[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fcompetence-agencies-salaried-empl-collective-agreement-2020-2023-artnr-6642-2102":3,"menu:\u002Fsv-se:":121,"sites:htmlblocks":286,"cite-subsites":1485,"footer:root":5050,"subsites":5148,"cite-footer:root":5625,"suggested:root":5664},{"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":101,"content_type_view":102,"extra_breadcrumbs":103,"body":105,"body_blocks":116,"related_pages":120},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":99,"translations":100},{"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-salaried-empl-collective-agreement-2020-2023-artnr-6642-2102","9d0ab4f0-2ef7-11ef-a190-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fcompetence-agencies-salaried-empl-collective-agreement-2020-2023-artnr-6642-2102\u002Fcompetence-agencies-salaried-empl-collective-agreement-2020-2023-artnr-6642-2102\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-salaried-empl-collective-agreement-2020-2023-artnr-6642-2102.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-salaried-empl-collective-agreement-2020-2023-artnr-6642-2102\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>GENERAL EMPLOYMENT CONDITIONS Agreement for salaried employees\u003C\u002Fh1>\n\n\u003Ch1>Competence Agencies of Sweden The Swedish Union for Professionals\u003C\u002Fh1>\n\n\u003Ch1>1 December 2020-30 April 2023\u003C\u002Fh1>\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\u003Cp>The Swedish Union for Professionals includes: the Swedish Association of\nGraduate Engineers (contact representing the Swedish Union for Professionals),\nAkademikerforbundet SSR , AKAVIA, the DIK Association (DIK), the Swedish\nAssociation of Physiotherapists, the Swedish Association of Professional\nScientists, the Swedish Association of Occupational Therapists, the Swedish\nPharmacists Association, SRAT, the Swedish Psychological Association, the\nSwedish Association of School Principals and Directors of Education, the\nSwedish Association of University Teachers and Researchers and the Swedish\nVeterinary Association.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>List\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>of separate agreements not included in the printed agreement\u003C\u002Fp>\n\n\u003Cp>•The Work Environment Agreement\u003C\u002Fp>\n\n\u003Cp>•ITP Retirement Pension - contracted with Collectum\u003C\u002Fp>\n\n\u003Cp>•Occupational Group Life Insurance (TGL) - contracted with one of the\ninsurance companies approved by the parties. For more information see:\nwww.collectum.se\u003C\u002Fp>\n\n\u003Cp>•Security Insurance for Work-Related Injuries (TFA) and Agreement on\nReadjustment Contracts between Confederation of Swedish Enterprise and PTK -\ncontracted with Fora.\u003C\u002Fp>\n\n\u003Cp>•Development Agreement\u003C\u002Fp>\n\n\u003Cp>•Invoking of competition clauses in employment contracts\u003C\u002Fp>\n\n\u003Cp>•Rights to employee inventions and Arbitration Rules for\u003C\u002Fp>\n\n\u003Cp>•the Arbitration Panel in inventor and competition clause disputes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Scope of agreement\u003C\u002Fh2>\n\n\u003Ch3>1.1 Scope\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This Agreement covers staffing agencies affiliated with the Competence\nAgencies of Sweden. The agreement applies to stationary salaried employees,\ncontract salaried employees and outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>Stationary salaried employees, contract salaried employees and outplaced\nsalaried employees each constitute specific redundancy groups.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.1.1Stationary salaried employees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Stationary salaried employee” shall be understood as a salaried\nemployee working in the company’s own administration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.1.2 Contract salaried employee\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Contract salaried employee” shall be understood as a salaried employee\nwho has a fixed workplace at a client company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.1.3 Outplaced salaried employee\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Outplaced salaried employee” shall be understood as a salaried employee\nwho is employed to perform work at a client company, whose workplace, working\nhours and tasks can vary within an agreed service area.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Certain rules in the agreement are only applicable to outplaced salaried\nemployees. Where this is the case, it is specifically pointed out.\u003C\u002Fp>\n\n\u003Cp>Outplaced salaried employees can work temporarily at a company on a contract\nassignment. After 12 consecutive months on the same contract assignment, the\nindividual shall be offered employment on the contract assignment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.2 Application\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A written request by either party is required for the agreement to enter\ninto effect with respect to a company. The agreement will thereafter enter into\neffect from the first day of the following month, unless otherwise agreed in\nthe particular case. The Agreement shall apply to the parties stated in the\nrequest.\u003C\u002Fp>\n\n\u003Cp>If a company is already bound by another collective bargaining agreement for\nsalaried employees, that agreement applies until it expires, unless otherwise\nagreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup3\">\u003Ch3>1.3 Exceptions\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The agreement is not applicable to salaried employees in top management\npositions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveragegroup3\">\u003Ch3>1.4 On attainment of retirement age\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees who have attained the age of 68 years (as\nof 2023, 69 years), the employer and the salaried employee may agree that other\nterms of employment shall apply than those stated in this agreement.\u003C\u002Fp>\n\n\u003Cp>The same applies to employees hired after attaining the regular retirement\nage that appliesat thecompany.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.5 Service abroad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of service abroad, the employment conditions during the period\nabroad shall be governed by\u003C\u002Fp>\n\n\u003Cp>-agreement between the employer and salaried employee or\u003C\u002Fp>\n\n\u003Cp>-separate regulations for service abroad or the like at the company.\u003C\u002Fp>\n\n\u003Cp>In addition, the “Agreement Concerning Social Security for Salaried\nEmployees Serving Abroad” applies to those salaried employees covered by\nit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.6 Management - union membership\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employer so requests, salaried employees in top management positions\nshall refrain from membership of a union that is party to this agreement. This\nalso applies to the top manager’s secretary and, at larger companies, the\npersonnel manager and his or her secretary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Employment\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The forms of employment described below represent an exhaustive list of\nthose within the scope of the area of the collective bargaining agreement. As\nto the right of priority to reemployment, the Swedish Employment Protection Act\nis applicable unless otherwise stated.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.1 Permanent employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employment is permanent unless the employer and the salaried employee\nhave agreed that the post is to be fixed-term or on a trial basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.2 Employment conditions for stationary or contract salaried employees on\nfixed-term employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and salaried employee may agree on fixed-term employment:\u003C\u002Fp>\n\n\u003Cp>- for a substitute to replace a salaried employee on leave or absent, or to\nretain a vacant position\u003C\u002Fp>\n\n\u003Cp>- for an agreed fixed-term.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An agreement as to an agreed fixed-term shall cover an employment period of\nno less than seven days unless the employer and the salaried employee agree to\na shorter period of employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If the union organisation finds that the option to employ a fixed-term\nemployee for less than seven days by individual agreement is being abused, the\norganisation may following local and central negotiations on the matter\nwithdraw the employer’s option to enter into similar individual agreements in\nthe future.\u003C\u002Fp>\n\n\u003Cp>Once a local workplace agreement has been entered into, it is not possible\nto withdraw the option. “Abuse ” in this sense shall be understood as that\nthe employer repeatedly employs for a short period, despite the fact that the\nneeds of the organisation can be met through longer fixed-term or permanent\nemployment. In cases of suspected abuse as defined here, the union organisation\nis entitled to become acquainted with all employment agreements in which an\nindividual agreement has been entered into regarding periods of employment of\nless than seven days within the latest six-month period.\u003C\u002Fp>\n\n\u003Cp>Local parties may also enter into agreements on shorter terms for\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The intention of a local workplace agreement is to enable the employer and\nsalaried employee union parties together to review the different typical\nsituations in which such short-term employment exists, periodically or\nrepeatedly, in the business, and in advance to agree as to the exceptions with\nrespect to these alternatives, or in individual situations to enter into local\nworkplace agreements.\u003C\u002Fp>\n\n\u003Cp>Students registered at a university or institute of higher education can\nalways be employed for agreed fixed-terms without any requirements as to a\nminimum period of employment.\u003C\u002Fp>\n\n\u003Cp>- For salaried employees who have attained the regular retirement age\naccording to the ITP plan (currently 65 years).\u003C\u002Fp>\n\n\u003Cp>-For seasonal employees.\u003C\u002Fp>\n\n\u003Cp>Note 3: The parties agree that the definition of seasonal work shall be that\nof the Swedish Employment Protection Act.\u003C\u002Fp>\n\n\u003Cp>-Doctoral studies, when the work on the doctoral thesis takes place entirely\nor in part at the company.\u003C\u002Fp>\n\n\u003Cp>-For school pupils and internships.\u003C\u002Fp>\n\n\u003Cp>The right of priority to re-employment is not applicable for fixed-term\nemployments that are assessed to be no longer than one month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.2.1 Conversion rule for stationary and contract salaried employees\u003C\u002Fh4>\n\n\u003Cp>A substitute or agreed fixed-term employment becomes permanent employment\nwhen an employee has been employed by the employer as a substitute and\u002For for\nan agreed fixed-term for a total of more than 36 months within a five-year\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Salaried employees may, after the point of time for conversion to permanent\nemployment has occurred, enter into an agreement in writing with the employer\nwaiving their right to conversion.\u003C\u002Fp>\n\n\u003Cp>Such an agreement is valid for six months. Salaried employees may thereafter\nagain waive their right to permanent employment in accordance with this\nrule.\u003C\u002Fp>\n\n\u003Cp>For those who have attained the regular retirement age according to the\nITP-plan (currently 65 years), an agreed fixed- term or substitute employment\nis not converted to permanent employment.\u003C\u002Fp>\n\n\u003Cp>The main rule is applicable, as well as applicable law regarding general\nfixed-term and substitute employment, that on conversion the employment\nconditions remain unchanged unless the employer and salaried employee agree\notherwise. Where the parties have not reached an agreement and the degree of\nemployment shortly prior to the point of time for conversion deviates to a\nsignificant degree from the average calculated degree of employment over the\nmost recent twelve-month period, the permanent employment shall be determined\nas the average degree.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.3 Employment conditions for outplaced salaried employees on fixed-term\nemployment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and outplaced salaried employee may agree to fixed-term\nemployment:\u003C\u002Fp>\n\n\u003Cp>-For a fixed period, a specific season or a specific task if the particular\nnature of the tasks requires such employment.\u003C\u002Fp>\n\n\u003Cp>-When a substitute replacing a salaried employee who is on leave or absent,\nor to retain a vacant position.\u003C\u002Fp>\n\n\u003Cp>-To relieve a temporary work peak.\u003C\u002Fp>\n\n\u003Cp>-For student and internship work.\u003C\u002Fp>\n\n\u003Cp>-For salaried employees having other principal employment. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Other principal employment shall be understood as that the salaried employee\nhas other employment(s), is actively running a business or for other\nprofessional reasons cannot be available to the employer to an extent that on\nthe average represents about 50 percent of a fulltime employment.\u003C\u002Fp>\n\n\u003Cp>-For salaried employees who have reached the regular retirement age\naccording to the ITP-plan (currently 65 years).\u003C\u002Fp>\n\n\u003Cp>- For fixed-term employment in the event of a need for extra manpower.\u003C\u002Fp>\n\n\u003Cp>This form of employment may be used in cases of shortterm needs for manpower\nand\u002For where the assignment is such that requires specific competence. The need\nfor manpower, with respect to both a short-term need and a need for specific\ncompetence, can recur periodically for the same employer. This form of\nemployment can also be used when setting up in a new area or in view of the\nnovel nature of an assignment.\u003C\u002Fp>\n\n\u003Cp>However, this form of employment may not be used to cover a continual need\nfor manpower.\u003C\u002Fp>\n\n\u003Cp>The right of priority to re-employment is not applicable for fixed-term\nemployments that are assessed to be no longer than one month.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Notes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Permanently employed salaried employees not having a work assignment shall\nin the first instance be offered work intended for fixed-term employment. This\nassumes that the employee has sufficient qualifications for the assignment and\nthat the employer’s manpower needs are thus met.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.3.1 Termination of the right to fixed-term employment in specific\ncases\u003C\u002Fh4>\n\n\u003Cp>The local union organisation has the right, after local and central\nnegotiations, to terminate the employer’s right to use fixed-term employments\nin the future to meet extra manpower needs where such employments are used in\nbreach of the rules stated in 2.3. The period of notice of termination is three\nmonths unless the central parties agree to a longer period. If such a\ntermination is effected, a reassessment shall take place after three months, on\nrequest by the parties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>2.4 Probationary employment\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>2.4.1 Probationary employment for stationary or contract salaried\nemployees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Agreements as to probationary employment may be entered into where the\nobjective is that the employment after the probationary period is to become\npermanent employment. No specific requirements are set regarding the need for\nprobationary employment.\u003C\u002Fp>\n\n\u003Cp>Such an agreement, however, may extend to no more than six months. If the\nsalaried employee has been absent during the probationary period, the\nemployment may by agreement be extended by a period corresponding to the period\nof absence.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee immediately prior to the probationary employment\nhas been employed in a similar position at the company but in an agreed\nfixed-term or substitute employment, the probationary period of the employment\nis to be reduced by a corresponding degree.\u003C\u002Fp>\n\n\u003Cp>If the probationary employment does not become permanent employment, the\nemployer shall provide a reason for his\u002Fher decision, if the salaried employee\nso requests.\u003C\u002Fp>\n\n\u003Cp>Probationary employment can be terminated by either the employer or salaried\nemployee before the end of the probationary period by written notice no later\nthan two weeks in advance.\u003C\u002Fp>\n\n\u003Cp>If the employer or the employee does not wish for the employment to continue\nafter the end of the probationary period, written notice to that effect shall\nbe given not less than two weeks before the end of the trial period. If such\nnotice has not be given no later than by the end of the probationary period,\nthe probationary employment becomes permanent employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.4.2 Probationary employment for outplaced salaried employees\u003C\u002Fh4>\n\n\u003Cp>Agreements as to probationary employment may be entered into where the\nobjective is that the employment after the probationary period is to become\npermanent employment. No specific requirements are set regarding the need for\nprobationary employment. Such an agreement, however, may extend to no more than\nsix months.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has been absent or not outplaced during the\nprobationary period, the employment may by agreement be extended by a period\ncorresponding to that time.\u003C\u002Fp>\n\n\u003Cp>Probationary employment may also be extended by agreement:\u003C\u002Fp>\n\n\u003Cp>-for salaried employees whose assignment is terminated during the\nprobationary period,\u003C\u002Fp>\n\n\u003Cp>-for salaried employees whose assignment ceases before the end of the\nprobationary period for time in a new assignment.\u003C\u002Fp>\n\n\u003Cp>Such an extension may at most to correspond to the current period of\nprobationary employment at the time of the extension, for no more than a total\nof ten months. However, the probationary period may never exceed six months on\none and the same assignment.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee immediately before the probationary employment has\nbeen employed in a similar position in the company in fixed-term employment as\nspecified in 2.3, the probationary period of employment is to be reduced to a\ncorresponding extent.\u003C\u002Fp>\n\n\u003Cp>If the probationary employment does not become permanent employment, the\nemployer shall provide a reason for his\u002Fher decision, if the salaried employee\nso requests.\u003C\u002Fp>\n\n\u003Cp>Probationary employment can be terminated by either the employer or salaried\nemployee before the end of the probationary period by written notice no later\nthan two weeks in advance.\u003C\u002Fp>\n\n\u003Cp>If the employer or the employee does not wish for the employment to continue\nafter the end of the probationary period, written notice to that effect shall\nbe given not less than two weeks before the end of the trial period. If such\nnotice has not be given no later than by the end of the probationary period,\nthe probationary employment becomes permanent employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.5 Probationary period\u003C\u002Fh3>\n\n\u003Ch4>2.5.1Probationary periods for stationary and contract salaried employees on\nsubstitute or contract-term employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A substitute or agreed fixed-term employment may be terminated by the\nemployer or salaried employee giving notice thereof. The employment then\nterminates a month after either party gives notice in writing to the other\nparty of their intent to terminate the employment. The option to terminate the\nemployment by giving notice is applicable only up to the point of time when the\nsalaried employee has a combined period of employment of six months at the\ncompany. When an agreement as to an agreed fixed-term or substitute employment\nhas been preceded by a probationary employment in a similar position at the\ncompany, the probationary period is to be reduced to a corresponding extent.\u003C\u002Fp>\n\n\u003Cp>If the substitute or agreed fixed-term employment is terminated by notice\nfrom the employer, the employer shall explain the reasons for his\u002Fher decision,\nif requested to do so by the salaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer and salaried employee can agree in writing that a substitute or\nagreed fixed-term employment cannot by either party be terminated by the giving\nof notice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.5.2 Probationary periods for outplaced salaried employees with fixed-term\nemployments\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fixed-term employment may be terminated prior to the time intended as the\nstart of employment by either the employer or the employee giving notice in\nwriting. Such employment will terminate two weeks after either party has given\nnotice in writing to the other party. The employer may not give such notice\nafter six months have passed since the commencement of the employment. When an\nagreement as to a fixed-term employment as specified in 2.3 has been preceded\nby probationary employment in a similar position at the company, the\nprobationary period is reduced correspondingly.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer and salaried employee may agree in writing that the fixed-term\nemployment cannot be terminated by notice being given by either party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.6 Termination of fixed-term employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the employer and salaried employee have agreed that a fixed-term\nemployment can be terminated early, the parties cannot agree to a notice period\nshorter than that which is stated in the notice periods in the collective\nbargaining agreements.\u003C\u002Fp>\n\n\u003Cp>Any agreement as to option for early termination cannot be applied until\nafter the end of any probationary period as specified in subs.2.5.\u003C\u002Fp>\n\n\u003Ch4>Transitional provisions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties agree that the rules on employment enter into effect 1 May 2017.\nIn the case of employment agreements entered into prior to 1 May 2017, the\nprevious rules on such employments are applicable in their entirety.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Stationary or contract salaried employees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As regards substitute employment as specified in subs. 2.2 in the collective\nbargaining agreement, the following specific rule applies as to calculation of\nthe period of employment regarding conversion to permanent employment.\u003C\u002Fp>\n\n\u003Cp>In the case of substitute employment, the period of substitute employment\nentered into under the former rules on periods of employment as of 1 May 2017\nis also taken into account in connection with conversion as specified in subs.\n2.2.1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 General rules ofconduct\u003C\u002Fh2>\n\n\u003Ch3>3.1 Loyalty\u003C\u002Fh3>\n\n\u003Cp>The relationship between employers and salaried employees is based on mutual\nloyalty and trust. The salaried employee shall exercise discretion with respect\nto, for example, both the employer’s and the client company’s business\naffairs, including pricing, data systems, investigations, operating conditions\nand the like.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.2 Competing activities\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A salaried employee shall not conduct business or directly or indirectly\nconduct economic activities for any company that competes with the employer.\nFurthermore, the salaried employee shall not undertake any assignments or\nconduct any activities that may adversely influence his or her regular work.\nAny individual contemplating taking on such an assignment, other secondary\nactivity of a more extensive nature, or conducting business that may compete\nwith the client company shall therefore first consult with the employer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.3 Fiduciary assignments\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A salaried employee has the right to accept State, municipal and union\nfiduciary assignments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Overtime compensation\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The scope and scheduling of regular working hours, overtime and extra hours\nfor part-time employees are governed by the Agreement on working hours,\nAppendix 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.1 Right to overtime compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Overtime work entitling the employee to overtime compensation shall be\nunderstood as work performed in addition to the regular daily working hours\napplicable to the salaried employee, when the overtime work:\u003C\u002Fp>\n\n\u003Cp>-has been ordered in advance, or\u003C\u002Fp>\n\n\u003Cp>-has been approved subsequently by the employer\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees, the rules at the client company\nthat apply to working hours, scheduling and periods when the right to overtime\ncompensation applies.\u003C\u002Fp>\n\n\u003Cp>In the absence of agreed rules as to overtime and overtime compensation at\nthe client company, the rules in this Agreement are applicable with respect to\novertime and overtime compensation.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>Regarding part-time work, see 4.4.\u003C\u002Fp>\n\n\u003Cp>Salaried employees are entitled to overtime compensation as specified in 4.3\nunless other agreement has been entered into as specified in 4.5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.1.2 Preparatory and finishing work\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The time required to carry out necessary preparatory and finishing work that\nnormally forms a part of the salaried employee’s work is not considered\novertime work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.2 Calculation of overtime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the overtime work has been performed before as well as after regular\nworking hours during a particular day, the overtime periods shall be added\ntogether. Only full half-hours are included in the calculation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.2.1 Overtime work not connected withregular working hours\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee performs overtime work at times not immediately\nfollowing regular working hours, overtime compensation shall be paid for no\nless than three hours’ overtime work. This does not however apply if only a\nmeal break separates the overtime work from regular working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.2.2 Overtime work in connection with shortened regular daily working\nhours, certain times of the year\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At companies that have shortened regular daily working hours during certain\ntimes of the year without the shortened hours instead being made up during\nother times of the year, the following is applicable with respect to the\ncalculation of overtime during the shortened working hours.\u003C\u002Fp>\n\n\u003Cp>Overtime work that entitles the employee to overtime compensation shall be\nunderstood as work performed in addition to the regular daily working hours\nthat apply during the rest of the year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.3 Overtime compensation\u003C\u002Fh3>\n\n\u003Ch4>4.3.1 Money - time off\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Overtime work is compensated either with money (overtime compensation) or\ntime off (compensatory leave). Compensatory leave is granted if the salaried\nemployee so desires and the employer, after consultation with the employee,\nfinds that this is possible without detriment to the company’s operations.\u003C\u002Fp>\n\n\u003Cp>In the consultation, the employer shall, as far as possible, take into\nconsideration the salaried employee’s desire as to when the compensatory\nleave shall be taken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch4>4.3.2 Compensation amount\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Overtime compensation per hour shall be paid as follows:\u003C\u002Fp>\n\n\u003Cp>Overtime work 06.00-20.00 Mondays - Fridays not public holidays\u003C\u002Fp>\n\n\u003Cp>monthly salary\u003C\u002Fp>\n\n\u003Cp>---------------------\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>or, by agreement, compensatory leave of 1.5 hours for each overtime hour.\u003C\u002Fp>\n\n\u003Cp>Overtime work at other times\u003C\u002Fp>\n\n\u003Cp>monthly salary\u003C\u002Fp>\n\n\u003Cp>-----------------------\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>or, by agreement, compensatory leave of 2 hours for each overtime hour.\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as the current fixed monthly salary in\ncash.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with 150 guaranteed hours per\nmonth, the monthly salary shall be multiplied by 1.11.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees with 133 guaranteed hours, the monthly\nsalary shall be multiplied by 1.26. In the case of salaried employees whose\nsalary is calculated on an hourly basis, the hourly pay is multiplied by\n167.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>Overtime work on business days that are the salaried employee’s\nnon-working days is equated with overtime work at other times.\u003C\u002Fp>\n\n\u003Cp>The same shall apply to Midsummer’s Eve, Christmas Eve and New Year’s\nEve. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.4 Additional hours in part-time working (extra hours for part-time\nemployees)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with a salary as specified in §\n12.2, time worked in addition to the time specified in § 12.2.1 or 12.2.2 (133\nand 150 hours, respectively) shall not constitute extra hours for part-time\nemployees as per the rules in this paragraph. However, time worked in addition\nto the regular full-time measures as defined in 4.1 shall constitute overtime\nand shall be compensated according to the above.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Notes:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Outplaced salaried employees in part-time employment can work extra hours\nfor part-time employees up to the time specified in § 12.2.1 or 12.2.2.\nPerformance pay is also paid for additional time not constituting overtime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.4.1 Compensation for extra hours for part-time employees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a part-time employee has performed work outside the regular working hours\nthat apply to the part-time employment, compensation shall be paid per\nadditional hour in the amount of:\u003C\u002Fp>\n\n\u003Cp>Monthly wage\u003C\u002Fp>\n\n\u003Cp>---------------------------\u003C\u002Fp>\n\n\u003Cp>3.5 x weekly working hours\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as the current fixed monthly salary in\ncash.\u003C\u002Fp>\n\n\u003Cp>Weekly working hours shall be understood as the part-time employee’s\nworking hours per week without public holidays, calculated as an average per\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.4.2 Calculation of extra hours for part-time employees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the extra hours for part-time employees have been worked before as well\nas after the regular working hours that apply to the part-time employment, both\ntime periods shall be added together. Only full half-hours are included in the\ncalculation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.4.3 Overtime compensation for extra hours by part-time employees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A part-time employee has the right to overtime compensation if the extra\nhours are worked before or after the times that apply to the regular working\nhours for a full-time employee in an equivalent position at the company.\u003C\u002Fp>\n\n\u003Cp>In calculating the compensation as specified in 4.3.2, the salary shall be\nupwardly adjusted to correspond to a full-time salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.5 Agreement with specific salaried employees\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and salaried employee may agree that compensation for overtime\nwork shall be given by means of the salaried employee being paid a higher\nsalary and\u002For more vacation days in addition to the number of statutory\nvacation days.\u003C\u002Fp>\n\n\u003Cp>Any such agreement may be made only with salaried employees in management\npositions and salaried employees whose working hours are difficult to verify or\nwho have the freedom to schedule their working hours. If this is not the case,\nthere must be special reasons for such an agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.5.1 Agreement in writing Term\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any agreement as specified in 4.5 shall be in writing. It shall apply until\nfurther notice and may be revised at the time of the next salary review. The\nagreement should specify how the salaried employee is compensated for overtime\nwork.\u003C\u002Fp>\n\n\u003Cp>A party wishing for the agreement to be terminated shall notify the other\nparty not less than two months prior to such termination.\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the branch of salaried employee union concerned\nwhen an agreement has been entered into.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.6 Travel costs in overtime working\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the salaried employee is to attend for overtime work at times not\nimmediately after regular working hours and thus incurs travelling costs, the\nemployer shall reimburse such costs. This also applies in the cases where\nagreement has been entered into as specified in 4.5.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Staggered working hours\u003C\u002Fh2>\n\n\u003Ch3>5.1 Staggered working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Staggered working hours shall be understood as the part of the salaried\nemployee’s regular working hours that is scheduled on the days and between\nthe times that are specified in 5.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.2 Compensation for staggered working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Staggered working hours shall be compensated per hour as follows: \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>Monday-Friday from 18.00 to 24.00\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>____________________\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Monday-Friday from 00.00 to 07.00\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>____________________\u003C\u002Fp>\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Saturday–Sunday (all 24 hours) and from 07.00 on Epiphany, 1 May,\n        Swedish National Day, Ascension Day and All Saints’ Day until 00.00\n        of the first business day after the respective public holiday\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>____________________\u003C\u002Fp>\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>From 18.00 on Maundy Thursday and from 07.00 on Whitsun Eve,\n        Midsummer’s Eve, Christmas Eve and New Year’s Eve to 24.00 before\n        the first business day after the relevant holiday\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>____________________\u003C\u002Fp>\n\n        \u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>It is not permitted for the employee to be paid both compensation for\nstaggered working hours and overtime compensation at the same time.\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as the current fixed monthly salary in\ncash.\u003C\u002Fp>\n\n\u003Cp>In the case of part-time employees, the salary shall be uprated to\ncorrespond to a full-time salary.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with 150 guaranteed hours per\nmonth, the monthly salary shall be multiplied by 1.11. In the case of salaried\nemployees with 133 guaranteed hours, the monthly salary shall be multiplied by\n1.26. In the case of salaried employees whose salary is calculated on an hourly\nbasis, the hourly pay is multiplied by 167.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.3 Local agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The local parties may enter into an agreement as to other compensation for\nstaggered working hours, if justified by particular reasons.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.4 Individual agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and an individual salaried employee may agree that the rules on\ncompensation according to the above shall not apply, and that the salaried\nemployee shall instead receive reasonable compensation in another manner. Any\nsuch agreement shall be in writing.\u003C\u002Fp>\n\n\u003Cp>The conditions shall apply until further notice and may be revised at the\nnext salary review.\u003C\u002Fp>\n\n\u003Cp>A party wishing for the agreement to be terminated shall notify the other\nparty not less than two months prior to such termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.5 When the salaried employee has previously received other\ncompensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee, via salary or otherwise, has been compensated for\nwork during staggered working hours and so has not received any separate\ncompensation, the conditions shall not change by this agreement entering into\neffect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 On-call hours\u003C\u002Fh3>\n\n\u003Ch4>6.1 On-call hours\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On-call hours shall be understood as time when the salaried employee has no\nobligation to work but is obligated to be available to the employer in order to\nperform work when the need arises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.2 Schedule\u003C\u002Fh3>\n\n\u003Cp>On-call hours shall be allocated so that no individual salaried employee is\nunreasonably burdened.\u003C\u002Fp>\n\n\u003Cp>Schedules for on-call hours should be drawn up in good time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>6.3 Compensation for on-call hours\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>On-call hours are compensated per on-call hour by\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>________________\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>However, the following shall apply: From Friday 18.00 to Saturday\n        07.00\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>________________\u003C\u002Fp>\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>From Saturday 07.00 to Sunday 24.00\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>________________\u003C\u002Fp>\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>From 18.00 on the day before to 07.00 on Epiphany, 1 May, Ascension\n        Day and All Saints’ Day\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>________________\u003C\u002Fp>\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>From 07.00 on Epiphany, 1 May, Ascension Day, Swedish National Day\n        and All Saints’ Day to 24.00 before the first day after the relevant\n        holiday\u003C\u002Ftd>\n      \u003Ctd>monthly salary \n\n        \u003Cp>________________\u003C\u002Fp>\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On-call compensation is paid per work period of not less than 8 hours,\nreduced, where appropriate, by the time for which the salaried employee has\nreceived overtime compensation.\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as the current fixed monthly salary in\ncash.\u003C\u002Fp>\n\n\u003Cp>In the case of part-time employees, the salary shall be uprated to\ncorrespond to a full-time salary.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with 150 guaranteed hours per\nmonth, the monthly salary shall be multiplied by 1.11.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees with 133 hours working hours, the monthly\nsalary shall be multiplied by 1.26. In the case of salaried employees whose\nsalary is calculated on an hourly basis, the hourly pay is multiplied by\n167.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.4 Local agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The local parties may enter into an agreement on a different arrangement\nshould there be particular reasons to do so.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.5 Individual agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and an individual salaried employee may agree that the rules on\ncompensation according to the above shall not apply, and that the salaried\nemployee shall instead receive reasonable compensation in another manner. Any\nsuch agreement shall be in writing.\u003C\u002Fp>\n\n\u003Cp>The agreement shall apply until further notice and may be revised at the\ntime of the following salary review.\u003C\u002Fp>\n\n\u003Cp>A party wishing for the agreement to be terminated shall notify the other\nparty not less than two months prior to such termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Standby duty\u003C\u002Fh2>\n\n\u003Ch3>7.1 Definition\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Standby duty shall be understood as time when the salaried employee has no\nobligation to work but is required to be available in order to be able to\nperform work when the need arises.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Standby duty does not include the time when an outplaced salaried employee\nhas no assignment but is available for new assignments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.2 Local agreements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The local parties may enter into an agreement on standby duty in which, for\nexample, the standby duty and forms of compensation are adjusted to local\nconditions.\u003C\u002Fp>\n\n\u003Cp>The table below, in which standby duty periods, compensation for standby\nduty and compensation for time worked during standby duty are defined, may\nserve as a starting point for frameworks for such agreements.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Standby 1\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Standby 2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Compensation for standby\u003C\u002Ftd>\n      \u003Ctd>Compensation for hours worked\u003C\u002Ftd>\n      \u003Ctd>Compensation for standby\u003C\u002Ftd>\n      \u003Ctd>Compensation for hours worked\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Time 1\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Time 2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.3 Standby duty\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Standby duty A requires the salaried employee to be contactable via a\ncellular telephone or the like to attend for work. Standby duty A does not\nrequire the salaried employee to attend at a specific location.\u003C\u002Fp>\n\n\u003Cp>Standby duty B requires the salaried employee to attend at a workplace or\nother location designated by the employer to perform work.\u003C\u002Fp>\n\n\u003Cp>Standby duty C requires the salaried employee to attend for work at home in\norder to perform the work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For cases where the employer wishes to apply Standby duty C, but the\nsalaried employee does not consider the home to be a desirable workplace, the\nduty shall be performed at the workplace or other designated location. However,\ncompensation is to be paid in accordance with Standby duty C.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of standby duty, the employer shall to take into consideration\nreasonable attendance periods in view of the salaried employee’s type of\nstandby duty, as well as other practical and objectively relevant conditions.\nOne (1) hour of attendance for Standby duty B and day time for Standby duty C,\nrespectively, may serve as a starting point. The attendance period may be\neither shorter or longer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.4 Schedule\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Standby duty shall be scheduled so that it does not unreasonably burden the\nindividual salaried employee. The schedule should be drawn up and communicated\nin good time. Changes to the schedule are to be notified no later than two\nweeks in advance. Temporary deviations that were not foreseeable at the time of\nscheduling are not considered as schedule changes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Unreasonable burden shall be understood as, for example, that too few\nsalaried employees are scheduled for standby duty, or that a standby duty is\nscheduled with several duty periods, during the same 24-hour period without any\nconnection to regular working hours.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It is envisaged that local workplace agreements are entered into as needed,\nwith respect to night-time working and rules on rest in connection with standby\nduty.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.5 Compensation for standby duty\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where a local workplace agreement has not been entered into regarding other\ncompensation, Standby duty A, B and C, respectively, are to be compensated as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"181\">\u003Cp>Scheduling times\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\" width=\"234\">\u003Cp>Compensation per hour\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"181\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"181\">\u003Cp>Monday 00.00-Friday 18.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp>Monthly salary 1,750\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>1,400\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>1,650\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp>Scheduling times\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\" width=\"220\">\u003Cp>Compensation per hour\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp>Friday 18.00-Saturday 07.00, and from 18.00 on the\n        before to 07.00 on Epiphany,1 May, Ascension Day, All Saints’ Day and\n        Swedish National Day.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>1,100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>900\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>1,050\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp>Saturday 07.00-Sunday 24.00 and from 07.00 on\n        Epiphany, 1 May, Ascension Day, All Saints’ Day and Swedish National\n        Day to 24.00 on the first business day after the relevant holiday.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Monthly salary 750\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>Monthly salary 700\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp>From 18.00 on Maundy Thursday and from 07.00 on\n        Whitsun Eve, Midsummer’s Eve, Christmas Eve and New Year’s Eve to\n        24.00 on the first business day after the relevant holiday.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>450\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>350\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>Monthly salary\u003C\u002Fp>\n\n        \u003Cp>400\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 part-time employees, the salary shall be uprated to\ncorrespond to a full-time salary.\u003C\u002Fp>\n\n\u003Cp>Compensation for standby duty is to be paid to the salaried employee per\nperiod of no less than1 hour regarding Standby duty A, 4 hours for Standby duty\nB and 2 hours for Standby duty C, reduced where appropriate by the time that\nthe salaried employee has received compensation for ordered attendance to work\nas specified in 7.6 below.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with 150 guaranteed hours per\nmonth, the monthly salary shall be multiplied by 1.11. In the case of salaried\nemployees with 133 hours working hours, the monthly salary shall be multiplied\nby 1.26. In the case of salaried employees whose salary is calculated on an\nhourly basis, the hourly pay is multiplied by 167.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.6 Compensation for time worked during standby duty\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where a local workplace agreement has not been entered into as to other\ncompensation per hour, time worked is to be compensated as follows:\u003C\u002Fp>\n\n\u003Cp>For ordered attendance for work, overtime compensation is paid for the\nactual time worked, although;\u003C\u002Fp>\n\n\u003Cp>1.No less than 30 minutes for work performed in accordance with Standby duty\nA,\u003C\u002Fp>\n\n\u003Cp>2.No less than three hours for work performed in accordance with Standby\nduty B,\u003C\u002Fp>\n\n\u003Cp>3.No less than two hours for work performed in accordance with Standby duty\nC.\u003C\u002Fp>\n\n\u003Cp>Salaried employees on Standby duty B who perform work in accordance with\nStandby duty A are to receive compensation for no less than one hour.\u003C\u002Fp>\n\n\u003Cp>In the case of part-time employees, the salary shall be uprated to\ncorrespond to a full-time salary.\u003C\u002Fp>\n\n\u003Cp>Compensation will be paid for travel costs in connection with Standby duty\nB.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with 150 guaranteed hours per\nmonth, the monthly salary shall be multiplied by 1.11.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees with 133 hours working hours, the monthly\nsalary shall be multiplied by 1.26. In the case of salaried employees whose\nsalary is calculated on an hourly basis, the hourly pay is multiplied by\n167.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.7 Individual agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and an individual salaried employee may agree that the rules on\ncompensation according to the above shall not apply, and that the salaried\nemployee shall instead receive reasonable compensation in another manner. Such\nan agreement shall be made in writing and should contain information as to the\ncompensation received instead for standby duty.\u003C\u002Fp>\n\n\u003Cp>The agreement shall apply until further notice and may be revised at the\ntime of the next salary review.\u003C\u002Fp>\n\n\u003Cp>Any party wishing for an individual agreement to be terminated shall notify\nthe other party no later than two months prior to such termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If a local union branch\u002Fassociation operates, it is advisable for the\nparties to have discussed the structure of individual agreements. It may also\nbe advisable to discuss individual agreements as to standby duty on the\noccasion of salary reviews.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When an individual agreement is terminated, the agreed compensation, or\nother compensation, that has been agreed will no longer be paid. Instead, the\ncompensation will be paid according to the main rule of the collective\nbargaining agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Travel time compensation\u003C\u002Fh2>\n\n\u003Ch3>8.1 Entitlement to travel time compensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salaried employees are entitled to travel time compensation as specified in\n8.3, with the following exceptions:\u003C\u002Fp>\n\n\u003Cp>1) The employer and any salaried employee who has entered into an agreement\non overtime compensation as specified in 4.5 may agree that the provisions as\nto compensation for travel time shall not be applicable.\u003C\u002Fp>\n\n\u003Cp>2) The employer and salaried employees may agree that compensation for\ntravel time shall be paid in another form, for example that the occurrence of\ntravel time is taken into account when the salary is determined.\u003C\u002Fp>\n\n\u003Cp>3) Salaried employees with work that normally entails travel to a major\ndegree are entitled to compensation for travel time only if the employer and\nsalaried employee have agreed to that effect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.2 Travel time\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Travel time is, during ordered business travel, the time that is spent\ntravelling to the destination.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees, travel to and from client\nassignments that are within the salaried employee’s service area does not\nconstitute travel time as specified in this paragraph.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees with contract assignments, travel to and\nfrom the client company that is the salaried employee’s permanent place of\nwork does not constitute travel time as specified in this paragraph.\u003C\u002Fp>\n\n\u003Cp>Only travel time before and after the salaried employee’s regular working\nhours shall be included in the calculation of travel time that entitles the\nemployee to compensation.\u003C\u002Fp>\n\n\u003Cp>If the travel time occurs both before and after regular working hours on a\nspecific day, the two periods shall be added together. Only full half-hours are\nincluded in the calculation.\u003C\u002Fp>\n\n\u003Cp>If the employer has paid for a sleeping berth on a train or ferry during the\ntrip or part thereof, the time between 22.00 and 08.00 shall not be included in\nthe calculation.\u003C\u002Fp>\n\n\u003Cp>Normal time taken when the salaried employee himself or herself drives a car\nor other vehicle during business travel is also included in the travel time,\nregardless of whether the vehicle belongs to the employer or not.\u003C\u002Fp>\n\n\u003Cp>The trip shall be considered as started and finished according to the\nprovisions that apply to the calculation of per diem allowances, or equivalent,\nat the company concerned.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.3 Travel time compensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1)Compensation for travel time per hour\u003C\u002Fp>\n\n\u003Cp>Monthly salary \u003C\u002Fp>\n\n\u003Cp>_____________________\u003C\u002Fp>\n\n\u003Cp>240\u003C\u002Fp>\n\n\u003Cp>Travel time compensation according to the divisor 240 is paid for not more\nthan six hours per calendar day, unless a longer travel time is shown.\u003C\u002Fp>\n\n\u003Cp>2)If the travel has taken place in the period Friday 18.00- Monday 06.00\u003C\u002Fp>\n\n\u003Cp>Monthly wage \u003C\u002Fp>\n\n\u003Cp>____________________\u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>3)If the travel has taken place in the period between 18.00 on the day\nbefore the eve of a non-working public holiday or a public holiday and 06.00 on\nthe day after the public holiday\u003C\u002Fp>\n\n\u003Cp>Monthly salary \u003C\u002Fp>\n\n\u003Cp>___________________\u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as the current fixed monthly salary in\ncash.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees whose salary is calculated on an hourly\nbasis, the hourly pay is multiplied by 167.\u003C\u002Fp>\n\n\u003Cp>In the case of part-time employees, the salary shall be uprated to\ncorrespond to a full-time salary.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with 150 regular working hours\nper month, the monthly salary shall be multiplied by 1.11. In the case of\nsalaried employees with 133 hours working hours, the monthly salary shall be\nmultiplied by 1.26. In the case of salaried employees whose salary is\ncalculated on an hourly basis, the hourly pay is multiplied by 167.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>§ 9 Vacation\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>9.1 General provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vacations are granted in line with applicable law, with the additions and\nexceptions set out below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.2 Accrual year and vacationyear\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The accrual year runs from 1 April up to and including 31 March in the\nfollowing year.\u003C\u002Fp>\n\n\u003Cp>The vacation year is the subsequent 12-month period.\u003C\u002Fp>\n\n\u003Cp>The employer may agree with an individual salaried employee or with the\nlocal salaried employee union representative that the accrual year and\u002For the\nvacation year shall be staggered to other cycles, or be entirely concurrent.\u003C\u002Fp>\n\n\u003Cp>When the accrual year and vacation year are the same, the vacation pay\nreceived shall be regarded as a payment on account and shall be deducted from\nboth vacation compensation and from salary. Any salaried employee who has\nreceived more paid vacation days than accrued shall reimburse the excess amount\nof vacation pay\u002Fvacation supplement. A corresponding salary adjustment shall be\nmade if the degree of employment has been changed during the vacation year.\u003C\u002Fp>\n\n\u003Cp>No deduction of salary shall be made at termination of employment if due\nto:\u003C\u002Fp>\n\n\u003Cp>1.the salaried employee’s illness, or\u003C\u002Fp>\n\n\u003Cp>2.the salaried employee leaving his or her employment in the circumstances\nstated in § 4 par. 3, first sentence of the Swedish Employment Protection Act,\nor\u003C\u002Fp>\n\n\u003Cp>3.termination of employment by the employer due to circumstances not\nattributable to the salaried employee personally.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It is important that the employer is clear as to which accrual and vacation\nyears are applied.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.3 Length of the vacation\u003C\u002Fh3>\n\n\u003Ch4>9.3.1 Number of vacation days\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-25 vacation days according to the Annual Leave Act,or\u003C\u002Fp>\n\n\u003Cp>-Additional vacation days according to local or individual agreement.\u003C\u002Fp>\n\n\u003Cp>Vacation days shall be understood as referring to both paid and unpaid\nvacation days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.3.2 Number of paid vacationdays\u003C\u002Fh4>\n\n\u003Cp>The number of accrued vacation days with salary shall be calculated as\nfollows:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>\u003Csub>B\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>A x________ = D\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">********\u003C\u002Fspan>\u003Csup>C\u003C\u002Fsup>\u003C\u002Fp>\n\n\u003Cp>A = the number of agreed vacation days (as specified in 9.3.1)\u003C\u002Fp>\n\n\u003Cp>B = the number of days employed during the accrual year, less absences that\nare not included in vacation-pay calculations\u003C\u002Fp>\n\n\u003Cp>C = the number of calendar days during the accrual year\u003C\u002Fp>\n\n\u003Cp>D = the number of earned, paid vacation days (fractions rounded up to whole\nnumbers).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.3.3 Change of vacation days\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When this Agreement enters into force for a salaried employee who is covered\nby an individual agreement or working regulations at the company, the salaried\nemployee is entitled to at least the same number of vacation days as\npreviously.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.3.4 Vacations in intermittent working\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the cased of salaried employees who work less than five days on average\nper week, the number of net vacation days is calculated as follows:\u003C\u002Fp>\n\n\u003Cp>Number of working davs\u002Fweek x number of vacation days as per 9.3\u003C\u002Fp>\n\n\u003Cp>___________________________________________\u003C\u002Fp>\n\n\u003Cp>5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>= Number of vacation days (net vacation days) to be scheduled for days that\naccording to the working hours schedule would have been working days. Fractions\nproduced in the calculation are to be rounded up to the nearest higher number\nof days.\u003C\u002Fp>\n\n\u003Cp>If, according to the working hours schedule, the salaried employee is to\nwork both whole and parts of days in the same week, the part-worked day shall\nbe counted as a whole day.\u003C\u002Fp>\n\n\u003Cp>When the vacation is scheduled for a salaried employee in such a case, an\nentire vacation day will also accrue for the day on which the salaried employee\nwould have worked for only part of the day.\u003C\u002Fp>\n\n\u003Cp>Example\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"200\">\u003Cp>The salaried employee’s working hours are scheduled\n        for an average of the following number of working days per week\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\">\u003Cp>Number of net holiday days (with 25 days of\n        holiday)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"200\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"200\">\u003Cp>3.5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"200\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"200\">\u003Cp>2.5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"200\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"173\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the work schedule is changed so that the “number of working days per\nweek” is changed, the number of unused net vacation days shall be\nrecalculated to correspond to the new schedule.\u003C\u002Fp>\n\n\u003Cp>Vacation supplements, vacation compensation and salary deductions (for\nunpaid holidays) are calculated on the basis of the number of gross vacation\ndays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.3.5 Vacations in fixed-term employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vacation leave for salaried employees with fixed-term employment, whose\nemployment is not intended to extend for more than three months and do not\nextend for longer, shall not be scheduled, unless such has been agreed.\nHowever, vacation compensation shall be paid.\u003C\u002Fp>\n\n\u003Cp>In the case of such employment, vacation compensation will be calculated at\n12.5% of the salary earned.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the Swedish Annual Leave Act, § 30 b contains provisions on the\naggregation of vacation benefits from several employments.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.4 Vacation pay, vacation compensation, etc.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The vacation pay is the current monthly salary at the time of the vacation\nplus a vacation supplement.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>The vacation supplement for each paid vacation day is 0.8% of the salaried\nemployee’s fixed monthly salary current at the time the vacation is taken\nplus any fixed monthly salary supplements.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Regarding the term changed degree of employment, see 9.4.6.\u003C\u002Fp>\n\n\u003Cp>-0.5% of the sum of the variable salary component that has been paid during\nthe accrual year.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has not accrued a full vacation entitlement, the\nvacation supplement of 0.5% shall be uprated as follows:\u003C\u002Fp>\n\n\u003Cp>0.5% x the number of vacation days to which the salaried employee is\nentitled The number of paid vacation days that the salaried employee has\naccrued\u003C\u002Fp>\n\n\u003Cp>Fixed salary supplement shall be understood in this context as meaning, for\nexample, fixed on-call hours, standby duty, overtime and travel time\nsupplements, guaranteed minimum commission payments and the like.\u003C\u002Fp>\n\n\u003Cp>Variable salary component shall be understood in this context as meaning,\nfor example, performance pay for outplaced personnel, commission,\nprofit-sharing, bonuses, incentive pay, compensation for on-call hours, standby\nduty and staggered hours, and the like, to the extent it is not already\nincluded in the monthly salary.\u003C\u002Fp>\n\n\u003Cp>Compensation for overtime, including extra hours for part-time employees,\nand for travel time includes vacation pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.4.1 Vacation pay, vacation compensation to outplaced, hourly-paid and\nsalaried employees as specified in §12.2.4\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced, hourly-paid and salaried employees as specified in\n§.12.2.4, vacation pay and vacation compensation are calculated on a statutory\nbasis, although at 12.5%.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees paid a fixed monthly salary\ninstead of on a performance pay system as specified in\u003C\u002Fp>\n\n\u003Cp>12.2and the Technical Appendix - Calculation of Salary for Outplaced\nEmployees, the rules on vacation pay and vacation compensation in 9.4 are\napplied.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.4.2 Calculation of variable salary component on absence taken into\naccount in vacation pay calculation\u003C\u002Fh4>\n\n\u003Cp>For every calendar day of absence taken into account in calculation of\nvacation pay, one average daily income from variable salary components shall be\nadded to the aggregate variable salary components paid out during the accrual\nyear.\u003C\u002Fp>\n\n\u003Cp>Average daily income == U\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************\u003C\u002Fspan>___\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan>A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>U = variable salary component paid during accrual year\u003C\u002Fp>\n\n\u003Cp>A = Number of days of employment minus vacation leave days and whole days of\nsuch absence taken into account in calculation of vacation pay during the\naccrual year.\u003C\u002Fp>\n\n\u003Cp>Compensation for on-call and standby duty and compensation for staggered\nworking hours and the like shall not be taken into account in the\nabove-mentioned average calculation, if during the accrual year the salaried\nemployee has received such compensation for no more than 60 calendar days.\u003C\u002Fp>\n\n\u003Ch4>9.4.3 Payment of vacation pay\u003C\u002Fh4>\n\n\u003Cp>The vacation supplement of 0.8% is paid out together with the salary when\nthe vacation is taken or immediately following it.\u003C\u002Fp>\n\n\u003Cp>The vacation supplement of 0.5% is paid out no later than the end of the\nvacation year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exceptions:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 If a significant part of the salary consists of variable salary\ncomponents, the salaried employee is entitled to receive a vacation supplement\nin advance, based on the variable salary components. The employer shall\nestimate the amount of the supplement. The supplement shall be paid out\ntogether with the salary at the regular payment time at the time of the\nvacation. The employer shall, no later than by the end of the vacation year,\npay any remaining vacation supplement following a calculation as specified in\n9.4.1 and 9.4.2.\u003C\u002Fp>\n\n\u003Cp>2 If an agreement has been entered into, that the vacation year and the\naccrual year may be one and the same, the employer may pay out the remaining\nholiday pay attributable to variable salary components after the end of the\nvacation year. This shall be done with the first regular salary payment in the\nnew accrual year when the normal salary procedures can be applied.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.4.4 Vacation compensation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compensation for each paid vacation day not taken out is 4.6% of the current\nmonthly salary plus vacation supplement as specified in 9.4 and 9.4.1.\u003C\u002Fp>\n\n\u003Cp>For each saved vacation day, vacation compensation is calculated as if the\nsaved day had been taken in the vacation year in which the employment\nterminates.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.4.5 Salary deductions for unpaid vacation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For each used unpaid vacation day, a deduction shall be made from the\nsalaried employee’s current monthly salary in the amount of 4.6% of the\nmonthly salary. Regarding the term monthly salary, see 9.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.4.6 Change in degree of employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If during the accrual year the salaried employee has had a different degree\nof employment than at the time of the vacation, the current monthly salary at\nthe time of the vacation shall be prorated in proportion to the share of full\nregular working hours that applied at the workplace during the accrual year. If\nthe number of hours worked has changed during a calendar month, the calculation\nshall be based on the degree of employment that applied during the majority of\nthe calendar days of the month. Regarding the term monthly salary, see 9.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.5 Vacation for newly-hired employees\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a newly-hired salaried employee wishes to take a vacation that is longer\nthan the number of earned vacation days, the employer and salaried employee may\nagree that the salaried employee is to take leave without salary deductions.\nAny such agreement shall be in writing.\u003C\u002Fp>\n\n\u003Cp>In the case of leave without salary deduction, the following shall apply: If\nthe employment terminates within five years from the day of commencement, a\ndeduction shall be made from the accrued salary or vacation compensation as\nspecified in the same provisions as for leave, but shall be calculated on the\nbasis of the salary that applied during the leave.\u003C\u002Fp>\n\n\u003Cp>No deduction shall be made if the employment terminates due to:\u003C\u002Fp>\n\n\u003Cp>1. the salaried employee’s illness, or\u003C\u002Fp>\n\n\u003Cp>2. the salaried employee leaving his or her employment in the circumstance\nstated in § 4 para. 3 first sentence of the Swedish Employment Protection Act,\nor\u003C\u002Fp>\n\n\u003Cp>3. termination of employment by the employer due to circumstances not\nattributable to the salaried employee personally.\u003C\u002Fp>\n\n\u003Cp>In the case of those who taken a greater number of paid vacation days than\naccrued, the provisions concerning holiday pay advances in § 29 a of the\nSwedish Annual Leave Act shall apply, unless a written agreement as described\nabove has been entered into.\u003C\u002Fp>\n\n\u003Ch3>9.6 Saving of vacation\u003C\u002Fh3>\n\n\u003Ch4>9.6.1 Saving of vacation days\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salaried employees entitled to more than 25 vacation days with vacation pay\nmay, by agreement with the employer, also save these additional vacation days,\nprovided that they do not in the same year take out holiday saved previously.\nThe employer and the salaried employee shall agree on the scheduling of saved\nvacation days. This applies both to the vacation year during which the saved\ndays are to be taken and to how they shall be scheduled during that vacation\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.6.2 Taking saved vacation days\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Saved vacation days shall be taken in the order they have been saved.\nVacation days that have been saved as provided for in law are to be taken\nbefore vacation days saved as specified in 9.6.1 during the same year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.6.3 Vacation pay for saved vacation days\u003C\u002Fh4>\n\n\u003Cp>Vacation pay for saved vacation days is calculated as specified in 9.4 and\n9.4.1.\u003C\u002Fp>\n\n\u003Cp>However, in calculation of the 0.5% vacation supplement, all absence during\nthe accrual year excluding regular vacation shall be treated in the same manner\nas absence that is to be taken into account in calculation of vacation pay.\u003C\u002Fp>\n\n\u003Cp>The vacation pay for saved vacation days shall be adjusted to the salaried\nemployee’s proportion of full regular working hours during the accrual year\npreceding the vacation year when the day was saved.\u003C\u002Fp>\n\n\u003Cp>Regarding calculation of the proportion of full regular working hours, see\n9.4.6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Sick pay, etc.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sick pay is to be paid in accordance with the Swedish Sick Pay Act and\nsupplement, as below.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.1 Notification\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A salaried employee who falls ill and is unable to work shall immediately\nnotify his\u002Fher employer, i.e. the staffing agency. Furthermore, the employee\nshall, at the earliest opportunity, inform the employer as to when the employee\nexpects to be able to return to work.\u003C\u002Fp>\n\n\u003Cp>The employer and salaried employee should come to an agreement as to how the\nsickness absence is to be best handled with respect to the client company.\u003C\u002Fp>\n\n\u003Cp>The same shall apply if the salaried employee becomes unable to work as a\nresult of an accident or occupational injury, or must stay away from work due\nto the risk of transmitting a contagious disease and there is a right to\ncompensation under the Swedish Act on Compensation to Disease Carriers.\u003C\u002Fp>\n\n\u003Cp>Sick pay shall as a general rule not be paid for the period before the\nemployer has received notification of the illness (§ 8, para. 1 of the Swedish\nAct on Sick Pay).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.1.1 Confirmation in writing\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On returning to work, the salaried employee shall provide the employer with\na declaration in writing that the salaried employee had been ill, information\nas to the scope of the reduced ability to work due to the illness and the days\non which the salaried employee would have worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.1.2 Medical certificate\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For the employer to be obligated to pay sick pay commencing on the eighth\ncalendar day of the sickness period, the salaried employee shall evidence\nhis\u002Fher reduction in work capacity and the duration of the sickness period by\nproviding a medical certificate.\u003C\u002Fp>\n\n\u003Cp>If the employer so requests, the salaried employee shall provide such a\nmedical certificate from an earlier day. The employer has the right to specify\nthe certifying doctor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.2 sickness period, qualifying period deduction etc.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The sickness period begins the day of the illness, i.e., the first working\nday or part of a working day on which the salaried employee was prevented from\nworking as a consequence of the illness. Salary deductions for the qualifying\nperiod are made in accordance with the rules stated below.\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.\u003C\u002Fp>\n\n\u003Cp>The number of qualifying days may not by law exceed ten during a\ntwelve-month period. If in a new sickness period it becomes clear that the\nsalaried employee has had ten occasions of qualifying day deductions within the\ntwelve months prior to the start of the new sickness period, the deduction for\nthe first 20 percent of the sickness absence shall be calculated in accordance\nwith the provisions applicable to sickness absence exceeding 20 percent of the\naverage weekly working hours starting on day 14 of the sickness period.\u003C\u002Fp>\n\n\u003Cp>In the case of a salaried employee who in accordance with a decision by the\nSwedish Social Insurance Agency is entitled to sick pay without a qualifying\nperiod, a sick pay deduction is made in accordance with the provisions that\napply to sick leave exceeding 20 percent of the average weekly working hours up\nto and including day 14 of the sickness period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>All qualifying day deductions made as specified in 10.3.1 in a total amount\nof no more than 20 percent of the average weekly working hours in the same\nsickness period shall be regarded as one occasion, even if the deductions are\nmade for different days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.3 Amount of sick pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Calculation of sick pay is to be based on the current monthly salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> The monthly salary includes:\u003C\u002Fp>\n\n\u003Cp>- fixed monthly salary in cash plus any fixed monthly salary supplements,\u003C\u002Fp>\n\n\u003Cp>- the estimated average monthly commission income, fees, bonuses, pay\nincentives or similar salary components.\u003C\u002Fp>\n\n\u003Cp>In the case of outplaced salaried employees with performance pay included in\ntheir monthly salary:\u003C\u002Fp>\n\n\u003Cp>-fixed monthly salary and any fixed monthly salary supplements\u003C\u002Fp>\n\n\u003Cp>-the average performance-based pay as specified in § 12.2for the most\nrecent three calendar months prior to the start of the sickness period.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees who receive a substantial part of their\npay in the form of variable components, a separate agreement should be made\nconcerning the amount of pay that will constitute the monthly salary from which\nthe sick pay deduction shall be made.\u003C\u002Fp>\n\n\u003Cp>If the salary changes, the employer shall make the sick pay deduction based\non the former salary up to the date that the salaried employee received notice\nof the new salary.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For calculation of sick pay for outplaced employees, see also the Technical\nAppendix: Calculation of salaries for outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.3.1 Illness up to and including 14 calendar days per sickness period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>When a salaried employee is absent due to illness, a sick pay deduction per\nhour is made during the first 14 calendar days, as follows:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>For sickness absence up to 20% of average weekly working hours\n        (qualifying period) in the sickness period\u003C\u002Ftd>\n      \u003Ctd>Monthly salary x 12.2\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,\n        up to and including day 14 of the sickness period\u003C\u002Ftd>\n      \u003Ctd>20% x monthly salary x 12.2\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>\u003C\u002Fp>\n\n\u003Cp>Salaried employees who would have worked scheduled staggered working hours,\nare in addition to be paid sick pay after the qualifying period. This is\ncalculated at 80% of the compensation for the lost staggered hours.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Weekly working hours\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Weekly working hours shall be understood as the average of the number of\nworking hours per working week without public holidays for the individual\nsalaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The salaried employee’s average weekly working hours shall he understood\nas the weekly working time in hours for a regular week without puhlic holidays.\nIn the case of salaried employees with intermittent or irregular working, an\naverage over a representative period is calculated.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>10.2specifies that a new sickness period that starts within five calendar\ndays from the end of an earlier sickness period shall he deemed as a\ncontinuation of the earlier sickness period. This means that a qualifying\nperiod deduction may still need to he made up to 20 percent of average weekly\nworking hours in the continued sickness period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.3.2 Illness from the 15th calendar day\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For each day of illness (including non-working business days, Sundays and\npublic holidays) a sick pay deduction shall be made as follows:\u003C\u002Fp>\n\n\u003Cp>The sick pay deduction is calculated differently, depending on whether the\nsalaried employee’s monthly salary is greater or smaller than a specific\nsalary limit. This salary limit is calculated as\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8 x price base amount (pba)\u003C\u002Fp>\n\n\u003Cp>___________________________\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Example 2018:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pba: year 2018 SEK 45,500 The salary limit is therefore:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8 x SEK 45,500 = SEK 30,333 for 2018\u003C\u002Fp>\n\n\u003Cp>________________\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>For salaried employees with a monthly salary not exceeding the\nsalary limit:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A sick pay deduction is made as follows:\u003C\u002Fp>\n\n\u003Cp>90% x the monthly salary x 12\u003C\u002Fp>\n\n\u003Cp>_________________________\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>For salaried employees with a monthly salary exceeding the salary\nlimit:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A sick pay deduction is made as follows:\u003C\u002Fp>\n\n\u003Cp>90% x 8 pba + 10% x monthly salary x 12 - 8 pba\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>_____\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>__________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">*****************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as, over and above that which is stated\nin 10.3.2, benefits in the form of board or lodging valued as specified in the\ndirectives of the Swedish Tax Agency.\u003C\u002Fp>\n\n\u003Cp>Comment: Salary limit of 8 price base amounts applies as of 1 July 2018.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.3.3 Maximum sick pay deduction per day\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The sick pay deduction per day may not exceed:\u003C\u002Fp>\n\n\u003Cp>the fixed monthly salary in cash x 12\u003C\u002Fp>\n\n\u003Cp>______________________________________\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as, over and above that which is stated\nin 10.3, benefits in the form of board or lodging valued as specified in the\ndirectives of the Swedish T ax Agency.\u003C\u002Fp>\n\n\u003Cp>In this context, the monthly salary in cash also includes:\u003C\u002Fp>\n\n\u003Cp>-fixed monthly salary supplements\u003C\u002Fp>\n\n\u003Cp>-commission, profit sharing, bonuses or the like earned during periods of\nabsence without a direct connection to the personal work performance of the\nsalaried employee\u003C\u002Fp>\n\n\u003Cp>-guaranteed minimum commission or the like.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.4 Duration of the sick pay period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where a salaried employee is entitled under this Agreement to sick pay from\nthe 15 th calendar day of the sickness period, see the exceptions in 10.5, the\nemployer shall pay such as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Category 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of those\u003C\u002Fp>\n\n\u003Cp>-who have been continuously employed by the employer for no less than one\nyear, or\u003C\u002Fp>\n\n\u003Cp>-have transferred directly from an employment with an entitlement to sick\npay for no less than 90 days (Category 1), sick pay will be paid up to the 90th\ncalendar day of the sickness period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Category 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of others, sick pay will be paid up and to the 45th calendar day\nof the sickness period.\u003C\u002Fp>\n\n\u003Cp>Maximum number of days with sick pay If, during a 12-month period, the\nsalaried employee is ill on two or more occasions, the right to sick pay is\nlimited to a total of 105 days for Category 1 and 45 days for Category 2. On\nthat basis, if during the past 12 months from the beginning of the current\nsickness period, the salaried employee has received sick pay from the employer,\nthe number of sick pay days shall be deducted from 105 and 45, respectively.\nThe remainder constitutes the maximum number of sick pay days for the current\ncase of illness.\u003C\u002Fp>\n\n\u003Cp>The right to sick pay during the first 14 calendar days of the sickness\nperiod shall not be affected by the above-mentioned limitation rule.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.5 Exceptions to the right to sick pay from the 15th calendar day\u003C\u002Fh3>\n\n\u003Ch4>10.5.1 Failure to supply a certificate of health\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If, when a salaried employee was hired, the employer requested a certificate\nof health from the employee, but the employee was unable to provide such a\ncertificate due to being ill, the employee shall have no right to sick pay from\nthe 15 th calendar day of the sickness period if the inability to work is\nattributable to such illness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.5.2 On attainment of retirement age\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For salaried employees who have reached the age of 68 years (as of 2023, 69\nyears), a separate agreement is required for a right to sick pay from the 15 th\ncalendar day of the sickness period.\u003C\u002Fp>\n\n\u003Cp>The same applies to employees hired after attaining the regular retirement\nage that applies at the company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.5.3 Accident at another employer\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has been injured in an accident during gainful\nemployment with another employer or during the employee’s own business, the\nemployer shall provide sick pay from the 15 th calendar day of the sickness\nperiod only to the extent the employer has specifically undertaken to do so.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.5.4 Other exceptions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer is not obligated to provide sick pay from the 15 th calendar\nday of the sickness period\u003C\u002Fp>\n\n\u003Cp>- if the salaried employee has been excluded from health insurance benefits\nin accordance with the Swedish Social Insurance Code, or\u003C\u002Fp>\n\n\u003Cp>- if the salaried employee’s inability to work is self-inflicted, or\u003C\u002Fp>\n\n\u003Cp>-if the salaried employee has been injured as a result of an act of war,\nunless an agreement to other effect is entered into.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.6 Certain co-ordination rules\u003C\u002Fh3>\n\n\u003Ch4>10.6.1 Rehabilitation benefit\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee is absent and in receipt of rehabilitation benefit\nduring a period in which the salaried employee would otherwise be entitled to\nsick pay, salary deductions are to be made as in the case of illness from the\n15 th calendar day.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.6.2 Compensation under other insurance\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee is receiving compensation from insurance other than\nITP or Security Insurance for Work-Related Injuries (TFA), and the employer has\npaid the premiums for such insurance, the sick pay shall be reduced by the\namount of such compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.6.3 Other compensation fromthe State\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee receives compensation from the State other than under\nNational Social Insurance, Occupational Injury Insurance or the Swedish\nPersonal Injury Protection Act, the sick pay shall be reduced by the amount of\nsuch compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.7 Limitations to the right to sick pay\u003C\u002Fh3>\n\n\u003Ch4>10.7.1 Reduced sickness benefits\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee’s sickness benefits have been reduced as specified\nin the Swedish National Insurance Act, the employer shall reduce the sick pay\nto a corresponding extent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.7.2 Injury in accident caused by a third party\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee has been injured in an accident caused by a third\nparty and compensation is not paid according to Security Insurance for\nWork-Related Injuries (TFA), then the employer shall provide sick pay only if -\nor to the extent - that the salaried employee cannot obtain damages for lost\nincome from the person responsible for the injury.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.7.3 When a disability pension is paid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>At commencement of any payment of disability pension under the ITP plan to\nthe salaried employee, the right to sick pay ceases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.8 Disease carriers\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where a salaried employee is required stay away from work due to the risk of\ntransmitting disease and there is a right to compensation under the Swedish Act\non Compensation to Disease Carriers, a deduction as follows is made up to the\n14th calendar day of absence.\u003C\u002Fp>\n\n\u003Cp>For each hour a salaried employee is absent, an hourly deduction is made, as\nfollows:\u003C\u002Fp>\n\n\u003Cp>Monthly salary x 12 \u003C\u002Fp>\n\n\u003Cp>__________________________\u003C\u002Fp>\n\n\u003Cp>52 x weekly working hours\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A deduction is to be made from the 15 th calendar day in accordance with the\ncalculation rules above with respect to illness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.9 Other provisions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In application of the provisions of this paragraph, benefits paid under the\nSwedish Personal Injury Protection Act shall be equated with the corresponding\nbenefits under the Swedish Social Insurance Code and the Swedish Occupational\nInjury Insurance Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch2>§ 11 Leave\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>11.1 Leave of absence, brief leave with pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Leave of absence is normally granted only for part of a working day. In\nspecial cases, however, leave of absence may be granted for one or more days,\ne.g. in the event of a sudden illness in the salaried employee’s family or\nthe death of a close relative.\u003C\u002Fp>\n\n\u003Cp>If Easter Eve, Midsummer’s Eve and Christmas Eve are not regular days off,\nleave of absence should be granted only to the extent this is not detrimental\nto the activities of the company.\u003C\u002Fp>\n\n\u003Cp>In years when Swedish National Day falls on a Saturday or Sunday, the\nsalaried employee shall instead receive another day off without pay\ndeduction.\u003C\u002Fp>\n\n\u003Cp>Outplaced salaried employees receive a different day without pay in addition\nto the monthly salary as specified in 12.2.1 or 12.2.2. The leave shall be\nprorated for part-time employees. Leave not taken during the year shall be\nforfeited.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>To be entitled to leave of absence as specified in this paragraph, the\nsalaried employee must be employed and in service by 6 June.\u003C\u002Fp>\n\n\u003Cp>Leave of absence may also be granted for medical and dental consultations.\nNo more than two consultations per year and no more than four hours per\ncalendar year for employees who have been employed at least six months. If\nrequired for specific reasons, verification for the medical or dental\nconsultation shall be provided.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.2 Unpaid leave, leave for a whole day without pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unpaid leave may be granted in accordance with the law or where the employer\nfinds that this is possible without detriment to the company’s activities.\u003C\u002Fp>\n\n\u003Cp>On leave being granted, the employer shall state the period of time for the\nleave.\u003C\u002Fp>\n\n\u003Cp>Leave may not be scheduled so that it starts and\u002For ends on a Sunday and\u002For\npublic holiday that is a non-working day for the individual salaried\nemployee.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Salaried employees requesting leave to try other work should be\ngranted such where required for rehabilitation.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The leave shall be limited to six months but may be prolonged by\nagreement between employer and salaried employee.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.2.1 Salary deduction for the full-time employee, whole day\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When a salaried employee is absent for no less than one day on unpaid leave,\na salary deduction shall be made as follows:\u003C\u002Fp>\n\n\u003Cp>-over a period of no more than 5 working days, a deduction of 1\u002F21st of the\nmonthly salary is made for each working day\u003C\u002Fp>\n\n\u003Cp>-over a period of more than 5 working days, a deduction of the daily salary\nis made for each day of leave. This also applies to the salaried employee’s\nnon-working business days and Sundays and public holidays.\u003C\u002Fp>\n\n\u003Cp>Daily salary = fixed monthly wage in cash x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan>___________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.2.2 Salary deduction for part-time employee, whole day\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where the salaried employee works part-time and only on certain working days\nin the week (“intermittent” part-time work), a salary deduction is to be\nmade for each day, that otherwise would have been a working day, that the\nsalaried employee is on leave.\u003C\u002Fp>\n\n\u003Cp>Deductions are made as follows:\u003C\u002Fp>\n\n\u003Cp>Monthly salary divided Number of working days per week\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">************************\u003C\u002Fspan>_________________________________________x21\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>by\u003Cspan style=\"color:#ffffff\">*********************************\u003C\u002Fspan>5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Example\u003C\u002Fstrong>\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 salaried employee’s part-time work is scheduled on the\n        following number of working days\u002Fweek\u003C\u002Ftd>\n      \u003Ctd>Deduction\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>Monthly salary\n\n        \u003Cp>________________\u003C\u002Fp>\n\n        \u003Cp>16.8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3.5\u003C\u002Ftd>\n      \u003Ctd>Monthly salary\n\n        \u003Cp>_________________\u003C\u002Fp>\n\n        \u003Cp>14.7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>Monthly salary\n\n        \u003Cp>_______________\u003C\u002Fp>\n\n        \u003Cp>12.6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>The salaried employee’s part-time work is scheduled on the\n        following number of working days\u002Fweek\u003C\u002Ftd>\n      \u003Ctd>Deduction\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2.5\u003C\u002Ftd>\n      \u003Ctd>Monthly salary\n\n        \u003Cp>____________\u003C\u002Fp>\n\n        \u003Cp>10.5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>Monthly salary\n\n        \u003Cp>_______________\u003C\u002Fp>\n\n        \u003Cp>8.4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>“Number of working days per week” shall be understood as the number of\nworking days per week without public holidays, calculated as an average per\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.3.1 Other leave, leave for part of a day without pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Leave for part of a day may be granted if the employer finds that it is\npossible without detriment to the activities of the company.\u003C\u002Fp>\n\n\u003Cp>A salary deduction shall be made for each full half-hour. The deduction per\nhour is 1\u002F167th of the monthly salary. In the case of part-time employees, the\nsalary shall first be uprated to correspond to a full-time salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.3.2 Special leave for outplaced salaried employees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Outplaced salaried employees are entitled to refuse an offer of assignment,\nwhereupon a deduction for leave of absence is applied.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the employee as to the time for which salary\ndeductions will be made before the salaried employee refuses the assignment.\u003C\u002Fp>\n\n\u003Cp>Where the salaried employee has particular reasons for refusing an\nassignment, the employer shall not make a deduction for leave of absence.\u003C\u002Fp>\n\n\u003Cp>In the event an outplaced salaried employee repeatedly refuses assignments,\nthe employer is able to request the salaried employee to accept the offered\nassignment, if the salaried employee refuses without an acceptable reason.\u003C\u002Fp>\n\n\u003Ch3>11.4 Monthly salary\u003C\u002Fh3>\n\n\u003Cp>Monthly salary shall be understood as the current monthly salary. Fixed\nmonthly salary in cash, in this context, shall be understood as\u003C\u002Fp>\n\n\u003Cp>- fixed monthly salary supplements\u003C\u002Fp>\n\n\u003Cp>-such commission, profit sharing, bonuses or the like earned during periods\nof absence without a direct connection to the personal work efforts of the\nsalaried employee,\u003C\u002Fp>\n\n\u003Cp>-guaranteed minimum commission or the like.\u003C\u002Fp>\n\n\u003Cp>Performance pay for outplaced salaried employees is not included.\u003C\u002Fp>\n\n\u003Cp>If a period of leave comprises one or more entire calendar months\u002Fsettlement\nperiods, the entire monthly salary of the salaried employee shall be deducted\nfor each of such calendar months\u002Fsettlement periods.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>11.5 Parental pay and parental leave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of a reduction of working time in accordance with § 14 of the\nSwedish Parental Leave Act, problems may arise for personnel who are outplaced\nto client companies. It therefore is important that the leave is scheduled in\nsuch a way as to not make it more difficult to obtain assignments.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>For example, it may be appropriate for the leave to be scheduled over every\nday of the week, or at the beginning or end of the working day.\u003C\u002Fp>\n\n\u003Cp>This does not in any formal way deviate from the intention of the Swedish\nParental Leave Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.5.1 Conditions for parental pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A salaried employee who is on a leave of absence because of pregnancy or in\nconnection with childbirth or adoption is entitled to parental pay from the\nemployer if:\u003C\u002Fp>\n\n\u003Cp>-the employee has been in continuous employment with the employer for no\nless than one year, and\u003C\u002Fp>\n\n\u003Cp>-the employee’s employment continues for at least three months after the\nleave of absence.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The term “in connection with” shall be understood as meaning\nthat the leave of absence shall take place within 18 months. \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Application for parental leave intended to be taken at some time in the\nperiod 1 June to 31 August in each year should be submitted to the employer at\nthe same time as the application for vacation, that is, normally no later than\n1 March.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.5.2 Amount of parental pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parental pay deduction shall be calculated differently according to\nwhether the salaried employee’s monthly salary is greater or lesser than\nspecific salary limits. These salary limits are calculated as follows:\u003C\u002Fp>\n\n\u003Cp>10 x pba\u003C\u002Fp>\n\n\u003Cp>___________\u003C\u002Fp>\n\n\u003Cp>112\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Example for 2017:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pba: for the year 2017 SEK 44,800\u003C\u002Fp>\n\n\u003Cp>The salary limit is therefore:\u003C\u002Fp>\n\n\u003Cp>10 x SEK 44,800\u003C\u002Fp>\n\n\u003Cp>__________________ = SEK 3 7,333 for 2017 \u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>For salaried employees with a monthly salary not exceeding _ no more\nthan 10 pba, a parental pay deduction per day shall be made as\nfollows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>90% x Monthly salary x 12 \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>____________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>For salaried employees with a monthly salary exceeding the salary\nlimit, a parental pay deduction per day shall be as follows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>90% x 10 x pba + 10% x (Monthly salary x 12) - (10 x pba)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>________\u003Cspan style=\"color:#ffffff\">********\u003C\u002Fspan>_______________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">*******************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as, in addition to that which is stated\nin 10.3, other benefits in the form of board and lodging, valued as specified\nin the directives of the Swedish T ax Agency.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has been employed for one, but not two consecutive\nyears, the parental pay consists of:\u003C\u002Fp>\n\n\u003Cp>- two monthly salaries less 60 parental pay deductions calculated per day as\nspecified in this paragraph.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has been employed for two but not three consecutive\nyears, the parental pay shall be:\u003C\u002Fp>\n\n\u003Cp>-three monthly salaries less 90 parental pay deductions calculated per day\nas specified in this paragraph.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has been employed for three but not four\nconsecutive years, the parental pay shall be:\u003C\u002Fp>\n\n\u003Cp>-four monthly salaries minus 120 parental pay deductions calculated per day\nas specified in this paragraph.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has been employed for four but not five consecutive\nyears, the parental pay shall be:\u003C\u002Fp>\n\n\u003Cp>-five monthly salaries less 150 parental pay deductions calculated per day\nas specified in this paragraph.\u003C\u002Fp>\n\n\u003Cp>If the salaried employee has been employed for five consecutive years or\nmore, the parental pay shall be\u003C\u002Fp>\n\n\u003Cp>-six monthly salaries less 180 parental pay deductions calculated per day as\nspecified in this paragraph.\u003C\u002Fp>\n\n\u003Cp>Parental pay shall be paid only for an uninterrupted period of leave. If the\nleave of absence is shorter than one, two, three, four, five or six months,\nparental pay shall not be paid for a longer period than represented by the\nleave.\u003C\u002Fp>\n\n\u003Cp>Parental pay is not paid for annual salary components totalling more than 15\nprice base amounts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.5.3 Payment of parental pay\u003C\u002Fh4>\n\n\u003Cp>One half of the parental pay shall be paid out when the leave of absence\ncommences and the remaining half after the salaried employee has continued his\nor her employment for three months after the leave of absence.\u003C\u002Fp>\n\n\u003Cp>Leave will be subject to absence deductions as specified in 11.2-11.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.5.4 Reduction of parental pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parental pay shall not be provided if the salaried employee is excluded from\nparental benefits as stated in the Swedish National Insurance Act. If this\nbenefit has been reduced, the parental pay shall be reduced to a corresponding\nextent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.6 Leave with temporary parental pay\u003C\u002Fh3>\n\n\u003Ch4>11.6.1 Deduction\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee is on leave with temporary parental pay, a salary\ndeduction per hour of absence shall be made as follows:\u003C\u002Fp>\n\n\u003Cp>Monthly salary x 12 52 \u003C\u002Fp>\n\n\u003Cp>_________________________\u003C\u002Fp>\n\n\u003Cp>x weekly working hours\u003C\u002Fp>\n\n\u003Cp>If a period of leave comprises one or more entire calendar months\u002Fsettlement\nperiods, the entire monthly salary of the salaried employee shall be deducted\nfor each of such calendar months\u002Fsettlement periods.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Weekly working hours\u003C\u002Fp>\n\n\u003Cp>Weekly working hours shall be understood as the number of working hours per\nbusiness week without public holidays for the individual salaried employee. If\nthe salaried employee has irregular working hours, the weekly working hours\nshall be calculated as an average per month, or by some other working hours\ncycle.\u003C\u002Fp>\n\n\u003Cp>The calculation of weekly working hours shall be made to no more than two\ndecimal places, rounding 0-4 down and 5-9 up.\u003C\u002Fp>\n\n\u003Cp>If the working hours vary in length in different parts of the year, working\nhours shall be calculated as an average per business week without public\nholidays per year.\u003C\u002Fp>\n\n\u003Cp>If the salary is changed\u003C\u002Fp>\n\n\u003Cp>If the salary is changed, the following shall apply. The employer shall make\ndeductions on the basis of the former salary until the day the salaried\nemployee is notified of his or her new salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.6.2 Monthly salary\u003C\u002Fh4>\n\n\u003Cp>Monthly salary shall be understood as comprising:\u003C\u002Fp>\n\n\u003Cp>-fixed monthly salary in cash plus any fixed monthly salary supplements,\u003C\u002Fp>\n\n\u003Cp>-the estimated average monthly income from commission, profit sharing,\nbonuses, incentive pay or similar variable salary components. In the case of\nsalaried employees receiving a substantial part of their pay via such elements,\na separate agreement should be made concerning the amount of pay that will\nconstitute the monthly salary from which the deduction shall be made.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees whose salary is calculated on an hourly\nbasis, the hourly pay is multiplied by 167.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For more on the calculation of sick pay for outplaced employees, see also\nthe Technical Appendix: Calculation of salaries for outplaced salaried\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Salary\u003C\u002Fh2>\n\n\u003Ch3>12.1 Determination of salary\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The salaries of salaried employees are set and reviewed in accordance with\nthe provisions of the Salary Agreement and Appendices.\u003C\u002Fp>\n\n\u003Cp>All salaried employees are paid a monthly salary. Outplaced salaried\nemployees are paid a monthly salary and performance pay.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For more on the calculation of sick pay for outplaced employees, see also\nthe Technical Appendix: Calculation of salaries for outplaced salaried\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.2 Salaries for outplaced salaried employees\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Outplaced salaried employees have monthly salaries that are determined\nindividually. In addition to a monthly salary, outplaced salaried employees may\nbe entitled to performance pay.\u003C\u002Fp>\n\n\u003Cp>This applies only to outplaced salaried employees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When calculating the monthly salary, the Technical Appendix also applies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.2.1 Monthly salary during the first 18 months\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Over an uninterrupted period of employment of no more than 18 months,\noutplaced salaried employees receive a monthly salary for 133 hours of work per\nmonth.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.2.2 Monthly salary after 18 months\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>After an uninterrupted period of employment of 18 months, outplaced salaried\nemployees receive a monthly salary for 150 hours work of per month. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.2.3 Performance pay\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition to the hours specified in 12.2.1 or 12.2.2, the salaried\nemployee is obligated to work to the extent specified in the Working Hours\nAgreement. Compensation for such work is paid as performance pay.\u003C\u002Fp>\n\n\u003Cp>Performance pay for outplaced salaried employees with no more than 18 months\nof employment is per hour:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Monthly\u003C\u002Fp>\n\n\u003Cp>__________x 1.08\u003C\u002Fp>\n\n\u003Cp>133\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Performance pay for outplaced salaried employees with more than 18 months of\nemployment is paid per hour:\u003C\u002Fp>\n\n\u003Cp>Monthly salary\u003C\u002Fp>\n\n\u003Cp>________________x 1.16\u003C\u002Fp>\n\n\u003Cp>150 \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compensation is paid for the combined number of hours worked during the\nmonth, rounded to the nearest lower whole number.\u003C\u002Fp>\n\n\u003Cp>If a salaried employee passes 18 months of employment during a calendar\nmonth\u002Freference period, the calculation of performance pay is to be from the\nfirst day, inclusive, in the following calendar month\u002Fsettlement period.\u003C\u002Fp>\n\n\u003Cp>Salary is recalculated by dividing the monthly salary by 133 and then\nmultiplying it by 150.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.2.4 Other salary arrangements\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If required for particular reasons, an arrangement can be made as to terms\nand conditions other than those stated above. Such arrangements shall to be in\nwriting, and the reasons for the agreement should be specified. On request, the\nemployer shall inform the local union organisation as to such an\narrangement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The initiative may come from either party and the decisive factor shall be\nwhether there are particular reasons for the arrangement. “Particular reasons\n” may be the employee’s own limitations with respect to availability, i.e.,\nthe employee cannot or does not want to take on assignments full-time, for\nexample, because of studies, parenthood or other needs. \u003C\u002Fp>\n\n\u003Cp>“Particular reasons ” for an employer may be uncertainty with respect to\nnew establishments or new areas of business.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.3 Salary for part of a salary period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee commences or ends his or her employment or changes\nthe time worked during a calendar month\u002Fsettlement period, the salary shall be\ncalculated as follows:\u003C\u002Fp>\n\n\u003Cp>X\u003C\u002Fp>\n\n\u003Cp>__ xZ = L\u003C\u002Fp>\n\n\u003Cp>Y\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>X = current monthly salary\u003C\u002Fp>\n\n\u003Cp>Y= number of calendar days during the current month\u002Fsettlement period\u003C\u002Fp>\n\n\u003Cp>Z = number of days of employment in the month\u002Fsettlement period = salary for\ncalculation period\u003C\u002Fp>\n\n\u003Cp>On any change to the time worked, each period and degree of employment shall\nbe calculated separately.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Example:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Settlement period is up to the 20th of each month. The salaried employee’s\nfull-time salary is SEK 20,000. Employed as of 1 October 20xx, inclusive.\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>Full-time as of 16 June 20xx, inclusive.\u003C\u002Ftd>\n      \u003Ctd>Part-time (50% as of 17 June 20xx, inclusive) X = SEK 35,000. X =\n      SEK\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Y = 31 days\n\n        \u003Cp>Z = 27 days\u003C\u002Fp>\n\n        \u003Cp>L = SEK 30,484\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Y = 31 days\n\n        \u003Cp>Z = 4 days\u003C\u002Fp>\n\n        \u003Cp>L = SEK 2,258\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Termination\u003C\u002Fh2>\n\n\u003Ch3>13.1 Termination on the partof thesalaried employee\u003C\u002Fh3>\n\n\u003Ch4>13.1.1 Notice period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The notice period for terminationon thepart of the salaried employee is as\nfollows, unless otherwise specified in 13.3.\u003C\u002Fp>\n\n\u003Cp>Salaried employee’s notice of termination period in months:\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>Total time employed at the company\u003C\u002Ftd>\n      \u003Ctd>Notice period\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>less than 2 years from 2 years\u003C\u002Ftd>\n      \u003Ctd>1 months\n\n        \u003Cp>2 months\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.1.2 Notice in writing\u003C\u002Fh4>\n\n\u003Cp>The salaried employee should submit his or her notice of termination in\nwriting. If the resignation is oral, the salaried employee should confirm it in\nwriting to the employer at the earliest opportunity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.2 Termination on the part of theemployer\u003C\u002Fh3>\n\n\u003Ch4>13.2.1 Notice period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The notice of termination periodon the part of theemployer is\u003C\u002Fp>\n\n\u003Cp>as follows, unless otherwise specified in 13.3.\u003C\u002Fp>\n\n\u003Cp>Employer’s notice of termination period in months:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Total time employed at the company\u003C\u002Ftd>\n      \u003Ctd>Notice period\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>less than 2 years\n\n        \u003Cp>from 2 to 4 years\u003C\u002Fp>\n\n        \u003Cp>4 to 6 years\u003C\u002Fp>\n\n        \u003Cp>6 to 8 years\u003C\u002Fp>\n\n        \u003Cp>8 to 10 years\u003C\u002Fp>\n\n        \u003Cp>10 years or more\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 month\n\n        \u003Cp>2 months\u003C\u002Fp>\n\n        \u003Cp>3 months\u003C\u002Fp>\n\n        \u003Cp>4 months\u003C\u002Fp>\n\n        \u003Cp>5 months\u003C\u002Fp>\n\n        \u003Cp>6 months\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Further information regarding 13.1.1 and 13.2.1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Calculation of the length of period of employment:\u003C\u002Fp>\n\n\u003Cp>The way that the time of employment is calculated as above is set out in §\n3 of the Swedish Employment Protection Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.2.2 Extended notice period in particular cases\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee whose employment has been terminated because of\nredundancy has reached the age of 55 years on the day of the notice of\ntermination and at that time has been employed for an uninterrupted period of\nno less than 10 years, the notice period shall be extended by six months.\u003C\u002Fp>\n\n\u003Cp>Such an extension of the notice period shall, however, not apply beyond the\nemployee’s 65 th birthday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.2.3 Advance notice of termination\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Advance notice of termination that the employer is required to give to the\nlocal union organisation under the Swedish Employment Protection Act shall be\nconsidered as given when the employer has handed over the advance notice to the\nlocal salaried employee union representative, or two working days after the\nemployer has sent the notice by certified mail to the relevant union. Advance\nnotice given by the employer during a period when the company has shut down for\nvacations shall be considered as given on the day after the vacation shutdown\nhas ended.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.2.4 Agreement on different notice period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and the salaried employee may agree on a different notice\nperiod. If they so agree, the employer’s notice period may, however, not be\nless than the notice period specified the table in 13.2.1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.3 Other provisions regarding termination\u003C\u002Fh3>\n\n\u003Ch4>13.3.1 Agreement on different notice period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salaried employees who, under a collective bargaining agreement or\nindividual employment agreement, have a longer notice period when this\nagreement enters into effect at the company, shall retain the longer period.\u003C\u002Fp>\n\n\u003Cp>The employer and the salaried employee may agree on a different notice\nperiod. If they do so, the employer’s notice of termination period may not to\nbe less than the notice of termination period specified in the table in 13.2.1\nor 13.3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.3.2 Reached retirement age - cessation of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Irrespective of any previously agreed notice of termination period, the\nfollowing applies to salaried employees reaching the age specified in § 32 a\nin the Swedish Employment Protection Act.\u003C\u002Fp>\n\n\u003Cp>The employment may be terminated at the end of the month in which the\nsalaried employee reaches the age specified in § 32 a of the Swedish\nEmployment Protection Act by notification in writing two months before, from\nthe employer or the employee.\u003C\u002Fp>\n\n\u003Cp>Employments that continue after the salaried employee has reached the age\nspecified in the first paragraph may be terminated by notification to that\neffect from the employer or the salaried employee.\u003C\u002Fp>\n\n\u003Cp>The employment then terminates a month after either party gives notice in\nwriting to the other party of their intent to terminate the employment.\u003C\u002Fp>\n\n\u003Cp>Advance notice to a union organisation is not required in connection with\nthe termination.\u003C\u002Fp>\n\n\u003Cp>It is possible to agree on a longer period of termination than one month\nafter the salaried employee has reached the age specified in the first\nparagraph. Such must be expressly stated in the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The age specified in § 32 a of the Swedish Employment Protection Act is 68\nyears in 2020 and will be 69 years as of 1 January 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.3.3 Employees of pensionable age - notice period\u003C\u002Fh4>\n\n\u003Cp>In the case of salaried employees who remain in service after reaching 65\nyears of age, the notice period as specified in 13.1.1 and 13.2.1 shall apply.\nIn the case of salaried employees who have reached the age of 67 years the\nmutual notice period is one month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.3.4 Shortening of notice period for salaried employees\u003C\u002Fh4>\n\n\u003Cp>If, owing to particular circumstances, a salaried employee wishes to leave\nhis or her employment before the end of the notice period, the employer should\nconsider whether this wish may be granted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.3.5 Damages in the event of salaried employee failing to observe the\nnotice period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salaried employee leaves his or her employment before the end of the\nnotice period, the employer is entitled to damages for the economic harm and\ninconvenience thus caused.\u003C\u002Fp>\n\n\u003Cp>Such damages shall be at least equal to the amount that corresponds to the\nsalaried employee’s salary during the part of the notice period that the\nemployee has failed to observe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.4. Certificate of employment\u003C\u002Fh3>\n\n\u003Cp>After notice of termination has been given, the salaried employee has the\nright to receive a certificate of employment stating:\u003C\u002Fp>\n\n\u003Cp>- the time that the employee has been employed,\u003C\u002Fp>\n\n\u003Cp>-the tasks performed by the employee, and\u003C\u002Fp>\n\n\u003Cp>-if the employee so requests, an evaluation of the manner in which the work\nhas been performed. The employer shall provide the certificate of employment to\nthe employee no later than three weeks after the employee’s request.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13.5 Order of redundancy on production cutbacks and rehiring\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event of personnel cutbacks, the local parties shall assess the\nstaffing requirements and needs of the company. If such needs cannot be\nfulfilled as provided for in the law, the parties shall determine the order of\nredundancy by deviation from the provisions of the law.\u003C\u002Fp>\n\n\u003Cp>In so doing, the local parties shall select the employees for whom\nemployment will be terminated such that the company’s skills needs and the\ncompany’s ability to conduct competitive business activities, and thus\nprovide continued employment, are taken into account.\u003C\u002Fp>\n\n\u003Cp>Decisive factors to take into account include current long projects or\nspecific skills for the task. The employees’ skills, the competence needed\nand expertise shall be taken into account.\u003C\u002Fp>\n\n\u003Cp>The market situation and other circumstances that will affect the\ncompany’s future directions and operations shall also be taken into\naccount.\u003C\u002Fp>\n\n\u003Cp>On request by either party, the local parties are required to enter an\nagreement as to the order of redundancy by application of § 22 of the Swedish\nEmployment Protection Act, with deviation from the act as required.\u003C\u002Fp>\n\n\u003Cp>The local parties may also enter into an agreement on the order of rehiring,\nwith deviation from the provisions of §§ 25-27 of the Swedish Act on Security\nof Employment. The same criteria as above shall apply to such agreement.\u003C\u002Fp>\n\n\u003Cp>It is incumbent on the local parties, on request, to conduct negotiations as\nto order of redundancy and rehiring and to confirm in writing any agreements\nmade.\u003C\u002Fp>\n\n\u003Cp>If the local parties cannot agree, the central union parties may, on request\nby either party, enter into an agreement in accordance with the above\nguidelines.\u003C\u002Fp>\n\n\u003Cp>Prior to the negotiations of the issues taken up in 13.5, the employer is\nrequired to provide the relevant information to the local and the central\nparties to the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Information:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the absence of a local or central agreement as provided for above,\ntermination due to shortage of work or rehiring may be tried in accordance with\nlaw, subject to the applicable negotiation procedure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Minutes annotation:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The members of the PTK (the Swedish Council for Negotiation and Cooperation)\nagree that the local union branches and representatives appointed by the\nsalaried employees in the PTK sector can be represented by a sole body PTK-L,\nwith regard to the redundancy agreement and issues concerning personnel\ncutbacks as provided for in the Collective Bargaining Agreement for Salaried\nEmployees in Staffing Agencies. This body shall be regarded as the local union\norganisation as specified in the Swedish Act on Employment Protection (1982:80)\nin cases where this collective bargaining agreement is at issue for the union\norganisations concerned.\u003C\u002Fp>\n\n\u003Cp>Where several union organisations are involved, a common order of redundancy\nis to be established. Where agreement cannot be reached by the union\norganisations, the common order of redundancy list shall be established after\nconsultation by the organisation with the most members at the workplace\nconcerned.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties have producedjoint guidelines for order of redundancy, “Vagen\nFramat [The Way Forward]”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Flexible Pensions in Service Companies\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>As specified in Appendices 2 and 3, the rules on “Contributing to\nFlexpension in Service Companies” and “Agreement on Part-Time Working for\nPension Purposes” apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 15 Conciliation Board\u003C\u002Fh2>\n\n\u003Ch3>Duties of the Conciliation Board\u003C\u002Fh3>\n\n\u003Cp>On request by either party, a Conciliation Board may be established:\u003C\u002Fp>\n\n\u003Cp>- to provide recommendations on issues that a central party has referred to\nthe Board with respect to the application and interpretation of existing\nagreements.\u003C\u002Fp>\n\n\u003Cp>Matters received by the Conciliation Board shall be considered without\ndelay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Composition of the Conciliation Board\u003C\u002Fh3>\n\n\u003Cp>The Board shall be made up of four members, of whom the employer side is to\nchoose two, and the employee side two. The Board shall appoint from among its\nmembers a chairman and a vice chairman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 16 Term\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If either of the parties has terminated the agreement or agreed to defer the\nnotice of termination period, such termination or agreement is to automatically\napply to the affected agreement area, unless otherwise agreed by the\nparties.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Swedish Union for Professionals\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The term of this agreement is from 1 December 2020, inclusive, to 30 April\n2023, inclusive, and is thereafter subject to seven days’ notice of\ntermination by either party.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Unionen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The term of this Agreement is from 1 May 2020, inclusive, to 30 April 2023,\ninclusive. The agreement applies thereafter until further notice, subject to\nseven days’ notice of termination by either party.\u003C\u002Fp>\n\n\u003Cp>The agreement may be terminated for the third year of the term (1 May\n2022-30 April 2023) on the condition that the agreements for salaried employees\nhave been terminated for the pay-setting federations in the industry. Such\ntermination shall take place no later than 31 October 2021.\u003C\u002Fp>\n\n\u003Cp>18 December 2020 Competence\u003C\u002Fp>\n\n\u003Cp>Agencies of Sweden \u003C\u002Fp>\n\n\u003Cp>Adam Dobbertin \u003C\u002Fp>\n\n\u003Cp>Anna Vargo \u003C\u002Fp>\n\n\u003Cp>Anna-Karin Reuter\u003C\u002Fp>\n\n\u003Cp>Swedish Union for \u003C\u002Fp>\n\n\u003Cp>Professionals Marie From\u003C\u002Fp>\n\n\u003Cp>Arad Lindholm \u003C\u002Fp>\n\n\u003Cp>Petra Hall\u003C\u002Fp>\n\n\u003Cp>Unionen Linda Inderdahl \u003C\u002Fp>\n\n\u003Cp>Henrik Backstrand\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Apendix 1\u003C\u002Fh2>\n\n\u003Ch2>Agreement on Provisions for Working Hours for Salaried Employees\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Scope of the agreement\u003C\u002Fh3>\n\n\u003Ch4>1.1 Area of application\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement applies to salaried employees covered by the Staffing\nAgreement. These salaried employees are exempted from application of the\nSwedish Working Hours Act (SFS 1982:673) in its entirety.\u003C\u002Fp>\n\n\u003Cp>The parties agree that this agreement is within the scope of the Council\nDirective 2003\u002F88\u002FEC, which aims to provide security and health to employees in\nthe scheduling of working hours.\u003C\u002Fp>\n\n\u003Cp>The term salaried employee union in this agreement shall be understood as\nthe local union organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.2 Exceptions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provisions of §§ 2-5 do not apply to salaried employees who perform\nwork under such conditions that it cannot be considered the employer’s duty\nto oversee how the work is arranged or who are entrusted themselves to arrange\ntheir working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.3 Individually agreed exceptions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salaried employees who enter into an agreement that the right to overtime\ncompensation shall be replaced by a longer vacation and\u002For a higher salary, may\nenter into an agreement that they shall be excepted from the provisions of §§\n2-5 of this agreement (provisions regarding regular working hours, overtime,\non-call hours and notes recording of overtime and on- call hours).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3>§ 2 Regular working hours\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>2.1 Duration and period of limitation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Regular working hours may not exceed 40 hours on average per week without\npublic holidays, over a period of limitation of three months.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees performing intermittent three-shift work,\nregular working hours may not exceed 38 hours on average per week without\npublic holidays per year.\u003C\u002Fp>\n\n\u003Cp>In the case of salaried employees performing continuous three-shift work,\nregular working hours may not exceed 36 hours on average per week without\npublic holidays per year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.2 Local agreement on different period of limitation\u003C\u002Fh4>\n\n\u003Cp>An agreement in writing on a period of limitation of no more than twelve\nmonths may be entered into between the employer and the salaried employee\nunion. Such an agreement may apply to a specific salaried employee or group of\nsalaried employees. Notice of termination of such an agreement shall be given\nno later than three months before the end of the term.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Individual agreement\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer and an individual salaried employee may in particular\ncircumstances enter into an agreement on a period of limitation of no more than\nfour months or on a different scope for regular working hours. If the period of\nlimitation is fixed for a period longer than two months, such an individual\nagreement may be terminated one month before the end of the period of\nlimitation.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The central parties agree that it is possible to apply different durations\nof working hours in different parts of the year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.3 Scheduling working hours\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>During scheduling of working hours, both the needs of the organisation and\nthe needs and wishes of the salaried employees shall be taken into account. The\naim shall be, as far as possible, to take into account the ability of the\nsalaried employee to combine work with family and other social life.\u003C\u002Fp>\n\n\u003Cp>The individual salaried employee is entitled to have his or her wishes\nconcerning the duration and scheduling of his or her working hours taken into\naccount by the employer. If the salaried employee’s wishes cannot be\naccommodated, the employer shall on request state the reasons for why they\ncannot. The individual salaried employee’s wishes shall also be weighed\nagainst the needs and wishes of other salaried employees.\u003C\u002Fp>\n\n\u003Cp>The employer shall inform the salaried employee as to changes in the\nemployee’s working hours a month prior any such changes areto take place.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.3.1 Schedulingof working hours for outplaced salaried\nemployees\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Regular working hours for outplaced salaried employees are to be scheduled\naccording to the tasks concerned. Decisions as to the scheduling of working\nhours shall be communicated in such good time as is possible.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Overtime\u003C\u002Fh3>\n\n\u003Ch4>3.1 Overtimework\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Overtime work shall be understood as work that has been performed outside\nthe regular working hours for a salaried employee if the overtime work has been\nordered in advance or if the overtime work has been approved subsequently by\nthe employer.\u003C\u002Fp>\n\n\u003Cp>The time required to carry out necessary preparatory and finishing work that\nnormally forms a part of the salaried employee’s work, is not regarded as\novertime work.\u003C\u002Fp>\n\n\u003Cp>When calculating overtime work performed, only full half-hours are included\nin the calculation.\u003C\u002Fp>\n\n\u003Cp>If the overtime work has been performed before as well as after regular\nworking hours during a particular day, the overtime periods shall be added\ntogether.\u003C\u002Fp>\n\n\u003Cp>Work performed outside regular working hours by part-time salaried employees\nthat is compensated as extra hours for part-time employees, as specified in the\nStaffing Agreement, is not deducted from the overtime allowance.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Individual agreement on different period of limitation\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Employers and salaried employees may enter into an agreement that overtime\nshall be calculated according to a different period of limitation.\u003C\u002Fp>\n\n\u003Cp>Compensation for overtime shall then be paid, for example, as for\n“overtime work at other times”, as specified in the Staffing Agreement. Any\nsuch individual agreement shall apply until further notice, subject to a three\nmonths’ notice of termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.2 General overtime\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Where particular needs arise, general overtime may be worked for a maximum\nof 200 hours per calendar year. In calculating overtime, leave scheduled for\nthe employee’s regular working hours or on-call hours shall be equated with\nworking hours performed.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.3 Recrediting of overtime\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Where overtime work is compensated with compensatory leave as specified in\nthe Staffing Agreement, a corresponding number of hours is to be recredited to\nthe overtime allowance as specified in 3.2 above (general overtime).\u003C\u002Fp>\n\n\u003Cp>Over a calendar year, no more than 100 hours may in this manner be\nrecredited to available overtime, unless otherwise agreed by the employer and\nthe salaried employee union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Example:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A salaried employee performs overtime work, four hours, on a working day\nevening. These overtime hours are deducted from the overtime allowance as\nspecified in 3.2.\u003C\u002Fp>\n\n\u003Cp>Agreement is entered into to the effect that the salaried employee shall be\ncompensated by time off (compensatory leave) for 6 hours (4 hours x 1.5 hour =\n6 hours compensatory leave).\u003C\u002Fp>\n\n\u003Cp>When the compensatory leave has been taken, the 4 overtime hours that have\nbeen compensated by compensatory leave shall be recredited to the overtime\nallowance as specified in 3.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.4 Additional overtime\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition to that which has been stated above, additional overtime may in\nparticular circumstances be worked during the calendar year to a maximum of 100\nhours by agreement between the employer and the salaried employees’ union.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.5 Emergencies\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a natural disaster or accident or occurrence of other comparable nature,\nthat was not foreseeable, causes an interruption in the activities or entails\nan immediate danger of such interruption or damage to life, health or property,\novertime that has been worked on account thereof shall not be included in the\ncalculation of overtime as specified in 3.2 (general overtime) and 3.4\n(additional overtime) above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§. 4 On-call hours\u003C\u002Fh3>\n\n\u003Ch4>4.1 Scope of on-call hours\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If, due to the nature of the organisation, it is necessary for the salaried\nemployee to be available to the employer at the workplace to perform work when\nthe need arises, on-call hours may be worked for no more than 48 hours over a\nperiod of four weeks or 50 hours over one calendar month. Time when the\nsalaried employee is performing work on behalf of the employer is not\nconsidered on-call hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.2 Local agreement on a different period of limitation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and the salaried employee union may enter into an agreement in\nwriting on a different period of limitation for on-call hours with respect to a\nspecific salaried employee or group of salaried employees.\u003C\u002Fp>\n\n\u003Cp>Any agreement as specified in the preceding paragraph shall apply until\nfurther notice, subject to a three-month notice of termination.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Recording of overtime, extra hours for part-time employees and on-call\nhours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall keep the records that are required to calculate overtime\nas specified in § 3 and on-call hours as specified in § 4. In the same way,\nrecords are to be kept concerning extra hours for part-time employees.\u003C\u002Fp>\n\n\u003Cp>The salaried employee, the salaried employee union or representatives of the\ncentral employee union are entitled to review these records.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>With regard to salaried employees who are excepted from §§ 2-5, it is also\nof mutual interest for employer and salaried employee union to have information\nabout the total scope of the working hours for such employees.\u003C\u002Fp>\n\n\u003Cp>The salaried employee should continuously inform the employer of the scope\nof the working hours. This shall be performed in a manner considered\nappropriate by the employee and the employer. If the salaried employee union so\nrequests, it shall be provided with the opportunity to review this\ninformation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Aggregate working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The aggregated working hours may total no more than 48 hours on average per\nweek during a period of limitation of four months.\u003C\u002Fp>\n\n\u003Cp>By local agreement it may be decided that the calculation period shall\ninstead be a different fixed or rolling period of no more than 12 months.\u003C\u002Fp>\n\n\u003Cp>Calculation periods longer than four months require the employees affected\nto be compensated with leave or provided with appropriate protection.\u003C\u002Fp>\n\n\u003Cp>In calculating the aggregated working hours, vacation and sick leave during\nthe period when the employee would otherwise have worked shall be equated with\nworking hours performed.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Total working hours include regular working hours, overtime (including\nemergency overtime), extra hours for the part-time employed and on-call\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Night-time working\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Night shall be understood as a period of no less than 7 hours in the period\nbetween 22.00 and 06.00. Night-time workers shall be understood as employees\nwho normally perform no less than three hours of their work period during night\ntime and employees who probably will perform one third of their yearly working\nhours at night.\u003C\u002Fp>\n\n\u003Cp>Working hours for night-time working salaried employees may in each period\nof 24 hours not exceed eight hours on average over a calculation period of four\nmonths.\u003C\u002Fp>\n\n\u003Cp>Night-time working employees whose work involves particular risks or major\nphysical or mental effort may not work more than eight hours within the 24-hour\nperiod in which they perform night-time work. A temporary deviation is\npermitted if caused by any particular condition unforeseeable by the employer.\nSuch a deviation may only be made on the condition that the employee is\nprovided the equivalent compensatory leave.\u003C\u002Fp>\n\n\u003Cp>Deviation from the second paragraph is permissible by local agreement on the\ncondition that the salaried employee is compensated with leave or provided with\nappropriate protection.\u003C\u002Fp>\n\n\u003Cp>Vacation and sick leave during the period when the salaried employee would\notherwise have worked, shall be equated with working hours performed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Work breaks and meal breaks\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch4>8.1 Work breaks\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>When the working day is longer than five hours, the salaried employee is\nentitled to a work break.\u003C\u002Fp>\n\n\u003Cp>Deviations are permitted via local agreements. Such deviations require the\nsalaried employee concerned to be compensated with leave or provided with\nappropriate protection.\u003C\u002Fp>\n\n\u003Cp>The employer shall specify in advance the length and scheduling of the work\nbreaks as exactly as circumstances permit.\u003C\u002Fp>\n\n\u003Cp>The number, length and scheduling of the work breaks shall be adequate in\nview of the working conditions. During work breaks, the salaried employee has\nthe right to leave the workplace, as breaks are not paid working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In a good work environment, it is possible during the working day to take\nbreaks in addition to the work breaks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.2 Meal breaks\u003C\u002Fh4>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Work breaks may be exchanged for meal breaks at the workplace if it is\nnecessary in view of the working conditions or in view of illness or other\nevent not foreseeable by the employer. Such meal breaks are part of working\nhours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Rest\u003C\u002Fh3>\n\n\u003Ch4>9.1 Dailyrest\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salaried employees shall be provided with at least 11 hours’ continuous\nrest per 24-hour period. The rest should be scheduled at night, that is to say\nthe period 00.00-05.00 shall be included.\u003C\u002Fp>\n\n\u003Cp>Temporary deviations may be made if caused by particular circumstances not\nforeseeable by the employer, provided that the salaried employee is compensated\nwith corresponding leave.\u003C\u002Fp>\n\n\u003Cp>A deviation may be made by local agreement on the condition that the\nsalaried employee is compensated with leave or is provided with appropriate\nprotection.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Deviations from the daily rest period require the salaried employee to be\ngiven extended rest periods that are hour for hour equal to the deviation. The\nextended rest period shall if possible be scheduled to connect with the same\nwork period as the interrupted rest period.\u003C\u002Fp>\n\n\u003Cp>If the employer decides to schedule the corresponding rest period in working\nhours, no salary deduction shall be made.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch4>9.2 Weekly rest\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The salaried employee shall be provided with no less than 36 hours of\ncontinuous leave in each seven-day period.\u003C\u002Fp>\n\n\u003Cp>Temporary deviations may be made if caused by particular circumstances not\nforeseeable by the employer, provided that the salaried employee is compensated\nwith corresponding leave. The leave shall, if possible, be scheduled for the\nend of the week.\u003C\u002Fp>\n\n\u003Cp>By local agreement it may be established that the rest shall be calculated\nas an average over a period of two weeks.\u003C\u002Fp>\n\n\u003Cp>Other deviations from the first paragraph may be made by a local agreement\non the condition that the salaried employee is compensated with leave or is\nprovided with appropriate protection.\u003C\u002Fp>\n\n\u003Cp>If the employer decides to schedule the corresponding rest period in working\nhours, no salary deduction shall be made.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Negotiation procedure\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The Agreement as to Negotiation Procedure in Legal Disputes, Appendix 4,\nalso applies to this Agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 11 Termination of agreements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Agreements as specified in this agreement may be terminated by the parties\nto the respective agreement.\u003C\u002Fp>\n\n\u003Cp>If either party wishes a local agreement or the right to enter into a local\nagreement to remain in effect, that party shall forthwith request negotiations\nto that effect to be conducted during the notice period.\u003C\u002Fp>\n\n\u003Cp>The central parties may extend the notice of termination period for a local\nworkplace agreement to allow completion of negotiations prior to the expiry of\nthe agreement. In the last instance, the issue whether the agreement is to\nremain in effect may be referred to the Conciliation Board for\nconsideration.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 12 Term\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The provisions of this agreement as to working hours are valid over the same\nterm as the Staffing Agreement.\u003C\u002Fp>\n\n\u003Cp>If the working hours agreement ceases to apply, agreements entered into on\nthe basis of the former agreement shall also cease to apply.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 2\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch2>Contributions to Flexpension in Service Companies\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>General rules\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§ 1 The parties have agreed to introduce a system for\u003C\u002Fp>\n\n\u003Cp>Flexpension in Service Companies within the agreement area. This agreement\napplies to all salaried employees who are covered by the agreement on general\nterms and conditions and to whom the provisions as to retirement pensions in\nthe ITP agreement are, or could have been, applicable, and constitutes a\ncollective funding of a flexible pension system. This means that the employer\nwill as of 1 November 2017 pay a supplementary premium to the ITP plan for\nsalaried employees who have reached the age of 25 but not 65 years, as\nspecified in subs. 7.2 in Section 1 and subs. 6.4 in Section 2 of the ITP\nplan.\u003C\u002Fp>\n\n\u003Cp>§ 2The supplementary premium shall be paid to Collectum as of 1 November\n2017 and thereafter on a monthly basis. Any increase of the supplementary\npremium shall take place at the future dates of pay reviews in the collective\nbargaining agreement and in accordance with the procedures applicable with\nrespect to supplementary premiums in the ITP-1 plan and ITPK within the ITP-2\nplan.\u003C\u002Fp>\n\n\u003Cp>The premium shall supplement the insurance for ITP 1 or ITPK that the\nsalaried employee has in his or her employment with the employer.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If during the build-up phase of the system, the pay review date under the\ncollective bargaining agreement is earlier than the pay review date in the\nsector pay-setting agreement, the increase in the supplementary premium shall\ntake place at the time of the pay review in the sector pay-setting\nagreements.\u003C\u002Fp>\n\n\u003Cp>As far as possible, Collectum shall be assisted by the parties with\ninformation as to which employers are to make contributions to Flexpension in\nService Companies.\u003C\u002Fp>\n\n\u003Cp>§ 3 The premiums for Flexpension in Service Companies as of the 2017\nagreement negotiations shall be gradually stepped up with a delay of one year\nin relation to the pay-setting federations’ agreements within the\nConfederation of Swedish Enterprise.\u003C\u002Fp>\n\n\u003Cp>The parties further agree that Flexpension in Service Companies is to be\nstepped up to the same level as applies for the pay-setting federations within\nthe Confederation of Swedish Enterprise with a three-year delay, although\nsubject to a maximum of 2%. This means that when these paysetting federations\nstop their contributions to Flexible Pensions, or when contributions have\nreached 2%, additional contributions shall be made to Flexpension in Service\nCompanies over the three subsequent years so that the premium rates are the\nsame, although subject to a maximum premium rate of 2%. The parties note that\nthe difference in premiums at introduction of Flexpension in Service Companies\nis 0.7%.\u003C\u002Fp>\n\n\u003Cp>Should the scope for salary increases in the future be significantly lower\nthan the scope in the previous year, the parties shall take up negotiations to\ndelay entirely, or partially, the agreed allocation for the year in\nquestion.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Every year that the premium rate in Flexpension in Service Companies is\nstepped up, the scope for pay increases relative to the pay-setting federations\n’ costs benchmark decreases to a corresponding extent.\u003C\u002Fp>\n\n\u003Cp>The costs of waiver-of-premium insurance in Alecta, and the premium transfer\nto Collectum and the insurance companies, together with administration costs,\nshall be charged to the allocated premiums.\u003C\u002Fp>\n\n\u003Cp>Compensation for waiver-of-premium insurance is to be paid in accordance\nwith Colllectum and Alecta’s terms for supplementary premiums to ITP 1 and\nITPK.\u003C\u002Fp>\n\n\u003Cp>§ 4 Employers contracted to the Flexpension in Service\u003C\u002Fp>\n\n\u003Cp>Companies scheme can decide whether salaried employees at their company\nshall be able to opt out of contributing to Flexible Pensions.\u003C\u002Fp>\n\n\u003Cp>The salaried employee’s fixed cash salary is increased at the time of\nopt-out by the corresponding current rate of the collective premium at that\ntime. Time of opt-out shall be understood as the time at which notice of\nopt-out submitted takes effect.\u003C\u002Fp>\n\n\u003Cp>Such opt-outs are applicable for the current employment at the employer,\ni.e., the legal person.\u003C\u002Fp>\n\n\u003Cp>An opt-out does not affect previously paid premiums to Flexpension in\nService Companies.\u003C\u002Fp>\n\n\u003Cp>If the employer has decided that salaried employees at the company may\nchoose to opt out, a salaried employee wishing to do so may notify his or her\nemployer of his or her wish to opt out of contributions to Flexible Pensions,\nin the following instances:\u003C\u002Fp>\n\n\u003Cp>•A newly-hired salaried employee at the company may state that he or she\nchooses to opt out no earlier than on the day of appointment and no later than\ntwo months thereafter.\u003C\u002Fp>\n\n\u003Cp>•A salaried employee at the company who through transfer of business joins\nthe system for Flexpension in Service Companies may state that he or she\nchooses to opt out no earlier than when the regulation regarding the\ncontribution enters into force and no later than two\u003C\u002Fp>\n\n\u003Cp>•months thereafter. A salaried employee at a company which, by being bound\nto a collective bargaining agreement, joins the Flexpension in Service\nCompanies system may, as specified in § 7, first paragraph, state that he or\nshe chooses to opt out no later than two months from the time of becoming bound\nto the agreement.\u003C\u002Fp>\n\n\u003Cp>•A salaried employee at a company who, by being bound by a collective\nbargaining agreement, joins the Flexpension in Service Companies system may, in\naccordance with § 7, second paragraph, state that he or she chooses to opt out\nno earlier than when the regulation regarding the contribution enters into\nforce and no later than two months thereafter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>At commencement of the employment, it is possible for the employer in the\nemployment contract to state the agreed salary and Flexpension in Service\nCompanies, as well as what the salary would be if the event of an opt-out from\nFlexpension. If a salaried employee chooses to opt out from contributing to\nFlexpension, notice to that effect may only be given at commencement of\nemployment\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the event that a newly-hired salaried employee is granted a vacation in\nthe June to August period, and this period falls wholly or partly within the\nframework of the two months that allows the salaried employee to choose to opt\nout from a provision for Flexpension, the opt-out period is extended by the\ncorresponding number of calendar days.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When an employee has given notice of opting out, the opt-out shall take\neffect from the first day of the first calendar month in the two-month period\nduring which opt-out may be made. This means, for example, that an employee who\nsigns up to the collective bargaining agreement on 15 March may give notice of\nhis or her decision to opt out in the period of 15 March to 15 May, and their\ndecision will take effect on 1 March. The employee’s salary will be\nincreased, from the time of the opt-out, by the collective premium rate\napplicable at the time.\u003C\u002Fp>\n\n\u003Cp>Exceptions from the above points apply to salaried employees who have not\nturned 25 when the opportunity to notify a decision to opt out from\ncontributing to Flexpension comes into effect no earlier than when the employee\nturns 25 and no later than two months thereafter.\u003C\u002Fp>\n\n\u003Cp>The employer shall document that the employee has chosen to opt out from\ncontributing to Flexpension in Service Companies as specified in these rules,\nand then report such to Collectum. Should any query arise, the employer is\nobliged to show that the employee has chosen to opt out.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The employer may change its position as described in this paragraph by\ntaking a new decision. If such takes place, and the effect of the employer’s\ndecision is that the employee has the opportunity to opt out from contributing\nto Flexpension in Service Companies, this shall apply on the condition that the\nabove-mentioned deadline(s) permit this. If the effect of the employer’s\ndecision is that the employee is no longer able to opt out, the previously\ngranted opt-out applies unless otherwise agreed as specified in § 5 below.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties agree that opting out shall be the salaried employee’s own\ndecision and therefore may not be conditional in relation to benefits in\nemployment beyond what is governed by this agreement. Also, the employer may\nnot in any other way generally assume individual opt-outs at the company.\u003C\u002Fp>\n\n\u003Cp>§ 5 Salaried employees who have opted out of contributing to Flexpension in\nService Companies and so have received the collective premium current at the\ntime of the opt-out as salary, may with the employer’s agreement retract the\nopt- out and instead receive the current collective premium as a pension\npremium. How the pension premium as per the collective level is to be deducted\nagainst salary is determined by agreement between salaried employee and\nemployer.\u003C\u002Fp>\n\n\u003Cp>§ 6 Salaried employees who have chosen not to opt out of contributing to\nFlexible Pensions in Service Companies may enter into individual agreements\nwith the employer on contributions additional to those specified in the\nagreement on Flexpension in Service Companies. Such individual agreements apply\nfor as long as and in the way that the salaried employee and the employer have\nagreed.\u003C\u002Fp>\n\n\u003Cp>If an individual agreement as referred to in the first paragraph above\nceases, the individually agreed additional contribution shall be paid as salary\nto the salaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties to this agreement on Flexpension in Service Companies shall\nendeavour to ensure that such additional contributions shall be made within the\nframework of the ITP pension plan to ITP1 or ITPK.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Salary swap systems applied without connection to Flexpension in Service\nCompanies are not affected by this arrangement.\u003C\u002Fp>\n\n\u003Cp>§ 7 Companies already covered by another flexible pension\u003C\u002Fp>\n\n\u003Cp>system at the time of being bound to the collective bargaining agreement\nshall continue to step up the company’s premium rate, regardless of how that\nrate has been established within the scope of centrally contractual\narrangements for Flexpension\u002Fpart-time pension, with the contributions made as\nspecified in the Flexpension in Service Companies scheme until the company\nreaches the full premium rate for Flexpension in Service Companies of 2%, as\nspecified in § 3.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>When the relevant central collective bargaining agreement stipulates that\npart of the pot for salary increase is used for further contributions to\nFlexpension in Service Companies, such contributions shall instead be paid out\nas salary when the full premium rate of 2% has been attained in the company.\u003C\u002Fp>\n\n\u003Cp>In addition to which is stipulated in § 3, the following applies to those\ncompanies not previously bound by flexpension systems at the point in time of\nbeing bound by the collective bargaining agreement:\u003C\u002Fp>\n\n\u003Cp>•12 months after the company has signed up to the collective bargaining\nagreement, the company shall pay 10% of the premium rate that applied at the\u003C\u002Fp>\n\n\u003Cp>•time of signing up. 24 months after the company has signed up to the\ncollective bargaining agreement, the company shall pay an additional 20%, in\ntotal 30%, of the premium rate that applied at the time of signing up.\u003C\u002Fp>\n\n\u003Cp>•36 months after the company has signed up to the collective bargaining\nagreement, the company shall pay an additional 20%, in total 50%, of the\npremium rate that applied at the time of signing up.\u003C\u002Fp>\n\n\u003Cp>•48 months after the company has signed up to the collective bargaining\nagreement, the company shall pay an additional 25%, in total 75%, of the\npremium rate that applied at the time of signing up.\u003C\u002Fp>\n\n\u003Cp>• 60 months after the company has signed up to the collective bargaining\nagreement, the company shall pay an additional 25%, in total 100%, of the\npremium rate that applied at the time of signing up.\u003C\u002Fp>\n\n\u003Cp>In addition to the above-mentioned phasing-in of the premium rate linked to\nthe time of signing up, the company must also state the scope for salary\nincreases according to the respective salary agreement and any additional\ncontributions to Flexpension in Service Companies as stipulated in the current\nagreement.\u003C\u002Fp>\n\n\u003Cp>The company may choose to introduce contributions to Flexpension in Service\nCompanies for all salaried employees at the company at a faster rate than\nspecified in this paragraph, which must not result in any deduction from the\nscope for wage increases in the current wage agreement. Furthermore, any such\nearly increase in the premium will not be considered as an individual agreement\non additional contributions in the framework of the flexpension agreement.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>With regard to a business, or part of a business, that is transferred from\none employer to another by a transfer of business as referred to in § 6b of\nthe Swedish Employment Protection Act, the following applies when the acquirer\nis bound by a collective bargaining agreement on Flexpension in Service\nCompanies and the transferor and acquirer have built up their respective\npremium rates differently: When the acquirer’s collective bargaining\nagreement becomes applicable to the salaried employees who have been taken\nover, the premium rate for Flexpension in Service Companies as specified in the\nacquirer’s collective bargaining agreement applies.\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Supplementary premiums to ITP 1\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>§ 8 The supplementary premium is to be paid no earlier than from the month\nwhen the salaried employee reached the age of 25 years, and no later than up to\nand including the month before the salaried employee reaches the age of 65\nyears.\u003C\u002Fp>\n\n\u003Cp>§ 9 The supplementary premium is to be calculated on the pensionable salary\nfor pension benefits, as specified in ITP 1, subs. 6.\u003C\u002Fp>\n\n\u003Cp>The supplementary premium is charged by Collectum to the employer on the\nsame basis as for the premium for ITP 1.\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Supplementary premiums for ITPK and ITP 2\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>§ 10 The supplementary premium shall be paid for salaried employees born in\n1978 or earlier and for no longer than up to and including the month before the\nsalaried employee reaches the age of 65 years.\u003C\u002Fp>\n\n\u003Cp>§ 11 Calculation of the supplementary premium shall be based on the\npensionable salary for pension benefits, as specified in ITP 2, subs. 3.\u003C\u002Fp>\n\n\u003Cp>In the case of employees who have been granted part-time working for pension\npurposes, the employer shall also during this period continue to report income\nbased on the previous degree of employment.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It is assumed that an agreement is reached as to how to the variable salary\ncomponents are to be reported. Agreement is reached on the basis of the\nprevious degree of employment, taking into account actual earnings, new degree\nof employment and any change in the payroll system.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the cases of outplaced salaried employees paid in accordance with the\nperformance-based pay system, the income of the salaried employee will vary,\nand the parties agree as to the following interpretation, as ITP 2 Staffing is\napplied:\u003C\u002Fp>\n\n\u003Cp>The employer and the salaried employee shall in the first instance agree as\nto which salary is to be reported to Collectum when the employee’s hours are\nreduced as specified in the note to § 11 in the agreement on Contributions to\nFlexpension in Service Companies.\u003C\u002Fp>\n\n\u003Cp>If no such agreement is reached, an upward adjustment will he based on a\ncalculation of the average of the salaried employee’s monthly income over the\npast three years. The adjustment will he calculated hy multiplying the average\nmonthly income calculated hy the percentage reduction in working hours granted\nhy the employer. When the salaried employee’s hours are reduced, the employer\nwill continue to report the salary according to the actual time worked, plus\nthe upward adjustment calculated, to Collectum.\u003C\u002Fp>\n\n\u003Cp>In the event that the employer and the employee agree as to a further\nreduction in working hours, a new agreement will he entered into as to the\nsalary to he reported, or alternatively a new average calculation will he\nperformed, as ahove.\u003C\u002Fp>\n\n\u003Cp>§ 12 The employer has the right to deregister salaried employees who are on\nparental leave. Since such a period of leave with parental benefit is\npensionable, the Confederation of Swedish Enterprise and PTK recommend\nemployers to continue paying the premiums to ITP 2 during the first eleven\nmonths of the parental leave.\u003C\u002Fp>\n\n\u003Cp>The parties to the agreement are therefore agreed that this recommendation\nshould also apply to supplementary premiums to ITPK.\u003C\u002Fp>\n\n\u003Ch4>Rules on withdrawals\u003C\u002Fh4>\n\n\u003Cp>§ 13 Withdrawals from pension insurance based on the supplementary premium\nfor Flexpension in Service Companies shall be subject to the general terms and\nconditions applicable for withdrawals from ITP-1 and ITPK, respectively.\u003C\u002Fp>\n\n\u003Cp>§ 14 Issues arising from interpretation and application of these terms and\nconditions shall be dealt with by the ITP Board to the extent that they concern\nissues where application follows the rules in the ITP plan. Other issues\narising from the interpretation and application of this agreement shall be\ndealt with in accordance with the negotiation procedure in the collective\nbargaining agreement. \u003C\u002Fp>\n\n\u003Ch4>Employees not subscribed to ITP 1 or ITPK\u003C\u002Fh4>\n\n\u003Cp>§ 15 In the case of salaried employees aged between 25 and 65 years for\nwhom the ITP agreement is or could have been applicable but who do not have any\ncurrent earned entitlement under ITP 1 or ITPK with the employer, the employer\nenters into individual agreement with the employee on how the contributions to\nFlexpension in Service Companies should be dealt with, in the light of current\nconditions. Such agreement may also be entered into between the employer and\nthe local union organization.\u003C\u002Fp>\n\n\u003Cp>§§ 4 and 5 also apply to salaried employees who have no current earned\nentitlement from ITP 1 or ITPK with the employer.\u003C\u002Fp>\n\n\u003Ch4>Joint information\u003C\u002Fh4>\n\n\u003Cp>§ 16 In order to support the administration of Flexpension in Service\nCompanies, the parties to the collective bargaining agreement shall produce\njoint information material.\u003C\u002Fp>\n\n\u003Cp>The informational material is to be distributed to the companies, the\nelected representatives and the companies’ salaried employees.\u003C\u002Fp>\n\n\u003Ch2>Appendix 3\u003C\u002Fh2>\n\n\u003Ch2>Agreement on part-time working for pension purposes\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salaried employees have increased scope to request their employer for\nreduced working hours from the age of 62 years in order to facilitate\nFlexpension. A condition for such an agreement to be made, is that it must be\npossible taking reasonable account of the requirements and needs of the\norganisation.\u003C\u002Fp>\n\n\u003Cp>Salaried employees wishing to exercise this right must apply in writing. The\nemployer shall consider the application promptly and assess the possibilities\nof entering into an agreement on part-time working.\u003C\u002Fp>\n\n\u003Cp>In the event that employer and salaried employee enter into an agreement\nthat the salaried employee can reduce working hours, the employment becomes\npart-time employment from the point when the agreement takes effect, with the\ndegree of employment stipulated in the agreement.\u003C\u002Fp>\n\n\u003Cp>Where no agreement is reached as to reduced working hours, the employer\nshall notify the employee and his or her local union organisation (where there\nis a local branch\u002Fassociation at the company) accordingly, stating the reasons\nwhy an agreement could not be reached. Both local and central negotiations on\nthe issue may subsequently be requested by the trade union with regard to the\nemployee’s application and the conditions affecting it. During negotiations,\nthe employee’s application will be regarded as concerning a reduction in\nhours to 80 percent.\u003C\u002Fp>\n\n\u003Cp>If no agreement is reached in the negotiations, the company’s assessment\nwill continue to apply from then on. The failure to reach an agreement cannot\nbe legally challenged, provided that the employer considered the application\nand gave its reasons for the decision, citing the requirements and needs of the\norganisation.\u003C\u002Fp>\n\n\u003Cp>In the case of any salaried employee who has entered into an agreement in\naccordance with the rules above and who is subscribed to ITP 2, the employer is\nto continue to report to Collectum the income from the employee’s previous\ndegree of employment.\u003C\u002Fp>\n\n\u003Cp>However, this obligation ceases where a salaried employee accepts employment\nwith another company or otherwise engages in activity of a financial nature\nthat can provide the employee with income.\u003C\u002Fp>\n\n\u003Cp>The right to priority to employment at a higher degree of employment as\nspecified in § 25 a of the Swedish Employment Protection Act does not apply in\nthe case of salaried employees who have reduced their working hours for pension\npurposes.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties agree that the agreement shall he adapted to the current\nstatutory regulations governing pensions at any one time.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It is assumed that an agreement is reached as to how to the variahle salary\ncomponents are to he reported. Agreement is reached on the hasis of the\nprevious degree of employment, taking into account actual earnings, new degree\nof employment and any change in the payroll system.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the cases of outplaced salaried employees paid in accordance with the\nperformance-hased pay system, the income of the salaried employee will vary,\nand the parties agree as to the following interpretation, as ITP 2 Staffing is\napplied:\u003C\u002Fp>\n\n\u003Cp>The employer and the salaried employee shall in the first instance agree as\nto which salary is to he reported to Collectum when the employee’s hours are\nreduced as specified in the note to § 11 in the agreement on Contrihutions to\nFlexpension in Service Companies.\u003C\u002Fp>\n\n\u003Cp>If no such agreement is reached, an upward adjustment will he hased on a\ncalculation of the average of the salaried employee’s monthly income over the\npast three years. The adjustment will he calculated hy multiplying the average\nmonthly income calculated hy the percentage reduction in working hours granted\nhy the employer. When the salaried employee’s hours are reduced, the employer\nwill continue to report the salary according to the actual time worked, plus\nthe upward adjustment calculated, to Collectum.\u003C\u002Fp>\n\n\u003Cp>In the event that the employer and the employee agree as to a further\nreduction in working hours, a new agreement will be entered into as to the\nsalary to be reported, or alternatively a new average calculation will be\nperformed, as above.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 4\u003C\u002Fh2>\n\n\u003Ch2>Agreement as to negotiation procedure for legal disputes\u003C\u002Fh2>\n\n\u003Ch3>Scope\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This negotiation procedure applies to all salaried employees who are\nemployed at companies bound by the collective bargaining agreements on general\nemployment terms and conditions, with the exception of salaried employees who,\nin view of the nature of their tasks and terms of their employment, are deemed\nto hold top management or equivalent positions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Limitation of negotiation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Any party wishing to claim damages or other performance under the law,\ncollective bargaining agreement or individual agreement, shall, unless\notherwise stipulated in the current collective agreement, call for negotiations\nwithin four months from the date the party became aware of the circumstance on\nwhich the claim is based. The negotiation must, however, be requested within no\nlater than two years of the occurrence of such circumstance.\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>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties agree that all disputes in which the employment relationship is\na fundamental condition for the legal claim are to be covered by this\nnegotiation procedure.\u003C\u002Fp>\n\n\u003Cp>Employers intending to bring a legal claim against a union or member bound\nby a collective bargaining agreement, in which the employment relationship is a\nfundamental condition for the claim, must first observe this negotiation\nprocedure.\u003C\u002Fp>\n\n\u003Cp>Individual salaried employees have the option to bring the claim without\nprevious negotiations according to the negotiation procedure, or without\ncompleting central negotiations according to the negotiation procedure.\u003C\u002Fp>\n\n\u003Cp>Where the dispute is based on the Swedish Employment Protection Act or an\nissue related to a collectively-agreedform of employment, the Swedish\nEmployment Protection Act’s prescription periods shall apply instead of the\nprescription periods specified in this negotiation procedure, subject also to\nwhat is provided in the following with regard to prescription periods to be\nobserved between local and central negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Local negotiations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Negotiations shall in the first instance be conducted between the local\nparties (the employer and the local union organisation).\u003C\u002Fp>\n\n\u003Cp>Negotiations shall begin at the earliest opportunity and no later than\nwithin two weeks from the date the request for negotiations was confirmed,\nunless the parties agree otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Central negotiations\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On conclusion of local negotiations, the party that had called for the local\nnegotiations and wishes to pursue the issue further shall refer it to central\nnegotiations.\u003C\u002Fp>\n\n\u003Cp>A request for central negotiations shall be made in writing and submitted to\nthe counterparty’s organisation within the following periods from the date\nwhen the local negotiations were concluded;\u003C\u002Fp>\n\n\u003Cp>1.within two weeks for negotiations concerning a legal dispute as to voiding\nan employment termination or immediate dismissal, or declaring a fixed-term\nemployment unlawful and that the employment instead shall instead be made\npermanent, and within two months for other legal disputes.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>A party failing to do so loses the right to negotiations.\u003C\u002Fp>\n\n\u003Cp>Central negotiations shall begin at the earliest opportunity and no later\nthan within two weeks from the date when the request for negotiations was\nconfirmed, unless the parties agree otherwise.\u003C\u002Fp>\n\n\u003Ch3>Legal settlement\u003C\u002Fh3>\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>\u003C\u002Fp>\n\n\u003Ch3>Term\u003C\u002Fh3>\n\n\u003Cp>This negotiation procedure applies until further notice, subject to a notice\nof termination period of six-months. However, it may not be terminated before\nexpiry of the collective bargaining agreements as to general employment terms\nand conditions.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Note\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>This negotiation procedure does not affect the regulations as to\nprescription periods and the employer’s obligations to request negotiations\npursuant to §§ 34, 35 and 37 of the Employment (Co-Determination in the\nWorkplace) Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 5\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>Agreement on continuing competence development\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1 Aim\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The competitiveness of companies within the service sector is becoming\nincreasingly dependent on skilled employees. In order for an organisation to\ndevelop, continuous and systematic development of employee competence is\nimportant.\u003C\u002Fp>\n\n\u003Cp>Competence is the ability to perform a task. In order to perform a task, an\nindividual needs several characteristics.\u003C\u002Fp>\n\n\u003Cp>Competence is a complex term that encompasses a number of human\nresources.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-Knowledge\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Knowing facts and methods\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-Skills\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Being able to do, handle tools\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-Contacts\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Social abilities, contact network, influence\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-Attitudes\u002Fvalues\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Wanting to do, correctness, taking responsibility\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-Experience\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Learning from mistakes and successes\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-Supervision\u002FLeadership\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Competence development may to a major extent be performed directly at the\nworkplace via a flexible work organisation where theory meets practice.\u003C\u002Fp>\n\n\u003Cp>Continuing competence development in companies and their employees creates\nthe conditions for profitability and greater security of employment.\u003C\u002Fp>\n\n\u003Cp>Systematic competence development shall take place in addition to the\ncompetence development created during the performance of tasks at client\ncompanies.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Rights and responsibilities\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>All employees have both a right and a responsibility to develop continuously\nin their work. The company shall provide the conditions enabling this to take\nplace. Women and men shall have the same opportunity for continuing competence\ndevelopment.\u003C\u002Fp>\n\n\u003Cp>Continuing competence development shall be understood as all measures that\ncontribute to developing one or more aspects of an individual’s competence.\nIn order for competence development to be possible, positive conditions must be\nin place, for example, with regard to the organisation of work, leadership and\ntechnology.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Development through co-operation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The form that continuing competence development should take is a task for\nmanagement. Continuing competence development is based on a long-term\norganisational analysis, performed by the company following consultation with\nthe local union organisation\u002Funion representative at the company. The analysis\nrequires the participation and commitment of every employee.\u003C\u002Fp>\n\n\u003Cp>Plans for continuing competence development are to be produced and followed\nup on an ongoing basis with regard to the competition and external factors.\u003C\u002Fp>\n\n\u003Cp>A survey of the individual employee’s competence development needs and\nplanning for the measures that are appropriate are to be carried out in\nco-operation with the employee.\u003C\u002Fp>\n\n\u003Cp>Performance reviews and workplace meetings shall form the basis of planning\nfor competence development.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Costs\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Competence development, ordered by the employer and agreed during\nperformance reviews, shall be considered as work and compensated as specified\nin the current collective bargaining agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Encouragement and reward\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Continuing competence development must be recognised, encouraged and\nrewarded. During pay-setting and salary reviews, a connection between\nperformance and competence should be regarded as natural.\u003C\u002Fp>\n\n\u003Cp>Each manager should conduct performance reviews as a means of establishing a\nbasis for assessment of development initiatives and salary-setting for the\nsalaried employee.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Information\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The parties have jointly developed the following material: The policy\ndocument “Continuing competence development\"\u003C\u002Fp>\n\n\u003Cp>The tool “Competence analysis and the performance review ”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 6\u003C\u002Fh2>\n\n\u003Ch2>Co-operation within the Staffing Industry\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Activities based on outplaced salaried employees in the staffing industry\ndepend on agencies outplacing employees at client companies.\u003C\u002Fp>\n\n\u003Cp>A high level of outplacements is the single most important factor in an\nagency’s profitability. In terms of the employment security of salaried\nemployees, it is critical that the agencies they are working for are\nprofitable. Consequently, all employees at Competence Agencies of Sweden have a\nshared interest in increasing levels of outplacements. This applies not only to\nsalaried employees who work in outplaced activities, but also to other\nemployees in the company.\u003C\u002Fp>\n\n\u003Cp>To facilitate outplacements of already employed personnel, it is critically\nimportant for the employees to possess the competence required. For that\nreason, continual development of the professional competence of outplaced\nsalaried employees is of major importance.\u003C\u002Fp>\n\n\u003Cp>The local workplace parties shall therefore jointly identify forms of\nco-operation in order to achieve the highest level of outplacement possible.\nThe local workplace parties shall establish co-operative working groups for\nthis purpose in the manner they find appropriate.\u003C\u002Fp>\n\n\u003Cp>The co-operative working groups shall:\u003C\u002Fp>\n\n\u003Cp>-strive for high levels of outplacement\u003C\u002Fp>\n\n\u003Cp>-look into and propose measures to increase levels of outplacement\u003C\u002Fp>\n\n\u003Cp>-look into and propose measures to broaden competence\u003C\u002Fp>\n\n\u003Cp>-specifically monitor the measures needed for those with low levels of\noutplacement\u003C\u002Fp>\n\n\u003Cp>-inform employees as to what they can do to increase their own and others’\nlevel of outplacement.\u003C\u002Fp>\n\n\u003Cp>Co-operative working groups can operate for the entire company and\u002For at\nlocal level. The groups may be created for a geographical area or for salaried\nemployees with the same types of assignment. The local workplace parties shall\njointly identify suitable arrangements for their co-operation.\u003C\u002Fp>\n\n\u003Cp>Examples of measures that may increase levels of outplacement frequencies\n(not in order of importance):\u003C\u002Fp>\n\n\u003Cp>-knowledge of the company’s assignments\u003C\u002Fp>\n\n\u003Cp>-knowledge of what generates profitability\u003C\u002Fp>\n\n\u003Cp>-competence development\u003C\u002Fp>\n\n\u003Cp>-competence broadening\u003C\u002Fp>\n\n\u003Cp>-sales training\u003C\u002Fp>\n\n\u003Cp>-marketing materials\u003C\u002Fp>\n\n\u003Cp>-feedback as to positive and negative customer reactions\u003C\u002Fp>\n\n\u003Cp>-co-operation between the individuals booked and booking out\u003C\u002Fp>\n\n\u003Cp>-involvement in the sales process\u003C\u002Fp>\n\n\u003Cp>-incentives for increasing demand for expanded or new assignments\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Technical Appendix\u003C\u002Fh2>\n\n\u003Ch2>Calculation of Salaries for Outplaced Employees\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(Technical Appendix, Joint Guidelines by the Competence Agencies of Sweden,\nthe Swedish Union of Commercial Employees HTF, and the Swedish Union for\nProfessionals)\u003C\u002Fp>\n\n\u003Cp>In the case of employees with monthly salaries and salaries according to the\nspecific guarantee (i.e. salary for 167 hours), calculations of salary and\nsalary deductions shall be based on the monthly salary. Other outplaced\nemployees are guaranteed a monthly salary with performance supplement. The\nguaranteed monthly salary for a full-time employee is compensation for 133\nhours of work over the first 18 months of employment and 150 hours for the\nperiod thereafter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Part-time workers\u003C\u002Fstrong> have a guaranteed salary corresponding to\nthe degree of working, although subject to a maximum of 133 and 150 hours,\nrespectively.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Part-time employees\u003C\u002Fstrong> are guaranteed a salary corresponding\nto the degree of working.\u003C\u002Fp>\n\n\u003Cp>The monthly salary shall be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch3>Calculation of salary\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.The salary for a calendar month or salary period, respectively, is the\nguaranteed monthly salary divided by 133 or 150 respectively and multiplied by\nthe number of hours worked in the month\u002Fsalary period.\u003C\u002Fp>\n\n\u003Cp>2.Employees who are available to the employer for work over an entire\nmonth\u002Fsalary period are guaranteed a salary for no less than 133 or 150 hours,\nrespectively.\u003C\u002Fp>\n\n\u003Cp>In cases of absence, the guaranteed monthly salary is to be reduced by the\nnumber of hours the employee is absent.\u003C\u002Fp>\n\n\u003Cp>3.The following absences are equated with time worked:\u003C\u002Fp>\n\n\u003Cp>-leave,\u003C\u002Fp>\n\n\u003Cp>-union duties during paid work time and\u003C\u002Fp>\n\n\u003Cp>-time when employees are not booked, provided that they have had reasonable\ncause to turn down an assignment as specified in the note to § 11.3.2.\u003C\u002Fp>\n\n\u003Cp>4.(paragraph moved) \u003C\u002Fp>\n\n\u003Cp>5.A performance salary supplement of 8 or 16%, respectively, is paid for\nhours actually worked, during regular working hours, of more than 133 and 150,\nrespectively.\u003C\u002Fp>\n\n\u003Ch3>Sick pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.Sick pay is calculated as the average of time in service over the three\nprevious calendar months\u002Fsalary periods, in relation to the average actual\nhours worked in addition to 133 or 150 hours, respectively. Sick pay is to be\npaid as 80 or 10% respectively of this amount, or alternatively as the amount\nspecified in § 10 of the collective bargaining agreement for salaries over 8\ntimes the price base amount (pba).\u003C\u002Fp>\n\n\u003Cp>When calculating the average salary, the guaranteed monthly salary and the\nperformance pay for the three previous calendar months\u002Fsalary periods are added\ntogether. The sum is divided by the number of booked and non-booked hours. The\nsalary for non-worked time, such as, for example, sick pay and vacation pay, is\nnot included.\u003C\u002Fp>\n\n\u003Cp>The average salary calculated in this manner represents the basis of the\nsick pay calculation.\u003C\u002Fp>\n\n\u003Cp>For full-time employees, sick pay is paid per hour for eight hours per sick\nday. For part-time employees, it is the average number of working hours per\nweek is divided by five.\u003C\u002Fp>\n\n\u003Cp>For 2018, salary over the salary ceiling is calculated as:\u003C\u002Fp>\n\n\u003Cp>8 x SEK 45,500\u003C\u002Fp>\n\n\u003Cp>_____________________= SEK 30,333 per month\u003C\u002Fp>\n\n\u003Cp>1\u003C\u002Fp>\n\n\u003Cp>or\u003C\u002Fp>\n\n\u003Cp>8 x SEK 45,500\u003C\u002Fp>\n\n\u003Cp>____________________________= SEK 181.64 per hour\u003C\u002Fp>\n\n\u003Cp>12 x 167\u003C\u002Fp>\n\n\u003Cp>Comment: Salary limit of 8 price base amounts applies as of 1 July 2018.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Vacation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.Vacation reduces the number of hours that the employee is guaranteed\nsalary for and the number of hours that is the limit for performance pay. \u003C\u002Fp>\n\n\u003Cp>In the case of full-time employees, each day is counted as 8 hours, unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Care of a child\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.In the case of leave for the care of a child (“parental leave”) and\nfor temporary care of a child, salary is not paid for the hours that the\nemployee is absent. Absences for entire days for the care of a child reduce the\nnumber of hours for which the employee is guaranteed a salary and the number of\nhours that are the limit for performance pay. Absence for the temporary care of\na child reduces the number of hours for which the employee is guaranteed salary\nbut not the number of hours that are the limits for performance pay. For\npart-time employees, see below. Parental pay is to be calculated on the average\nsalary that is taken as the basis for sick pay (see subs. 6 above).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Part-time workers\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.Part-time workers work for the proportion of weekly full-time working that\ncorresponds to their degree of working. Salary is to be calculated in the same\nway as for full-time employees.\u003C\u002Fp>\n\n\u003Cp>10.Part-time workers with a degree of working in which the working hours are\nless than 133 and 150, respectively, per month are guaranteed a salary for the\nhours that correspond to the degree of working. Extra hours for part-time\nemployees over and above to the measure of daily working hours is to be\ncalculated according to § 4.4.1 of the collective bargaining agreement. For\nwork over and above 133 and 150 hours, respectively, extra hours for part-time\nemployees are not paid, but instead performance pay is as for full-time\nemployees.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Overtime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.Overtime compensation and compensation for extra hours for part-time\nemployees are not paid at the same time as performance pay. Overtime\ncompensation is to be calculated in accordance with the rules in § 4.3.2 of\nthe collective bargaining agreement, on the basis of current monthly salary\nupwardly adjusted by the amounts specified therein.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Work during a part of a month\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.Those employed for a part of a month are to receive salary and any\nperformance pay for the hours worked in that month. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"coveroccup3":41,"coveragegroup3":44,"contracttrial":47,"OVERTIME_trigger":50,"CONSIGN_trigger":53,"PAIDLEAV_trigger":56,"ANNLEAVE_trigger":59,"sicknessmaxdays":63,"sicknesspay":67,"childcare":69,"deathrelatives":72,"paidmaternityleave":74,"hourspweek":78,"MAXHOURS_trigger":81,"schedulesrestpw":85,"pensionfund":88,"TRAINING_trigger":92,"WAGES_trigger":96},{"bindId":42,"name":43,"text":43},"coveroccup3","1.3 Exceptions",{"bindId":45,"name":46,"text":46},"coveragegroup3","1.4 On attainment of retirement age",{"bindId":48,"name":49,"text":49},"contracttrial","2.4 Probationary employment",{"bindId":51,"name":52,"text":52},"OVERTIME_trigger","4.3.2 Compensation amount",{"bindId":54,"name":55,"text":55},"CONSIGN_trigger","6.3 Compensation for on-call hours",{"bindId":57,"name":58,"text":58},"PAIDLEAV_trigger","§ 9 Vacation",{"bindId":60,"name":61,"text":62},"ANNLEAVE_trigger","The vacation supplement for each paid va","The vacation supplement for each paid vacation day is 0.8% of the salaried\nemployee’s fixed monthly salary current at the time the vacation is taken\nplus any fixed monthly salary supplements.",{"bindId":64,"name":65,"text":66},"sicknessmaxdays","When a salaried employee is absent due t","When a salaried employee is absent due to illness, a sick pay deduction per\nhour is made during the first 14 calendar days, as follows:",{"bindId":68,"name":65,"text":66},"sicknesspay",{"bindId":70,"name":71,"text":71},"childcare","§ 11 Leave",{"bindId":73,"name":71,"text":71},"deathrelatives",{"bindId":75,"name":76,"text":77},"paidmaternityleave","11.5 Parental pay and parental leave In ","11.5 Parental pay and parental leave\n\n\n\nIn the case of a reduction of working time in accordance with § 14 of the\nSwedish Parental Leave Act, problems may arise for personnel who are outplaced\nto client companies. It therefore is important that the leave is scheduled in\nsuch a way as to not make it more difficult to obtain assignments.",{"bindId":79,"name":80,"text":80},"hourspweek","§ 2 Regular working hours",{"bindId":82,"name":83,"text":84},"MAXHOURS_trigger","Where particular needs arise, general ov","Where particular needs arise, general overtime may be worked for a maximum\nof 200 hours per calendar year. In calculating overtime, leave scheduled for\nthe employee’s regular working hours or on-call hours shall be equated with\nworking hours performed.",{"bindId":86,"name":87,"text":87},"schedulesrestpw","9.2 Weekly rest",{"bindId":89,"name":90,"text":91},"pensionfund","Contributions to Flexpension in Service ","Contributions to Flexpension in Service Companies",{"bindId":93,"name":94,"text":95},"TRAINING_trigger","Agreement on continuing competence devel","Agreement on continuing competence development",{"bindId":97,"name":98,"text":98},"WAGES_trigger","Calculation of salary","\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: → Arbetsförmedling och rekrytering  \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                        Akademikerförbundet SSR\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 14 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → \u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -10 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \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        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → 180 dagar\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 3.8\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv 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