[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fcompetence-agencies-lo-unions-collective-agreement-2020-2023-artnr-6641-2102":3,"menu:\u002Fsv-se:":124,"sites:htmlblocks":289,"subsites":1488,"cite-subsites":5053,"footer:root":5530,"suggested:root":5628,"cite-footer:root":5632},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":104,"content_type_view":105,"extra_breadcrumbs":106,"body":108,"body_blocks":119,"related_pages":123},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":40,"details":102,"translations":103},{"id":31,"uid":32,"url":33,"name":31,"locale":11,"override_title":8,"title":34,"browser_title":35,"browser_description":36,"text":37},"competence-agencies-lo-unions-collective-agreement-2020-2023-artnr-6641-2102","5c4942ba-2ef7-11ef-b65b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fcompetence-agencies-lo-unions-collective-agreement-2020-2023-artnr-6641-2102\u002Fcompetence-agencies-lo-unions-collective-agreement-2020-2023-artnr-6641-2102\u002F","SWE Competence Agencies of Sweden - 2020","Sweden - SWE Competence Agencies of Sweden - 2020","SWE Competence Agencies of Sweden - 2020 - Marknadsföring, juridisk och ekonomisk rådgivning",{"name":38,"data":39},"competence-agencies-lo-unions-collective-agreement-2020-2023-artnr-6641-2102.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>competence-agencies-lo-unions-collective-agreement-2020-2023-artnr-6641-2102\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Competence Agencies LO Unions Collective agreement \u003C\u002Fh1>\n\n\u003Ch1>Between LO unions (the Swedish Trade Union Confederation) and the\nCompetence Agencies of Sweden\u003C\u002Fh1>\n\n\u003Ch1>2020-2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Parties’ intent\u003C\u002Fh2>\n\n\u003Cp>\u003Cstrong>Declaration of intent between LO unions (the Swedish Trade Union\nConfederation) and the Competence Agencies of Sweden\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The staffing agreement is an agreement area in the Swedish labour market and\nis governed according to principles equivalent to those in other industries.\u003C\u002Fp>\n\n\u003Cp>The staffing industry is in a phase of development. Many outside factors\naffect conditions in the industry. Against that background, the parties agree\nas to their shared responsibility for developing the rules that affect their\nactivities and create good conditions for the industry’s employees.\u003C\u002Fp>\n\n\u003Cp>Among customers, there is a growing need for flexible staffing solutions in\nthe labour market. On that basis, the parties agree that the staffing industry\nfulfils an important role in meeting this need in both the short and the long\nterm.\u003C\u002Fp>\n\n\u003Cp>The parties have a responsibility to ensure good conditions and a strong\ncompetitive position for the companies, as well as to maintain good conditions\nfor employees in the form of development and job security.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the industry will develop best when competitive\nconditions are equal, with clear rules exist that support good order.\u003C\u002Fp>\n\n\u003Cp>The parties agree as to the importance of effective co-operation in\ncompanies at local level. The parties consider that a high level of\norganisational affiliation for both companies and employees is a positive\nfactor.\u003C\u002Fp>\n\n\u003Cp>The parties agree that this agreement will both contribute to competition on\nequal terms between companies in the industry and ensure equality of conditions\nbetween outplaced workers and established employees at customer companies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This is an unofficial translation. The original Swedish wording of the\nconditions in the agreement shall prevail in case of dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Section 1 Scope and entry into force\u003C\u002Fh2>\n\n\u003Ch3>§ 1 Area of application of the agreement - entry into force\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Collective bargaining agreement between the Competence Agencies of Sweden\nand all unions affiliated to the Swedish Trade Union Confederation (LO),\napplying to companies conducting business in these unions’ areas of\nactivity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 1 Area of application etc.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement applies to companies that provide staffing (outplacement)\nservices (staffing agencies) and that are members of the Competence Agencies of\nSweden, as well as to their employees when they perform work for which any of\nthe employee unions has the right negotiate.\u003C\u002Fp>\n\n\u003Cp>With the exception of the conditions stated in Section 5 §§ 10-18 and\nSection 6 §§ 19-22 of this agreement, the following shall apply:\u003C\u002Fp>\n\n\u003Cp>During the period of outplacement the employee shall be subject to the\napplicable national agreement governing wages and general conditions of\nemployment that apply at any one time to the particular work at the\ncustomer.\u003C\u002Fp>\n\n\u003Cp>Paragraphs 10-22 shall apply at all times, irrespective of whether the\nemployee is outplaced or not. During the period of outplacement, the\ncustomer’s national agreement regarding wages and general employment\nconditions shall apply. However, the wages shall be calculated in accordance\nwith the rules stated in § 4.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>This agreement does not apply when the work is performed on a sub-contract\nbasis.\u003C\u002Fp>\n\n\u003Cp>The Swedish Electricians' Union’s collective bargaining agreement is\nexempt in the agreement with effect from no later than 1 September 2015,\ninclusive.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Entry into force\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This collective bargaining agreement applies to employees at companies that\nhave acceded to it.\u003C\u002Fp>\n\n\u003Cp>Staffing companies affiliated to the Competence Agencies of Sweden shall\naccede to this agreement as of the first day of the month after a written\nrequest has been submitted by any of the parties to the agreement\n(accession).\u003C\u002Fp>\n\n\u003Cp>A request may be submitted by the Competence Agencies of Sweden to the LO\nunion that is entitled to negotiate in the area in which the company is engaged\nin business, or by the LO union in whose area the staffing agency conducts\nbusiness, to the Competence Agencies of Sweden.\u003C\u002Fp>\n\n\u003Cp>On accession, the staffing agency is bound by the collective bargaining\nagreement applying to all the employee unions covered by this agreement. After\naccession is completed, one of the unions shall be appointed as the union with\ncentral responsibility in relation to the Competence Agencies of Sweden and the\nstaffing agency concerned. Such representation etc. is governed by Appendix 1\nto this agreement.\u003C\u002Fp>\n\n\u003Cp>On accession, any and all existing collective bargaining agreements made\ndirectly between the company and the unions shall be cancelled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Supervision of work - right of association\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Supervision and allocation of work\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Subject to compliance with laws and regulations and the provisions of this\nagreement, the employer is entitled to supervise and allocate the work, to\nfreely hire and dismiss employees and to hire employees irrespective of whether\nthey are union members or not.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Right of association\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The right of association shall be not be violated by any party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer may, without violating the right of association, require a\nsupervisor not to be a member of the same union as the workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Neutrality\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees are not permitted to perform work for a customer who is subject to\nstrike action by a union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Section 2 Employment and obligation to work\u003C\u002Fh2>\n\n\u003Ch3>§ 3 Employment\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Types of employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Replacing §§ 5 and 6 in the Swedish Employment Protection Act “LAS”,\nthe following shall apply:\u003C\u002Fp>\n\n\u003Cp>Employment is until further notice unless otherwise agreed, as below:\u003C\u002Fp>\n\n\u003Cp>The employer and the employee may agree on employment for a fixed term. Any\nsuch employment agreement shall be made in writing and the term may not exceed\n6 months; however, the agreement may have a term of 12 months subject to\napproval by the local union organisation.\u003C\u002Fp>\n\n\u003Cp>New fixed-term employment, as above, may be agreed after 6 months from the\nend of the most recent fixed-term employment, or earlier subject to local\nagreement.\u003C\u002Fp>\n\n\u003Cp>Agreement on fixed-term employment may be reached with any person who is a\nstudent or who is retired by contract or is in receipt of a retirement pension.\nStudents are required to provide verification in writing that they are\nstudents.\u003C\u002Fp>\n\n\u003Cp>On specific request by an employee, fixed-term employment may be agreed in\norder to offer the possibility of recurrent short periods of employment. This\napplies to employees with another principal employment who wish to take on\ntemporary extra work.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If the union organisation considers that this provision is being abused, it\nis entitled to convene local or central negotiations regarding the matter. If\nthe dispute is not resolved, an agreement with the local union organisation\nwill in future be needed for the company to which the dispute relates.\u003C\u002Fp>\n\n\u003Cp>As stated in the Understanding, Appendix 4, anyone granted sickness benefit\n- regardless of the extent of the benefit - may be considered for employment as\nprovided for in the sixth paragraph (other principal employment).\u003C\u002Fp>\n\n\u003Cp>Fixed-term employment may be terminated prematurely subject to a mutual\nnotice period of 14 days.\u003C\u002Fp>\n\n\u003Cp>In addition, a statutory agreement may be entered into for substitute\npositions, trainee positions, vacation work and by reason of service pursuant\nto the Swedish National Total Defence Service Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Length of working hours\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employment at a staffing agency is full time.\u003C\u002Fp>\n\n\u003Cp>Part-time employment is permitted by local agreement with the central union\nresponsible or with the local branch responsible\u002Flocal union organisation if\nsuch has been appointed. The working hours per week shall be specified in the\ncertificate of employment. The organisation\u002Fscheduling of the working hours\nshall be stipulated for the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Certificate of employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall, no later than at the time the employee takes up\nemployment, provide the employee with a certificate of employment in accordance\nwith § 6c of LAS.\u003C\u002Fp>\n\n\u003Cp>A copy of the certificate, accompanied by a separate certificate confirming\nother principal employment or studying, shall be sent to the nearest branch of\nthe union responsible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 4 Recurrent short periods of employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Companies with many fixed-term employees may, instead of specifically\nreporting each employment to the local union organisation, reach an agreement\nas follows. Such agreements shall be entered into unless particular reasons\nrequire otherwise.\u003C\u002Fp>\n\n\u003Cp>1.The duration of recurrent short periods of employment shall be determined\nat the time the agreement on employment conditions is concluded with the\nemployee. This period shall not exceed six months.\u003C\u002Fp>\n\n\u003Cp>2.The company shall without delay report the employment conditions agreed\nwith the employee to the trade union concerned.\u003C\u002Fp>\n\n\u003Cp>3.At the end of the agreement term, the company shall report the extent of\nthe fixed-term employments to the union organisation concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 5 Availability\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the time of hiring, the issue of availability shall be established in\nwriting and set down in the certificate of employment. This shall be done on\nthe basis of the particular conditions of each office. Availability shall be\nunderstood as that the employee must be contactable.\u003C\u002Fp>\n\n\u003Cp>Availability shall be determined so as not to restrict the employee’s\nfreedom of movement more than necessary, and shall amount to no more than nine\nconsecutive hours per day over five days per week. Wherever possible, technical\naids shall be used.\u003C\u002Fp>\n\n\u003Cp>Before each new outplacement, the employer shall inform the employee about\nthe conditions of employment, work and the work environment that are current at\nthe customer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 6 Area of service and obligation to work\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At the time of hiring, the area of service shall be stipulated in writing in\nthe certificate of employment. In each individual case, account shall be taken\nof what travel and commuting distances are considered as normal, based on\nnormally operating means of transportation in the region.\u003C\u002Fp>\n\n\u003Cp>The area of service shall be defined as a geographical area by a listing of\nmunicipalities and postal and telephone area codes on a map or the like.\u003C\u002Fp>\n\n\u003Cp>The area of service shall not be so large that the journey from the staffing\nagency’s office to the workplace is further than 75 kilometres.\u003C\u002Fp>\n\n\u003Cp>Following negotiations, the union may terminate the company’s right to\nestablish the area of service for the employees covered by the negotiations.\nBefore the negotiations, what is regarded in each individual case as normal\ntravel and commuting distances, based on normally operating means of\ntransportation in the region, shall be taken into account. If no agreement can\nbe reached, the primary municipality, or the metropolitan areas of Stockholm,\nGothenburg and Malmo plus adjacent municipalities, shall be the area of service\nfor the employees concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 7 Operating unit\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The office where the employee is employed shall be regarded as the operating\nunit as defined in §§ 22, 25 and 25 a of LAS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 8 Termination of employment without notice\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees who terminate their employment without giving notice forfeit any\nfunds that are due for the portion of the notice period that was not observed,\nalthough any such amount is not to exceed an amount equal to the hourly\nguarantee for 14 days.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Note that a “subsistence minimum ” must be obtained from the Swedish\nEnforcement Authority (Kronofogden) in the county of residence of the\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 9 Priority right for re-employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A priority right for re-employment does not apply in the case of fixed-term\nemployment with a duration of no more than 14 calendar days. However, a\npriority right does apply if several consecutive employments together totalling\nmore than 14 calendar days are entered into.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Section 3 Wages and other compensation\u003C\u002Fh2>\n\n\u003Ch3>§. 4 Wages and other compensation during period of outplacement\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Wages and general employment conditions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the period of outplacement, the national agreement valid at any one\ntime on wages and general employment conditions for the employee and for the\nwork performed for the customer, shall apply.\u003C\u002Fp>\n\n\u003Cp>However, the provisions of § 4 subs. 1-5 shall apply to wages and the\nprovisions set forth in §§ 10-22 in this agreement shall apply to certain\nemployment conditions.\u003C\u002Fp>\n\n\u003Cp>This means that §§ 10-22 shall always be applied, regardless of whether\nthe employee is outplaced or not. During the period of outplacement, the\ncustomer’s national agreement regarding wages and general employment\nconditions shall apply. However, the wages shall be calculated in accordance\nwith the rules stated in § 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Main rule; Wages during period of outplacement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hourly\u002Fmonthly wages will be paid at a level corresponding to the average\nlevel of earnings (T+P) for comparable groups at the customer. P stands for\nperformance pay, piecework pay, pay incentives, bonuses and commission.\nPayments shall not fall short of the guarantee specified in § 5 subs. 2.\u003C\u002Fp>\n\n\u003Cp>Variable wage components (P), calculated in arrears and with a calculation\nperiod not exceeding twelve months, shall be based on the most recently known\nmeasurement period, unless otherwise agreed by the local parties.\u003C\u002Fp>\n\n\u003Cp>If this should produce a misleading result, the local parties may agree on a\ndifferent measurement period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Guidelines for determining precise T+P for comparable groups. What is a\ncomparable group shall be based on work organisational or clear occupational\ncriteria at the customer company, with the aim of ensuring that the staffing\nagency pays “neutral wages ”. In determining a reference object, a strictly\ndefined workplace\u002Fbusiness area should constitute a unit.\u003C\u002Fp>\n\n\u003Cp>If within a unit different occupational categories operate with clear\ndifferences in terms of tasks, authority and wage-setting, a relevant\noccupational group within the unit shall constitute the comparable group.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Alternative rule; Agreement on level of earnings\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A customer company may call for negotiations in relation to the local union\norganisation at the customer company with the aim of reaching an agreement on\nthe level of earnings for outsourced personnel. The object is to ensure that\nthe staffing agency pays “neutral wages” in accordance with the main\nrule.\u003C\u002Fp>\n\n\u003Cp>Such an agreement shall include provisions specifying the time and the work\nto which the agreement applies.\u003C\u002Fp>\n\n\u003Cp>An agreement between the customer company and the local union organisation\nat the customer company on the level of earnings for outsourced personnel shall\nbe confirmed by the branch of the local union organisation.\u003C\u002Fp>\n\n\u003Cp>The staffing agency and the central union responsible, or the local branch\nresponsible\u002Flocal union organisation if such has been appointed, will establish\nthis agreement in a local agreement. When this has been done, the agreed level\nof earnings satisfies the provisions of § 4 Subs. 2. The local agreement shall\nbe reviewed when a new national agreement is entered into and\u002For a pay review\nhas been carried out at the customer company.\u003C\u002Fp>\n\n\u003Cp>If conditions alter significantly or if the conditions have ceased to apply,\nthe agreement on level of earnings may be terminated at one month’s\nnotice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 4 Special rule; Compensation for short-term outplacement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of outplacements not exceeding 10 working days and comprising no\nmore than 20 persons, the employee’s most recent average earnings (T+P) over\nthe most recent known three-month period shall be paid, subject, however, to a\nminimum of the guarantee specified in § 5, subs. 2, together with supplements\nand compensation in accordance with the relevant national agreement.\u003C\u002Fp>\n\n\u003Cp>The above shall not apply if similar tasks have been performed at the\ncustomer (workplace) during the immediately preceding 12-month period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 5 Compensation for local deviation from working hours agreement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a local agreement as to deviation from the working hours provisions has\nbeen entered into with the customer and this has resulted in compensation (time\nor money), the equivalent shall be paid to the employees in accordance with\nthis agreement. However, this does not apply if the compensation is included in\nthe average level of earnings (T+P).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Wages during period of non-outplacement and guaranteed wages\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Wages during period of non-outplacement\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Cp>During the time that the employee has not been placed but is working or\nparticipating in required training, compensation per hour corresponding to the\nguarantee specified in § 5 subs. 2 shall be paid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Main rule; Guarantee\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During any period in which the employee is not placed or does not receive\nwages as specified in § 5 subs. 1, a guarantee per hour is paid, as\nfollows:\u003C\u002Fp>\n\n\u003Cp>As of 1 May 2022, inclusive\u003C\u002Fp>\n\n\u003Cp>•SEK 123.76 for qualified skilled workers\u003C\u002Fp>\n\n\u003Cp>•SEK 117.03 for other workers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Calculation of the guarantee is based on the actual hours worked during the\ncalendar month. The guarantee is paid for no more than 8 hours per day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Supplementary rule; Guarantee for days when outplacement is made\nfor the same day\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of days when an outplacement is made for the same day,\ncompensation is paid in accordance with the guarantee specified in § 5 subs. 2\nfrom the beginning of the period of availability until the time at which\nnotification of outplacement is made, regardless of the actual hours worked in\nthe calendar month. Payment is only made for full half-hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The rule is applied as of 1 January 2017. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 4 Right to decline outplacement with retention of employment\nbenefits\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In exceptional circumstances, such as extremely long travelling times, that\nare not attributable to the employee himself\u002Fherself, including lack of means\nof transport, serious medical problems such as allergies, or if the employee\nhas been subject to harassment at a previous customer, the employee may decline\nan offered placement but retain employment benefits. An assessment must be made\nin each individual case. In case of medical problems the employer may request\nthat the problem be verified by a medical certificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 5 Supplement for work during inconvenient working hours\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A supplement shall be paid for work during inconvenient working hours as\nfollows:\u003C\u002Fp>\n\n\u003Cp>As of 1 December 2020, inclusive\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Monday–Friday\u003C\u002Ftd>\n      \u003Ctd>18.00–23.00\u003C\u002Ftd>\n      \u003Ctd>SEK 23.55\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Monday–Friday\u003C\u002Ftd>\n      \u003Ctd>23.00–07.00\u003C\u002Ftd>\n      \u003Ctd>SEK 47.17\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturday, Midsummer’s\u003C\u002Ftd>\n      \u003Ctd>00.00–24.00\u003C\u002Ftd>\n      \u003Ctd>SEK 94.31\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Eve, Christmas Eve and New Year’s Eve; Sundays and public holidays\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As of 1 May 2022, inclusive\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Monday–Friday\u003C\u002Ftd>\n      \u003Ctd>18.00–23.00\u003C\u002Ftd>\n      \u003Ctd>SEK 24.07\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Monday–Friday\u003C\u002Ftd>\n      \u003Ctd>23.00–07.00\u003C\u002Ftd>\n      \u003Ctd>SEK 48.22\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturday, Midsummer’s\u003C\u002Ftd>\n      \u003Ctd>00.00–24.00\u003C\u002Ftd>\n      \u003Ctd>SEK 96.40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Eve, Christmas Eve and New Year’s Eve; Sundays and public holidays\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 6 Overtime and overtime compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Overtime shall be understood as all time when the employee is not outplaced\nbut is working or undergoing required training in excess of the applicable\nfull-time working hours measure.\u003C\u002Fp>\n\n\u003Cp>For each overtime hour worked between 06.00 and 20.00 on Mondays- Fridays\nthat are not public holidays, the employer shall pay:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Hourly wage x 174\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>----------------\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>At other times\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hourly wage x 174\u003C\u002Fp>\n\n\u003Cp>--------------------------\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>For monthly-paid employees, overtime pay will be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monthly wage\u003C\u002Fp>\n\n\u003Cp>-----------------\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>and\u003C\u002Fp>\n\n\u003Cp>Monthly wage\u003C\u002Fp>\n\n\u003Cp>----------------------------\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>The compensations above include vacation pay.\u003C\u002Fp>\n\n\u003Cp>Only full half-hours will be included in the calculation.\u003C\u002Fp>\n\n\u003Cp>By agreement, overtime work may also be compensated for by compensatory\nleave, with each overtime hour on business days between 06.00 and 20.00 being\npaid for as 1.5 hours and each overtime hour during other hours being paid for\nas 2 hours.\u003C\u002Fp>\n\n\u003Ch3>§ 6 (Deleted 30 April 2013)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Section 4 Working hours\u003C\u002Fh2>\n\n\u003Ch3>§ 7 Scope of the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The rules of the collective bargaining agreement replace the Swedish Working\nHours Act (SFS 1982:673) in its entirety.\u003C\u002Fp>\n\n\u003Cp>The parties agree that the rules of the collective bargaining agreement are\nwithin the scope of the Council’s directive 2003\u002F88\u002FEC, which aims to provide\nsecurity and health in the scheduling of working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Working hours\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Working hours during period of outplacement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At all times when the employee is outplaced, the provisions on working hours\nat the workplace in question shall apply. The working hours shall be scheduled\naccording to what is applicable for the corresponding occupational categories\nat the customer.\u003C\u002Fp>\n\n\u003Cp>In cases where the customer’s business, either under the law or collective\nbargaining agreement, is entirely or partly excluded from the ban on nighttime\nworking, similar tasks performed by the outplaced employees shall also be\nexcluded.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Working hours during period of non-outplacement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Regular working hours for full-time employees are 40 hours per working week\nwithout public holidays on average per 4-week period. With local agreement,\nlonger periods may apply.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>During periods when the employee is not outplaced, the regular working and\ntraining hours are to be scheduled between 07.00 and 17.00, unless otherwise\nagreed between the employer and the local union organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Provisions on working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following rules shall apply when the employee is working in the staffing\nagency, between outplacements and when working at a customer company without a\ncollective bargaining agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 1 Daily rest\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every employee shall have at least 11 hours of continuous rest per 24-hour\nperiod (daily rest).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch4>Subs. 2 Weekly rest\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Every employee shall have a non-working period of no less than 36 hours in\nevery seven-day period (weekly rest).\u003C\u002Fp>\n\n\u003Cp>The weekly rest shall be scheduled as close as possible to the end of the\nweek.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Aggregate working hours\u003C\u002Fh4>\n\n\u003Cp>The aggregate working hours over each period of seven days may not exceed 48\nhours on average over a calculation period of 12 months. The aggregate working\nhours shall include regular working hours, overtime hours and on-call hours.\u003C\u002Fp>\n\n\u003Cp>When calculating the aggregate working hours, periods of annual paid\nvacation and sick leave shall be included in the calculation of maximum working\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 4 Work breaks and meal breaks\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Work breaks shall be scheduled so the employee does not work for more than\nsix hours consecutively. The term work break shall be understood as a break in\ndaily working hours during which the employee is not required to remain at the\nworkplace. The employer shall state in advance the duration and scheduling of\nwork breaks as precisely as circumstances allow.\u003C\u002Fp>\n\n\u003Cp>Work breaks may be swapped for meal breaks at the workplace. Such meal\nbreaks are included in working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 5 Pauses in work\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall arrange work such that employees can take necessary\npauses in work in addition to work breaks. If working conditions so require,\nspecial work pauses may be scheduled instead. Pauses are included in working\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 6 Night-time rest\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employees shall have time off for night-time rest. This time off shall\ninclude the time between 24.00 and 05.00.\u003C\u002Fp>\n\n\u003Cp>Deviations from the first paragraph are permitted, if the work, in view of\nits nature, the needs of the general public or other particular circumstances,\nhas to be performed between 24.00 and 05.00.\u003C\u002Fp>\n\n\u003Cp>Deviations are permitted if in agreement with the local branch of the\ncentral union responsible, or the local branch\u002Flocal union responsible, if such\nhas been appointed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 7 Regular working hours for night-time working\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The regular working hours for night-time working shall not on average exceed\neight hours per 24-hour period, over a calculation period of 12 months.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. If the weekly rest is scheduled within the calculation period, the weekly\nrest shall not be included when calculating the average. Periods of annual paid\nvacation and sick leave shall be neutral when calculating the average working\nhours.\u003C\u002Fp>\n\n\u003Cp>2.It is the intention of the parties that the length of the calculation\nperiod shall not be applied such that it leads to an extension of working\nhours, where extremely long work periods without sufficient intervening rest\nperiods are scheduled over a long period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 8 Night-time work that involves particular risks\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Night-time workers whose work involves particular risks or major mental\nendeavour may not work for more than eight hours within a 24-hour period, when\nworking at night.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 9 Overtime\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The term overtime shall be understood as working hours in excess of regular\ndaily working hours and on-call hours. If different regular daily working hours\nor on-call hours apply under a collective bargaining agreement, the term\novertime shall instead be understood as meaning such working time as exceeds\nregular working hours and on-call hours according to the agreement or the\nconsent given.\u003C\u002Fp>\n\n\u003Cp>In calculating overtime, compensatory leave and other leave scheduled during\nthe employee’s regular working hours or on-call hours shall be equated with\nregular working hours worked and on-call hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 10 Maximum overtime\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>When there is a particular need for increased working hours, overtime of no\nmore than 48 hours over a period of four weeks or no more than 50 hours over a\ncalendar month, but no more than 200 hours over a calendar year (general\novertime) may be worked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 11 Overtime records, etc.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall keep records of on-call hours, overtime and extra hours\nfor part-time employees. Employees are entitled to consult the records, either\nthemselves or through a representative. The unions have the same right.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 12 Notes on scheduling\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employers shall without delay notify employees of any change in the\nscheduling of regular working hour and on-call hours.\u003C\u002Fp>\n\n\u003Cp>In the event of any change in working hours from daytime to shift\u002Fnight time\nworking or vice versa, notice shall be given no less than five days in\nadvance.\u003C\u002Fp>\n\n\u003Cp>Particular attention shall be paid to significantly changed scheduling of\nworking hours involving major inconvenience for the employee with regard to\nchild care or similar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 13 Exceptions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and the local union organisation may enter into an agreement to\ndeviate from the rules stated in subs. 1, 2, 3, 4 and 7, on the condition that\nthe employees are provided with corresponding rest periods as specified in the\nrules below on scheduling of rest periods.\u003C\u002Fp>\n\n\u003Cp>Temporary deviations are also permitted, if owing to any particular\ncondition that the employer has not been able to foresee, for example unplanned\nchange in shift or overtime work, provided that the employee is allowed a\ncorresponding rest period.\u003C\u002Fp>\n\n\u003Cp>If a corresponding rest period cannot be provided within seven calendar\ndays, the employer and the administratively responsible local union branch\nshall reach an agreement on other appropriate protection.\u003C\u002Fp>\n\n\u003Cp>If the employer schedules the corresponding rest period to regular working\nhours, the wages paid shall correspond to average T + P for these hours, which\notherwise would have been regular working hours.\u003C\u002Fp>\n\n\u003Cp>If for objective reasons the employer is unable to provide the corresponding\nrest period as specified in the first-third paragraphs, in connection with the\nworking hours that interrupted the rest period, the corresponding rest period\nshall be scheduled within seven calendar days.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Notes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Other appropriate protection does not include financial compensation.\u003C\u002Fp>\n\n\u003Cp>2.In the event of the introduction of a new Working Hours Act or a\nsignificant amendment of the current Act the parties shall enter into\nnegotiations as to any amendments to §§ 7-9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Section 5 Joint rules\u003C\u002Fh2>\n\n\u003Ch3>§ 10 Sections in agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§§ 10-22 shall in all circumstances apply, regardless of whether the\nemployee is outplaced or not. During the outplacement, the customer’s\nnational agreement on wages and general employment conditions shall apply.\nHowever, the wages shall be calculated in accordance with the rules stated in\n§ 4. In the case of monthly-paid employees, the rules on deduction of pay due\nto absence and sick pay apply as specified in § 14.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 11 Public holiday pay\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Right to public holiday pay\u003C\u002Fh4>\n\n\u003Cp>Employees shall be entitled to public holiday pay in the case of permanent\nemployment and fixed-term employment of more than three months. For the\nemployee to be entitled to public holiday pay, the employment must continue\nafter the holiday.\u003C\u002Fp>\n\n\u003Cp>Employees shall not be entitled to public holiday pay if they are paid by\nthe week or longer unit of time.\u003C\u002Fp>\n\n\u003Cp>If a public holiday falls during a vacation, employees shall be entitled to\npublic holiday pay on the terms set forth above. During other leave, employees\nshall be entitled to public holiday pay on the condition that the leave does\nnot exceed four weeks.\u003C\u002Fp>\n\n\u003Cp>Employees who during leave exceeding four weeks are offered work in\nconnection with a public holiday will not be entitled to pay on the public\nholiday.\u003C\u002Fp>\n\n\u003Cp>Employees shall not be entitled to pay on a public holiday if absent without\na valid reason during all or part of a working day immediately before or after\nthe public holiday. Moreover, there shall be no entitlement to pay on a public\nholiday in case of absence without a valid reason during the public holiday\nwhere employees with regular working hours during the holiday are concerned. In\nthe event of vacation and other leave the above- mentioned days shall be\nstaggered correspondingly.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Days for which there is a public holiday pay entitlement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>There shall be an entitlement for pay on the following public holidays:\u003C\u002Fp>\n\n\u003Cp>New Year’s Day, Epiphany, Good Friday, Easter Monday, 1 May, Ascension\nDay, National Day, Midsummer Eve, Christmas Eve, Christmas Day, Boxing Day and\nNew Year’s Eve.\u003C\u002Fp>\n\n\u003Cp>This shall apply provided that the day falls on a day other than a Saturday\nor a Sunday.\u003C\u002Fp>\n\n\u003Cp>There is no entitlement to public holiday pay for days for which the\nemployee has received or has been entitled to receive any social insurance\nbenefit.\u003C\u002Fp>\n\n\u003Cp>If in connection with study leave, the employee receives state or municipal\nstudy grants for days on which he\u002Fshe would be entitled to public holiday pay,\nthe public holiday pay shall be reduced by the corresponding amount.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Public holiday pay amount\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Public holiday pay shall consist of the employee’s personal pay multiplied\nby the number of regular working hours per week, divided by 5.0.\u003C\u002Fp>\n\n\u003Cp>Public holiday pay per day shall, after any transition from full-time to\nparttime work or vice versa, be calculated as follows. The employee’s\npersonal wages multiplied by 5.0 divided by the number of regular average\nworking hours per week that applied for the employee in the period immediately\npreceding the public holiday concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employees engaged on 1 May 2013 or later are entitled to the public holiday\npay Guarantee as specified in § 5 subs. 2, multiplied by the number of regular\nworking hours per week divided by 5.0.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 4 Payment of public holiday pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Public holiday pay shall be paid on the payday for the pay period in which\nthe first working day after the holiday occurs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 12 Sick pay and parental pay\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Right to sick pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sick pay shall be paid in accordance with the Swedish Sick Pay Act for wages\nthe employee has lost on account of sick leave.\u003C\u002Fp>\n\n\u003Cp>In the case of absence on account of sickness, accident or occupational\ninjury, the employee shall immediately notify the employer. The employee is not\nentitled to sick pay for any time before such notification has been made.\u003C\u002Fp>\n\n\u003Cp>The employee shall, at the earliest opportunity, inform the employer when\nhe\u002Fshe expects to be able to return to work. Such notice shall be given no\nlater than the day before the return to work. The same shall apply if the\nemployee is incapacitated owing to accident or occupational injury.\u003C\u002Fp>\n\n\u003Cp>The employee shall provide the employer with verification in writing of\nhaving been ill, details of the extent to which the employee's working capacity\nwas reduced because of the illness and the days during which the employee would\nhave worked.\u003C\u002Fp>\n\n\u003Cp>In case of absence for more than seven days, the employee is required under\nthe Swedish Sick Pay Act to present a medical certificate.\u003C\u002Fp>\n\n\u003Cp>If the employer so requests, the employee shall verify the sickness with a\nmedical certificate from an earlier day. The cost of such a certificate shall\nbe defrayed by the employer. If the employer has requested the certificate from\na specific doctor, the employer is not required to reimburse the cost of a\ncertificate from another doctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Parental pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provisions regarding parental pay in the collective bargaining agreement\nwere on 1 January 2014 replaced by the provisions of Supplemental Parental\nBenefit Insurance (FPT). See § 20 subs. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 13 Calculation of sick pay for employees paid by the hour\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Calculation of sick pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sick pay shall be paid for the time when the employee would have worked\nduring regular working hours if he\u002Fshe had not been ill.\u003C\u002Fp>\n\n\u003Cp>The qualifying period without entitlement to sick pay corresponds to 20% of\naverage weekly working hours. Average weekly working hours for fulltime and\npart-time employees shall be understood as the weekly working time in hours for\na regular week without public holidays.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>In the case of a full-time employee, the average working time is 40 hours\nper week without public holidays. Sick pay is paid out over the sickness period\nfor the period after the qualifying period and up to and including the 14th\ncalendar day, in an amount corresponding to 80% of the employee’s average\nhourly earnings. In the case of employees with only hourly wages, sick pay\nshall be 80% of these hourly wages.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>In addition, from the qualifying period and up to and including the 14th\ncalendar day of the sick pay period, sick pay shall be paid in the amount of\n80% of other wage components and compensation that represent compensation for\nregular working hours.\u003C\u002Fp>\n\n\u003Cp>A new sickness period that starts within 5 calendar days from the end of an\nearlier sickness period shall be deemed as a continuation of the earlier\nsickness period. This means that a qualifying period may still need to be\nobserved for up to 20% of average weekly working hours in the continued\nsickness period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 14 Calculation of wage deduction in case of absence, sickness and\nparental pay for monthly-paid employees\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Calculation of wage deduction during absence\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When the employee is absent for at least one day on unpaid leave of absence,\na deduction from wages shall, if the employee is monthly-paid, be made as\nfollows:\u003C\u002Fp>\n\n\u003Cp>-Over a period of not more than 5 (6)* working days, a deduction of 1\u002F21st\n(1\u002F25th)* of the monthly wages is made for each working day\u003C\u002Fp>\n\n\u003Cp>-Over a period exceeding 5 (6)* working days, a deduction amounting to the\ndaily wage for each day on leave is made. This also applies to the employee’s\nnon-working business days, Sundays and public holidays.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Daily wage =\u003C\u002Ftd>\n      \u003Ctd>fixed monthly wage in cash x 12\n\n        \u003Cp>--------------------------------------------------\u003C\u002Fp>\n\n        \u003Cp>365\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-In the case of absence for part of a day the deduction shall be\u003C\u002Fp>\n\n\u003Cp>Monthly wage per hour \u003C\u002Fp>\n\n\u003Cp>--------------------------------------\u003C\u002Fp>\n\n\u003Cp>174\u003C\u002Fp>\n\n\u003Cp>* Figure in parentheses applies to six-day weeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Calculation of wage deduction in event of illness\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For each hour that an employee is absent due to illness, an hourly sick pay\ndeduction shall be made from the monthly wage as shown below. Monthly wage\nrefers to the fixed monthly wage in cash including fixed supplements.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>For sickness absence of up to 20% of average weekly working hours\n        (qualifying period) in the sickness period\u003C\u002Ftd>\n      \u003Ctd>Monthly wage x 12\n\n        \u003Cp>-------------------------------\u003C\u002Fp>\n\n        \u003Cp>52 x weekly working hours\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>For sickness absence exceeding 20% of average weekly working hours up\n        to an including day 14 of the sickness period\u003C\u002Ftd>\n      \u003Ctd>20% x monthly wage x 12\n\n        \u003Cp>--------------------------------------\u003C\u002Fp>\n\n        \u003Cp>52 x weekly working hours\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition, employees are entitled to sick pay, after the qualifying\nperiod, amounting to 80% of other wage components and compensation representing\ncompensation for regular working hours.\u003C\u002Fp>\n\n\u003Cp>Average weekly working hours for full-time and part-time employees shall be\nunderstood as the weekly working time in hours for a regular week without\npublic holidays. In the case of a full-time employee, the average working time\nis 40 hours per week without public holidays.\u003C\u002Fp>\n\n\u003Cp>A new sickness period that starts within 5 calendar days from the end of an\nearlier sickness period shall be regarded as a continuation of the earlier\nsickness period. This means that a qualifying period deduction may still need\nto be made for up to 20% of average weekly working hours in the continued\nsickness period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sickness exceeding 14 calendar days. Deductions as of the 15th\ncalendar day\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A deduction shall be made for each calendar day of absence of:\u003C\u002Fp>\n\n\u003Cp>Monthly wage x 12\u003C\u002Fp>\n\n\u003Cp>---------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>If absence subject to deductions per calendar day lasts a whole calendar\nmonth, the entire monthly wage shall instead be deducted. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 15 Travel and per diem allowances\u003C\u002Fh3>\n\n\u003Ch4>Subs. 1 Compensation\u003C\u002Fh4>\n\n\u003Cp>For business trips, travel and per diem allowances shall be paid at the\nnormal amounts recommended from time to time by the Swedish T ax Agency.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Calculation of travel time\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Travel time entitling to compensation shall be understood as the time during\na business trip that is spent in actual travelling to the destination. Travel\ntime falling within the employee’s regular daily working hours is regarded as\nworking time. Therefore, only business travel outside the employee’s regular\nworking hours shall be included in the calculation of travel time.\u003C\u002Fp>\n\n\u003Cp>Only full half-hours shall be included in the calculation of the travel\ntime. If the employer has paid for sleeping accommodation on a train or a ferry\nduring the trip or part thereof, the time between 22.00 - 08.00 shall not be\nincluded.\u003C\u002Fp>\n\n\u003Cp>Normal time spent when the employee himself\u002Fherself is driving a car or\nother vehicle during the business trip shall also be considered travel time,\nregardless of whether or not the vehicle belongs to the employer.\u003C\u002Fp>\n\n\u003Cp>The business trip shall be considered as started and ended as specified in\nthe provisions that apply to the calculation of per diem allowances or\nequivalent at each company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Amount of travel time compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The travel time compensation paid per hour shall equate to 72.5% of the\nallowance as specified in § 5 subs. 2, except when the trip has been made\nbetween 18.00 on a Friday and 06.00 on a Monday, or between 18.00 on a day\nbefore the eve of a non-working public holiday or public holiday and 06.00 on\nthe day after holiday, in which case the compensation shall be 91.6% of the\nallowance specified in § 5 Subs. 2. In the case of monthly- paid employees,\nthe hourly wage is 1\u002F174th of the employee’s fixed monthly wage in cash,\nincluding any piecework compensation.\u003C\u002Fp>\n\n\u003Cp>The compensations above include vacation pay.\u003C\u002Fp>\n\n\u003Cp>Compensation for travel time shall be paid for no more than 6 hours per\ncalendar day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 16 Payment of wages\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wages shall be paid at least once per calendar month in arrears unless\notherwise agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>§ 17 Brief leave with pay\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Brief leave with pay shall be understood as a short period of leave for one\nday at the most, with no loss of wages. In the event of a close relative’s\nfuneral, the leave may also include any days of travel necessary.\u003C\u002Fp>\n\n\u003Cp>Brief leave with pay may be granted in the following cases:\u003C\u002Fp>\n\n\u003Cp>•own wedding\u003C\u002Fp>\n\n\u003Cp>•own 50th birthday\u003C\u002Fp>\n\n\u003Cp>•first time visit to doctor or dentist in case of emergency treatment for\nillness or accident\u003C\u002Fp>\n\n\u003Cp>•visit to medical facility with a letter of referral from company doctor\nor other doctor nominated by the employer. If the doctor to whom the employee\nhas been referred prescribes a further visit, leave is granted for up to three\nsuch return visits\u003C\u002Fp>\n\n\u003Cp>•death of a close relative\u003C\u002Fp>\n\n\u003Cp>•funeral, interment or inurnment of close relative\u003C\u002Fp>\n\n\u003Cp>•sudden serious illness of close relative living at home or of children\nnot living at home and for whom the employee has maintenance obligations under\nlaw, although not in such cases where the employee is entitled to temporary\nparental benefit\u003C\u002Fp>\n\n\u003Cp>Close relative shall be understood to mean spouse, registered partner,\nco-habitee in relationship similar to marriage, children, grandchildren,\nsiblings, parents, parents-in-law and grandparents.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>§ 18 Vacation\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vacation entitlement is granted under the law. Vacation pay and vacation\ncompensation shall be paid in the amount of 13.3% of the holiday pay base.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Employees hired after 1 May 2013 are entitled to vacation pay and vacation\ncompensation calculated at 13% of the vacation pay base. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Section 6 Other rights and obligations \u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>§ 19 Responsibility for the work environment\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The staffing agency shall take steps to ensure the customer takes, and\nprovides information about, the safety measures required for working within the\ncustomer’s area and observes in particular Ch. 3 §§ 6, 7 and subs. 12 and\nCh. 6 § 10 of the Swedish Work Environment Act (AML) and § 4 of the Swedish\nWork Environment Ordinance (AMF).\u003C\u002Fp>\n\n\u003Cp>The staffing agency is responsible for any necessary rehabilitation measures\namong its employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 20 Labour market insurance and miscellaneous\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Ch4>Subs. 1 Labour market insurance\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer is obliged to contract and maintain AFA insurance plans\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>1.SAF-LO Collective Pension\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Occupational Group Life Insurance (TGL)\u003C\u002Fp>\n\n\u003Cp>3.Redundancy Insurance (AGB)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>4.Group Sickness Insurance (AGS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Security Insurance for Work-Related Injuries (TFA)\u003C\u002Fp>\n\n\u003Cp>6.Supplementary Parental Benefit Insurance (FPT)\u003C\u002Fp>\n\n\u003Cp>as specified in the agreements in effect at any time between the\nConfederation of Swedish Enterprise and LO\u002FPTK.\u003C\u002Fp>\n\n\u003Cp>These obligations also apply during periods when the employer does not have\nany employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Miscellaneous\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Development Agreement between the Swedish Employers Confederation and\nLO\u002FPTK of 15 April 1982 shall apply in this agreement area. The Career\nAdjustment Support Insurance of the Confederation of Swedish Enterprise-LO of\n24 February 2004 shall apply in this agreement area.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 21 Continuing competence development\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An agreement on continuing competence development for the employees of the\nCompetence Agencies of Sweden has been entered into, as in Appendix 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 22 Employment at the customer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Having observed the notice period for termination, the employee is under no\nrestriction to take employment at any time with the customer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Section 7 Negotiation procedure \u003C\u002Fh2>\n\n\u003Ch3>§ 23 Negotiation procedure\u003C\u002Fh3>\n\n\u003Cp>Regarding the position of the parties, see Appendix 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 1 Limitation of negotiation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a party wishes to claim damages or other fulfilment under the law,\ncollective bargaining agreement or individual agreement, the party shall call\nfor negotiations within four months from when the party became aware of the\ncircumstances upon which the request is based. The negotiation must, however,\nbe requested within no later than two years of the occurrence of such\ncircumstance.\u003C\u002Fp>\n\n\u003Cp>If a party does not request negotiations within the prescribed time, that\nparty shall lose its right to negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 2 Local negotiations\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Negotiations shall in the first instance take place between the local\nparties (the employer and the local union organisation at the employer’s).\u003C\u002Fp>\n\n\u003Cp>Negotiations shall commence at the earliest opportunity and no later than\nwithin two weeks from the day when they were requested, unless the parties have\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 3 Central negotiations\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After local negotiations are concluded, any party wishing to pursue the\nmatter further shall refer the matter for central negotiations.\u003C\u002Fp>\n\n\u003Cp>Any request for central negotiations shall be made in writing to the other\nparty’s organisation within two months from the day on which the local\nnegotiations are concluded. A party failing to do so loses the right to\nnegotiations.\u003C\u002Fp>\n\n\u003Cp>Central negotiations shall commence at the earliest opportunity, and no\nlater than three weeks from the day on which the request is made, unless the\nparties have otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Subs. 4 Legal settlement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a legal dispute concerning the law, a collective bargaining agreement or\nan individual agreement has been the subject of central negotiations without\nbeing resolved, a party may refer the dispute for legal settlement within three\nmonths from the day when central negotiations are concluded. A party who fails\nto do so loses the right to bring court proceedings.\u003C\u002Fp>\n\n\u003Cp>The parties have reached an agreement that disputes shall be referred to the\nStaffing Agencies Conciliation Board before proceedings are initiated in court,\nAppendix 2.\u003C\u002Fp>\n\n\u003Cp>In case of disputes in accordance with § 4 or when the resolution of the\ndispute is deemed to be dependent on testimony by a representative of the\ncustomer company, the dispute shall be resolved by arbitration under the terms\nof the Swedish Arbitration Act unless the parties have otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If an issue in dispute is based on the Swedish Employment Protection Act,\nthe time limits set out in the act shall apply instead of the time limits in\nthis negotiation procedure. This negotiation procedure does not affect the\nrules concerning time limits and the duty of the employer to request\nnegotiations according to §§ 34, 35 and 37 of the Swedish Employment\n(CoDetermination in the Workplace) Act\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch3>§ 24 Term\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement applies from 1 December 2020, inclusive, to 30 April 2023,\ninclusive. Thereafter, it shall remain in effect subject to a mutual 7- day\nnotice period for termination.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties are jointly entitled to termination unless otherwise agreed. \u003C\u002Fp>\n\n\u003Cp>Stockholm, 17 December 2020\u003C\u002Fp>\n\n\u003Cp>Competence Agencies of Sweden Parties representing the employees \u003C\u002Fp>\n\n\u003Cp>Anna Vargo \u003Cspan style=\"color:#ffffff\">***********************\u003C\u002Fspan>Kent\nAckholt\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 1 Agreement on position of the parties\u003C\u002Fh2>\n\n\u003Ch3>Subs. 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee shall be represented by the employee union of which he or she\nis a member (member union). The employee may instead be represented by another\nemployee union, subject to the provision of a power of attorney by the member\nunion.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 2\u003C\u002Fh3>\n\n\u003Cp>Employees at a staffing agency are represented at central level by the union\nwith central responsibility, and at local level by the branch\u002Flocal union\norganisation with local responsibility:\u003C\u002Fp>\n\n\u003Cp>-in negotiations under § 11 of the Swedish Employment (Co-Determination in\nthe Workplace) Act [“MBL”], and if agreement is not reached in these\nnegotiations, pursuant to § 14 MBL\u003C\u002Fp>\n\n\u003Cp>-in performance of the duty of disclosure under §§ 19-22 MBL.\u003C\u002Fp>\n\n\u003Cp>-in negotiations under §§ 38 and 39 MBL regarding sub-contracting or\noutsourcing of temporary staff by the staffing agency\u003C\u002Fp>\n\n\u003Cp>-via the branch\u002Flocal union organisation with local responsibility, in\nappointing a union fiduciary representative in accordance with the Swedish\nTrade Union Representatives (Status at the Workplace) Act\u003C\u002Fp>\n\n\u003Cp>-via the branch\u002Flocal union organisation with local responsibility, in\nappointing a safety representative and members of a safety committee as\nrequired by the Swedish Work Environment Act\u003C\u002Fp>\n\n\u003Cp>-via the union with responsibility at central level, in deciding on the\nintroduction of board representation for the employees and appointing\nmembers.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On receiving a request for accession, the LO unions shall appoint one of the\nunions to be the union responsible at central level. The union with\nresponsibility at central level shall be appointed on the basis of the\ncompany’s main area of business.\u003C\u002Fp>\n\n\u003Cp>The union with responsibility at central level is the union that represents\nall contracting parties at central level on issues as specified in subs. 2. In\nnegotiations, the union with responsibility at central level may issue a power\nof attorney to another union to represent it in the negotiation of these\nissues.\u003C\u002Fp>\n\n\u003Cp>In cases where an issue as referred to in subs. 2 only concerns the local\nbranch of the staffing agency or stated area of responsibility where a union\nother than the union with central responsibility is the branch\u002Flocal union\norganisation with local responsibility, the latter union is the central\nparty.\u003C\u002Fp>\n\n\u003Cp>Where an issue as referred to in subs. 2 concerns several local branches or\nareas of responsibility where different unions are branches\u002Flocal union\norganisations with local responsibility, all contracting parties at local and\ncentral level are represented by the union with central responsibility.\u003C\u002Fp>\n\n\u003Cp>The employees’ unions may change their union with central responsibility.\nVia the Swedish Trade Union Confederation (LO), the LO unions shall notify the\nCompetence Agencies of Sweden in writing and the staffing agency concerned when\nsuch a change has taken place. The newly appointed union is the union with\ncentral responsibility from the first day of the month after notice has reached\nthe Swedish Staffing Agencies and until further notice.\u003C\u002Fp>\n\n\u003Cp>The staffing agency concerned shall provide the requisite information to the\nunions about the staffing agency’s main activities within the LO unions’\nagreement areas and the number of employees in the various business areas, in\norder to support the decision of the employee unions regarding the union with\ncentral responsibility.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 4\u003C\u002Fh3>\n\n\u003Cp>The starting-point is that the branch\u002Flocal union organisation with local\nresponsibility for the staffing agency’s local branch is the local union\norganisation of the union with central responsibility.\u003C\u002Fp>\n\n\u003Cp>The employee unions may also appoint one or several other branches\u002Flocal\nunion organisations with local responsibility. Before any decision is taken to\nappoint one or several other branches\u002Flocal union organisations with local\nresponsibility, the employer must be notified. At the appointment of a\nbranch\u002Flocal union organisation, an area of responsibility shall be stated. The\narea of responsibility determines the area of validity for local agreements\nthat are entered into by the branch\u002Flocal union organisation with local\nresponsibility. Via the Swedish Trade Union Confederation (LO), the LO unions\nshall notify the Competence Agencies of Sweden in writing and the staffing\nagency concerned when such a change has taken place. The change is effective\nfrom the first day in the month after the Competence Agencies of Sweden has\nreceived the notification and until further notice.\u003C\u002Fp>\n\n\u003Cp>The branch\u002Flocal union organisation with local responsibility does not need\nto be a branch or local union organisation within the union with central\nresponsibility. Furthermore, several may be appointed at a staffing agency.\nThese, too, may be affiliated to different federations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 5\u003C\u002Fh3>\n\n\u003Cp>In the event of a dispute with a party covered by this collective bargaining\nagreement concerning more than one contracting union, the amount of damages\nawarded may not be higher than would have been ordered if the agreement had\nbeen reached with one union. If a dispute has been settled definitively, no\nfurther legal proceedings may be commenced that relate to the same matter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It is noted that the employees ’ unions have between themselves entered\ninto a reciprocal agreement on consultation etc. The employees ’ unions have\nthe right to decide on the issue of right ofpresence at negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 2 Staffing Agencies Conciliation Board\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The contracting parties to the collective bargaining agreement have agreed\nto seek to resolve through consensus any disputes that may arise. It is\nincumbent on all parties to promote the development of the Staffing Agreement\ninto an effective agreement in order to create profitable companies with good\nworking conditions and effective security of employment for the employees.\u003C\u002Fp>\n\n\u003Cp>The parties have noted that the Staffing Agreement constitutes a new and\nuntested approach. Disputes regarding application of the agreement shall\ntherefore be resolved in the first instance between the parties and not\nreferred to a court of law for resolution. Only when the Staffing Agencies\nConciliation Board is unable to agree on a suitable resolution of a dispute, or\nwhen a party refuses to comply with the Board’s decision, may proceedings be\ninitiated in court for final resolution. Proceedings may not be initiated in\ncourt before the Staffing Agencies Conciliation Board has had opportunity to\nsettle the issue.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The mandate of the Staffing Agencies Conciliation Board is\u003C\u002Fp>\n\n\u003Cp>-to provide directives on how a judicial dispute concerning the Staffing\nAgreement shall be settled with definitive effect\u003C\u002Fp>\n\n\u003Cp>-to promote the development of the Staffing Agreement\u003C\u002Fp>\n\n\u003Cp>-to monitor application of the Staffing Agreement and provide advice and\ndirectives to the contracting parties in order to avoid future disputes\u003C\u002Fp>\n\n\u003Cp>-to provide advice and directives on disputes relating to representatives as\nspecified in Appendix 1.\u003C\u002Fp>\n\n\u003Cp>A party is not entitled to take a dispute to court if the Board has provided\na directive as to how a dispute shall be resolved and the parties have\nfulfilled their obligations according to those directives.\u003C\u002Fp>\n\n\u003Cp>If the dispute relates only to the interpretation of other parties’\ncollective bargaining agreements, the Board may not consider the matter unless\nthe parties to such collective bargaining agreements agree to refer the dispute\nto the Board. In such a case, the parties to the collective bargaining\nagreements concerned shall participate in the Board’s decision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Board shall meet ten times a year according to a fixed schedule.\u003C\u002Fp>\n\n\u003Cp>Matters shall be brought to the attention of the Board by means of a written\nrequest, addressed to the Staffing Agencies Conciliation Board, being received\nin due order by the Competence Agencies of Sweden.\u003C\u002Fp>\n\n\u003Cp>Any matter referred to the Board no less than one week before a meeting\nshall be brought up at that meeting. Matters received later shall be brought up\nat the following meeting.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any matter that has not been settled at the meeting shall be concluded on\nthe day of the meeting unless the Board decides otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 4\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Staffing Agencies Conciliation Board shall consist of six members. The\nCompetence Agencies of Sweden shall appoint three members and the LO unions\njointly three members. A party may appoint a deputy to a member. A deputy\nmember may participate only when the regular member is absent.\u003C\u002Fp>\n\n\u003Cp>The Board is entitled to co-opt an expert as needed.\u003C\u002Fp>\n\n\u003Cp>Each of the organisations represented on the Board shall appoint one person\nto handle the day-to-day business of the Board, and to prepare business for\nmeetings.\u003C\u002Fp>\n\n\u003Cp>The Board shall issue a statement on matters on which the Board has reached\nagreement.\u003C\u002Fp>\n\n\u003Cp>A member who has participated in local or central negotiations on an issue\nbefore the Board, should be replaced by another representative of the\norganisation when the particular issue is under consideration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 5\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Conciliation Board shall determine its own procedures.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 6\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Board is in quorum when four members are present.\u003C\u002Fp>\n\n\u003Cp>For a decision to be valid, the members shall be in agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Subs. 7\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Each party shall bear its own costs for the work of the Board. 50% of any\njoint costs shall be allotted to the Competence Agencies of Sweden and 50% to\nLO. Each party shall defray the expenses of its own representatives.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 3 Continuing competence development\u003C\u002Fh2>\n\n\u003Ch3>Conditions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The ever-intensifying international competition facing customer companies\nrequires a focused drive to develop the skills of employees. Rapid developments\nin production call for new skills on the part of employees in the industrial\nsector. The growing focus on customers and the market demands greater\nflexibility. A transition from rule-oriented management to goal-oriented\nmanagement and quality assurance requires changes in the manner in which work\nis organised.\u003C\u002Fp>\n\n\u003Cp>A continuous process of change along these lines depends on the development\nneeds of the company ,as well as of the employees, being identified. Here,\nmanagers have an important responsibility for translating the needs of the\ncompany into action for each working group and its members.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Needs\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employees should, through various measures, be given opportunities to\ndevelop the skills needed for new or changing tasks.\u003C\u002Fp>\n\n\u003Cp>It should also be kept in mind that individual employees will have ideas\nfrom their own perspective about their own and the company’s development\nneeds, for example on how to develop knowledge and abilities that in the long\nterm can benefit both individual and company.\u003C\u002Fp>\n\n\u003Cp>Development at work is the outcome of combinations of initiatives in areas\nsuch as work content, ways of working, organisation of work, technical support\nand skills.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Responsibilities\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is the company’s responsibility to implement development measures with\nrespect to personnel, organisation and technology. At the same time, it is\nincumbent on the individual employee to take initiatives and to feel dedication\nand responsibility for his or her continuing competence development.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Dialogue\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>One important factor in the development of the combined competence of\nemployees and company is dialogue between manager and co-worker. It is through\nthis dialogue that awareness of the company’s development programme and its\nimplementation may be disseminated. The dialogue may also serve as an indicator\nof the way forward for the individual employee’s commitment, thinking and\nplans. The dialogue is created through, for example, continuous planning and\nperformance reviews. Furthermore, it is important for work teams to discuss and\nplan for change.\u003C\u002Fp>\n\n\u003Cp>Experience shows that effective dialogue requires input from the company, in\nthe form of training of managers and co-workers in communication, goal-setting,\nfollow-up of results etc. The dialogue shall be conducted in a positive spirit\nand shall aim at effective development for employees and company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Co-operation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the view of the parties, engagement in dialogue and continuing competence\ndevelopment in companies and support for the individual employee’s\ninitiatives for their own development, should be adapted to the situation of\neach individual company and be based on the company’s mission and long-term\nvision.\u003C\u002Fp>\n\n\u003Cp>The forms of dialogue with the employees, as well as the planning,\nimplementation and follow-up of various development initiatives, should be\ndiscussed and agreed between the local parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Wage-setting\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The continuing competence development of individual employees should be an\nimportant aspect of wage-setting at the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch2>Appendix 4 Understanding\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Since the 2012 agreement, the parties have discussed the interpretation of\ncertain rules in the new agreement, compared to rules formerly applying.\u003C\u002Fp>\n\n\u003Cp>This intention of this agreement is to clarify the position of the parties\nregarding the points below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Wages during period of outplacement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During the period of outplacement, the employee receives wages in accordance\nwith the average level of earnings T+P for comparable categories at the\ncustomer. On this point, the meaning of the agreement is unchanged from the\nagreement formerly applying.\u003C\u002Fp>\n\n\u003Cp>In the case of employees with personally agreed wages on 30 April 2013,\nthese are the minimum wages that the company can pay, irrespective of the\naverage level of earnings at the customer. The 2012 agreement makes no change\nto this minimum wage.\u003C\u002Fp>\n\n\u003Cp>Employees who on 30 April 2013 were paid personal wages exceeding the\nGuarantee specified in the 2012 agreement, shall retain such wages as a\npersonal minimum for the duration of their employment.\u003C\u002Fp>\n\n\u003Cp>Anyone employed on 1 May 2013 or later cannot during the period of\noutplacement be paid an hourly wage that is less than the Guarantee specified\n§ 5 subs. 2 of the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Wages during period of non-outplacement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During any period that the employee is not outplaced, the employee will be\npaid an hourly wage of no less than the Guarantee specified on § 5 subs. 2 of\nthe agreement.\u003C\u002Fp>\n\n\u003Cp>The agreement stipulates a minimum level for the Guarantee, and it is\npermitted via agreements between employer and employee to enter an agreement on\na higher Guarantee. The agreed higher Guarantee shall then be applied in all\nwage calculations where the agreement refers to the Guarantee.\u003C\u002Fp>\n\n\u003Cp>On appointment to a new position, the employee’s Guarantee shall be stated\non the employment certificate, in accordance with the rule laid down in the\nSwedish Employment Protection Act (“LAS”), § 6c.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Public holiday pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the working group, the parties have discussed changing rules on public\nholiday pay. The discussions have not resulted in any agreement on different\nrules.\u003C\u002Fp>\n\n\u003Cp>The parties confirm that as no agreement has been reached on any changes in\npublic holiday pay rules, the agreement will continue to apply unchanged.\u003C\u002Fp>\n\n\u003Cp>In § 11 subs. 3 of the collective bargaining agreement, it is stipulated\nthat calculation of public holiday pay shall be based on the personal wage. In\nthe case of employees hired on 30 April 2013 who are paid an agreed personal\nwage, the public holiday pay shall in future continue to calculated on that\nbasis. In the case of employees hired on 1 May 2013 or later, public holiday\npay is based on the agreed Guarantee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A comment has been added to the agreement:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For employees without a fixed personal wage, the public holiday pay is the\nGuarantee multiplied by the number of regular working hours per week divided by\n5.0.\u003C\u002Fp>\n\n\u003Cp>Stockholm, 3 April 2013 Revised, \u003C\u002Fp>\n\n\u003Cp>Stockholm, 28 April 2015\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>The Staffing Agencies\u003C\u002Ftd>\n      \u003Ctd>LO unions\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hanna Byström\u003C\u002Ftd>\n      \u003Ctd>Kent Ackholt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Types of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Section 2 § 3 subs. 1, paragraph 6: “Upon particular request by an\nemployee, fixed-term employment may be agreed in order to offer the possibility\nof recurrent short periods of employment.” This applies to employees with\nanother principal employment who wish to take on temporary extra work.\u003C\u002Fp>\n\n\u003Cp>Further to the application for a summons that the Discrimination Ombudsman\nsubmitted to the Labour Court (Case n. A 121 19), the parties find it necessary\nto clarify the agreement as follows:\u003C\u002Fp>\n\n\u003Cp>“In determining whether an employee fulfils the requirement of ‘other\nprincipal employment’, lack of capacity for employment resulting from\nfunctional impairment in the form of a long-term impaired capacity for work\nthat constitutes entitlement for sick pay, irrespective of the sick pay amount,\nshall be equated with employment.”\u003C\u002Fp>\n\n\u003Cp>The parties also agree that sick pay granted shall be subject to\nconfirmation, in the same way as for studying or other principal employment,\nfor which the employer will send a copy of the employment certificate\naccompanied by a certificate from the Swedish Social Insurance Office\n(Forsakringskassan) to the employee’s trade union, in accordance with Section\n2§ 3 subs. 3.\u003C\u002Fp>\n\n\u003Cp>This clarification does not affect in any other respect the interpretation\nof the provision or the agreement as a whole.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":41,"TRAINING_trigger":44,"SUNDAY_trigger":48,"OVERTIME_trigger":52,"hourspweek":55,"schedulesrestpw":59,"hoursovertimemax":62,"sicknessmaxdays":66,"sicknesspay":70,"deathrelatives":72,"marriage":75,"childcare":77,"PAIDLEAV_trigger":79,"ANNLEAVE_trigger":82,"healthandsafetypolicy":86,"unemploymentfund":90,"pensionfund":93,"disabilityfund":96,"LOWWAGE_trigger":99},{"bindId":42,"name":43,"text":43},"cbadate_start","§ 24 Term",{"bindId":45,"name":46,"text":47},"TRAINING_trigger","During the time that the employee has no","During the time that the employee has not been placed but is working or\nparticipating in required training, compensation per hour corresponding to the\nguarantee specified in § 5 subs. 2 shall be paid.",{"bindId":49,"name":50,"text":51},"SUNDAY_trigger","Eve, Christmas Eve and New Year’s Eve; S","Eve, Christmas Eve and New Year’s Eve; Sundays and public holidays",{"bindId":53,"name":54,"text":54},"OVERTIME_trigger","Hourly wage x 174",{"bindId":56,"name":57,"text":58},"hourspweek","Regular working hours for full-time empl","Regular working hours for full-time employees are 40 hours per working week\nwithout public holidays on average per 4-week period. With local agreement,\nlonger periods may apply.",{"bindId":60,"name":61,"text":61},"schedulesrestpw","Subs. 2 Weekly rest",{"bindId":63,"name":64,"text":65},"hoursovertimemax","When there is a particular need for incr","When there is a particular need for increased working hours, overtime of no\nmore than 48 hours over a period of four weeks or no more than 50 hours over a\ncalendar month, but no more than 200 hours over a calendar year (general\novertime) may be worked.",{"bindId":67,"name":68,"text":69},"sicknessmaxdays","In the case of a full-time employee, the","In the case of a full-time employee, the average working time is 40 hours\nper week without public holidays. Sick pay is paid out over the sickness period\nfor the period after the qualifying period and up to and including the 14th\ncalendar day, in an amount corresponding to 80% of the employee’s average\nhourly earnings. In the case of employees with only hourly wages, sick pay\nshall be 80% of these hourly wages.",{"bindId":71,"name":68,"text":69},"sicknesspay",{"bindId":73,"name":74,"text":74},"deathrelatives","§ 17 Brief leave with pay",{"bindId":76,"name":74,"text":74},"marriage",{"bindId":78,"name":74,"text":74},"childcare",{"bindId":80,"name":81,"text":81},"PAIDLEAV_trigger","§ 18 Vacation",{"bindId":83,"name":84,"text":85},"ANNLEAVE_trigger","Employees hired after 1 May 2013 are ent","Employees hired after 1 May 2013 are entitled to vacation pay and vacation\ncompensation calculated at 13% of the vacation pay base. ",{"bindId":87,"name":88,"text":89},"healthandsafetypolicy","§ 19 Responsibility for the work environ","§ 19 Responsibility for the work environment",{"bindId":91,"name":92,"text":92},"unemploymentfund","Subs. 1 Labour market insurance",{"bindId":94,"name":95,"text":95},"pensionfund","1.SAF-LO Collective Pension",{"bindId":97,"name":98,"text":98},"disabilityfund","4.Group Sickness Insurance (AGS)",{"bindId":100,"name":101,"text":101},"LOWWAGE_trigger","Appendix 4 Understanding","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SWE Competence Agencies of Sweden - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2020-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-04-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Marknadsföring, juridisk och ekonomisk rådgivning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Personaluthyrning  \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: → Kompetensföretagen\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Landsorganisationen i Sverige\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \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: →  dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betald ledighet per år för vård av anhörig: → 1 dagar\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 1 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 2.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → -10.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → -10.0 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Nej\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Tillägg för söndagsarbete:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Tillägg för söndagsarbete: → SEK 96.4 per söndag\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[107],{"title":34,"slug":31},[109],{"type":110,"data":111},"call_to_action_body_block",{"title":112,"description":113,"variant":114,"link":115},"Jämför kollektivavtal","Jämför artiklarna med kollektivavtal från Sverige genom olika sektorer, ämnen och 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