n\n\u003Cp>-att tjänstemannen under högst sex månader eller under den längre tid\nsom överenskommits mellan arbetsgivaren och den lokala tjänstemannaparten,\nuppehåller en ledigbliven befattning i avvaktan på en ny innehavare av\nbefattningen har utsetts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Övergångsbestämmelser\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder ikraft den 1 januari 2021. För anställningsavtal som\när träffade före den 1 januari 2021 gäller tidigare regler för sådana\nanställningar fullt ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Provanställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om anställning för viss tid i form av provanställning får träffas\nmellan arbetsgivaren och tjänstemannen\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannens kvalifikationer inom befattningsområdet är oprövade\neller\u003C\u002Fp>\n\n\u003Cp>-om det annars föreligger särskilda skäl att pröva tjänstemannens\nkvalifikationer och arbetsförutsättningar mot bakgrund av arbetsuppgifternas\nspeciella krav\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provanställning kan omfatta högst sex månader. Om den provanställde\nvarit sjuk eller på annat sätt frånvarande i mer än en månad, kan\nprovanställningstiden förlängas med den tid som frånvaron omfattat under\nförutsättning att arbetsgivaren och tjänstemannen är överens om det.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:3 Underrättelse till tjänstemannaklubb\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren står i begrepp att provanställa en tjänsteman bör\narbetsgivaren dessförinnan, om det är praktiskt möjligt, underrätta berörd\ntjänstemannaklubb vid företaget. Underrättelse ska dock alltid lämnas inom\nen vecka efter det att anställningsöverenskommelse har träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens rätt attprovanställa tjänstemän kan sägas upp av den\nlokala tjänstemannaparten eller av PTK-förbund. Uppsägningstiden är tre\nmånader. Om arbetsgivaren önskar att nämnda rätt ska bestå, ska denne\nskyndsamt begära att förhandlingar härom förs under uppsägningstiden.\nFörbundsparterna kan förlänga uppsägningstiden för att möjliggöra att\nförhandlingar enligt förhandlingsordningen hinner slutföras innan\nuppsägningstiden utlöper. I sista hand kan frågan huruvida rätten ska\nbestå eller inte tas upp till överläggningar i Tjänstemarknadsnämnden\nSAF-PTK.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna noterar att samtliga berörda PTK-förbund har enats om att i\nföretag befintliga tjänstemannaklubbar respektive av tjänstemännen utsedda\nrepresentanter inom PTK-området kan beträffande omställningsavtalet och\nbeträffande frågor om personalinskränkning enligt avtalen om allmänna\nanställningsvillkor gentemot arbetsgivaren företrädas av ett gemensamt\norgan, PTKL. Detta organ skall anses vara \"den lokala tjänstemannaparten \" i\nde nämnda avtalen.\u003C\u002Fp>\n\n\u003Cp>PTKL ska även anses vara \"den lokala arbetstagarorganisationen\" enligt\nlagen (1982:80) om anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTKL, ska företaget kunna\nträffa överenskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till återanställning gäller enligt lag med följande\nkollektivavtalsreglering. Företrädesrätt till återanställning\nförutsätter att tjänstemannen varit anställd hos arbetsgivaren mer än tolv\nmånader under de senaste tre åren. Företrädesrätten gäller till dess att\nnio månader förflutit från den dag då anställningen upphörde på grund av\narbetsbrist.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Lojalitet och förtroende\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman ska iaktta diskretion rörande företagets angelägenheter,\nsåsom prissättningar, konstruktioner, experiment och undersökningar,\ndriftsförhållanden, affärsangelägenheter och dylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Konkurrerande verksamhet och bisyssla m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman får ej utföra arbete eller direkt eller indirekt bedriva\nekonomisk verksamhet för ett företag, som konkurrerar med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen får ej heller åta sig uppdrag eller bedriva verksamhet, som\nkan inverka menligt på arbete i tjänsten.\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman avser att åta sig uppdrag eller bisyssla av mera\nomfattande slag, bör denne därför först samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förtroendeuppdrag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman har rätt att ta emot statligt, kommunalt och fackligt\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Semester\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semester utgår enligt semesterlagen med nedan angivna tillägg och\nundantag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För sågverksindustrin räknas semesterdag från kl. 6 till kl.6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förskjutning av semesterår och\u002Feller intjänandeår\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman eller den lokala tjänstemannaparten\nkan överenskomma om förskjutning av semesterår och\u002Feller intjänandeår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Mom 3 Semesterns längd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Överenskommelse om längre semester\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Genom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 7\nmom 1:2 kan tjänstemannen i stället för 25 semesterdagar erhålla fem eller\ntre dagars semester utöver den lagstadgade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med flera semesterdagar än 25 fastställes antal dagar\nmed se-mesterlön enligt principerna i § 7 semester lagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3:2 Garantiregel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semester, som i det individuella fallet på grund av kollektivt eller\nenskilt arbetsavtal kommit att utgå med större antal dagar än detta avtal\nstadgar, ska inte röna försämring genom detta avtal.\u003C\u002Fp>\n\n\u003Cp>Denna garantiregel gäller dock inte i de fall en tjänsteman enligt § 7\nmom 1:2 andra stycket i stället för särskild övertidskompensation erhållit\nlängre semester eller inte längre har att utföra förberedelse- och\navslutningsarbete enligt bestämmelsen i § 7 mom 1:3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3:3 Samma koncern\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För vid företaget befordrad eller nyanställd tjänsteman skall i\nintjänandeåret enligt semesterlagen även inräknas tid, varunder\ntjänstemannen i denna eller annan egenskap varit anställd i företaget eller,\ni fråga om koncern, i annat till koncernen hörande företag. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Mom 4 Semesterlön, semesterersättning m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:1 Semesterlön\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och semestertillägg enligt nedan.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman avlönad med veckolön ska månadslönen beräknas som 4,3\nx veckolönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semestertillägget för varje betald semesterdag är:\u003C\u002Fp>\n\n\u003Cp>-0,8 % av tjänstemannens månadslön som är aktuell vid\nsemestertillfället \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad\n(till exempel fasta skift-, jour-, beredskaps-, övertids- och restidstillägg,\ngaranterad minimiprovision eller liknande).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad - se mom 4:4 nedan.\u003C\u002Fp>\n\n\u003Cp>-0,5 % av summan av den rörliga lönedel som har utbetalats under\nintjänande året.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>-provision, tantiem, bonus eller liknande rörliga lönedelar,\u003C\u002Fp>\n\n\u003Cp>-premielön som har direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>-skift-, jour-, beredskaps- och OB-ersättning\u002Fersättning för förskjuten\narbetstid eller liknande rörlig lönedel i den mån den inte inräknats i\nmånadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Till ”summan av rörliga lönedelar som utbetalats under\nintjänandeåret” ska för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en genomsnittlig dagsinkomst av\nrörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den beräknas på följande sätt\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Genomsnittlig\n\n        \u003Cp>dagsinkomst =\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Rörlig lönedel som betalats under intjänandeåret\n\n        \u003Cp>------------------------------------------------------------------------------\u003C\u002Fp>\n\n        \u003Cp>Antal anställningsdagar* minus semesterledighetsdagar och hela\n        kalenderdagar med semesterlönegrundande frånvaro under\n        intjänandeåret\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>* Antal anställningsdagar definieras i 7 § semesterlagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beträffande skift-, jour-, beredskaps- och ob-ersättning\u002Fersättning\nförskjuten arbetstid eller liknande gäller att sådan ersättning ej ska\nmedtas i ovanstående genomsnittsberäkning om tjänstemannen under\nintjänandeåret uppburit sådan ersättning under högst 60 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Semestertillägget 0,5 % förutsätter att tjänstemannen har tjänat in\nfullt betald semester. Om så inte är fallet ska semestertillägget\nuppjusteras genom att 0,5 % multipliceras med det antal semesterdagar\ntjänstemannen är berättigad till enligt mom 3 och divideras med antalet\nbetalda semesterdagar som tjänstemannen har intjänat.\u003C\u002Fp>\n\n\u003Cp>2.Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>3.Vad övertidsersättning, ersättning för överskjutande timme vid\ndeltidsanställning och restidsersättning beträffar har divisorerna i § 7\nmom 3:1 och 4:1 re-spektive § 8 mom 3 nedjusterats så att de inbegriper\nsemesterlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Semesterersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas som 4,6 % av den aktuella månadslönen per\nouttagen betald semesterdag jämte semestertillägg beräknat enligt mom\n4:1.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning för sparad semesterdag beräknas som om den sparade\ndagen tagits ut det semesterår anställningen upphörde.\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad se mom 4:4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:3 Avdrag uttagen obetald semesterdag\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella månadslön med 4,6 % av månadslönen.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön - se mom 4:1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:4 Annan sysselsättningsgrad\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till tjänstemannens andel\nav full ordinarie arbetstid vid arbetsplatsen under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om sysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt under det\növervägande antalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön - se mom 4:1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:5 Utbetalning av semesterlön\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utbetalning av semesterlön gäller följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Huvudregel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 % utbetalas vid det ordinarie\nlöneutbetalningstillfället i samband med eller närmast efter semestern.\nSemestertillägget om 0,5 % utbetalas senast vid semesterårets slut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens lön till väsentlig del består av rörlig lönedel har\ntjänstemannen rätt att vid det ordinarie löneutbetalningstillfället i\nsamband med semestern få utbetalt å conto ett av arbetsgivaren uppskattat\nsemestertillägg avseende den rörliga lönedelen. Arbetsgivaren ska senast vid\nsemesterårets utgång utbetala det semestertillägg som kan återstå efter\nberäkning enligt mom 4:1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse träffas om att semesterår och intjänandeår ska\nsammanfalla kan arbetsgivaren utbetala s k resterande semesterlön avseende\nrörlig lönedel vid första ordinarie löneutbetalningstillfälle där\nordinarie lönerutin kan tillämpas omedelbart efter semesterårets utgång.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Sparande av semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:1 Fler semesterdagar än 25\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har rätt till flera semesterdagar med semesterlön än 25\nkan tjänstemannen efter överenskommelse med arbetsgivaren även spara dessa\növerskjutande semesterdagar. Detta gäller under förutsättning att\ntjänstemannen inte samma år tar ut tidigare sparad semester.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska överenskomma om hur ovannämnda\nsparade semesterdagar ska utläggas såväl vad beträffar semesteråret som\nförläggningen under detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2 Uttag av sparad semester\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska uttas i den ordning de sparats.\u003C\u002Fp>\n\n\u003Cp>Semesterdagar som sparats enligt lag ska uttas före semesterdagar som\nsparats enligt mom 5:1 under samma år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:3 Semesterlön för sparad semester\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt mom 4:1 (exkl.\nanmärkning 1). Vid beräkning av semestertillägget om 0,5 % ska dock gälla\natt all frånvaro under intjänandeåret exklusive ordinarie semester ska\nbehandlas på samma sätt som semesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska vidare anpassas till\ntjänstemannens andel av full ordinarie arbetstid under det intjänandeår som\nföregick det semesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid - se mom\n4:4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar ej täcker tiden för\nföretagets huvudsemester, eller om tjänstemannen i annat fall vill ha längre\nledighet än som motsvarar antalet semesterdagar, kan arbetsgivaren och\ntjänstemannen överenskomma om tjänstledighet eller ledighet utan löneavdrag\nunder erforderligt antal dagar\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen om tjänstledighet eller ledighet utan löneavdrag ska\nvara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag görs, om tjänstemannens anställning upphör\ninom fem år från den dag anställningen började, avdrag från innestående\nlön och\u002Feller semesterersättning enligt samma bestämmelser som vid\ntjänstledighet men räknat på den lön som gällde under ledigheten. Avdrag\nska ej göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1)arbetstagarens sjukdom\u003C\u002Fp>\n\n\u003Cp>2)förhållande som avses i § 4 tredje stycket första meningen lagen\n(1982:80) om anställningsskydd eller\u003C\u002Fp>\n\n\u003Cp>3)uppsägning från arbetsgivarens sida, som beror på förhållanden som ej\nhänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har erhållit flera betalda semesterdagar än som\nmotsvarar tjänstemannens intjänade rätt och skriftlig överenskommelse\nenligt ovan ej har träffats, gäller bestämmelserna om förskotterad\nsemesterlön i § 29 a semesterlagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Intyg om uttagen semester\u003C\u002Fh3>\n\n\u003Cp>Intyg om uttagen semester vid anställningens upphörande - se § 12 mom\n3:8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Semester för intermittent deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman är deltidsanställd och det för denne gällande\narbetstidsschemat innebär att tjänstemannen inte arbetar varje dag varje\nvecka (intermittent deltidsarbetande) gäller följande.\u003C\u002Fp>\n\n\u003Cp>Antalet bruttosemesterdagar enligt mom 3 vilka ska utläggas under\nsemesteråret ska proportioneras i förhållande till tjänstemannens andel av\nden ordinarie arbetstid som gäller för heltidsanställda tjänstemän i\nmotsvarande befattning. Det antal semesterdagar som då erhålles\n(nettosemesterdagar) ska förläggas på de dagar som annars skulle ha utgjort\narbetsdagar för tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar ska utläggas under semesteråret proportioneras de var\nför sig enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\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>antalet arbetsdagar per vecka\n\n        \u003Cp>--------------------------------------------------\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>5\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n\n        \u003Cp>X antalet brutto-semesterdagar som ska utläggas \u003Cspan style=\"color:#ffffff\">**********************\u003C\u002Fspan>=\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Antalet semesterda-gar som ska förläggas till dagar som annars\n        skulle ha utgjort ar-betsdagar (netto-semesterdagar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstår brutet tal sker avrundning uppåt till\nnärmaste heltal\u003C\u002Fp>\n\n\u003Cp>Med ”antalet arbetsdagar per vecka” avses det antal dagar som, enligt\nför tjänstemannen gällande arbetstidsschema, är arbetsdagar per helgfri\nvecka i genomsnitt per fyra veckor (eller annan period som omfattar hel\nförläggningsperiod).\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat skall arbeta såväl hel som del\nav dag samma vecka ska den delvis arbetade dagen i detta sammanhang räknas som\nhel dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>Tjänstemannens deltid är förlagd till i genomsnitt\n        följande antal arbets­dagar per vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Antal nettosemesterdagar (vid 25 dagars\n        bruttosemester)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>3,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>2,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"207\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om den anställdes arbetstidsschema ändras så att ”antalet arbetsdagar\nper vecka” förändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\n(vid obetald semester) skall ske med utgångspunkt från antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Sjuklön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätten till sjuklön och sjukanmälan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:1 Sjuklönelagen\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har rätt till sjuklön enligt de regler som anges i detta\nkapitel. I övrigt gäller lagen om sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Sjukanmälan till arbetsgivaren\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman som inte kan arbeta på grund av sjukdom, olycksfall eller\narbets-skada ska snarast möjligt anmäla detta till arbetsgivaren. Vidare ska\ntjänstemannen meddela arbetsgivaren när arbetet beräknas kunna\nåterupptas.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen måste avhålla sig från arbete på grund\nav risk för överförande av smitta.\u003C\u002Fp>\n\n\u003Cp>Någon rätt till sjuklön finns inte för tiden innan en sådan anmälan\ngjorts.\u003C\u002Fp>\n\n\u003Cp>Föreligger godtagbara skäl som hinder för sjukanmälan, ska anmälan ske\nså snart hindret upphört.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 Försäkran\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att\ndenne har varit sjuk, uppgifter om i vilken omfattning arbetsförmågan varit\nnedsatt på grund av sjukdomen och under vilka dagar tjänstemannen skulle ha\narbetat.\u003C\u002Fp>\n\n\u003Cp>Någon rätt till sjuklön finns inte innan en sådan försäkran\nlämnats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Läkarintyg\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr o m den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om tjänstemannen styrker nedsättningen\nav arbetsförmågan och sjukperiodens längd med läkarintyg.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär ska tjänstemannen styrka nedsättningen av\narbetsförmågan med läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Beräkning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För den period då tjänstemannen är frånvarande på grund av sjukdom\nutbetalas ingen lön istället erhålls sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Sjukdom t o m 14 kalenderdagar per sjukperiod \u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:1 Sjukfrånvaroavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom ska ett löneavdrag göras för varje\ntimme enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslön x 12\u003C\u002Fp>\n\n\u003Cp>-----------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:2 Karensavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av genomsnittlig ordinarie veckoarbetstid i\nsjukperioden betalas ingen sjuklön (karensavdrag).\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>\u003Cstrong>Mom 3:1:3 Sjuklön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om sjukfrånvaron varar längre än 20 % av den genomsnittliga ordinarie\nveckoar-betstiden betalas sjuklön per timme enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******************\u003C\u002Fspan>Månadslön x 12\u003C\u002Fp>\n\n\u003Cp>80 % x------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******************\u003C\u002Fspan>52 x\nveckoarbetstiden\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:4 Sjuklön för skift- och OB-ersättning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen skulle ha utfört arbete på schemalagd förskjuten\narbetstid utges, för sjukfrånvaro som varar längre än 20 % av den\ngenomsnittliga ordinarie veckoarbetstiden, dessutom 80 % av den skift- eller\nOB-ersättning som tjänstemannen gått miste om.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:5 Sjuklön om 80 % under hela sjukperioden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman, som enligt Försäkringskassans beslut är berättigad\ntill sjuklön om 80 %, utan beaktande av karens, ska inget karensavdrag\ngöras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:6 Ny sjukperiod inom fem kalenderdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ny sjukperiod som börjar inom fem kalenderdagar från det en tidigare\nsjukperiod upphörde ska betraktas som en fortsättning på den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:7 När tio karensavdrag gjorts\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under de senaste 12 månaderna, räknat från den aktuella\nsjuklö- neperiodens början, haft tio karensavdrag, ska ytterligare\nkarensavdrag inte göras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:8 Definition av månadslön och veckoarbetstid\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen;\u003C\u002Fp>\n\n\u003Cp>se dock mom 3:1:9 nedan. (För tjänsteman avlönad med veckolön ska\nmånadslönen beräknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad (t\nex fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med nämnda lönedelar bör överenskommelse\nträffas om det lönebelopp som ska ligga till grund för beräkning av\nsjukfrånvaroavdrag och sjuklön.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. Om tjänstemannen har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Beräkning av veckoarbetstiden görs med högst 2 decimaler, varvid 0-4\navrundas nedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3:1:9 Ändring av lön eller veckoarbetstid\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om ändring av lön eller veckoarbetstid sker gäller följande.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska göra sjukavdrag med utgångspunkt från den gamla lönen\nrespektive arbetstiden under längst den månad tjänstemannen fått besked om\nsin nya lön respektive ändrar arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3:2 Sjukdom fr o m 15:e kalenderdagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukav-drag per dag enligt följande varvid med månadslön avses vad som\nanges i mom 3:1:8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön om högst 10 prisbasbelopp:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Månadslön x 12 \u003C\u002Fp>\n\n\u003Cp>90 % x ----------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön över 10 prisbasbelopp:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******************\u003C\u002Fspan>10 x\nprisbasbeloppet\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>10 % x\n(månadslönen x 12- 10 x prisbasbeloppet)\u003C\u002Fp>\n\n\u003Cp>90 % x----------------------------------------------------------- +\n--------------------------------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******************\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">*******************************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Prisbasbeloppetför 2022 är 48.300 kronor. En årslön på 10prisbasbelopp\när där-med 10 x 48.300 = 483.000, vilket ger en månadslön om 40.250\nkronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**\u003C\u002Fspan>10 x pbb \u003C\u002Fp>\n\n\u003Cp>-------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får ej överstiga\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den fasta kontanta månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan> 365\u003C\u002Fp>\n\n\u003Cp>Månadslönen = den aktuella månadslönen; se dock mom 3:1:9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs vid tillämpningen av denna\nbegränsningsregel\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande\u003C\u002Fp>\n\n\u003Cp>-i förekommande fall timberäknat tillägg för förskjuten tid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch4>Mom 3:3 Sjuklönetidens längd\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden skall arbetsgivaren utge sådan till tjänstemannen t o m 90:e\nkalenderdagen i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår dels samtliga dagar med sjukavdrag (även\nkarensavdrag), dels arbetsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under de senaste 12 månaderna, räknat från den aktuella\nsjuklöneperiodens början, har fått sjuklön från arbetsgivaren, så att\nantalet sjuklöneda- gar, inklusive sjuklönedagar i den aktuella\nsjuklöneperioden, uppgår till minst 105, upphör sjuklönerätten för\nsjukdomsfallet efter 14:e kalenderdagen i sjuklöneperioden.\u003C\u002Fp>\n\n\u003Cp>Med sjuklönedagar avses dels dagar med sjukavdrag, dels arbetsfria dagar\nsom infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denna begränsningsregel inskränker inte rätten till sjuklön enligt lag\nde första 14 kalenderdagarna under sjuklöneperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar utges till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch4>Mom 4:1 Ersättning vid arbetsskada\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren ej beräknas enligt mom 3 utan i stället\nutgöra skillnaden mellan 90 % av månadslönen och livräntan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Rehabiliteringspenning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman är frånvarande med rehabiliteringspenning under annars\nsjuklöneberättigad tid enligt 3:3 görs löneavdrag som vid sjukdom fr.o.m.\nden 15:e kalenderdagen enligt 3:2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:3 Ersättning från annan försäkring\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:4 Ersättning från staten\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än enligt\nsocialförsäkringsbalken ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:1 Tjänstemannen som fyllt 60 år\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har fyllt 60 år när han anställs kan överenskommelse\nträffas om att tjänstemannen inte ska ha rätt till sjuklön fr o m 15:e\nkalenderdagen i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Om sådan överenskommelse har träffats ska arbetsgivaren underrätta den\nlokala tjänstemannaparten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2 Tjänsteman som uppnått pensionsålder\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som fyllt 68 år eller anställs vid företaget efter det\natt tjänstemannen uppnått den för denne gällande ordinarie pensionsåldern\nenligt ITP-planen gäller endast rätten till sjuklön fr o m 15:e\nkalenderdagen om särskild överenskommelse härom träffas mellan\narbetsgivaren och tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen har anställts vid företag efter det att\ndenne uppnått den ordinarie pensionsåldern, som tillämpas vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:3 Förtigande av sjukdom\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman vid anställningen har förtigit att denne lider av viss\nsjukdom, saknas rätt till sjuklön från och med 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:4 Friskintyg\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön från och med 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:5 Nedsatta sjukförmåner\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens helt eller delvis har undantagits från\nsjukvårdsförmåner enligt Socialförsäkringsbalken reduceras sjuklönen i\nmotsvarande mån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:6 Olycksfall\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall som vållats av tredje man och\nersättning inte utges enligt trygghetsförsäkring vid arbetsskada (TFA),\nskall arbetsgivaren utge sjuklön endast i den utsträckning tjänstemannen\ninte kan få skadestånd för förlorad arbetsförtjänst från den för skadan\nansvarige.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:7 Olycksfall hos annan arbetsgivare\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgivare eller i samband med egen rörelse ska arbetsgivaren utge\nsjuklön från och med 15:e kalenderdagen i sjukperioden endast om han\nsärskilt har åtagit sig detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:8 Övriga undantag\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utge sjuklön fr o m 15:e kalenderdagen i\nsjukperioden\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen har undantagits från sjukförsäkringsförmåner enligt\nsocial- försäkringsbalken eller\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannens arbetsoförmåga är självförvållad eller\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskom-melse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner med\nanled-ning av statligt personskadeskydd jämställas med motsvarande förmåner\nom all-män försäkring och arbetsskadeförsäkring i\nsocialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till smittbärarpenning gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>Frånvaro t o m 14:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>--------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fr o m 15:e kalenderdagen görs avdrag enligt mom 3:2.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön se mom 3:1:8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Föräldralön och avdrag vid tillfällig föräldrapenning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna har möjlighet att överenskomma om andra regler än\nnedanstående.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Villkor för föräldralön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman som är föräldraledig har rätt till föräldralön från\narbetsgivaren om tjänstemannen har varit anställd hos arbetsgivaren under\nminst ett år i följd.\u003C\u002Fp>\n\n\u003Cp>Föräldralön betalas inom en period av 18 månader efter barns födelse\neller adoption.\u003C\u002Fp>\n\n\u003Cp>Uttag av föräldralön kan göras under max 3 tjänstledighetsperioder.\nFöräldralön utges inte för tjänstledighetsperiod kortare än en\ntrettiodagarsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Omfattning och beräkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldralön betalas under högst sex månader. Om tjänstledigheten\nskulle bli kortare än sex månader utges föräldralön inte för längre tid\nän ledigheten omfattar.\u003C\u002Fp>\n\n\u003Cp>F öräldralön utgörs av ett föräldralönetillägg per månad, beräknat\nsom månadslönen minus 30 avdrag enligt nedan, oavsett antal dagar i aktuell\nmånad.\u003C\u002Fp>\n\n\u003Cp>Avdraget beräknas olika beroende på om tjänstemannens månadslön under-\neller överstiger en viss lönegräns*.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön som uppgår till högst lönegränsen*\nutgörs föräldralönetillägget per månad av: månadslönen - 30 avdrag\nberäknat enligt nedan\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>90 % x--------------------------------- \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön som överskrider lönegränsen* utgörs\nföräldralönetillägget per månad av: månadslönen - 30 avdrag beräknat\nenligt nedan\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan>10 x prisbasbelopp\u003Cspan style=\"color:#ffffff\">*********************\u003C\u002Fspan>månadslönen x 12 – 10 x\nprisbasbelopp\u003C\u002Fp>\n\n\u003Cp>90 % x---------------------------------------------------- + 10 % x\n----------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">********************\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">**********************************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid ledighet som omfattar del av månad beräknas ett tillägg per dag,\nbaserat på en 30-dagarsperiod, multiplicerat med aktuellt antal dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tillägget per dag beräknas som:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen - 30 x avdrag (enligt ovan) \u003C\u002Fp>\n\n\u003Cp>-------------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>30\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tre fjärdedels, halv, en fjärdedels eller åttondels föräldrapenning\nutbetalas tre fjärdedelar, hälften, en fjärdedel respektive en åttondel av\nbelopp enligt ovan. Detta gäller även vid överenskommelse om intermittent\nförläggning av ledigheten.\u003C\u002Fp>\n\n\u003Cp>* Ovan nämnda lönegräns beräknas som:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 x Pbb\u003C\u002Fp>\n\n\u003Cp>---------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>För 2021 är prisbasbeloppet 47.600 kronor. Lönegränsen blir därmed\n39.667 kronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Intermittent förläggning innebär att deltidsledigheten inte läggs ut\nproportionerligt varje arbetsdag utan koncentreras till vissa arbetsdagar. T ex\nom tjänstledigheten är baserad på en halv föräldrapenning så kan den\nförläggas till två och en halv ledig dag i veckan istället för 50 %\nledighet varje arbetsdag.\u003C\u002Fp>\n\n\u003Cp>I förhållande till mom 2, tredje stycket ovan, gäller följande:\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse träffas om intermittent förlagd föräldraledighet ska\nledig-heten betraktas som en period. Vid beräkning av\ntjänstledighetsperiodens längd ska samtliga kalenderdagar i perioden\ningå.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om ändring av lön sker gäller följande:\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska göra avdrag med utgångspunkt från den gamla lönen\nrespektive arbetstiden under längst den månad tjänstemannen fått besked om\nsin nya lön respektive ändrad arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Undantag eller reduktion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har föräldrapenning nedsatts eller indragits enligt\nsocialförsäkringsbalken ska ersättning enligt ovan reduceras i motsvarande\nmån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Löneavdrag vid föräldraledighet\u003C\u002Fh3>\n\n\u003Cp>Under tjänstledigheten görs avdrag enligt § 10 mom 2. Detta gäller både\nnär tjänstemannen har rätt till föräldralön enligt ovan samt när\ntjänstemannen saknar sådan rätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Övergångsbestämmelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dessa regler gäller för föräldraledighet som påbörjas den 1 april 2021\neller senare. För föräldraledighet som påbörjats före den 1 april 2021\ntillämpas tidigare gällande regler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Avdrag med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning görs avdrag för varje\nfrånvarotimme med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med tjänstemannens hela\nmånadslön. Beträffande begreppen veckoarbetstid och månadslön se § 5\nSjuklön, mom 3:1:8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>§ 7 Ersättning för övertidsarbete\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätt till övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har rätt till särskild övertidskompensation om inte annan\növerenskom- melsehar träffats enligt mom 1:2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Enskild överenskommelse\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan träffa överenskommelse om att\nsärskild kompensation för övertidsarbete ej utgår genom att\növertidsarbetet ersätts med högre lön och\u002Feller fem eller tre semesterdagar\nutöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser ska gälla för tjänstemän i chefsställning\neller tjänstemän som har okontrollerbar arbetstid eller frihet i arbetstidens\nförläggning. I andra fall skall särskilda skäl föreligga*.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen ska avse en period om ett semesterår om arbetsgivaren och\ntjänstemannen inte överenskommit om annat.\u003C\u002Fp>\n\n\u003Cp>Sådan annan överenskommelse kan omförhandlas inför varje nytt\nsemesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med okontrollerbar arbetstid menas att det saknas praktiska möjligheter att\nregistrera arbetstiden på ett ändamålsenligt sätt, t ex därför att\ntjänstemannen i betydande utsträckning utför arbete utanför arbetsgivarens\nordinarie lokaler eller annars på olika platser. Exempel på detta kan vara\nnär arbete utförs i hemmet eller säljarbeten.\u003C\u002Fp>\n\n\u003Cp>*Gäller ej för byggnadsämnes- och buteljglasindustrin \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:3 Förberedelse- och avslutningsarbete\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen överenskommit om att\ntjänstemannen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts eller fastställes med\nhänsyn härtill ska tjänstemannen kompenseras för detta förhållande genom\natt tjänstemannen får tre semesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:4 Underrättelse till tjänstemannaklubb\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse har träffats enligt mom 1:2 eller moment 1:3 ska\narbetsgivaren underrätta vederbörande tjänstemannaklubb.\u003C\u002Fp>\n\n\u003Cp>Underrättelse enligt ovan ska, om tjänstemannaklubben så begär,\ninnehålla de motiv, enligt mom 1:2, som ligger till grund för\növerenskommelsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar för särskild övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 Definition av övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som tjänstemannen har utfört utöver den för denne gällande\nordinarie dagliga arbetsti-dens längd om.\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>-där beordrande på förhand ej kunnat ske - övertidsarbetet har godkänts\ni efterhand av arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete se mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Förberedelse- och avslutningsarbete\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas ej tid som åtgår för att utföra för\ntjänstemannens befattning nödvändiga och normalt förekommande\nförberedelse- och avslutningsarbeten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:3 Beräkning av övertid\u003C\u002Fh4>\n\n\u003Cp>Vid beräkning av fullgjord övertid medtas endast fulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden viss dag, ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:4 Särskild betalningsregel\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman beordras att utföra övertidsarbete på tid som inte\nutgör en direkt fortsättning på den ordinarie arbetstiden, utges\növertidskompensation som om övertidsarbete skulle ha utförts under minst 3\ntimmar.\u003C\u002Fp>\n\n\u003Cp>Detta gäller dock ej om övertidsarbetet är åtskilt från den ordinarie\narbetstiden av endast måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:5 Reskostnader i samband med övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ersätta eventuella resekostnader vid övertidsarbete\nenligt mom 2:4.\u003C\u002Fp>\n\n\u003Cp>Detta gäller även för tjänsteman som enligt mom 1:2 inte har rätt till\nsärskild kompensation för övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:6 Förkortad arbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstiden under en viss del av året är förkortad utan motsvarande\nförlängning under annan del av året, uppkommer övertid först när\ntjänstemannen fullgjort den längre dagliga arbetstid som gäller under resten\nav året.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras antingen i pengar (övertidsersättning) eller\nom tjänstemannen så önskar och arbetsgivaren efter samråd med\ntjänstemannen finner att så kan ske utan olägenhet för verksamheten vid\nföretaget - i form av ledig tid (kompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>Vid samråd mellan arbetsgivaren och tjänstemannen bör även, så långt\ndet är möjligt, beaktas tjänstemannens önskemål om när\nkompensationsledigheten ska utläggas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Beräkning av övertidsersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme utges enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) för övertidsarbete kl 06 - 20 helgfria måndagar - fredagar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>--------------------\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) för övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>----------------------------\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på för den enskilde tjänstemannen arbetsfria vardagar\nsamt midsommar-, jul- och nyårsafton jämställs med övertidsarbete på\n”annan tid”.\u003C\u002Fp>\n\n\u003Cp>Semesterlön är inkluderad i ersättningsbeloppen.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment tjänstemannens aktuella fasta kontanta\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>(För tjänsteman avlönad med veckolön skall månadslönen beräknas som\n4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertidsarbete ges enligt följande:\u003C\u002Fp>\n\n\u003Cp>a)för övertidsarbete kl 06 - 20 helgfria måndagar - fredagar med 1,5\ntimme för varje övertidstimme\u003C\u002Fp>\n\n\u003Cp>b)för övertidsarbete annan tid med 2 timmar för varje övertidstimme\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:1 Mertidsersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om deltidsanställd tjänsteman har utfört arbete utöver den för\ntjänstemannens deltids-anställning gällande ordinarie dagliga arbetstidens\nlängd (mertid) utges ersättning per överskjutande timme med:\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>-------------------------------\u003C\u002Fp>\n\n\u003Cp>3,5 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön är inkluderad i ersättningsbeloppen.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses här tjänstemannens aktuella fasta kontanta\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses här den deltidsanställdes arbetstid per helgfri\nvecka, räknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av överskjutande arbetstid medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den för\ndeltidsanställningen gällande ordinarie arbetstiden viss dag ska de båda\ntidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Övertidskompensation vid mertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet pågår före och efter de klockslag som gäller\nbeträffande den ordinarie dagliga arbetstidens förläggning för\nheltidsanställning i motsvarande befattning vid företaget, utges\növertidskompensation enligt mom 1-3.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av divisorerna i mom 3:1 ska tjänstemannens lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Restid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätten till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rätt till restidsersättning gäller enligt följande huvudregel och\nundantag. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Huvudregel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Om tj änstemannen har rätt till särskild kompensation för\növertidsarbete föreligger rätt till restidsersättning enligt mom 2 och 3\nnedan.\u003C\u002Fp>\n\n\u003Cp>-Om tjänstemannen inte har rätt till särskild kompensation för\növertidsarbete föreligger rätt till restidsersättning enligt mom 2 och 3\nnedan såvida inte arbetsgivaren och tjänstemannen enas om att tjänstemannen\nska vara undantagen bestämmelserna om restidsersättning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>-Arbetsgivaren och en tjänsteman kan överenskomma om att kompensation för\nrestid ska utgå i annan form, t ex att förekomsten av restid ska beaktas vid\nfastställande av lönen.\u003C\u002Fp>\n\n\u003Cp>-Tj änsteman som har en befattning som normalt medför tj änsteresor i\nbetydande omfattning, t ex såsom resande försäljare, servicetekniker eller\nliknande, har rätt till restidsersättning endast om arbetsgivaren och\ntjänstemannen överenskommit om sådan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar för restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med restid som medför rätt till ersättning avses den tid under en\nbeordrad tjänsteresa som åtgår för själva resan till bestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som ligger inom tjänstemannens ordinarie dagliga arbetstid räknas\nsom arbetstid. Vid beräkning av restid medtas därför endast sådana\ntjänsteresor med som ligger utanför tjänstemannens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast fulla halvtimmar medtas.\u003C\u002Fp>\n\n\u003Cp>Om restid föreligger såväl före som efter den ordinarie arbetstiden viss\ndag ska de båda tidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\ndel av denna, ska tiden kl 22-08 ej medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller inte.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad i enlighet med de bestämmelser som\ngäller för traktamentsberäkning eller motsvarande vid respektive\nföretag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Restidsersättningens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning utges per timme med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>240\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>utom när resan har företagits under tiden från kl 18 fredag fram till kl\n06 måndag eller från kl 18 dag före arbetsfri helgdagsafton eller helgdag\nfram till kl 06 dag efter helgdag, då ersättningen är\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>----------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>190\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön är inkluderad i ersättningsbeloppen.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se § 7 mom 3:1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av divisorerna ska en deltidsanställd tjänstemans lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning under löpande\nkalendermånad beräknas lönen på följande sätt:\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag som anställningen omfattar utges en dagslön.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet dagslön (och månadslön) se § 10 mom 2:2 resp\n2:3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch2>§ 10 Permission, tjänstledighet och annan ledighet\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysfixeddays\">\u003Ch4>Mom 1 Permission\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission innebär kort ledighet med lön och beviljas i regel endast för\ndel av arbetsdag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I särskilda fall, till exempel vid hastigt påkommande sjukdomsfall inom\ntjänstemans familj eller nära anhörigs frånfälle, kan dock permission\nbeviljas även för en eller flera dagar.\u003C\u002Fp>\n\n\u003Cp>Om inte annan överenskommelse träffas lokalt ska tjänsteman, det år som\nnationaldagen den 6 juni infaller på en lördag eller söndag, erhålla annan\nledig dag utan löneavdrag.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Där påsk-, midsommar-, jul- och nyårsafton ej är sedvanliga fridagar\nbör permission beviljas under dessa dagar i den mån så kan ske utan\nolägenhet för verksam-heten vid företaget.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Övergångsregler permission nationaldagen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Under 2021 tillämpas för företag inom stål- och metall- gruv- och\nsvetsmekanisk industri tidigare gällande regler avseende 2 timmar och 18\nminuter som nationaldagskompensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tjänstledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet, innebärande ledighet minst en dag utan lön, beviljas om\narbetsgivaren finner att så kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren beviljar tjänstledighet ska denne för tjänstemannen\nange vilken tidsperiod denna omfattar.\u003C\u002Fp>\n\n\u003Cp>Tj änstledighet får inte förläggas så att den inleds och\u002Feller avslutas\npå sön- och\u002Feller helgdag som är arbetsfri för den enskilde\ntjänstemannen.\u003C\u002Fp>\n\n\u003Cp>För tj änsteman som har veckovila förlagd till annan dag än söndag ska\nmotsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 Tjänstledighet högst 5 arbetsdagar\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande på grund av tjänstledighet görs\navdrag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är tjänstledig under en period om högst 5 (6)*\narbetsdagar ska för varje arbetsdag som är tjänstledig avdrag göras med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>1\u003Cspan style=\"color:#ffffff\">******************\u003C\u002Fspan>(1)\u003C\u002Fp>\n\n\u003Cp>-------------- \u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>\n---------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>21\u003Cspan style=\"color:#ffffff\">******************\u003C\u002Fspan>(25)* \u003Cspan style=\"color:#ffffff\">*****************\u003C\u002Fspan>av månadslönen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*Tal inom parentes används vid 6-dagarsvecka.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se mom 2:3 \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Tjänstledighet längre än 5 arbetsdagar\u003C\u002Fh4>\n\n\u003Cp>Under en period längre än 5 (6)* arbetsdagar ska för varje\ntjänstledighetsdag (även för den enskilde tjänstemannen arbetsfri vardag\nsamt sön- eller helgdagar) avdrag göras med dagslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Dagslön\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Den fasta kontanta månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>----------------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet fasta kontanta månadslönen se mom 2:3.\u003C\u002Fp>\n\n\u003Cp>*Tal inom parentes används vid 6-dagarsvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:3 Definition månadslön\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs i detta sammanhang\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (t ex ersättning för förskjuten\narbetstid, fasta skifteller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:4 Tjänstledighetsavdrag vid intermittent deltidsarbete\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar full ordinarie arbetstid\nendast under vissa av veckans arbetsdagar, så kallat intermittent\ndeltidsarbete, ska tjänstledighetsavdrag göras enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen dividerat med:\u003C\u002Fp>\n\n\u003Cp>Antalet arbetsdagar\u002Fvecka x 21 (25)* \u003C\u002Fp>\n\n\u003Cp>---------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan>5 (6)*\u003C\u002Fp>\n\n\u003Cp>*Tal inom parantes används vid 6-dagarsvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel på tjänstledighetsavdrag vid intermittent deltidsarbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"131\">\u003Cp>Antal arbetsdagar\u002F vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\">\u003Cp>Avdrag\u002Farbetsdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>16,8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>3,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>14,7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>12,6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>2,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>10,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"189\">\u003Cp>månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>8,4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med ”antal arbetsdagar\u002Fvecka” avses antalet arbetsdagar per helgfri\nvecka beräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>Avdrag enligt ovan ska göras för varje dag under vilken tjänstemannen är\ntjänstledig och som annars skulle ha utgjort arbetsdag för honom.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se mom 2:3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:5 Tjänstledighet hel kalendermånad\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\nskall avdrag göras med tjänstemannens hela månadslön för var och en av\nkalendermånaderna.\u003C\u002Fp>\n\n\u003Cp>Om de avräkningsperioder som företaget använder vid löneutbetalningen\ninte sammanfaller med kalendermånaderna har arbetsgivaren rätt att vid\ntillämpningen av denna bestämmelse byta ut begreppet ”kalendermånad” mot\n”avräkningsperiod”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Annan ledighet - del av dag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annan ledighet kan beviljas för del av dag om arbetsgivaren finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Avdrag från lön\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande på grund av annan ledighet görs\navdrag för varje full halvtimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avdrag per timme:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>1\u003C\u002Fp>\n\n\u003Cp>-----\u003C\u002Fp>\n\n\u003Cp>175\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan> av månadslönen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se mom 2:3.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorn 175 för en deltidsanställd tjänsteman ska\ndeltidslönen först uppräknas till lön motsvarande full ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2>§ 11 Tjänstemannens åligganden och rättigheter vid konflikt mellan\narbetsgivare och arbetare\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under konflikt (strejk, lockout, blockad eller bojkott) tillkommer det\ntjänsteman att på vanligt sätt utföra de uppdrag och åligganden som är\nmed tjänsten förenade;\u003C\u002Fp>\n\n\u003Cp>att utföra sådant arbete, vilket i övrigt faller inom tjänstemannens vid\nföretaget arbetsområde;\u003C\u002Fp>\n\n\u003Cp>att utföra arbeten, som möjliggör eller underlättar driftens\nåterupptagande vid konfliktens slut samt\u003C\u002Fp>\n\n\u003Cp>att utföra underhållsarbeten och reparationer av maskiner, verktyg och\nandra anordningar för företagets eget bruk, vilka arbetsuppgifter i första\nhand ska anförtros tjänstemän som normalt är knutna till underhålls- och\nreparationsarbeten eller arbetsledande arbete inom berörd verksamhet.\u003C\u002Fp>\n\n\u003Cp>I den mån arbetsgivaren med egen arbetskraft verkställer lossning av gods\nför företagets eget bruk och vid inträffat varsel om arbetskonflikt av\nbeställning av godsleveranser icke kunnat ske, åligger det tjänsteman att\nvid order härom delta i jämväl sådant arbete.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver vad i föregående moment nämns åligger det tjänsteman att vid\nbehov delta i skyddsarbeten.\u003C\u002Fp>\n\n\u003Cp>Till skyddsarbete hänförs dels sådant arbete, som vid ett\nkonfliktsutbrott erfordras för att driften ska kunna avslutas på ett tekniskt\nförsvarligt sätt, dels sådant arbete, som erfordras för avvärjande av fara\nför människor eller för skada å byggnader eller andra anläggningar,\nfartyg, maskiner eller husdjur eller för skada å sådant varulager, vilket ej\nunder konflikten tas i anspråk för uppehållande av företagets drift eller\nför avyttring i vidare mån än som erfordras till förekommande av\nförskämning eller förstöring, som varorna på grund av sin beskaffenhet är\nunderkastade.\u003C\u002Fp>\n\n\u003Cp>Lika med skyddsarbete anses arbete, som någon är pliktig att utföra på\ngrund av särskild föreskrift i lag eller författning, så ock arbete, vars\neftersättande kan medföra ansvar för tjänstefel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Skulle arbetsgivaren under konflikt ifrågasätta utförandet av visst i\ndenna paragraf ej omnämnt arbete ska överläggning därom föras med den\neller dem som är avsedda att utföra arbetet eller ock med av tjänstemännen\nutsedda representanter. Har respektive arbetsgivarförbund och\ntjänstemannapart gemensamt fattat beslut rörande här åsyftat arbete, är\ntjänstemännen skyldiga att ställa sig detta till efterrättelse. Kan\norganisationerna icke enas, ska frågan på endera organisationens begäran\nhänskjutas till Förtroenderådet. Rådets beslut är bindande.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid konflikt, som icke är tillåten enligt lag eller kollektivavtal, är\ntjänsteman om arbetsgivare så påfordrar skyldig att i den utsträckning så\nskäligen - mot bakgrund av rådande förhållanden - kan ske utföra allt\nifrågakommande arbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägning av tjänsteman må icke företas i anledning av befarad eller\npågående konflikt med mindre sannolika skäl talar för att ändrade\nförhållanden kommer att göra det omöjligt att vid driftens återupptagande\nbereda tjänsteman sysselsättning.\u003C\u002Fp>\n\n\u003Cp>Har konflikt pågått under minst 3 månader och kan tjänstemännen icke\nberedas full sysselsättning, må däremot, med motsvarande genomsnittliga\nförkortning av tjänstgöringstiden, lönen kunna minskas med 10 %, efter en\nmånad med ytterligare 10 % osv intill dess lönen nedgått till 60 % av\nursprungligt belopp.\u003C\u002Fp>\n\n\u003Cp>Den reducering av lön, som medges enligt föregående stycke, må ej\nföranleda minskning av avgift till pensions- eller annan på grund av\ntjänsten tecknad försäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Uppsägning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Uppsägning från tjänstemannens sida\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:1 Uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från tj änstemannens sida är följ ande om inte annat\nfölj er av mom 3:1-5 nedan:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>Anställningstid vid företaget\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Tjänstemannens uppsägningstid i månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>< 3 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>1 månad\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>3 år < 6 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>2 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>6 år <\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>3 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om beräkning av anställningstidens längd stadgas i § 3 lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Formen för uppsägning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att det inte ska uppstå tvist om huruvida uppsägning har skett eller\nej, bör tjänstemannen göra sin uppsägning skriftligen. Om uppsägningen\nändå sker muntligen bör tjänstemannen så snart som möjligt bekräfta den\nskriftligen till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Uppsägning från arbetsgivarens sida\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 Uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande om inte annat\nföljer av mom 3:1-5 nedan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"179\">\u003Cp>Anställningstid vid företaget\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Arbetsgivarens uppsägningstid i månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"179\">\u003Cp>< 2 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>1 månad\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"179\">\u003Cp>2 år < 4 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>2 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"179\">\u003Cp>4 år < 6 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>3 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"179\">\u003Cp>6 år < 8 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>4 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"179\">\u003Cp>8 år < 10 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>5 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"179\">\u003Cp>10 år <\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>6 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om beräkning av anställningstidens längd stadgas i § 3 lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Förlängd uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har tjänsteman, som sagts upp på grund av arbetsbrist, vid\nuppsägningsdagen uppnått 55 års ålder och då har 10 års sammanhängande\nanställningstid ska den enligt detta avtal gällande uppsägningstiden\nförlängas med sex månader.\u003C\u002Fp>\n\n\u003Cp>Sådan förlängning av uppsägningstiden görs dock längst till\n65-årsdagen*.\u003C\u002Fp>\n\n\u003Cp>*Detta gäller inte för sågverksindustrin. Istället gäller att\ntjänsteman vid uppsägningsdagen ska ha uppnått högst 65 års ålder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2.3 Turordning vid personalinskränkning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\nföretagets krav och behov i bemanningshänseende. Om dessa behov inte kan\ntillgodoses med tillämpning av lag ska fastställande av turordning ske med\navsteg från lagens bestämmelser.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de anställda som ska\nsägas upp så att företagets behov av kompetens särskilt beaktas liksom\nföretagets möjligheter att bedriva konkurrenskraftig verksamhet och därmed\nbereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskommelse om fastställande av turordning vid uppsägning med\ntillämpning av 22 § lagen om anställningsskydd och de avsteg från lagen som\nerfordras.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ lagen om anställningsskydd överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla. Det åligger\nde lokala parterna att på begäran föra förhandlingar som sägs i\nföregående stycken liksom att skriftligen bekräfta träffade\növerenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger förbundsparterna, om endera begär det,\nträffa överenskommelse i enlighet med ovan angivna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågorna som\nberörs i detta moment tillhandahåller den lokala respektive den centrala\navtalsparten relevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av arbetsbrist respektive återanställning prövas enligt lag med\niakttagande av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:4 Varsel\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Varsel som arbetsgivaren enligt LAS ska ge lokalt till\narbetstagarorganisationen ska anses ha skett, när arbetsgivaren har\növerlämnat varselskrivelse till den lokala tjänstemannaparten eller två\narbetsdagar efter det att arbetsgivaren har avsänt skrivelsen i rekommenderat\nbrev under respektive tjänstemannaförbunds adress.\u003C\u002Fp>\n\n\u003Cp>Varsel som arbetsgivaren har gett under tid, då företaget har\nsemesterstopp, anses ha skett dagen efter den då semesterstoppet upphörde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:5 Lön under uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I anslutning till § 12 lagen om anställningsskydd gäller följande för\ntjänstemän som ej kan beredas arbete under uppsägningstiden.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som helt eller delvis avlönas med provision, vilken har\ndirekt samband med tjänstemannens personliga arbetsinsats gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag då tjänstemannen inte kan erbjudas arbete ska\ninkomsten av provisionen anses uppgå till 1\u002F365 av provisionsinkomsten under\nnärmast föregående tolvmånadersperiod.\u003C\u002Fp>\n\n\u003Cp>Motsvarande gäller tjänstemän med tantiem, produktionspremie eller\ndylikt.\u003C\u002Fp>\n\n\u003Cp>Om ersättning för förskjuten arbetstid\u002Fersättning för obekväm\narbetstid (OB), skift-, jour- eller beredskapstjänstgöring normalt skulle ha\nutgetts till tjänstemannen gäller följande. För varje kalenderdag då\ntjänstemannen inte kan erbjudas arbete ska sådan ersättning anses uppgå\ntill 1\u002F365 av den närmast föregående tolv- månadersperiod erhållna\nersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Observeras bör att en uppsagd arbetstagare enligt 14 § LAS har rätt till\nskälig ledighet med bibehållen lön (permission) för att besöka\narbetsförmedling eller söka arbete hos annan arbetsgivare. Parternas\nrekommendation är att uppsagd tjänsteman ska beredas ledighet utan\nlöneavdrag även för att kunna delta i aktiviteter inom ramen för TRR.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Övriga bestämmelser vid uppsägning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Överenskommelse om annan uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan överenskomma om att annan\nuppsägningstid ska gälla. Om så sker får emellertid uppsägningstiden från\narbetsgivarens sida ej understiga\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen vid anställningstillfället är arbetslös och 55 år\neller äldre: 2 månader. Efter 3 års anställning gäller dock\nuppsägningstid enligt tabellen i mom 2:1.\u003C\u002Fp>\n\n\u003Cp>-i övriga fall: Den tid som anges i tabellen i mom 2:1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 Provanställning\u003C\u002Fh4>\n\n\u003Cp>Under provanställning är uppsägningstiden en månad för både\narbetsgivaren och tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Övergångsbestämmelse gällande uppsägning tidsbegränsad\nanställning och provanställnings upphörande\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För tidsbegränsade anställningar och provanställningar ingångna före\nden 1 januari 2021 gäller tidigare regler för uppsägning och upphörande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:3 Pensionsålder enligt ITP-planen m.m.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som anställts vid företaget efter att ha uppnått den\nför denne gällande ordinarie pensionsåldern enligt ITP-planen är\nuppsägningstiden en månad för både arbetsgivaren och tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om en tjänsteman anställs vid företaget efter det att denne\nhar uppnått den ordinarie pensionsåldern vid detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:4 Uppnådd pensionsålder enligt anställningsskyddslagen\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare eller en tjänsteman kan genom skriftlig underrättelse\navbryta en tillsvidareanställning tidigast till utgången av den månad då\ntjänstemannen fyller 68 år*. En sådan underrättelse ska lämnas senast två\nmånader i förväg. Lämnas skriftlig underrättelse vid en senare tidpunkt\nupphör anställningen två månader efter det att underrättelsen lämnats.\nUnderrättelsetiden gäller oberoende av tidigare avtalad uppsägningstid. Det\när möjligt att överenskomma om längre underrättelsetid än två\nmånader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Varsel till facklig organisation behöver inte lämnas med anledning av\navbrytandet. Någon rätt till överläggning föreligger inte. I normalfallet\när det emellertid lämpligt att ta upp frågan om anställningens avslutande\nmed berörd tjänsteman innan underrättelse sker enligt ovan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör även i god tid före ingången av den månad då\ntjänstemannen fyller 65 år, vilken är den avtalade pensionsåldern enligt\nITP-planen, begära be-sked om tjänstemannen vill sluta anställningen vid\nuppnådd pensionsålder enligt ITP-planen eller utnyttja sin rätt att kvarstå\ni anställningen till utgången av den månad då tjänstemannen fyller 68 år\n*.\u003C\u002Fp>\n\n\u003Cp>* 69 år den 1 januari 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:5 Förkortning av uppsägningstid för tjänstemannen\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen på grund av särskilda omständigheter vill lämna sin\ntjänst före uppsägningstidens slut, bör arbetsgivaren pröva om så kan\nmedges.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:6 Skadestånd då tjänstemannen inte iakttar uppsägningstiden\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen lämnar sin anställning utan att iaktta uppsägningstiden\neller del av denna, har arbetsgivaren rätt till skadestånd för den\nekonomiska skada och olägenhet som därigenom vållas, dock lägst med ett\nbelopp som motsvarar tjänstemannens lön under den del av uppsägningstiden\nsom tjänstemannen ej har iakttagit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:7 Tjänstgöringsbetyg\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller tjänstemannens sida\nhar tjänstemannen rätt att erhålla tjänstgöringsbetyg, vilket utvisar\u003C\u002Fp>\n\n\u003Cp>-den tid som tjänstemannen har varit anställd och\u003C\u002Fp>\n\n\u003Cp>-de arbetsuppgifter tjänstemannen har haft att utföra samt\u003C\u002Fp>\n\n\u003Cp>-om tjänsteman så begär, vitsord beträffande det sätt på vilket denne\nhar utfört sitt arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna tjänstgöringsbetyget inom en vecka från det att\ntjänste-mannen har begärt att få betyget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:8 Intyg om uttagen semester\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När anställningen upphör har tjänstemannen rätt att erhålla intyg som\nvisar hur många av de lagstadgade 25 semesterdagarna som tagits ut under\ninnevarande semesterår.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna intyget till tjänstemannen senast inom en vecka\nfrån det att tjänstemannen har begärt att få intyget.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har rätt till flera semesterdagar än 25 ska den\növerskjutande semestern i detta sammanhang anses har uttagits först.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Förhandlingsordning\u003C\u002Fh2>\n\n\u003Ch3>Stål och metall, Gruvindustrin och Svetsmekanisk industri\u003C\u002Fh3>\n\n\u003Ch4>Förhandlingsordning, Tjänstemarknadsnämnd SAF-PTK, Tjänstemark-\nnadskommitté SAF-PTK\u003C\u002Fh4>\n\n\u003Cp>Bestämmelser om vilken förhandlingsordning och vilka regler för\nTjänstemarknadsnämnd SAF-PTK samt Tjänstemarknadskommitté SAF-PTK som ska\ngälla finns i § 7 i avtalsuppgörelsen den 10 maj 1989 mellan SAF och PTK och\ni §§ 9 och 10 i förhandlingsprotokollet till avtalsuppgörelsen den 21 maj\n1976 mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Byggnadsämnesindustri och Buteljglasindustri\u003C\u002Fh3>\n\n\u003Ch4>Förhandlingsordning, Tjänstemarknadsnämnd SAF-PTK,\nTjänstemarknadskommitté SAF-PTK\u003C\u002Fh4>\n\n\u003Cp>Bestämmelser om vilken förhandlingsordning och vilka regler för\nTjänstemarknadsnämnd SAF-PTK och Tjänstemarknadskommitté SAF-PTK, som ska\ngälla, finns i § 7i avtalsuppgörelsen den 10 maj 1989 mellan SAF och PTK och\ni §§9 och 10 i förhandlingsprotokollet till avtalsuppgörelsen den 21 maj\n1976 mellan SAF och PTK. Reglerna har självständig giltighet oberoende av om\nmotsvarande bestämmelser för tjänstemän gäller mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Cp>För Ledarna gäller förhandlingsordning enligt Ledaravtal av den 1\nfebruari 2012.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att tjänstemannaklubbarna i företaget respektive\nsärskilt utsedda representanter inom PTK-området kommer överens om ett\ngemensamt organ (PTK-L). Detta företräder tjänstemännen som den lokala\ntjänstemannaparten (PTK-L) enligt detta avtal och omställningsavtalet samt\nsom den lokala arbetsta-garorganisationen (PTK-L) enligt lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Förhandlingsordning arbetstidsavtalet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal ska först hänskjutas\ntill förhandling mellan de lokala parterna (lokal förhandling). Uppnår inte\nde lokala parterna enighet ska tvisten på begäran av endera parten\nhänskjutas till central förhandling.\u003C\u002Fp>\n\n\u003Cp>En tvist kan av central part hänskjutas till Arbetstidsnämnden enligt § 6\nför avgörande. Detta ska ske inom en månad från avslutad förhandling.\nNämndens beslut är bindande för parterna om inte tvisten hänskjuts till\narbetsdomstolen senast inom två månader från dagen för nämndens beslut.\u003C\u002Fp>\n\n\u003Cp>Frågor angående avvikelse från nattarbetsförbudet samt extra\növertidsuttag kan efter central förhandling endast prövas av\nArbetstidsnämnden.\u003C\u002Fp>\n\n\u003Cp>I övrigt gäller huvudavtalets förhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Arbetstidsnämnd\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsnämnden prövar tvister om tolkning och tillämpning av detta\navtal samt överenskommelser träffade med stöd av detta avtal.\u003C\u002Fp>\n\n\u003Cp>Nämnden består av fyra ledamöter. Byggnadsämnesförbundet utser två\nledamöter och tjänstemannaparten utser två ledamöter. En av ledamöterna\när ordförande. Ordföranden utses växelvis av parterna för ett kalenderår\nåt gången.\u003C\u002Fp>\n\n\u003Cp>Varje ledamot har en röst. Vid lika röstetal kan nämnden, på ledamots\nbegäran, förstärkas med ytterligare en ledamot. Sådana ledamöter utses i\nförväg av parterna gemensamt för en tid av tre år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Sågverksindustri\u003C\u002Fh3>\n\n\u003Ch4>Förhandlingsordning, Tjänstemarknadsnämnd SAF-PTK, Tjänstemark-\nnadskommitté SAF-PTK\u003C\u002Fh4>\n\n\u003Cp>För detta avtal gäller som förhandlingsordning i rättsfrågor att\nförhandling sker i förekommande fall lokalt och centralt med iakttagande av\nde tidsfrister som gäller enligt MBL.\u003C\u002Fp>\n\n\u003Cp>I MBL anges huvudsakligen följande tidsfrister:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lokal förhandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling ska påkallas inom fyra månader från det att part har\nfått kännedom om den omständighet som yrkandet hänför sig till och senast\ntvå år efter det att omständigheten har inträffat. Påkallar inte part\nförhandling inom denna tid förlorar denne rätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna inte enas om annat ska förhandling hållas inom två veckor\nefter det att motparten har fått del av förhandlingsframställan.\nFörhandlingen ska bedrivas skyndsamt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Central förhandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påkallas inom två månader efter det att den\nlokala förhandlingen har avslutats. Påkallar inte part förhandling inom\ndenna tid förlorar denne rätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna inte enas om annat ska förhandling hållas inom tre veckor\nefter det att motparten har fått del av förhandlingsframställan.\nFörhandlingen ska bedrivas skyndsamt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Talan vid domstol\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Talan i domstol ska väckas inom tre månader efter det att central\nförhandling har avslutats. Har det förelegat hinder mot förhandling som inte\nberott på käranden ska tiden räknas från det att förhandling senast skulle\nha hållits. Väcker inte part talan inom föreskriven tid är talan\npreskriberad.\u003C\u002Fp>\n\n\u003Cp>Bestämmelser om vilken förhandlingsordning och vilka regler för\nTjänstemarknadsnämnd SAF-PTK samt Tjänstemarknadskommitté SAF-PTK, som ska\ngälla finns i § 7 i avtalsuppgörelsen den 10 maj 1989 mellan SAF och PTK och\ni §§ 9 och 10 (se nedan) i förhandlingsprotokollet till avtalsuppgörelsen\nden 21 maj 1976 mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Cp>När det gäller så kallade intressetvister gäller lagen om\nmedbestämmande i arbetslivet.\u003C\u002Fp>\n\n\u003Ch3>Utdrag ur förhandlingsprotokollet den 21 maj 1976 SAF - PTK \u003C\u002Fh3>\n\n\u003Ch4>§ 9\u003C\u002Fh4>\n\n\u003Ch4>Förhandlingsordning och Tjänstemarknadsnämnd SAF-PTK\u003C\u002Fh4>\n\n\u003Cp>SAF och PTK är ense om att förhandlingsordningen i det tidigare gällande\nhuvudavtalet mellan SAF och SIF respektive mellan SAF och HTF och i det\ngällande huvudavtalet mellan SAF och SALF ska tillämpas t.o.m. den 31 mars\n1977.\u003C\u002Fp>\n\n\u003Cp>Om det i något mellan parterna gällande avtal finns särskilda\nbestämmelser om förhandlingsordning ska dessa bestämmelser tillämpas.\u003C\u002Fp>\n\n\u003Cp>SAF och PTK överenskommer i avvaktan på eventuellt huvudavtal, om\ntillsättande av en tjänstemarknadsnämnd SAF-PTK. Nämnden ska ha samma\narbetsuppgifter som motsvarande nämnder i de tidigare huvudavtalen mellan SAF\noch SIF respektive SAF och HTF samt det gällande huvudavtalet mellan SAF och\nSALF. I nämnden ska ingå fem ledamöter för vardera SAF och PTK. Då den\nfungerar som skiljenämnd ska nämnden ledas aven gemensamt utsedd opartisk\nordförande och bestå av två av nämndens ledamöter från vardera parten.\nHärvid ska det PTK-förbund som berörs av tvisten representeras av minst en\nledamot.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen om Tjänstemarknadsnämnd gäller t.o.m. den 31 mars\n1977.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 10\u003C\u002Fh4>\n\n\u003Ch4>Tjänstemarknadskommitté SAF-PTK\u003C\u002Fh4>\n\n\u003Cp>SAF och PTK överenskommer, i avvaktan på eventuellt huvudavtal, om\ntillsättande av en arbetsmarknadskommitté för tjänstemannafrågor\n(Tjänstemarknadskommit- tén SAF-PTK). Till Tjänstemarknadskommittén utses\nhögst 18 ledamöter av vardera parten. Kommittén utser inom sig ordförande.\nKommittén ska utgöra ett centralt forum för information och debatt i frågor\nav väsentlig betydelse för parternas gemensamma verksamhetsområde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller fr.o.m. den 1 november 2020 t o m den 31 mars 2023.\u003C\u002Fp>\n\n\u003Cp>Parterna äger rätt att i förtid - senast den 30 september 2021 - säga\nupp avtalet att gälla per den 31 mars 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Gäller för Unionen och Sveriges Ingenjörer:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tidsplan för omförhandling framgår av Industriavtalet.\u003C\u002Fp>\n\n\u003Cp>Fredsplikt gäller t o m den 31 mars 2023, om förtida uppsägning inte\nsker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Gäller för Ledarna:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Part äger senast den 31 december 2022 rätt att säga upp avtalet att\nupphöra den 31 mars 2023. Om part inte sagt upp avtalet tre månader före\ngiltighetstidens utgång prolongeras det för ett år åt gången.\u003C\u002Fp>\n\n\u003Cp>Fredsplikt gäller under avtalets giltighetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Avtal om arbetstidsbestämmelser för tjänstemän\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Avtalets omfattning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar samtliga tjänstemän anställda hos arbetsgivare\nanslutna till Föreningen Industriarbetsgivama.\u003C\u002Fp>\n\n\u003Cp>Avtalet ersätter arbetstidslagen i sin helhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Direktundantagna\u003C\u002Fh4>\n\n\u003Cp>Bestämmelserna i §§ 2-6 gäller ej beträffande\u003C\u002Fp>\n\n\u003Cp>-tjänstemän i företagsledande ställning\u003C\u002Fp>\n\n\u003Cp>-arbete som tjänstemannen utför i sitt hem eller annars under sådana\nförhållanden att det ej kan anses tillkomma arbetsgivaren att vaka över hur\narbetet är anordnat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Individuella överenskommelser\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivare och tjänsteman som träffar överenskommelse om att rätten\ntill särskild övertidskompensation ska ersättas med längre semester eller\nkompenseras på annat sätt enligt § 7 mom 1:2 i avtalet om allmänna\nanställningsvillkor kan träffa överenskommelse om att tjänstemannen ska\nvara undantagen från bestämmelserna i §§ 2-6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till mom 2 och 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Enligt mom 2 och 3 ovan omfattas vissa tjänstemän inte av bestämmelserna\ni §§ 26. Det är dock ett ömsesidigt intresse för arbetsgivaren och\ntjänstemannaklubben att kunna få en uppfattning om den totala arbetstidens\nomfattning för dessa tjänstemän. För vissa av dem sker tidsregistrering\ngenom tidsstämpling eller på annat sätt, t ex när flexibel arbetstid\ntillämpas vid företaget. I dessa fall finns alltså underlag för en\nbedömning av arbetstidssituationen. I andra fall kan registrering inte ske på\nsamma sätt som för övriga tjänstemän. Om tjänstemannaklubben så begär\nska arbetsgivaren och tjänstemannaklubben gemensamt utforma lämpligt underlag\nför att bedöma arbetstidsvolymen för dessa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Vissa tjänstemän som är undantagna från bestämmelserna i §§ 2-6 har\nenligt hittills gällande praxis också haft en viss frihet i fråga om\nförläggningen av sin arbetstid. Denna frihet påverkas inte genom det nu\nträffade avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Lokal överenskommelse\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan skriftlig överenskommelse\nträffas om att utöver undantagen enligt mom 2 och 3 viss tjänsteman eller\ngrupp av tjänstemän ska vara undantagen från bestämmelserna i §§ 2-6 i de\nfall tjänstemännen med hänsyn till sina arbetsuppgifter har särskild\nförtroendeställning i arbets- tidshänseende eller annars särskilda\nomständigheter föreligger.\u003C\u002Fp>\n\n\u003Cp>| Beträffande giltighetstiden för sådan överenskommelse se § 8 mom\n2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch3>§ 2 Arbetstidsmått m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Tillgänglig arbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den sammanlagda arbetstiden under varje period om sju dagar får uppgå till\nhögst 48 timmar i genomsnitt under en begränsningsperiod om 4 månader.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I den sammanlagda arbetstiden ska ordinarie arbetstid, övertid och mertid\ninräknas.\u003C\u002Fp>\n\n\u003Cp>Vid beräkningen av den sammanlagda arbetstiden ska semester och\nsjukfrånvaro under tid då arbetstagaren annars skulle ha arb etat likställas\nmed fullgj ord arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch4>Mom 2 Ordinarie arbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Mom 2.1 Stål- och metall-, gruv- och svetsmekanisk\nindustri\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden får ej överstiga 40 timmar per helgfri vecka i\ngenomsnitt under en begränsningsperiod om 4 veckor. Om företagets redovisning\när så ordnad får dock som begränsningsperiod i stället tillämpas\nkalendermånad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För tjänstemän i intermittent treskiftsarbete får den ordinarie\narbetstiden ej överstiga 38 timmar i genomsnitt per helgfri vecka och år.\u003C\u002Fp>\n\n\u003Cp>För underjordsarbete och kontinuerligt treskiftsarbete får den ordinarie\narbetstiden ej överstiga 36 timmar i genomsnitt per helgfri vecka och år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning avseende stål- och metallindustrin\u003C\u002Fp>\n\n\u003Cp>Heltidsanställda tjänstemän som arbetar tvåskift får för varje\nskiftvecka tillgodoräkna sig två timmars kompensationsledighet. Rätt till\nkompensationsledighet med två timmar förutsätter att tjänstemannen arbetar\nfem sammanhängande arbetsdagar på tvåskift. Vid kortare skiftarbete utgår\nkompensationsledighet i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 2.2 Byggnadsämnes- och buteljglasindustrin\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden får ej överstiga 40 timmar per helgfri vecka i\ngenomsnitt under en begränsningsperiod om 12 månader.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i intermittent treskiftsarbete får den ordinarie\narbetstiden ej överstiga 3 8 timmar per helgfri vecka i genomsnitt under en\nbegränsningsperiod om 12 månader.\u003C\u002Fp>\n\n\u003Cp>För underjordsarbete och kontinuerligt treskiftsarbete får den ordinarie\narbetstiden ej överstiga 36 timmar per helgfri vecka i genomsnitt under en\nbegränsningsperiod om 12 månader.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om olika sätt att inrätta\narbetstiden utöver de i avtalet angivna, vilka dels främjar verksamheten men\näven tillgodoser individuella önskemål beträffande förläggningen av\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2.3 Sågverksindustrin\u003C\u002Fh4>\n\n\u003Cp>Den ordinarie arbetstiden får ej överstiga 40 timmar i genomsnitt per\nhelgfri vecka och kalenderår, såvida inte annan lokal överenskommelse\nträffas enligt mom 3 eller i anslutning till överenskommelse i enlighet med\n§ 3 mom 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelse sker\nkan den påkalla lokal förhandling. Löses inte tvisten kan arbetsgivarparten\npåkalla central förhandling. Begärs inte sådan förhandling, eller om\ntvisten efter sådan förhandling ännu inte har lösts, erfordras i\nfortsättningen överenskommelse med lokal organisation, omfattande det\nföretag respektive arbetsställe tvisten gäller. Lokal överenskommelse\nkrävs i sådant fall inte beträffande en beräkningsperiod kortare än fyra\nveckor.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman i intermittent treskiftsarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\n\n\u003Cp>För underjordsarbete och kontinuerligt treskiftsarbete får den ordinarie\narbetstiden inte överstiga 36 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>\u003Cstrong>Kommentar avseende samtliga avtalsområden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Treskiftsarbete kan bedrivas med tre eller flera skiftlag.\u003C\u002Fp>\n\n\u003Cp>2.Verksamheten ställer vid många företag krav på en mera oregelbunden\noch över tiden varierad arbetstidsförläggning. Detta gäller såväl vid\narbetstidsförläggning av ordinarie arbetstid som vid resor i tjänsten. Det\när viktigt att de lokala parterna samverkar i arbetstidsfrågorna både vad\ngäller längd och förläggning i syfte att finna lösningar som tillgodoser\nbåde verksamhetens och de anställdas intresse av flexibilitet och de\nanställdas behov av återhämtning och vila.\u003C\u002Fp>\n\n\u003Cp>Tjänsteresor är ett naturligt och nödvändigt inslag i företagens\nverksamhet och förekommer såväl inom som utom landets gränser.\nTjänsteresor kan ske såväl inom som utanför den anställdes ordinarie\narbetstid. För att säkerställa möjligheten till återhämtning och vila i\nanslutning till resorna är det viktigt att chef och den anställde diskuterar\nden anställdes möjlighet till återhämtning och vila. För anställda med\nmer regelbundna och omfattande tjänsteresor är det viktigt att arbetsgivaren\noch den anställde fortlöpande följer upp hur detta sker ur ett\nhälsoperspektiv.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Annan begränsningsperiod\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Där särskilda omständigheter föreligger kan mellan arbetsgivaren och\ntjänstemannaklubben träffas skriftlig överenskommelse om annan\nbegränsningsperiod eller omfattning av ordinarie arbetstid för viss\ntjänsteman eller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse ska gälla tillsvidare med tre månaders ömsesidig\nuppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att olika lång arbetstid under olika delar av året\nska kunna tillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch4>Mom 4 Rast, Måltidsuppehåll och Paus\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska rast förläggas så att\ntjänstemannen inte utför arbete mer än fem timmar i följd. Med rast\nförstås sådana avbrott i den dagliga arbetstiden under vilken arbetstagare\ninte är skyldig att stanna kvar på arbetsplatsen. Arbetsgivaren ska på\nförhand ange rasternas längd och förläggning så noga som omständigheterna\nmedger. Rasternas antal, längd och förläggning ska vara tillfredställande\nmed hänsyn till arbetsförhållandena.\u003C\u002Fp>\n\n\u003Cp>Raster får bytas ut mot måltidsuppehåll vid arbetsplatsen om det är\nnödvändigt med hänsyn till arbetsförhållandena eller med hänsyn till\nsjukdomsfall eller annan händelse som inte kunnat förutses av arbetsgivaren.\nSådant måltidsuppehåll ingår i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Regler om dygns-, natt- och veckovila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Dygnsvila\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska varje tjänsteman ges minst\nelva timmars sammanhängande viloperiod per 24-timmarsperiod, räknat från\narbetspassets början enligt tjänstemannens gällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 1:2 Avvikelser\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avvikelser kan ske på grund av omständigheter som inte i förväg\nbetryggande kan planeras eller bestämmas eller tillfälligtvis när\nverksamheten gör det erforderligt.\u003C\u002Fp>\n\n\u003Cp>I dessa fall ska tjänstemannen ges motsvarande förlängd viloperiod i\nanslutning till det arbetspass som avbrutit viloperioden.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängd viloperiod av objektiva skäl inte kan läggas ut\nenligt föregående stycke ska tjänstemannen ges motsvarande förlängda\nviloperioder förlagda inom sju kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängda viloperioder av objektiva skäl inte har kunnat\nläggas ut enligt föregående stycke förs kvarvarande tid till\ntjänstemannens tidsbank.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar till mom 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Om arbetsgivaren beslutar att förlägga förlängd dygnsvila till\narbetstid görs ej löneavdrag.\u003C\u002Fp>\n\n\u003Cp>2.Om beordrat övertidsarbete efter tjänstemannens begäran delas upp eller\nförläggs åtskilt från den ordinarie arbetstiden ska reglerna i detta moment\ninte tillämpas.\u003C\u002Fp>\n\n\u003Cp>3.Med motsvarande viloperiod avses mellanskillnaden mellan 11 timmar och den\nsammanhängande viloperiod som tjänstemannen har fått. Exempelvis 3 timmar,\nom viloperioden viss 24-timmarsperiod varit 8 timmar. Om viloperioden under\nflera på varandra följande 24-timmarsperioder varit kortare än 11 timmar ska\nmotsvarande viloperiod vara summan av mellanskillnaderna.\u003C\u002Fp>\n\n\u003Cp>4.Arbetsgivare som utnyttjar undantagsregeln rörande dygnsvila har att,\nför lokal facklig organisation, månadsvis, eller på annat sätt som de\nlokala parterna enas om, redovisa vid vilka tillfällen detta gjorts liksom\nskälen härför.\u003C\u002Fp>\n\n\u003Cp>5.Med anledning av införandet av regler om dygnsvila är parterna överens\nom att s k dubbelskift enbartfår tillgripas vid tillfällen då någon annan\nlösning inte står till buds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Nattvila\u003C\u002Fh4>\n\n\u003Cp>Alla tjänstemän ska ha ledigt för nattvila. I ledigheten ska tiden mellan\nklockan 24.00 och klockan 05.00 ingå. Avvikelse får göras om arbetet med\nhänsyn till dess art, allmänhetens behov eller andra särskilda\nomständigheter måste bedrivas mellan klockan 24.00 och klockan 05.00.\nAvvikelse får även göras med stöd av lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch4>Mom 3 Veckovila\u003C\u002Fh4>\n\n\u003Cp>Tjänsteman har rätt till minst 36 timmars sammanhängande ledighet under\nvarje period om sju dagar (veckovila).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Veckovila ska så långt möjligt förläggas till veckoslut.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras tillfälligtvis, om det\nföranleds av något särskilt förhållande som inte har kunnat förutses av\narbetsgivaren. Sådan avvikelse får göras endast under förutsättning att\ntjänstemannen ges motsvarande kompensat- ionsledighet.\u003C\u002Fp>\n\n\u003Cp>Med kompensationsledigheten enligt föregående stycke avses att\ntjänstemannen antingen erhåller 36 timmars sammanhängande ledighet räknat\nfrån det sista pass som brutit veckovilan eller under nästföljande\nsjudagarsperiod erhåller 36 timmar sammanhängande ledighet utöver den\nsjudagarsperiodens ordinarie 36 timmars veckovila.\u003C\u002Fp>\n\n\u003Cp>Till veckovilan räknas inte beredskapstid då tjänstemannen får\nuppehålla sig utanför arbetsstället men ska stå till arbetsgivarens\nförfogande för att utföra arbete när behov uppkommer.\u003C\u002Fp>\n\n\u003Cp>Om veckovila ej kan beredas till följd av beredskap ska tjänstemannen\nunder nästföljande sjudagarsperiod erhålla 72 timmars sammanhängande\nledighet.\u003C\u002Fp>\n\n\u003Cp>Ledighet förlagd till ordinarie arbetstid medför ej löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Lokala parter kan träffa avtal om veckovila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Definition av övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete avses i detta avtal arbete som tjänstemannen har\nutfört utöver den för denne gällande ordinarie dagliga arbetstidens längd\nom\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>-där beordrande på förhand ej kunnat ske övertidsarbetet har godkänts i\nefterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tid som åtgår för att utföra för tjänstemannens befattning\nnödvändiga och normalt förekommande förberedelse- och avslutningsarbeten\nupptas inte som övertid enligt mom 2 nedan.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av fullgjord övertid medtas endast fulla halvtimmar. Om\növertidsarbetet har utförts såväl före som efter den ordinarie arbetstiden\nviss dag, ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsanställda tjänstemän ska arbete som ersätts enligt\n§ 7 mom 4:1 i avtalet om allmänna anställningsvillkor avräknas från\növertidsutrymmet i mom 2 nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Allmän övertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När särskilda skäl föreligger får allmän övertid tas ut med högst\n200 timmar per kalenderår .\u003C\u002Fp>\n\n\u003Cp>Allmän övertid får tas ut med högst 48 timmar under en period av fyra\nveckor eller 50 timmar under en kalendermånad. Dessa timtal får endast\növerskridas om synnerliga skäl föreligger, till exempel när det är\nnödvändigt för att ett arbete som inte kan avbrytas utan avsevärda\nolägenheter för verksamheten, ska kunna slutföras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Återföring till övertidsutrymme\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Allmän övertid, oavsett kompensationsform, ska avräknas från\növertidsutrymmet enligt mom 2.\u003C\u002Fp>\n\n\u003Cp>Om övertiden ersätts med ledig tid (kompensationsledighet) enligt § 7 mom\n3:2 i avtalet om allmänna anställningsvillkor återförs det antal\n”övertidstimmar” som har kompenserats genom ledigheten till\növertidsutrymmet enligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman utför övertidsarbete en vardagskväll under 4 timmar. Dessa\növertidstimmar avräknas från övertidsutrymmet enligt mom 2.\nÖverenskommelse träffas om att tjänstemannen ska kompenseras med ledig tid\n(kompensationsledighet) under 6 timmar (4 övertidstimmar x 1,5 tim = 6\nkompensationsledighetstimmar). När kompensationsledigheten har uttagits\ntillförs övertidsutrymmet enligt mom 2 övertidstimmarna som har kompenserats\ngenom ledigheten.\u003C\u002Fp>\n\n\u003Cp>Under kalenderår får högst 150 timmar på detta sätt återföras till\növertidsutrymmet såvida inte arbetsgivaren och tjänstemannaklubben enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan träffa överenskommelse om att\növertid som ersatts med kompensationsledighet ska, för att kunna återföras\ntill övetidsutrymmet enligt den teknik som beskrivs ovan, utläggas inom viss\nbestämd tidsperiod, t ex räknat från tidpunkten för övertidsarbetets\nutförande eller före visst bestämt datum.\u003C\u002Fp>\n\n\u003Cp>| Beträffande giltighetstid se § 8 mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Lokal överenskommelse\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan beträffande viss\ntjänsteman eller grupp av tjänstemän skriftlig överenskommelse träffas om\nannan beräkning eller omfattning av allmän övertid. Överenskommelse om\nannan omfattning av allmän övertid ska underställas förbundsparterna för\ngodkännande.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse ska gälla tillsvidare med tre månaders\nömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>| Beträffande giltighetstid se § 8 mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Extra övertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver vad ovan sagts kan, när särskilda skäl föreligger,\növerenskommelse träffas mellan arbetsgivaren och tjänstemannaklubben om\nuttag av extra övertid om högst 100* timmar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>*Inom byggnadsämnesindustrin\u002Fbuteljglasindustrin kan överenskommelse\nträffas om uttag av extra övertid om högst 150 timmar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6 Nödfallsövertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har natur- eller olyckshändelse eller annan därmed jämförlig\nomständighet, som inte kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller för skada på liv,\nhälsa eller egendom ska övertid som fullgjorts med anledning av det inte\nbeaktas vid beräkningen av allmän övertid enligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Jourtid\u003C\u002Fh3>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till arbetsgivarens förfogande på arbetsstället för att när behov\nuppkommer utföra arbete, får jourtid tas ut härför med högst 48 timmar\nunder en tid av fyra veckor eller 50 timmar under en kalendermånad. Som\njourtid anses inte tid under vilken tjänstemannen utför arbete för\narbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan beträffande viss\ntjänsteman eller grupp av tjänstemän skriftlig överenskommelse träffas om\nannan beräkning eller om-fattning av jourtid.\u003C\u002Fp>\n\n\u003Cp>| Beträffande giltighetstiden för sådan överenskommelse se § 8 mom\n2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Anteckningar övertid och jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid enligt § 4 och jourtid enligt § 5.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen, tjänstemannaklubben eller central representant för\ntjänstemannaförbundet har rätt att ta del av dessa anteckningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Samma förhandlingsordning gäller som för avtalet om allmänna\nanställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna härom finns i § 10 i förhandlingsprotokollet till\navtalsuppgörelsen den 11 mars 1978 mellan SAF och PTK och i § 9 i\nförhandlingsprotokollet till avtalsuppgörelsen den 21 maj 1976 mellan SAF och\nPTK.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se särskild förhandlingsordning avseende Byggnadsämnes- och butelj\nglasindustrin, § 13, i avtal om allmänna anställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i detta avtal gäller fr o m den 1 april 1993 t o m den 31\nmars 1995. Om avtalet inte har sagts upp av endera parten senast tre månader\nföre giltighetstidens utgång, prolongeras det för ett kalenderår åt\ngången.\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsavtalet upphör att gälla upphör även överenskommelse som\nslutits med stöd av avtalet i och med utgången av avtalets giltighetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2\u003C\u002Fh4>\n\n\u003Cp>Lokal överenskommelse som träffas med stöd av § 1 mom 4, § 2 mom 2, §\n4 mom 4-6, § 5 mom 2 och rätten för arbetsgivaren och tjänstemannaklubben\natt träffa överenskommelse om uttag av extra övertid enligt § 4 mom 6 ska\ngälla tills vidare med tre månaders uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Uppsägning kan ske av arbetsgivaren, tjänstemannaklubben eller av\nPTK-förbund. Om endera parten önskar att den lokala överenskommelsen\nrespektive nämnda rätt till överenskommelsemöjlighet ska bestå, ska part\nskyndsamt begära att förhandlingar härom förs under uppsägningstiden.\nFörbundsparterna kan förlänga det lokala avtalets uppsägningstid för att\nmöjliggöra att förhandlingar enligt förhandlingsordningen hinner slutföras\ninnan avtalet upphör. I sista hand kan frågan huruvida avtalet ska bestå\neller ej tas upp till överläggningar i Tjänstemarknadsnämnden SAF-PTK.\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om följande. Med uttrycket ”tjänstemannaklubb ”\navses, om så-dan saknas vidföretaget, den eller de tjänstemän vidföretaget\nsom tjänstemännen har utsett som sina representanter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Produktion: Industriarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>Artikelnummer: 8128-2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":45,"SOCSEC_trigger":47,"tempagency":51,"sicknessmaxdays":55,"sicknesspay":59,"disabilitypay":63,"healthandsafetypolicy":67,"code_application":71,"deathrelatives":75,"marriage":79,"hourspweek":81,"MAXHOURS_trigger":85,"PAIDLEAV_trigger":89,"bankholidays1":93,"holidaysfixeddays":97,"SCHEDULE_trigger":101,"FLEXWORK_trigger":105,"schedulesrestpw":109,"strikes_trigger":113,"ANNLEAVE_trigger":117,"OVERTIME_trigger":121},{"bindId":43,"name":44,"text":44},"cbadate_start","1 november 2020 - 31 mars 2023",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"SOCSEC_trigger","Mom 4 Tjänstemän som uppnått pensionsåld","Mom 4 Tjänstemän som uppnått pensionsåldern",{"bindId":52,"name":53,"text":54},"tempagency","Mom 2:1 Tidsbegränsad anställning Avtal ","Mom 2:1 Tidsbegränsad anställning\n\nAvtal om tidsbegränsad anställning får träffas\n\n1.För allmän visstidsanställning\n\n2.För vikariat\n\n\n\nOm en tjänsteman under en femårsperiod varit anställd hos arbetsgivaren\nantingen i allmän visstidsanställning i sammanlagt mer än två år, eller\nsom vikarie i sammanlagt mer än två år, övergår anställningen till en\ntillsvidareanställning.\n\nFör en tjänsteman som fyllt 68* år övergår inte en allmän\nvisstidsanställning eller ett vikariat till en tillsvidareanställning.\n\n\n\n* 69 år den 1 januari 2023.",{"bindId":56,"name":57,"text":58},"sicknessmaxdays","Mom 3:3 Sjuklönetidens längd Om tjänstem","Mom 3:3 Sjuklönetidens längd\n\n\n\nOm tjänstemannen har rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden skall arbetsgivaren utge sådan till tjänstemannen t o m 90:e\nkalenderdagen i sjukperioden.\n\nI sjukperioden ingår dels samtliga dagar med sjukavdrag (även\nkarensavdrag), dels arbetsfria dagar som infaller i en sjukperiod.",{"bindId":60,"name":61,"text":62},"sicknesspay","Mom 3:1:3 Sjuklön Om sjukfrånvaron varar","Mom 3:1:3 Sjuklön\n\n\n\nOm sjukfrånvaron varar längre än 20 % av den genomsnittliga ordinarie\nveckoar-betstiden betalas sjuklön per timme enligt följande.\n\n\n\n******************Månadslön x 12\n\n80 % x------------------------------------------------------------\n\n******************52 x\nveckoarbetstiden",{"bindId":64,"name":65,"text":66},"disabilitypay","Mom 4:1 Ersättning vid arbetsskada Om en","Mom 4:1 Ersättning vid arbetsskada\n\n\n\nOm en tjänsteman på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren ej beräknas enligt mom 3 utan i stället\nutgöra skillnaden mellan 90 % av månadslönen och livräntan.",{"bindId":68,"name":69,"text":70},"healthandsafetypolicy","Mom 2 Utöver vad i föregående moment näm","Mom 2\n\n\n\nUtöver vad i föregående moment nämns åligger det tjänsteman att vid\nbehov delta i skyddsarbeten.\n\nTill skyddsarbete hänförs dels sådant arbete, som vid ett\nkonfliktsutbrott erfordras för att driften ska kunna avslutas på ett tekniskt\nförsvarligt sätt, dels sådant arbete, som erfordras för avvärjande av fara\nför människor eller för skada å byggnader eller andra anläggningar,\nfartyg, maskiner eller husdjur eller för skada å sådant varulager, vilket ej\nunder konflikten tas i anspråk för uppehållande av företagets drift eller\nför avyttring i vidare mån än som erfordras till förekommande av\nförskämning eller förstöring, som varorna på grund av sin beskaffenhet är\nunderkastade.\n\nLika med skyddsarbete anses arbete, som någon är pliktig att utföra på\ngrund av särskild föreskrift i lag eller författning, så ock arbete, vars\neftersättande kan medföra ansvar för tjänstefel.\n\n\n\nMom 3\n\n\n\nSkulle arbetsgivaren under konflikt ifrågasätta utförandet av visst i\ndenna paragraf ej omnämnt arbete ska överläggning därom föras med den\neller dem som är avsedda att utföra arbetet eller ock med av tjänstemännen\nutsedda representanter. Har respektive arbetsgivarförbund och\ntjänstemannapart gemensamt fattat beslut rörande här åsyftat arbete, är\ntjänstemännen skyldiga att ställa sig detta till efterrättelse. Kan\norganisationerna icke enas, ska frågan på endera organisationens begäran\nhänskjutas till Förtroenderådet. Rådets beslut är bindande.",{"bindId":72,"name":73,"text":74},"code_application","Det förutsätts att de lokala parterna, p","Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskommelse om fastställande av turordning vid uppsägning med\ntillämpning av 22 § lagen om anställningsskydd och de avsteg från lagen som\nerfordras.",{"bindId":76,"name":77,"text":78},"deathrelatives","§ 10 Permission, tjänstledighet och anna","§ 10 Permission, tjänstledighet och annan ledighet",{"bindId":80,"name":77,"text":78},"marriage",{"bindId":82,"name":83,"text":84},"hourspweek","Mom 2 Ordinarie arbetstid Mom 2.1 Stål- ","Mom 2 Ordinarie arbetstid\n\nMom 2.1 Stål- och metall-, gruv- och svetsmekanisk\nindustri\n\nDen ordinarie arbetstiden får ej överstiga 40 timmar per helgfri vecka i\ngenomsnitt under en begränsningsperiod om 4 veckor. Om företagets redovisning\när så ordnad får dock som begränsningsperiod i stället tillämpas\nkalendermånad.",{"bindId":86,"name":87,"text":88},"MAXHOURS_trigger","§ 2 Arbetstidsmått m.m. Mom 1 Tillgängli","§ 2 Arbetstidsmått m.m.\n\n\n\nMom 1 Tillgänglig arbetstid\n\n\n\nDen sammanlagda arbetstiden under varje period om sju dagar får uppgå till\nhögst 48 timmar i genomsnitt under en begränsningsperiod om 4 månader.",{"bindId":90,"name":91,"text":92},"PAIDLEAV_trigger","Mom 3 Semesterns längd Mom 3:1 Överensko","Mom 3 Semesterns längd\n\n\n\nMom 3:1 Överenskommelse om längre semester\n\n\n\nGenom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 7\nmom 1:2 kan tjänstemannen i stället för 25 semesterdagar erhålla fem eller\ntre dagars semester utöver den lagstadgade.",{"bindId":94,"name":95,"text":96},"bankholidays1","Där påsk-, midsommar-, jul- och nyårsaft","Där påsk-, midsommar-, jul- och nyårsafton ej är sedvanliga fridagar\nbör permission beviljas under dessa dagar i den mån så kan ske utan\nolägenhet för verksam-heten vid företaget.",{"bindId":98,"name":99,"text":100},"holidaysfixeddays","Mom 1 Permission Permission innebär kort","Mom 1 Permission\n\n\n\nPermission innebär kort ledighet med lön och beviljas i regel endast för\ndel av arbetsdag.",{"bindId":102,"name":103,"text":104},"SCHEDULE_trigger","Mom 4 Rast, Måltidsuppehåll och Paus Om ","Mom 4 Rast, Måltidsuppehåll och Paus\n\n\n\nOm de lokala parterna inte enas om annat ska rast förläggas så att\ntjänstemannen inte utför arbete mer än fem timmar i följd. Med rast\nförstås sådana avbrott i den dagliga arbetstiden under vilken arbetstagare\ninte är skyldig att stanna kvar på arbetsplatsen. Arbetsgivaren ska på\nförhand ange rasternas längd och förläggning så noga som omständigheterna\nmedger. Rasternas antal, längd och förläggning ska vara tillfredställande\nmed hänsyn till arbetsförhållandena.\n\nRaster får bytas ut mot måltidsuppehåll vid arbetsplatsen om det är\nnödvändigt med hänsyn till arbetsförhållandena eller med hänsyn till\nsjukdomsfall eller annan händelse som inte kunnat förutses av arbetsgivaren.\nSådant måltidsuppehåll ingår i arbetstiden.\n\nArbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.",{"bindId":106,"name":107,"text":108},"FLEXWORK_trigger","Kommentar avseende samtliga avtalsområde","Kommentar avseende samtliga avtalsområden\n\n1.Treskiftsarbete kan bedrivas med tre eller flera skiftlag.\n\n2.Verksamheten ställer vid många företag krav på en mera oregelbunden\noch över tiden varierad arbetstidsförläggning. Detta gäller såväl vid\narbetstidsförläggning av ordinarie arbetstid som vid resor i tjänsten. Det\när viktigt att de lokala parterna samverkar i arbetstidsfrågorna både vad\ngäller längd och förläggning i syfte att finna lösningar som tillgodoser\nbåde verksamhetens och de anställdas intresse av flexibilitet och de\nanställdas behov av återhämtning och vila.\n\nTjänsteresor är ett naturligt och nödvändigt inslag i företagens\nverksamhet och förekommer såväl inom som utom landets gränser.\nTjänsteresor kan ske såväl inom som utanför den anställdes ordinarie\narbetstid. För att säkerställa möjligheten till återhämtning och vila i\nanslutning till resorna är det viktigt att chef och den anställde diskuterar\nden anställdes möjlighet till återhämtning och vila. För anställda med\nmer regelbundna och omfattande tjänsteresor är det viktigt att arbetsgivaren\noch den anställde fortlöpande följer upp hur detta sker ur ett\nhälsoperspektiv.",{"bindId":110,"name":111,"text":112},"schedulesrestpw","Mom 3 Veckovila Tjänsteman har rätt till","Mom 3 Veckovila\n\nTjänsteman har rätt till minst 36 timmars sammanhängande ledighet under\nvarje period om sju dagar (veckovila).",{"bindId":114,"name":115,"text":116},"strikes_trigger","§ 11 Tjänstemannens åligganden och rätti","§ 11 Tjänstemannens åligganden och rättigheter vid konflikt mellan\narbetsgivare och arbetare\n\n\n\nMom 1\n\n\n\nUnder konflikt (strejk, lockout, blockad eller bojkott) tillkommer det\ntjänsteman att på vanligt sätt utföra de uppdrag och åligganden som är\nmed tjänsten förenade;\n\natt utföra sådant arbete, vilket i övrigt faller inom tjänstemannens vid\nföretaget arbetsområde;\n\natt utföra arbeten, som möjliggör eller underlättar driftens\nåterupptagande vid konfliktens slut samt\n\natt utföra underhållsarbeten och reparationer av maskiner, verktyg och\nandra anordningar för företagets eget bruk, vilka arbetsuppgifter i första\nhand ska anförtros tjänstemän som normalt är knutna till underhålls- och\nreparationsarbeten eller arbetsledande arbete inom berörd verksamhet.\n\nI den mån arbetsgivaren med egen arbetskraft verkställer lossning av gods\nför företagets eget bruk och vid inträffat varsel om arbetskonflikt av\nbeställning av godsleveranser icke kunnat ske, åligger det tjänsteman att\nvid order härom delta i jämväl sådant arbete.",{"bindId":118,"name":119,"text":120},"ANNLEAVE_trigger","Mom 4 Semesterlön, semesterersättning m ","Mom 4 Semesterlön, semesterersättning m m\n\n\n\nMom 4:1 Semesterlön",{"bindId":122,"name":123,"text":124},"OVERTIME_trigger","§ 7 Ersättning för övertidsarbete Mom 1 ","§ 7 Ersättning för övertidsarbete\n\n\n\nMom 1 Rätt till övertidskompensation\n\n\n\nMom 1:1\n\n\n\nTjänsteman har rätt till särskild övertidskompensation om inte annan\növerenskom- melsehar träffats enligt mom 1:2.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SWE Svenska Arbetsgivareföreningen - 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 privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → Svenska Arbetsgivareföreningen\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\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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → 80 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 90 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → 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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -10 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \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: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \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            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            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