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Det är positivt att en anställd innehar kompetens även för\narbetsuppgifter utanför det avtalsområde denne är anställd inom. På grund\nav detta förekommer att anställda tillfälligtvis utför arbetsuppgifter\nutanför deras huvudsakliga avtalsområde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller t.o.m. den 31 mars 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Fredsplikt råder under avtalsperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lokala överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse, som innebär avvikelse från bestämmelserna i detta\navtal, får träffas där sådan möjlighet särskilt anges.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse träffas mellan företaget och klubben. Saknas\nfacklig klubb träffas motsvarande överenskommelse med IF Metalls\nlokalavdelning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Uppsägningstider\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser kan - om inte annat anges - uppsägas att gälla\nefter tre månader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställnings ingående och upphörande\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Anställnings ingående\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta moment ersätter helt lagen om anställningsskydds regler om\nanställnings ingående och besked om att tidsbegränsad anställning inte\nkommer att fortsätta.\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tills vidare om inte annat avtalats i enlighet med\nnedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillämpning av regelverket i § 5 Mom 4 Varierad arbetstid - Trygghet och\nFlexibilitet stärker företagets flexibilitet i upp- och nedgång och\ndärigenom även förutsättningarna för tillsvidareanställningar.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetare kan skriftligen komma överens om anställning\nför viss tid, dock längst 12 månader. Arbetare får under en treårsperiod\nomfattas av sådana anställningar sammanlagt under högst 18 månader.\nTidsgränserna gäller inte sammanhängande vikariat. Den fackliga\norganisationen ska skriftligen delges överenskommelse enligt detta stycke.\u003C\u002Fp>\n\n\u003Cp>Efter lokal överenskommelse kan anställning för viss tid förlängas\neller överenskommelse träffas om längre anställning än vad som anges i\ntredje stycket. Saknas IF Metallklubb kan arbetsgivaren och arbetaren komma\növerens om sådan anställning, dock för högst 24 månader, utan stöd av\növerenskommelse med lokal facklig organisation, som dock ska underrättas om\nvarje särskilt fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till fjärde stycket sista meningen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelse\nsker, kan den påkalla lokal respektive central förhandling i ärendet. Löses\nej tvisten erfordras i fortsättningen överenskommelse med lokal organisation\nomfattande det företag som tvisten gäller.\u003C\u002Fp>\n\n\u003Cp>För anställning på viss tid gäller en månads ömsesidig\nuppsägningstid. Arbetsgivare och arbetare kan komma överens om längre\nuppsägningstid än en månad, eller att anställningen inte ska kunna sägas\nupp innan avtalstidens utgång. Uppsägning från arbetsgivarens sida ska\ngrunda sig på sakliga skäl.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till femte stycket\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetaren vid uppsägning eller då anställning av annan anledning\nupphör har företrädesrätt till återanställning ska arbetaren skriftligen\nfå besked om detta. Om det krävs anmälan för att göra företrädesrätten\ngällande ska detta anges.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetare kan komma överens om att anställning ska kunna\navbrytas i förtid under de första sex månaderna. Den fackliga organisationen\nska delges sådan överenskommelse. Då arbetsgivare på så sätt avser att\navbryta en anställning ska denne underrätta arbetaren samt den lokala\nfackliga organisationen minst två veckor i förväg. Om något avbrytande inte\nsker övergår anställningen per automatik i en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till sjätte stycket\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelse\nsker, kan den påkalla lokal förhandling. Löses ej tvisten kan\narbetsgivarparten begära central förhandling. Om tvisten efter sådan\nförhandling ännu ej lösts erfordras i fortsättningen överenskommelse med\nlokal organisation omfattande det företag tvisten gäller.\u003C\u002Fp>\n\n\u003Cp>Anställning för begränsad tid bör i normalfallet inte vara kortare än\nen månad.\u003C\u002Fp>\n\n\u003Cp>Om en arbetare varit anställd som vikarie mer än tre år under de senaste\nfem åren övergår anställningen till en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Turordning och företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning på grund av arbetsbrist samt vid företrädesrätt efter\nsådan åtgärd kan de lokala parterna träffa överenskommelse om turordningen\nmellan arbetarna.\u003C\u002Fp>\n\n\u003Cp>När synnerliga skäl föreligger, kan förbunden begära central\nförhandling om sådan överenskommelse. Inför återanställning kan\növerenskommelse om turordning träffas även efter att uppsägningar\nverkställts.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivarens rörelse på en och samma ort har mer än en driftsenhet,\nkan lokal överenskommelse träffas om att två eller flera driftsenheter skall\nomfattas av turordningen.\u003C\u002Fp>\n\n\u003Cp>I anslutning till Lagen om anställningsskydds regler om företrädesrätt\ntill återanställning gäller att sådan rätt tillfaller arbetare som under\nen treårsperiod varit anställd i minst 12 månader. Företrädesrätten\ngäller under nio månader efter anställningens upphörande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna har diskuterat frågan om uppsägningstidens längd vid uppsägning\nfrån arbetsgivarens sida. Parterna är härvid överens om att Lagen om\nanställningsskydds § 11 i dess äldre lydelse, som enligt lagen gäller för\nanställningsavtal ingångna före den 1 januari 1997, inte ska äga\ntillämpning. Avseende sådana äldre anställningsavtal ska sålunda\ntillämpas samma regler som för anställningsavtal ingångna efter den 1\njanuari 1997.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Utdrag ur Huvudavtalet Svenskt Näringsliv - LO av den 22 juni 2022\nKap. 3 §§ 8-9: Turordning vid uppsägning på grund av\narbetsbrist\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>”8 §\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I förhållandet mellan LO och Svenskt Näringsliv, samt motsvarande parter\nsom antagit Huvudavtalet på förbundsnivå, ska följande gälla.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\nföretagets krav och behov i bemanningshänseende. Om dessa behov enligt\nparternas gemensamma uppfattning inte kan tillgodoses med tillämpning av lag\nska fastställandet av turordning ske genom avtalsturlista.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de medarbetare som ska\nsägas upp så att företagets behov av kompetens särskilt beaktas liksom\nföretagets möjligheter att bedriva konkurrenskraftig verksamhet och därmed\nbereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ anställningsskyddslagen överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>Det åligger de lokala parterna att på begäran föra förhandlingar som\nsägs i föregående stycken liksom att skriftligen bekräfta träffade\növerenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger förbundsparterna, om endera begär det,\nträffa överenskommelse i enlighet med ovan angivna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågorna som här\nberörs tillhandahåller den lokala respektive den centrala avtalsparten\nrelevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 9\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om avtal om turordning vid uppsägning på grund av arbetsbrist inte kan\nträffas får arbetsgivaren vid berörd driftsenhet och avtalsområde undanta\ntre arbetstagare. De sålunda undantagna har företräde till fortsatt\nanställning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som endast har en driftsenhet kan vid tillämpning av första\nstycket istället välja att undanta totalt fyra arbetstagare för samtliga\navtalsområden.\u003C\u002Fp>\n\n\u003Cp>Vad avser situationen att flera driftsenheter sammanlagts till en gemensam\nturordning genom tillämpning av 22 § tredje stycket anställningsskyddslagen,\nska antal vid tillämpning av första stycket vara tre arbetstagare plus en\narbetstagare per driftsenhet som omfattas av sammanläggningen utöver den\nförsta driftsenheten, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>Alternativt med regleringen i första, andra och tredje stycket får en\narbetsgivare vid berörd driftsenhet och avtalsområde undanta 15 procent av de\nanställda som slutligen får avsluta sin anställning på grund av\narbetsbristen, innan lagturlistan fastställs. Undantag enligt detta stycke\nfår högst omfatta tio procent av de anställda vid berörd driftsenhet eller\ndriftsenheter, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som vid uppsägning på grund av arbetsbrist undantagit en\neller flera arbetstagare enligt första, andra, tredje eller fjärde stycket\nfår inte vid berörd driftsenhet och avtalsområde undanta ytterligare\narbetstagare vid uppsägning som sker inom tre månader därefter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse ersätter bestämmelsen i 22 § andra stycket\nanställningsskyddslagen, dvs. det s.k. tvåundantaget.\u003C\u002Fp>\n\n\u003Cp>Med avtalsområde avses i denna bestämmelse kategoriklyvningen mellan\narbetare och tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Vad som utgör driftsenhet regleras inte i denna bestämmelse. Definitionen\nav vad som är en driftsenhet finns i 22 § tredje stycket\nanställningsskyddslagen, vilken bestämmelse är dispositiv.\u003C\u002Fp>\n\n\u003Cp>Med begreppet anställda som slutligen får avsluta sin anställning på\ngrund av arbetsbristen avses samtliga anställda vilkas anställning avslutas\npå grund av arbetsbristen. Med detta avses utöver den som sägs upp av\narbetsgivaren även den arbetstagare vars anställning på annat vis upphör\npå grund av arbetsbristen, t.ex. där anställning avslutas genom individuell\növerenskommelse därom, genom tidigare pensionsavgång och dylikt.\u003C\u002Fp>\n\n\u003Cp>Avseende procentregeln ska avrundning ske matematiskt.\u003C\u002Fp>\n\n\u003Cp>De arbetstagare som undantas ska enligt arbetsgivaren ha särskild betydelse\nför den fortsatta verksamheten. Arbetsgivarens bedömning i denna fråga kan\ninte angripas rättsligt.\u003C\u002Fp>\n\n\u003Cp>Möjligheten att undanta arbetstagare från turordningen gäller enligt\nparagrafens femte stycke inte i fall där arbetsgivaren tidigare inom en\ntremånadersperiod vid berörd driftsenhet och avtalsområde har sagt upp\narbetstagare på grund av arbetsbrist och då använt sig av\nundantagsmöjligheten. En arbetsgivare som har sagt upp en eller flera\narbetstagare på grund av arbetsbrist och då undantagit arbetstagare från\nturordningen får alltså först efter att tre månader har passerat, från det\natt den första uppsägningen verkställts, undanta arbetstagare från\nturordningen vid uppsägning på grund av en ”ny” arbetsbrist vid en\ndriftsenhet och avtalsområde som varit berörd. Annars kan arbetsgivaren bli\nskadeståndsskyldig för brott mot turordningsreglerna. Det nu sagda gäller\nbara i fall där arbetsgivaren vid den tidigare arbetsbristuppsägningen\nfaktiskt använt sig av möjligheten att undanta arbetstagare från\nturordningen. Med begreppet berörd driftsenhet och avtalsområde avses i denna\nbestämmelse driftsenhet och avtalsområde där någon arbetstagare sagts upp\npå grund av arbetsbrist. Vid sammanläggning innebär det att spärren i\nparagrafens femte stycke endast träffar driftsenheter och avtalsområden där\nnågon arbetstagare faktiskt sagts upp på grund av arbetsbristen. ”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Inhyrning\u002Fförstärkt företrädesrätt\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Då företag avser anlita bemanningsföretag samtidigt som uppsagda arbetare\nhar företrädesrätt till återanställning gäller särskilda regler enligt\nbilaga (Kollektivav talad förstärkt företrädesrätt och inhyrning av\nbemanningsföretag).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 Huvudavtalets regler vid längre inhyrning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Utdrag ur Huvudavtalet Svenskt Näringsliv - LO av den 22 juni 2022\nKap 3. § 10 om uthyrning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>”§ 10\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I situationer som omfattas av lag om uthyrning av arbetstagare (2012:854)\nska i förhållande till förbund inom LO följande tillämpas istället för\nvad som föreskrivs i den lagen.\u003C\u002Fp>\n\n\u003Cp>Har en arbetstagare varit placerad hos ett kundföretag på samma\ndriftsenhet under en sammanlagd tid om mer än 24 månader under en period om\n36 månader ska kundföretaget erbjuda arbetstagaren en tillsvidareanställning\nhos företaget. Har arbetstagaren avböjt ett sådant erbjudande behöver nya\nerbjudanden inte lämnas till arbetstagaren även om arbetet hos kundföretaget\nfortsatt.\u003C\u002Fp>\n\n\u003Cp>Har arbetstagare accepterat ett erbjudande enligt andra stycket upphör\narbetstagarens anställning i bemanningsföretaget från och med den tidpunkt\nsom tillsvidareanställningen hos kundföretaget tillträds.\u003C\u002Fp>\n\n\u003Cp>Ett kundföretag kan istället för att lämna ett erbjudande till\narbetstagaren enligt andra stycket välja att utge en ersättning till\narbetstagaren motsvarande tre för arbetstagaren aktuella månadslöner. Har\nsådan ersättning lämnats till arbetstagaren kan arbetet hos kundföretaget\nfortsätta utan att nya erbjudanden lämnas till arbetstagaren.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lön för del av löneperiod\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Börjar eller slutar arbetaren sin anställning under löpande\nkalendermånad beräknas lönen på följande sätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag anställningen omfattar betalas en dagslön =\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Lön under uppsägningstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetaren ej bereds arbete under uppsägningstiden, betalas genomsnittlig\ngrundförtjänst senaste kvartal före uppsägningen.\u003C\u002Fp>\n\n\u003Cp>Kompensation skall betalas för uteblivna ob-tillägg. Motsvarande gäller\narbetare som skulle deltagit i arbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>Iakttar icke arbetaren uppsägningstid är arbetsgivaren berättigad att\nfrån innestående lön före skatteavdrag göra avdrag med ett belopp\nmotsvarande hälften av arbetarens garantilön respektive personliga\ngarantilön, enligt § 6 mom 8 respektive mom 2, för ordinarie arbetstimmar\nunder uppsägningstid, som återstår vid avflyttningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Tjänstgöringsintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som slutar sin anställning har rätt att erhålla\ntjänstgöringsintyg, vilket utvisar\u003C\u002Fp>\n\n\u003Cp>-den tid anställningen omfattat\u003C\u002Fp>\n\n\u003Cp>-de arbetsuppgifter arbetaren haft att utföra\u003C\u002Fp>\n\n\u003Cp>-om arbetaren så begär, vitsord beträffande det sätt på vilket han\nutfört sitt arbete samt skälet till uppsägningen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall lämna tjänstgöringsintyget inom en vecka från det\natt begäran därom framställts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Deltid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som efter fyllda sextio år önskar utnyttja LP för att förkorta\narbetstiden, har rätt att arbeta deltid. Sysselsättningsgraden ska då vara\n50 procent om ej annat överenskommes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna bestämmelser\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Mom 1 Samverkan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det är en angelägen uppgift för alla anställda på en arbetsplats att\nskapa goda arbetsförhållanden och en trygg och säker arbetsmiljö. Varje\narbetare skall därför medverka till god ordning och till att olycksfall och\nhälsorisker förebyggs. Anvisningar och föreskrifter skall noggrant iakttas\noch föreskriven utrustning användas. Sådana föreskrifter skall meddelas\ngenom anslag på arbetsplatsen eller på annat sätt och skall omsorgsfullt\niakttas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Lojalitet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhållandet mellan arbetsgivare och arbetare grundar sig på ömsesidig\nlojalitet och ömsesidigt förtroende. Den anställde har att iaktta diskretion\nrörande företagets angelägenheter, såsom prissättningar, konstruktioner,\nexperiment och undersökningar, driftsförhållanden, affärsangelägenheter\noch dylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Bisyssla\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En arbetare får ej utföra arbete eller direkt, eller indirekt, bedriva\nekonomisk verksamhet för ett företag som konkurrerar med arbetsgivaren.\nArbetaren får ej heller åta sig uppdrag eller bedriva verksamhet som kan\ninverka menligt på hans arbete i tjänsten.\u003C\u002Fp>\n\n\u003Cp>Om en anställd avser att åta sig uppdrag eller bisyssla av mer omfattande\nslag bör denne därför först samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Möten på arbetsplatsen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Möten på arbetsplatsen förutsätter arbetsgivarens medgivande.\u003C\u002Fp>\n\n\u003Cp>Anslag eller kungörelser får uppsättas på därför anvisade platser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Ordningsregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Gällande arbetstider skall hållas.\u003C\u002Fp>\n\n\u003Cp>Det är icke tillåtet att utan giltigt skäl vara frånvarande eller\navlägsna sig från arbetet. Framställan om ledighet skall göras i så god\ntid som möjligt till arbetsgivaren som snarast skall lämna besked.\u003C\u002Fp>\n\n\u003Cp>Utrustning, material och annan företagets egendom skall handhas med omsorg\noch aktsamhet. Skada, fel eller förlust skall genast anmälas till\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Arbetare som genom uppsåt eller grov vårdslöshet orsakar skada eller\nförlust för företaget, kan åläggas ersättningsskyldighet härför.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Lokala förhållanden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver ovan angivna regler gäller lokala ordningsregler, vilka i\nförekommande fall upprättas efter samråd mellan företag och anställda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Skyddsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den mellan SAF och LO den 23 december 1976 träffade överenskommelsen om\nfortsatt tillämpning av huvudavtalets regler rörande arbetsmarknadsnämnd,\nförhandlingsordning, begränsning av ekonomiska stridsåtgärder och\nbehandling av konflikter berörande samhällsviktiga funktioner - med vissa\nändringar - har antagits av parterna.\u003C\u002Fp>\n\n\u003Cp>I anslutning till protokollsanteckningen under kapitel III § 9 i\nHuvudavtalet mellan SAF och LO har skyddsarbetsbegreppet bestämts på\nföljande sätt:\u003C\u002Fp>\n\n\u003Cp>Såsom skyddsarbete anses allt sådant arbete, som antingen erfordras för\natt företagens och deras anläggningars säkerhet ej skall äventyras eller\nsom eljest är nödvändigt för att driften skall kunna återupptas i full\nutsträckning omedelbart efter konfliktens slut, även som arbete, som har till\nsyfte att skydda samhällsviktiga funktioner, såsom väg- och renhållning,\nskötsel och underhåll av belysningsanord- ningar, levande djur m.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Arbetsledning och föreningsrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med iakttagande av avtalets bestämmelser i övrigt äger arbetsgivaren\nrätt att leda och fördela arbetet, att fritt antaga eller avskeda arbetare\nsamt att använda arbetare oavsett om dessa är organiserade eller ej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Föreningsrätten skall på ömse sidor lämnas okränkt. Anser arbetare att\navskedande ägt rum under omständigheter, som kan tolkas som angrepp på\nföreningsrätten, äger de att, innan andra åtgärder vidtages, genom sin\norganisation påkalla undersökning för vinnande av rättelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Introduktion för nyanställda\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den lokala arbetstagarparten ska ha möjlighet att på lämpligt sätt delta\nvid introduktion av nyanställd personal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Pensionsinformation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare har rätt att inför antingen hel- eller deltidspensionering\nerbjudas pensionsinformation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Arbetstidslagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidslagen ersätts i sin helhet med §§ 4 och 5.\u003C\u002Fp>\n\n\u003Cp>För minderåriga gäller arbetsmiljölagens regler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom 2 Arbetstidens längd\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden, vilken efter lokal överenskommelse kan\ngenomsnittsberäknas över en längre period än ett år, ska i medeltal per\nhelgfri vecka vid nedanstående arbetstidsformer utgöra:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"430\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Timmar per helgfri vecka\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>Dag- och 2-skiftsarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>40\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>3-skiftsarbete med intermittent drift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>3-skiftsarbete med kontinuerlig drift med\n        helguppehåll\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>3-skiftsarbete med kontinuerlig drift utan\n        helguppehåll\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För beräkning av årsarbetstiden används formeln; veckoarbetstiden x\n45,18 (vid 5 veckors semester).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Under en beräkningsperiod om ett kalenderår får den genomsnittliga\narbetstiden per sjudagarsperiod inte överstiga 48 timmar. Genom lokal\növerenskommelse kan beräkningsperioden bestämmas till annan fast eller\nrullande period om 12 månader. Vid beräkningen av den genomsnittliga\narbetstiden ska betald semester och sjukfrånvaro vara neutrala och inte\nmedräknas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Arbetstidsformerna bör anpassas efter de lokala förutsättningarna. Detta\ninnebär att även andra arbetstidsformer med andra driftstider än de hittills\nvanligen tillämpade kan utnyttjas. Som exempel på sådana arbetstidsformer\nkan nämnas kontinuerligt dagarbete, kontinuerligt 2-skiftsarbete och ständigt\nnattarbete.\u003C\u002Fp>\n\n\u003Cp>Vid lokala överenskommelser om andra arbetstidsformer än som anges i detta\nmoment, första stycket, fastställes arbetstidens längd samt driftsuppehåll\nenligt mellan parterna överenskomna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Inarbetning vid dagarbete och 2-skift\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som fullgjort 40 timmars period (exklusive övertidsarbete) i\ndagarbete eller i 2-skiftsarbete äger rätt att tillgodoräkna sig 24 minuters\nrespektive 2 timmars betald ledighet. Vid kortare arbetstid än ordinarie\ndagtidsarbete utgår betald ledighet i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att sådan ledighet eller del därav kan\nschemaläggas.\u003C\u002Fp>\n\n\u003Cp>Med arbetad tid ska härvid likställas tid, då arbetaren haft permission,\nvarit permitterad, deltagit i fackligt arbete enligt förtroendemannalagen,\nhaft kompensation för övertidsarbete, varit ledig under i arbetstidsschemat\ninfallande helgdagar måndag-fredag samt utlagd ledighet enligt § 5 mom 4\nVarierad arbetstid - Trygghet och Flexibilitet.\u003C\u002Fp>\n\n\u003Cp>Ledighet som ej schemalagts ska tillföras arbetarens arbetstidsbank, se mom\n4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Arbetstidsbank\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare har rätt att i arbetstidsbank spara arbetstid. De lokala parterna\nkan komma överens om formerna för sparande i arbetstidsbank.\u003C\u002Fp>\n\n\u003Cp>Till arbetstidsbank skall föras ej schemalagd ledighet enligt mom 3 samt\nledighet enligt mom 9.\u003C\u002Fp>\n\n\u003Cp>Arbetare har rätt att efter överenskommelse med arbetsgivare disponera tid\nur den individuella arbetstidsbanken som ledighet, vilken skall planeras och\nförläggas utifrån verksamhetens krav och arbetarens berättigade\nintressen.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av ledighet görs ej löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av ledighet som tillförts arbetstidsbank enligt mom 9, skall\nmotsvarande tid återföras som tillgänglig övertid enligt mom 7.\u003C\u002Fp>\n\n\u003Cp>Då anställning upphör utbetalas innestående tid med för arbetaren\naktuell lön (grundförtjänst).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbete som ej utan olägenhet kan uppskjutas skall utföras på övertid.\nSom övertidsarbete räknas arbete utöver det ordinarie arbetstidsmåttet i\nenlighet med § 7 mom 1.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete får icke användas i sådan utsträckning att arbetaren\növeransträngs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Mertidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som mertid räknas arbetstid vid deltidsanställning som förlängs utöver\narbetstidsmåttet för deltidsarbetet per dygn men är inom ramen för\nmotsvarande heltidsarbete.\u003C\u002Fp>\n\n\u003Cp>Med deltidsarbete avses att arbetarens anställning gäller del av\narbetstiden för motsvarande heltidsarbete och omfattar minst 17 timmar i\nmedeltal per helgfri vecka och kalendermånad.\u003C\u002Fp>\n\n\u003Cp>För återkommande arbeten av uppdragskaraktär kan lägre arbetstidsmått\ntillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Övertidsuttag och uttag av mertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertid får tas ut med högst 80 timmar under varj e period om två\nkalendermånader. Om lokal överenskommelse inte träffas om annat är dessa\nperioder fasta, d v s januari-februari respektive mars-april osv utgör\nberäkningsperioder.\u003C\u002Fp>\n\n\u003Cp>Övertid får dock högst tas ut med 120 timmar under varje rullande period\nom två kalendermånader. Med rullande period avses alla sammanhängande\nperioder om två kalendermånader.\u003C\u002Fp>\n\n\u003Cp>Övertidsuttaget under ett kalenderår får uppgå till högst 200 timmar\n(allmän över-tid). Dessa 200 timmar får inte överskridas vid någon\ntidpunkt under kalenderåret.\u003C\u002Fp>\n\n\u003Cp>Mertid får tas ut med högst 200 timmar under ett kalenderår. Efter lokal\növerenskommelse kan ytterligare övertid och mertid uttas.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av s.k. kompensationsledighet för övertidsarbete, se mom 9,\nskall motsvarande registrerad tid återföras som tillgänglig övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Nödfallsövertid och mertid för nödfallsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har natur- eller olyckshändelse eller annan därmed jämförlig\nomständighet, som ej kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller för skada på liv,\nhälsa eller egendom, skall övertid och mertid som fullgjorts med anledning\ndärav ej beaktas vid beräkning av övertid och mertid enligt mom 7 ovan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall snarast underrätta klubben om övertidsarbetet.\u003C\u002Fp>\n\n\u003Cp>Pågår nödfallsövertid längre tid än två dygn från arbetets början\nskall det anmälas till IF Metall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som utfört övertidsarbete enligt mom 5, kan om han så begär\nerhålla kompensationsledighet med en timme för varje övertidstimme. Sådan\ntid tillföres arbetarens arbetstidsbank.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Registrering av övertid och mertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall föra de anteckningar som erfordras för beräkning av\növertid och mertid enligt mom 7 och 8 ovan.\u003C\u002Fp>\n\n\u003Cp>Arbetaren, företrädare för klubben eller IF Metall har rätt att ta del\nav dessa anteckningar. Saknas klubb har företrädare för lokalavdelning\nmotsvarande rätt.\u003C\u002Fp>\n\n\u003Cp>Anvisningar för registrering av arbetstid, övertid och mertid har\ngemensamt utarbetats av Industriarbetsgivarna och IF Metall (se\nkommentarsbok).\u003C\u002Fp>\n\n\u003Cp>För deltidsarbetande skall arbetstid utöver ramen för motsvarande\nheltidsarbete registreras som såväl mertid som övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Mom 11 Raster, måltidsuppehåll och pauser\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Raster skall läggas ut under den dagliga arbetstiden om inte de lokala\nparterna enas om annat eller särskilda hinder föreligger. Raster räknas inte\nin i arbetstiden och arbetaren är inte skyldig att stanna kvar på\narbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>Raster får bytas ut mot måltidsuppehåll vid arbetsplatsen om det är\nnödvändigt med hänsyn till arbets- och produktionsförhållandena.\nMåltidsuppehåll räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall ordna arbetet så att arbetare kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det får\narbetspauser med i förväg bestämd längd och förläggning läggas ut.\nPauser räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Nattvila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare skall ha ledigt för nattvila mellan kl. 24 och kl. 05 om inte de\nlokala parterna enats om annat eller om arbetet med hänsyn till dess art,\nallmänhetens behov eller andra särskilda omständigheter måste pågå även\nnattetid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Mom 13 Dygnsvila\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna har möjlighet att överenskomma om andra regler än de\nsom anges i detta moment. Arbetare ska som huvudregel ha minst 11 timmars\nsammanhängande viloperiod per 24-timmarsperiod, beräknad från arbetspassets\nbörjan enligt för denne gällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Om arbetare av sakliga driftskäl eller av skäl som inte kunnat planeras ej\nerhållit 11 timmars dygnsvila enligt huvudregeln, ska arbetsgivaren pröva om\narbetaren istället kan erhålla förskjuten eller förlängd dygnsvila. Med\nförskjuten dygnsvila avses att viloperiod fortsätter in i nästföljande\n24-timmarsperiod med det antal timmar som krävs för att en sammanhängande\nvila om 11 timmar erhålls.\u003C\u002Fp>\n\n\u003Cp>Med förlängd dygnsvila avses, att om dygnsvilan under en 24-timmarsperiod\nvarit kortare än 11 timmar ska dygnsvilan enligt huvudregeln under nästa\n24-timmarsperiod förlängas med skillnaden mellan 11 timmar och det antal\ntimmar den faktiskt varit.\u003C\u002Fp>\n\n\u003Cp>Om förskjuten eller förlängd dygnsvila av driftskäl enligt ovan inte kan\nläggas ut enligt föregående stycke ska arbetare under en period av två\nveckor erhålla minst 120 timmar dygnsvila. I dessa timmar ska ej veckovila\nenligt moment 14 nedan inräknas. Har arbetare under sådan period erhållit\nfärre timmar dygnsvila ska kvarvarande timmar föras till arbetarens\ntidsbank.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Om beordrat övertidsarbete efter arbetarens begäran delas upp eller\nförläggs åtskilt från den ordinarie arbetstiden ska reglerna i detta moment\ninte tillämpas.\u003C\u002Fp>\n\n\u003Cp>2.Arbetsgivare som utnyttjar undantagsregeln rörande dygnsvila har att,\nför lokal facklig organisation, månadsvis, eller på annat sätt som de\nlokala parterna enas om, redovisa vid vilka tillfällen detta gjorts liksom\nskälen härför.\u003C\u002Fp>\n\n\u003Cp>3.Med anledning av införandet av regler om dygnsvila är parterna överens\nom att s.k. dubbelskift enbart får tillgripas vid tillfällen då någon annan\nlösning inte står till buds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 14 Veckovila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare skall ha minst 36 timmars sammanhängande ledighet under varje\nperiod om sju dagar (veckovila) om de lokala parterna inte enas om annat.\nVeckovilan skall så långt möjligt förläggas till veckoslut.\u003C\u002Fp>\n\n\u003Cp>I överenskommet arbetstidsschema, se § 5 mom 1, skall anges en fast\nindelning som visar sjudagarsperioder för beräkning av veckovila.\nPeriodindelningen fastställs av arbetsgivaren efter samråd mellan de lokala\nparterna.\u003C\u002Fp>\n\n\u003Cp>Om arbetare under en sjudagarsperiod ej erhållit veckovila enligt ovan\nskall arbetaren under nästföljande sjudagarsperiod erhålla 72 timmars\nsammanhängande ledighet.\u003C\u002Fp>\n\n\u003Cp>Till veckovilan räknas inte tid då arbetaren har beredskapstjänst, dvs.\nstår till arbetsgivarens förfogande för att utföra arbete när behov\nuppkommer, se mom 17.\u003C\u002Fp>\n\n\u003Cp>Undantag från arbetsgivarens skyldighet att bereda veckovila får göras\ntillfälligtvis, om det föranleds av något särskilt förhållande som inte\nhar kunnat förutses av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 15 Nattarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden för nattarbetande ska i genomsnitt per\nkalenderår inte överstiga åtta timmar per 24-timmarsperiod. Genom lokal\növerenskommelse kan beräkningsperioden bestämmas till fast eller rullande\nperiod om 12 månader.\u003C\u002Fp>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental ansträngning ska inte arbeta mer än åtta timmar inom en\n24-timmarsperiod när de utför nattarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 16 Avsteg från reglerna om natt-, dygns-, och veckovila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse om arbetstidens förläggning innefattar, i\nförekommande fall, överenskommelse om avsteg från regeln om natt-, dygns-,\noch veckovila.\u003C\u002Fp>\n\n\u003Cp>Avsteg från regeln om nattvila gäller generellt när driften bedrivs genom\nintermittent och kontinuerligt 3-skiftsarbete inom varmbearbetningsavdelningar\njämte därmed direkt samkörande avdelningar, se § 5 mom 6 c-e.\u003C\u002Fp>\n\n\u003Cp>Kan överenskommelse om avsteg från regeln om nattvila eller veckovila inte\nträffas kan ansökan om dispens göras hos Stål- och Metallindustrins\nArbetstidsråd och av rådet prövas utan hinder av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 17 Beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskapstjänst avses att arbetaren under överenskommen tid är\nanträffbar och utan dröjsmål efter varsel kan infinna sig på arbetsplatsen.\nLokal överenskommelse om beredskapstjänst bör följa mellan parterna\növerenskomna anvisningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 18 Stål- och Metallindustrins Arbetstidsråd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stål- och Metallindustrins Arbetstidsråd skall följa tillämpningen av\narbetstidsbestämmelserna och utvecklingen av olika arbetstidsformer. Rådet\nskall vidare pröva dispenser enligt mom 16 samt handlägga tvister om tolkning\noch tillämpning av detta avtal eller med stöd därav träffade\növerenskommelser.\u003C\u002Fp>\n\n\u003Cp>Rådet består av fyra ledamöter. Parterna utser vardera två ledamöter.\nEn av ledamöterna är ordförande. Ordföranden utses växelvis av parterna\nför ett kalenderår åt gången.\u003C\u002Fp>\n\n\u003Cp>Varje ledamot har en röst. Vid lika röstetal kan på ledamots begäran\nrådet förstärkas med ytterligare en ledamot. Sådan ledamot utses av\nparterna gemensamt för en tid av tre år.\u003C\u002Fp>\n\n\u003Cp>Stål- och Metallindustrins Arbetstidsråd kan utdöma skadestånd från\narbetsgivare som bryter mot Stål- och Metallavtalet §§ 4 och 5 eller med\nstöd därav träffade överenskommelser. Rådets beslut om skadestånd vid\nostridigt avtalsbrott skall inte kunna föras vidare till Arbetsdomstolen för\nprövning. Sådant skadestånd skall tillfalla Industrifacket Metalls\nfritidsfond.\u003C\u002Fp>\n\n\u003Cp>Vad gäller beslut i Stål- och Metallindustrins Arbetstidsråd om storlek\noch jämkning av skadestånd vid olovligt uttag av övertid skall\narbetstidslagens regler vara vägledande.\u003C\u002Fp>\n\n\u003Cp>Frågor om eventuell påföljd för olovligt uttag av övertid bör ej bli\nföremål för lokala krav. I rådgivning och på annat lämpligt sätt skall\nparterna verka för att denna princip hålls i kraft.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 19 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av §§ 4 och 5 skall först\nhänskjutas till lokal förhandling. Uppnår de lokala parterna ej enighet\nskall tvisten på begäran av endera parten hänskjutas till central\nförhandling.\u003C\u002Fp>\n\n\u003Cp>Tvist kan av part senast inom två månader från avslutad central\nförhandling hänskjutas till Stål- och Metallindustrins Arbetstidsråd för\navgörande. Rådets beslut är bindande för parterna om inte tvisten\nhänskjutits till Arbetsdomstolen senast inom en månad från dagen för\nrådets beslut. Dispenser kan ej bli föremål för Arbetsdomstolens prövning.\nI övrigt gäller Huvudavtalets förhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Arbetstidens förläggning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Arbetstidsschema\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstidens förläggning fastställs i form av överenskomna\narbetstidsscheman. Härvid skall såväl produktionens som arbetarnas\nberättigade intressen beaktas samt hälso- och säkerhetsskäl iakttas.\nArbetstidens förläggning och längd kan variera mellan olika perioder av\nåret liksom över en längre period än året.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Annan förläggning av arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid dagtids- och 2-skiftsarbete kan överenskommelse träffas mellan\narbetsgivare och enskild arbetare om annan arbetstidsförläggning än vad som\nföljer av det på arbetsplatsen överenskomna arbetstidsschemat. Vid sådan\nenskild överenskommelse skall arbetstiden förläggas inom den ram som anges i\n§ 5 mom 6 b) 2-skiftsarbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall underrätta den lokala fackliga organisationen om sådan\növerenskommelse. Överenskommelsen upphör senast en månad efter det att\nendera parten uttryckt önskemål om detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förläggningen av deltiden fastställs i ett arbetstidsschema i samma\nordning som gäller för heltid och - om inte annat överenskommes - inom ramen\nför motsvarande heltid.\u003C\u002Fp>\n\n\u003Cp>Föreligger, då deltidsarbete används i enstaka fall, ej överenskommelse\nmellan de lokala parterna skall klubben (avdelningen) genast informeras om\ntillämpad arbetstid. Anordnas deltidsarbete som partnerarbete, dvs. ett arbete\ndär två eller flera arbetare tillsammans upprätthåller en befattning,\nträffas skriftlig överenskommelse med varje partnerarbetare om de särskilda\nvillkor som skall gälla beträffande arbetstidens förläggning. Klubben\n(avdelningen) skall genast informeras härom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Varierad arbetstid - Trygghet och Flexibilitet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I syfte att kunna utjämna beläggnings- och efterfrågesvängningar införs\nett system med varierad arbetstid och personliga arbetstidskonton;\navsättningskonto samt plustidskonto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Systemet med varierad arbetstid kan efter lokal överenskommelse härom\näven användas för kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Avsättningskonto\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För varje anställd avsätts årligen den 1 januari totalt 68 timmar till\navsättningskontot. Om individen har anställts efter den 1 januari, ska samma\nantal timmar avsättas vid anställningstidpunkten.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och anställd bidrar med hälften vardera till de avsatta\ntimmarna.\u003C\u002Fp>\n\n\u003Cp>Vid minskat behov av arbete får arbetsgivaren minska den ordinarie\narbetstiden genom att lägga ut timmar från avsättningskontot som ledig tid.\nFör de timmar med vilka arbetstiden minskas, betalas ersättning för\nförlorad arbetsförtjänst.\u003C\u002Fp>\n\n\u003Cp>Vid avsättning av timmar sker i första hand avräkning mot eventuellt\nminussaldo enligt nedan. Överskjutande timmar avsätts därefter till\navsättningskontot.\u003C\u002Fp>\n\n\u003Cp>Saldot på avsättningskontot får maximalt uppgå till 150 timmar vid\navstämningstillfället den 31 december, eller annat högre antal timmar som\nlokalt överenskommes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Plustidskonto\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid ökat behov av arbete får arbetsgivaren öka den ordinarie arbetstiden.\nLön utgår enligt ordinarie arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Tid under vilken arbetstiden ökat i förhållande till ordinarie arbetstid\nska föras till ett plustidskonto, varvid varje timme ska uppräknas med faktor\n2.\u003C\u002Fp>\n\n\u003Cp>I första hand ska dock arbetade plustimmar användas för avräkning mot\neventuellt minussaldo. Överskjutande timmar avsätts därefter till\nplustidskontot.\u003C\u002Fp>\n\n\u003Cp>Om plustid har uppkommit på plustidskontot, får arbetsgivaren använda\näven dessa timmar till att minska den normala arbetstiden.\u003C\u002Fp>\n\n\u003Cp>| Plustidskontot får inte vid något tillfälle överskrida 250 timmar.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om annan övre gräns för\nplustidskontot.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Förläggning av ledig tid - minussaldo\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid minskad arbetstid ska i första hand avsatta timmar på\navsättningskontot användas.\u003C\u002Fp>\n\n\u003Cp>Om inga timmar finns på avsättningskontot, får istället tillgängliga\ntimmar på plustidskontot användas. Om arbetstiden därutöver minskas,\nuppkommer ett minus saldo. Minussaldo får maximalt uppgå till 150 timmar,\neller annat antal timmar som lokalt överenskommes.\u003C\u002Fp>\n\n\u003Cp>Vid minskad arbetstid utgår lön enligt ordinarie arbetstidsschema, varvid\nersättning betalas för förlorad arbetsförtjänst.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Avstämning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte överenskommer om annat gäller följande.\u003C\u002Fp>\n\n\u003Cp>Avstämning av avsättningskontot och plustidskontot ska ske varje år den\n31 december. Eventuella överskjutande timmar vid avstämningstidpunkten tas\nbort från kontot varvid de timmar som den anställde har bidragit med utgår i\nkontant ersättning. I övrigt kvarstår saldona på avsättningskontot och\nplustidskontot över årsskiftet.\u003C\u002Fp>\n\n\u003Cp>För arbetare som varit anställd under del av året utges ersättningen i\nproportion till anställningstidens längd. Frånvaro, som inte räknas som\narbetad tid (se anmärkning) eller utgör semester, medför en proportionell\nreducering vid avstämningstidpunkten av de 68 timmar som avsatts vid årets\nbörjan. Frånvaron proportioneras mot den ordinarie arbetstiden för heltid.\nOm fler timmar har använts under året än vad arbetaren vid\navstämningstidpunkten har haft rätt till uppstår ingen minustid för\nskillnaden mellan uttagen tid och avstämd tid - dock sker, om aktuellt, en\nreducering av de 68 timmarna gentemot uttagen tid. Avstämning och därmed\neventuell reducering sker även beträffande anställningens första år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med arbetad tid ska likställas tid då arbetare har haft permission, varit\npermitterad, deltagit i fackligt arbete enligt förtroendemannalagen, haft\nkompensation för övertidsarbete samt haft utlagd ledighet enligt § 5 mom 4\nVarierad arbetstid - Trygghet och flexibilitet.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan vid avstämning komma överens om att timmar som vid\nökad arbetstid förts till plustidskontot ska utges i kontant ersättning,\nvarvid endast faktiskt antal arbetade timmar ska ersättas. Övertidstillägg\nutges för dessa timmar.\u003C\u002Fp>\n\n\u003Cp>Kontant ersättning för timmar på avsättningskonto och plustidskonto\nberäknas per timme enligt formeln aktuell månadslön\u002F175 vid 40 timmars\narbetsvecka. Vid kortare arbetstid betalas ersättning i proportion därtill.\nErsättningen utbetalas som ett engångsbelopp senast i samband med\nlöneutbetalning månaden efter avstämningstidpunkten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Frånvaro\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro oavsett orsak ska bestämmelserna om varierad arbetstid inte\ntillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anställnings upphörande\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid anställnings upphörande utbetalas kontant ersättning för\nkvarstående timmar på avsättningskontot som den anställde bidragit med.\nFör beräkning av kvarstående timmar på avsättningskontot ska en\nproportionell reducering ske utifrån den anställdes frånvaro under året\nfram till sista anställningsdatum - beräkning sker enligt vad som framkommer\nunder ”Avstämning”.\u003C\u002Fp>\n\n\u003Cp>Kvarstående timmar på plustidskontot ersätts kontant, varvid endast\nfaktiskt antal arbetade timmar räknas med. Övertidstillägg utges för dessa\ntimmar.\u003C\u002Fp>\n\n\u003Cp>Om minussaldo uppstått ska kvittning ske. Kvittning ska dock inte ske om\nanställningen upphört genom uppsägning på grund av arbetsbrist,\npensionsavgång eller genom att tidsbegränsad anställning löpt ut och\narbetaren på grund av arbetsbrist inte fått fortsatt anställning. Vid\nuppsägning på grund av personliga skäl ska kvittning inte ske om de\npersonliga skälen är hänförliga till sjukdom. Vid egen uppsägning, efter\ndet att arbetsgivaren varslat om uppsägningar inom arbetarkollektivet på\ngrund arbetsbrist, ska inte heller kvittning ske.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Överläggning och varsel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Innan arbetsgivaren beslutar om minskning eller ökning av arbetstiden med\ntilllämpning av detta moment, ska arbetsgivaren i överläggning med lokal\narbetsta garpart presentera förslaget och skälen för detta. Denna\növerläggning ersätter förhandling enligt MBL.\u003C\u002Fp>\n\n\u003Cp>Kan de lokala parterna inte enas om hur arbetstiden ska förläggas gäller\narbetsgivarens ståndpunkt, varvid timmarna ska fördelas så jämnt som\nmöjligt över tid samt mellan de anställda som berörs av utläggningen.\nHänsyn ska därvid tas till såväl verksamhetens krav som individens\nberättigade intressen.\u003C\u002Fp>\n\n\u003Cp>Vid förändring av den ordinarie arbetstiden ska normalt 14 dagars varsel\niakttas. Vid oförutsedda händelser eller annars när verksamheten så kräver\nfår kortare varsel tillämpas. Rimlig hänsyn ska alltid tas till individens\nmöjligheter att anpassa sig till förändringen. Om individen av särskilda\nskäl har svårt att anpassa sig till förändringen, ska arbetsgivaren om\nmöjligt lösa situationen på annat sätt. Ju kortare varsel desto tyngre\nväger de av individen anförda skälen.\u003C\u002Fp>\n\n\u003Cp>Om facklig part anser att arbetsgivaren utnyttjar sin beslutanderätt i\nstrid mot denna paragrafs syfte, gäller vanlig förhandlingsordning för\ntvistefrågor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch3>Mom 5 Flextid\u003C\u002Fh3>\n\n\u003Cp>Om verksamheten tillåter det kan de lokala parterna träffa\növerenskommelse om tillämpning av s.k. flextid. Innan flextid införs måste\ntillämpningsregler överenskommas mellan de lokala parterna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Bestämmelser när överenskommelse om arbetstidens förläggning\nsaknas\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kan de lokala parterna ej enas om arbetstidens förläggning enligt mom 1-3\novan gäller nedanstående bestämmelser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a)Dagarbete\u003C\u002Fh4>\n\n\u003Cp>Arbetstiden förläggs måndag-fredag mellan kl. 07 och kl. 16. Raster\nutgår med sammanlagt högst en timme per dag. Driftsuppehåll görs under\nallmänna helgdagar, påskafton, pingstafton, midsommarafton, julafton och\nnyårsafton.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Ch4>b)2-skiftsarbete\u003C\u002Fh4>\n\n\u003Cp>Arbetstiden förläggs måndag-fredag mellan kl. 05 och kl. 24. Rast utgår\nmed minst 15 minuter per skift om särskilda hinder härför ej föreligger.\nDriftsuppehåll görs under allmänna helgdagar, påskafton, pingstafton,\nmidsommarafton, julafton och nyårsafton.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch4>c)3-skiftsarbete med intermittent drift\u003C\u002Fh4>\n\n\u003Cp>Arbetsveckan börjar tidigast på söndag kl. 20 och senast på måndag kl.\n06. \u003C\u002Fp>\n\n\u003Cp>Driftsuppehåll görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"185\">\u003Cp>Nyår\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>48 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"185\">\u003Cp>Trettondagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>24 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"185\">\u003Cp>Påsk\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>96 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"185\">\u003Cp>1 maj\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>24 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"185\">\u003Cp>Kristi Himmelsfärdsdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>24 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"185\">\u003Cp>Pingst\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>56 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"185\">\u003Cp>Midsommar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>72 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Alla Helgons dag\u003C\u002Ftd>\n      \u003Ctd>48 timmar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Jul\u003C\u002Ftd>\n      \u003Ctd>72 timmar\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Följande undantag gäller:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid processer - där uppstart och avstängning är tidskrävande, t.ex. vid\nstålugnar - skall driften upprätthållas trettondagen och Kristi\nHimmelfärdsdag samt såväl lördag som söndag endera före eller efter\nstörre reparation, som påkallar minst fem dygns driftsavbrott.\nUpprätthållande av driften enkel helgdag skall ej medföra att de berörda\narbetarna erhåller längre ordinarie arbetstid än som eljest gäller vid 3-\nskiftsarbete med intermittent drift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>d)3-skiftsarbete med kontinuerlig drift med storhelgsuppehåll\n\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kontinuerlig drift med storhelgsuppehåll får tillämpas:\u003C\u002Fp>\n\n\u003Cp>-vid t.ex. stålugnar, varmvalsverk, större varmpressar\u003C\u002Fp>\n\n\u003Cp>-vid t.ex. kallvalsverk och dragerier samt därmed samkörande\nproduktionsenheter beträffande sådan del av anläggningen, där bristande\nkapacitet föreligger eller där anläggningen är så dyrbar att fördelarna\nav en kontinuerlig drift är uppenbara.\u003C\u002Fp>\n\n\u003Cp>Driftsuppehåll görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"153\">\u003Cp>Nyår\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"191\">\u003Cp>48 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"153\">\u003Cp>Påsk\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"191\">\u003Cp>88 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"153\">\u003Cp>1 maj\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"191\">\u003Cp>24 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"153\">\u003Cp>Pingst\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"191\">\u003Cp>56 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"153\">\u003Cp>Midsommar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"191\">\u003Cp>72 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"153\">\u003Cp>Jul\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"191\">\u003Cp>72 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>e)3-skiftsarbete med kontinuerlig drift utan\nstorhelgsuppehåll\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kontinuerlig drift där arbetet skall fortgå dygnet runt såväl sön- och\nhelgdagar (även storhelger) som vardagar får tillämpas:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-vid anläggningar som på grund av tekniska skäl förutsätter\nkontinuerlig drift såsom sintringsverk, hyttor, legerings- och järnsvampverk,\nglödnings-, härdnings- och värmebehandlingsugnar samt sintringsugnar för\npulvermetallurgiska produkter\u003C\u002Fp>\n\n\u003Cp>-där anläggningen är så dyrbar att fördelarna av kontinuerlig drift är\nuppenbara\u003C\u002Fp>\n\n\u003Cp>-för vakter och liknande personal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>f)Förberedelsearbeten vid skiftarbete\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Förberedelsearbeten, t.ex. start av ugnar, skall vid skift-arbete vara\nverkställda före den ordinarie arbetstidens början.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>g)Övergång till kontinuerlig drift\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid övergång till kontinuerlig drift skall eftersträvas, att den nya\ndriftsformen ej genomförs med mindre än att den kan antagas bli bestående\nunder minst en skiftcykel. För att vid mer temporär övergång till dessa\ndriftsformer utjämna övergångsolägenheterna i samband med arbetstidens\nförändring rekommenderar parterna att ett sådant skiftschema väljs, som\ninnehåller en kort skiftcykel, och att skiftgången ej avbryts innan sådan\nkortare skiftcykel avslutas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Sommartid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under det nattskift då övergång till sommartid sker förkortas\narbetstiden med en timme.\u003C\u002Fp>\n\n\u003Cp>Återgång till normaltid innebär en motsvarande förlängning med en timme\nav nattskiftet.\u003C\u002Fp>\n\n\u003Cp>Beträffande tillämplig ersättning se § 7 mom 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Nationaldag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat gäller att arbetare som är\nanställd på nationaldagen i arbetstidsbanken eller på annat sätt erhåller\n2 timmar och 18 minuter. Detta gäller inte arbetare sysselsatta i\n3-skiftsarbete med kontinuerlig drift med eller utan storhelgsuppehåll,\nsemestervikarier eller feriearbetare. För deltidsanställd arbetare gäller\natt tiden proportioneras till sysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Lön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Ch3>Mom 1 Grunder för lönesättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grund för lönesättningen ska vara arbetsuppgifternas svårighetsgrad,\nansvars- och kompetenskrav samt arbetarens sätt att uppfylla dessa krav.\u003C\u002Fp>\n\n\u003Cp>Lönen ska därvid fastställas med hänsyn till stigande ansvar och\nsvårighet i arbetet samt med arbetarens ökade kompetens, erfarenhet och\npersonliga insats. Lönen ska stimulera till goda insatser, engagemang och\nresultat. Skillnader i lön kan bidra positivt till löneutveckling och\nproduktivitet.\u003C\u002Fp>\n\n\u003Cp>Med utgångspunkt från ovanstående bör de lokala parterna träffa\növerenskommelse om lönesystem.\u003C\u002Fp>\n\n\u003Cp>Utifrån verksamhetens mål kan en systematisk genomgång av arbetsinnehåll\noch arbetarens kompetens- och kompetensutvecklingsbehov vara ett hjälpmedel i\ndenna bedömning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det är parternas gemensamma uppfattning att arbetarens personliga insats\när viktig i samtliga befattningar i företaget. I syftet att öka betydelsen\nav denna har en ny lönegrupp S införts i avtalet. Detta innebär dock inte\natt betydelsen av den personliga insatsen i andra befattningar ska minska.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Personlig garantilön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Allt efter kvalifikationer och personlig insats skall arbetare, som arbetat\nett flertal år i yrket, erhålla personlig garantilön som är högre än den\ngarantilön som gäller enligt mom 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lokala löneavtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Träffas överenskommelse mellan de lokala parterna om löneavtal bör däri\ningå\u003C\u002Fp>\n\n\u003Cp>-beskrivning av lönesystem\u003C\u002Fp>\n\n\u003Cp>-uppgift om den eller de löneformer som skall tillämpas\u003C\u002Fp>\n\n\u003Cp>-uppgifter om vilka kategorier av arbetare\u002Fvilka enheter\u002Föverenskommelsens\nolika avsnitt omfattar\u003C\u002Fp>\n\n\u003Cp>-uppgift om överenskommelsens giltighetstid\u003C\u002Fp>\n\n\u003Cp>-regler för omförhandling\u002Fuppsägning av överenskommelsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Löneformer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid val av löneform bör arbetsorganisation samt krav på såväl\nproduktivitets- och lönsamhetsutveckling som arbetstillfredsställelse,\nlönetrygghet och objektivitet beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokalt tillämpade löneformer kan utgöras av:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Fast månadslön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lönen utgår som ett per månad bestämt belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Rörlig lön\u003C\u002Fh3>\n\n\u003Cp>Rörlig lön helt baserad på arbetskvantitet, arbetskvalitet eller annan\nform av nyckeltal, t.ex. bonus-, premie-, resultatandel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Kombination av månadslön och rörlig lönedel\u003C\u002Fh3>\n\n\u003Cp>Lön som till viss del baseras på ett per månad bestämt belopp och till\nviss del baseras på arbetskvantitet, arbetskvalitet eller annan form av\nnyckeltal (rörlig lönedel), t.ex. bonuslön, premielön, resultatlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Överenskommelse om löneform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tillämpning av rörlig lön eller rörlig lönedel i löneavtal\nförutsätter särskild överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Överenskommelse om rörlig lön eller rörlig lönedel, som avses bli\nbestående under avtalsåret, träffas mellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna ej enas om annat skall uppsägning av sådan\növerenskommelse av endera parten ske senast två månader före avtalsårets\nutgång. Sker ej sådan uppsägning gäller överenskommelsen mellan parterna\nför följande avtalsår.\u003C\u002Fp>\n\n\u003Cp>Ändras till följd av tekniska och ekonomiska förändringar de\növerenskomna förutsättningarna för den rörliga lönen eller rörliga\nlönedelen kan dock överenskommelsen uppsägas att sluta gälla sju dagar\nefter uppsägningsdagen.\u003C\u002Fp>\n\n\u003Cp>2.Annan överenskommelse om rörlig lön eller lönedel, som avser bestämd\narbetsuppgift och gäller visst tillfälle, kan träffas mellan lokala parterna\neller mellan arbetsgivaren och den eller de arbetare som berörs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av ackord gäller även ”Ackordsbestämmelser”, enligt\nbilaga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Regler vid förändring av löneavtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse om löneavtal och\u002Feller löneform upp-hör att gälla\neller om endera parten sagt upp sådan överenskommelse och någon ny\növerenskommelse ej träffats skall följande gälla:\u003C\u002Fp>\n\n\u003Cp>Från och med att tidigare överenskommelse upphört att gälla\ntillförsäkras arbetarenom inte annat överenskommes - månadslön motsvarande\narbetarens genomsnittliga grundförtjänst under de sex kalendermånader som\nföregick uppsägningen. Vid betalning av genomsnittsförtjänst förutsätts\nsamma arbetsprestation som under nämnda sex månader.\u003C\u002Fp>\n\n\u003Cp>Förhandlingar skall snarast inledas om nya lönebestämmelser eller ny\nlöneform.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Garantilön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Garantilön är den lägsta lön som får betalas.\u003C\u002Fp>\n\n\u003Cp>För varje arbetare fastställs en garantilön som varierar beroende på\ninplacering i lönegrupp enligt mom 8 nedan.\u003C\u002Fp>\n\n\u003Cp>Tillämpas vid företag lönebestämmelser som beaktar reglerna för\ngarantilön erfordras dock ej individuell inplacering av arbetarna i\nlönegrupper enligt mom 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen om garantilön gäller ej elever i företagsförlagd\nyrkesutbildning för vilka särskilda överenskommelser tillämpas, bilaga\nYrkesutbildningsavtalet.\u003C\u002Fp>\n\n\u003Cp>För ferieanställda kan lokal överenskommelse träffas om lägre lön än\ngarantilön.\u003C\u002Fp>\n\n\u003Cp>För arbetare som uppbär lönebidrag, livränta eller annan ersättning,\nbestäms garantilönen i lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Lönegrupper - garantilön\u003C\u002Fh3>\n\n\u003Cp>Garantilönen är inom respektive lönegrupp följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>2022\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp>Grupp S: S-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>(Ingen angiven garanti­lön)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp>Grupp T:\u003C\u002Fp>\n\n        \u003Cp>T eknikergruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>23 245 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>23 896 kr\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp>Grupp 1:\u003C\u002Fp>\n\n        \u003Cp>Vuxna yrkesskickliga arbetare, vilka arbetat minst 6 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>22 008 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>22 624 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp>Grupp 2:\u003C\u002Fp>\n\n        \u003Cp>Vuxna yrkeskunniga arbetare, vilka arbetat minst 3 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>20 613 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>21 190 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp>Grupp 3:\u003C\u002Fp>\n\n        \u003Cp>Övriga vuxna arbe­tare, vilka fyllt 18 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>19 430 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>19 974 kr\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp>Grupp 4:\u003C\u002Fp>\n\n        \u003Cp>Arbetare,\u003C\u002Fp>\n\n        \u003Cp>vilka fyllt 17 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>17 566 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>18 058 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"138\">\u003Cp>Grupp 5:\u003C\u002Fp>\n\n        \u003Cp>Arbetare,\u003C\u002Fp>\n\n        \u003Cp>vilka fyllt 16 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"162\">\u003Cp>15 704 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>16 144 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>Inplacering i lönegrupp S sker efter lokal överenskommelse. Lönesättning\nav arbetare inplacerad i gruppen ska särskilt utgå från den enskildes\ntillämpade kompetens, personliga prestation och engagemang. Det är naturligt\natt skillnader i lönen ökar med arbetsuppgifternas komplexitet och i spets-\noch nyckelbefattningar, och där den personliga prestationen i större\nutsträckning än annars är avgörande för resultatet. Kriterier som ligger\ntill grund för den individuella lönesättningen ska vara tydliga för att\nmotverka godtycklighet.\u003C\u002Fp>\n\n\u003Cp>Lönesättning i lönegrupp S sker frikopplat från lönepottfördelningen,\nmen arbetaren bidrar till lönepottsunderlaget med ett belopp som motsvarar\ngenomsnittsför tjänsten hos heltidsanställd arbetare vid företaget. För\ndeltidsanställd arbetare proportioneras beloppet till sysselsättningsgrad.\nLöneökning för arbetaren belastar potten upp till det centrala avtalets\naktuella procenttal. Löneökning därutöver sker utanför potten och belastar\ninte denna.\u003C\u002Fp>\n\n\u003Cp>Inplacering i lönegrupp T (teknikergruppen) sker efter särskilda\nanvisningar som överenskommits mellan de centrala parterna.\u003C\u002Fp>\n\n\u003Cp>Inplacering i lönegrupp 1 förutsätter att arbetaren utför kvalificerade\narbeten som i hög grad kräver teknisk eller annan teoretisk utbildning och\npraktisk erfarenhet samt ställer stora krav på omdöme, initiativ och\nansvar.\u003C\u002Fp>\n\n\u003Cp>Inplacering i lönegrupp 2 förutsätter att arbetaren utför arbeten som\nställer krav på teknisk eller annan teoretisk och\u002Feller praktisk erfarenhet;\nsom regel utförs arbetsuppgifterna efter skriftliga instruktioner.\u003C\u002Fp>\n\n\u003Cp>Anvisningarna rörande inplacering i lönegrupp T liksom särskild\nexempelsamling som visar typer av befattningar hänförbara till respektive\nlönegrupp 1-3 finns redovisade i separata instruktioner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att garantilönerna i grupp 3 långsiktigt ska\nuppgå till 65 procent av det genomsnittliga förtjänstläget i branschen.\u003C\u002Fp>\n\n\u003Cp>Detta hanteras på så sätt att en avstämning sker vid varje\nriksavtalsförhandlingstillfälle. Garantilönen höjs då med samma procenttal\nsom i riksavtalets potter och vid samma tidpunkter som det nya riksavtalet.\nDessutom görs en uppföljning av utgående avtalsperiods löneutveckling i\nbranschen. Därefter görs nödvändig justering av garantilönen i syfte att\nnå ovan nämnda målsättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Inplacering i lönegrupperna 3-5, beträffande feriearbetare, avser det\nkalenderår som åldern uppnås.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Definition av lönebegrepp och förtjänstbegrepp\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lönebegrepp\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Månadslön är den aktuella fasta kontanta månadslönen om annat ej\nsärskilt anges\u003C\u002Fp>\n\n\u003Cp>2.Garantilön är den i mom 8 fastställda lägsta lön per månad som får\nbetalas i respektive lönegrupp.\u003C\u002Fp>\n\n\u003Cp>3.Personlig garantilön är garantilön enligt mom 8 ökad med ett\npersonligt tillägg enligt mom 2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>\u003Cstrong>Förtjänstbegrepp\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Grundförtjänst är den sammanlagda lönen (månadslön och rörlig\nlönedel), uträknad per månad utan tillägg (semester, övertidstillägg,\nomställningsersättning, ob-tillägg och motsvarande).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Förlorad arbetsförtjänst (i § 7 mom 5)\u003C\u002Fp>\n\n\u003Cp>Lön som om arbete utförts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bibehållen lön (i § 14 Permission)\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig grundförtjänst senaste kvartal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beräkning av tillägg och avdrag vid månadslön med premiedel vid\nskiftarbete\u003C\u002Fp>\n\n\u003Cp>De lokala parterna skall vid månadslön med rörlig lönedel enas om i\nvilken omfattning den rörliga lönedelen skall inräknas i\ngrundförtjänsten.\u003C\u002Fp>\n\n\u003Cp>I de fall den rörliga lönedelen utbetalas per timme skall premiedelen vid\nvarje avlöningstillfälle ökas med det procenttal som motsvarar skillnaden\nmellan aktuellt arbetstidsmått och 40 timmar per helgfri vecka och år.\nProcenttalet utgör 5,26 procent vid 38-timmarsvecka, 11,11 procent vid\n36-timmarsvecka och 14,29 procent vid 35-timmarsvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Ersättning för arbete på övertid, omställningsersättning,\nobekväm tid, ersättning för veckovila, förskjuten dygnsvila samt övergång\ntill sommartid\u002Fnormaltid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom 1 Övertidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Huvudregel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För övertidsarbete, varmed avses arbete utöver arbetstidsmåttet per dygn\nenligt det för arbetaren gällande ordinarie arbetstidsschemat, betalas\növertidsersättning som utgörs av dels lön för arbetad tid, dels\növertidstillägg med nedanstående belopp såsom öre per timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>2020\u003C\u002Ftd>\n      \u003Ctd>2022\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5 065 öre\u002Ftim\u003C\u002Ftd>\n      \u003Ctd>5 181 öre\u002Ftim\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönen för arbetad övertidstimme är månadslönen\u002F175 vid arbetstid om 40\ntimmar per helgfri vecka och år samt vid kortare arbetstid i proportion\ndärtill.\u003C\u002Fp>\n\n\u003Cp>Vid arbete på obekväm tid samt i skiftarbete betalas ob-tillägg.\u003C\u002Fp>\n\n\u003Cp>Vid deltidsarbete se mom 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid arbete på friskift betalas övertidsersättning. Denna regel gäller\ndock ej när tilläggsregeln nedan tillämpas. För erhållande av\növertidsersättning skall ordinarie arbetstidsschema fullföljas på ömse\nsidor om friskiftet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tilläggsregel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ändras - genom överflyttning till annat arbete eller genom omläggning av\narbetstiden - förläggningen av arbetarens arbetstid betalas\növertidsersättning för det antal arbetstimmar som under en sjudygnsperiod\növerskrider arbetstidsmåttet i det tidigare ordinarie arbetstidsschemat.\u003C\u002Fp>\n\n\u003Cp>Beräkningen av sjudygnsperioden inleds det dygn då arbetet efter det nya\nschemat påbörjas. Med ordinarie arbetstidsschema - mot vilket jämförelsen\nsker - avses det schema som arbetaren lämnar vid början av\nsjudygnsperioden.\u003C\u002Fp>\n\n\u003Cp>Vid upprepade förflyttningar med byte av arbetstidsscheman börjar ny\nsjudygnsperiod löpa först sedan en hel sju-dygnsperiod fullföljts för\nberäkningen av övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Vid beräkning av arbetad tid enligt denna tilläggsregel jämställs med\narbete sjukfrånvaro med sjuklön och karensavdrag, permission, semester,\nbetald veckovila och betald dygnsvila samt uttag av kompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>2.För registrering av övertid enligt § 4 räknas den senast fullgjorda\növerskridandetiden i förhållande till det ordinarie arbetstidsschemat.\u003C\u002Fp>\n\n\u003Cp>3.Vid tillfällig överflyttning till nytt arbetstidsschema skall övergång\nrespektive återgång ske snarast, dock skall dubbla skift samma dag undvikas.\nUnderskridande av arbetarens ordinarie arbetstidsmått skall om möjligt\nundvikas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Omställningsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokala parterna har möjlighet att överenskomma om andra regler än i\nmomentet angivna.\u003C\u002Fp>\n\n\u003Cp>För arbetad tid, som avses i tilläggsregeln i § 7 mom 1, betalas under\nsjudygnsperiod omställningsersättning med nedanstående angivna belopp i kr\nper skift som fullgörs i det nya schemat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>2020\u003C\u002Ftd>\n      \u003Ctd>2022\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>118 kr\u003C\u002Ftd>\n      \u003Ctd>121 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Regler vid deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förlängs eller förskjuts deltidsarbete utanför det för deltidsarbetet\ngällande ordinarie arbetstidsschema tillämpas bestämmelserna i mom 1\nrespektive mom 2. Dessa bestämmelser tillämpas utan beaktande av\narbetstidsschemat för motsvarande heltidsarbete. Omställningsersättning\nenligt mom 2 utges i proportion till sysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>Vid fortlöpande förlängning eller förskjutning av deltidsarbetstiden\nbetalas övertidstillägg respektive omställningsersättning under längst\nsjudygnsperioden efter förändringen.\u003C\u002Fp>\n\n\u003Cp>Vid arbete på obekväm tid samt i skiftarbete betalas ob-tillägg. Åtar\nsig partnerarbetare arbete för annan partnerarbetare genom överenskommelse\nmed denne betalas ej särskilt tillägg för den förlängda eller förskjutna\narbetstiden.\u003C\u002Fp>\n\n\u003Cp>Tillfällig förlängning av deltidsarbete för arbetare som uppbär\ndelpension bör förekomma endast i undantagsfall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av flextid enligt § 5 mom 5 skall särskilda regler\nfastställas för deltidsarbetande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Ch3>Mom 4 Arbete på obekväm tid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.För arbete mellan kl. 17.00 och kl. 06.00 eller annan lokalt\növerenskommen tidsperiod av motsvarande längd betalas samtliga dagar\nföljande tillägg i öre per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"266\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"266\">\u003Cp>Mellan kl. 17 och 22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>2 873\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>2 953\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"266\">\u003Cp>Mellan kl. 22 och 06\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\">\u003Cp>4 185\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>4 302\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"66\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Vid sidan av ovan angivna tillägg för arbete under veckoslut och helger\nnedanstående tillägg per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"387\">\u003Cp>\u003Cspan style=\"color:#ffffff\">***************************************\u003C\u002Fspan>2020\u003Cspan style=\"color:#ffffff\">********\u003C\u002Fspan>2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"266\">\u003Cp>Fredag kl. 22 till lördagar kl. 22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>8 056\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan> 8 282\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"266\">\u003Cp>Från kl. 22 dagen före till kl. 22 på söndagar,\n        trettondagen, Kristi Himmelsfärds dag, nationaldagen och Alla helgons\n        dag samt från kl. 22 skärtorsdag till kl. 06 på långfredagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>11 301\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan> 11 617\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"266\">\u003Cp>Dag före nyårsafton kl. 22 - nyårsdagen kl. 22,\n        långfredagen kl. 06 - annandag påsk kl. 22, valborgsmässoafton kl.\n        22 - 1 maj kl. 22, dagen före pingstafton kl. 22 - dagen efter\n        pingstdagen kl. 06, dagen före midsommarafton kl. 22 - dagen efter\n        midsommardagen kl. 22, dagen före julafton kl. 22 - annandag jul kl.\n        22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"121\">\u003Cp>18 807\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan> 19 334\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"121\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Vid tillämpning av flexibel arbetstid vid dagarbete enligt § 5 mom 5\nbetalas inte ob-tillägg för arbetstid inom det överenskomna flextidsschemats\nyttre tidpunkter.\u003C\u002Fp>\n\n\u003Cp>2.I punkt 1 och 2 ovan angivna klockslag avser arbetsplatser där skiftbyte\nsker kl. 06, 14 och 22. Tillämpas andra skiftbytestider skall, om annat ej\nlokalt över enskommes, för skiftgående arbetsplatser en anpassning av\nklockslagen härtill ske.\u003C\u002Fp>\n\n\u003Cp>3.Parterna är överens om att tillämpa följande hanteringsmetod för\nhöjningar av ob-tilläggen i syfte att uppnå följsamhet i enlighet med\növerenskommelse träffad i riksavtalsförhandlingarna 2004.\u003C\u002Fp>\n\n\u003Cp>En avstämning sker vid varje riksavtalsförhandlingstillfälle, varvid en\nuppföljning av utgående avtalsperiods löneutveckling i branschen görs. I\nden mån den faktiska löneutvecklingen skiljer sig från vad som anges i det\nutgående riksavtalet, görs en justering av ob-tilläggen i motsvarande mån.\nDärefter höjs ob-tilläggen med samma procenttal och vid samma tidpunkter som\ndet nya riksavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Veckovila och förskjuten dygnsvila förlagd till ordinarie\narbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om veckovila och förskjuten dygnsvila förläggs till ordinarie arbetstid\nskall ersättning för förlorad arbetsförtjänst betalas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Ersättning i samband med övergång till sommartid och återgång\ntill normaltid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid övergång till sommartid erhåller berörda arbetare lön jämte\nob-ersättning som om arbetstiden varit oavkortad.\u003C\u002Fp>\n\n\u003Cp>Vid återgång till normaltid erhåller berörda arbetare lön jämte\nob-ersättning för den timme nattskiftet förlängs.\u003C\u002Fp>\n\n\u003Cp>Vid återgång till normaltid erhåller berörda arbetare för den timme som\nnattskiftet förlängs månadslönen 154\u002F158 samt ob-tillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>* Divisorn 154 gäller vid kontinuerligt 3-skift utan helguppehåll.\u003C\u002Fp>\n\n\u003Cp>* Divisorn 158 gäller vid kontinuerligt 3-skift med helguppehåll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Betalning vid omplacering och omflyttning av personal\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala partema bör träffa överenskommelse om betalningsregler vid\nomplacering och omflyttning av arbetare till annan befattning. Träffas ej\nsådan överenskommelse gäller de i mom 2 och 3 angivna bestämmelserna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Omplacering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med omplacering avses varaktig förflyttning till annan befattning. Avsikten\när att förändringen skall bli stadigvarande.\u003C\u002Fp>\n\n\u003Cp>1.Vid omplacering tillämpas den för den nya befattningen gällande lönen\nfr.o.m. följande nya löneperiod. Omplaceringstillägg betalas ej till\narbetare med mindre än två års obruten anställning i företaget.\u003C\u002Fp>\n\n\u003Cp>2.Sker omplacering till befattning med lägre lön betalas ett personligt\nomplaceringstillägg motsvarande skillnaden mellan arbetarens genomsnittliga\ngrundförtjänst senaste kvartal eller motsvarande lokalt överenskommen period\noch motsvarande förtjänst för den nya befattningen under motsvarande tid.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg avräknas under tre år med en tredjedel per år. Sker\nefter omplaceringen en höjning av lönen för den nya befattningen reduceras\ntillägget i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>3.Omplaceringstillägg enligt detta moment betalas ej\u003C\u002Fp>\n\n\u003Cp>-om omplaceringen sker på arbetarens egen begäran\u003C\u002Fp>\n\n\u003Cp>-vid omplacering som föranleds av arbetarens eget förvållande\u003C\u002Fp>\n\n\u003Cp>-om arbetaren är berättigad till arbetsskadelivränta enligt lag om\narbetsskadeförsäkring\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Omplacering som är sakligt motiverad av exempelvis ålders- eller\nhälsoskäl berättigar till omplaceringstillägg, oavsett om den sker på\narbetstagarens begäran eller på arbetsgivarens initiativ.\nOmplaceringstillägg skall då även utges för minskat ob-tillägg. Sådant\nomplaceringstillägg kan ej utges för längre tid än den anställde arbetat\nskift och avräknas under tre år med en tredjedel per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Omflyttning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med omflyttning avses tillfällig förflyttning till annan befattning.\nAvsikten är attarbetaren efter kortare tid skall återgå till den tidigare\nbefattningen.\u003C\u002Fp>\n\n\u003Cp>1.Vid omflyttning betalas den för den nya befattningen gällande lönen.\nDen nya lönen gäller fr.o.m. närmast följande ny löneperiod. Vid\nåtergång till den tidigare befattningen betalas den tidigare lönen fr.o.m.\nnästkommande löneperiod.\u003C\u002Fp>\n\n\u003Cp>2.Sker omflyttning till befattning med lägre lön betalas oförändrad lön\nunder omflyttningsperioden.\u003C\u002Fp>\n\n\u003Cp>3.Omflyttningstillägg betalas för tid under vilken omflyttningen varar,\ndock högst under fyra veckor.\u003C\u002Fp>\n\n\u003Cp>Om omflyttningen beror på sjukdom, militärtjänstgöring eller annat\nliknande skäl, varom enighet nås lokalt, skall omflyttningstillägg betalas\nså länge omflyttningen pågår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid förflyttning av personal skall eftersträvas att omflyttningar av\nlängre varaktighet än fyra veckor undviks.\u003C\u002Fp>\n\n\u003Cp>4.Dessa betalningsregler gäller ej vid omflyttning av personal, som enligt\növerenskommelse står till förfogande som reserv (ersättare) eller normalt\nväxlar mellan olika arbetsplatser eller befattningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Semesterlag och överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semester utgår enligt lag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokala och enskilda överenskommelser får träffas i de fall semesterlagen\nmedger sådana överenskommelser. Lokal överenskommelse kan sålunda träffas\nom avsteg från § 12 Semesterlagen, bl a kortare sammanhängande\nsemesterperiod än fyra veckor och\u002Feller semesterperioden förläggs till annan\nperiod än juni-augusti.\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser bör träffas om beräkning av semesterledighet\nför arbetare med oregelbunden arbetstidsförläggning i enlighet med\nriktlinjer antagna av förbunden.\u003C\u002Fp>\n\n\u003Cp>Efter lokal överenskommelse kan semesteråret av administrativa skäl\nförskjutas till att börja samtidigt med den löneperiod som närmast ansluter\ntill månadsskiftet mars-april.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Semesterlön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön för betald semester utgörs av den för semestertiden aktuella\nmånadslönen jämte semestertillägg.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta sammanhang fast kontant månadslön jämte\neventuella fasta lönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget för varje betald semesterdag utgör\u003C\u002Fp>\n\n\u003Cp>-0,8 % av arbetarens vid semestertillfället aktuella månadslön samt\u003C\u002Fp>\n\n\u003Cp>-0,5 % av summan av rörliga lönetillägg, som har utbetalats under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Med rörliga lönetillägg avses i detta sammanhang de tillägg som betalas\nvid sidan om månadslönen, exempelvis premiedel, bonus, ob-tillägg,\nomställnings- och övertidsersättning samt kontant ersättning med anledning\nav utbetalning av timmar enligt § 5 mom 4 ”Avstämning”.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan överenskomma att berörda rörliga lönetillägg - i\nstället för ovanstående - skall på motsvarande sätt ökas redan vid\nutbetalningstillfället.\u003C\u002Fp>\n\n\u003Cp>Vid semesterlönegrundande frånvaro skall för varje sådan frånvarotimme\nunderlaget ökas med genomsnittliga tim-inkomsten av rörliga lönetillägg\nunder intjänan deåret.\u003C\u002Fp>\n\n\u003Cp>Vid utbetalning av semesterlön för månadsavlönade, som inte träffat\növerenskommelse om sammanfallande intjänande- och semesterår, gäller\nföljande;\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 % avseende fast kontant månadslön samt\nsemestertillägget om 0,5 % avseende rörliga lönedelar som intjänats under\nintjänandeåret utbetalas vid ordinarie löneutbetalningstillfälle närmast\nföre huvudsemestern, såvida inte lokal överenskommelse träffats om\nannat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semestertillägget 0,5 % förutsätter att arbetaren har tjänat in full\nbetald semester. Om så inte är fallet skall semestertillägget uppjusteras\ngenom att 0,5 % multipliceras med 25 - det antal semesterdagar arbetaren är\nberättigad till - och divideras med det antal betalda semesterdagar arbetaren\ntjänat in.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vid ändrad sysselsättningsgrad eller vid deltidsarbete beräknas\nsemesterlönen och semestertillägget genom att den vid semestertillfället\naktuella månadslönen proportioneras i förhållande till arbetarens andel av\nfull ordinarie arbetstid under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om den proportionerade månadslönen blir större än den vid\nsemestertillfället aktuella månadslönen skall för varje uttagen betald\nsemesterdag betalas ett tillägg om 4,6 % av skillnaden mellan den\nproportionerade månadslönen och den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>Om den proportionerade månadslönen blir mindre skall på motsvarande sätt\nett avdrag om 4,6 % göras. Ändras sysselsättningsgraden (den faktiska\narbetstiden) under löpande kalendermånad skall vid beräkningen användas den\nsysselsättningsgrad som gällt under flertalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro del av dag skall sysselsättningsgraden anses vara ändrad\nvid\u003C\u002Fp>\n\n\u003Cp>-tjänstledigheter, t.ex. icke semesterlönegrundande studieledigheter\u003C\u002Fp>\n\n\u003Cp>-sjukfrånvaro som ej längre är semesterlönegrundande\u003C\u002Fp>\n\n\u003Cp>-föräldraledighet som inte är semesterlönegrundande\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag, för vilken semestertillägg ej\nännu utbetalats, beräknas enligt samma regler som för ordinarie semester.\nSemesterlönen skall dock anpassas till sysselsättningsgraden under det\nintjänandeår som föregick det semesterår då dagen sparades. Vid beräkning\nav rörliga lönetillägg gäller att all frånvaro under intjänandeåret\nföre det år de sparade dagarna tas ut - med undantag för frånvaro på grund\nav semester som ej sparats från tidigare år och permittering vid\ndriftsuppehåll för samtidig semester - skall räknas som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av obetald semesterdag görs för varje dag avdrag med 4,6 % från\narbetarens aktuella månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Mom 3 Semesterersättning\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>Semesterersättningen utgör per outtagen betald semesterdag 5,4 % av\narbetarens månadslön samt 0,5 % av de rörliga lönetillägg som utbetalats\nunder intjänandeåret.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I de fall intjänat semestertillägg utbetalats vid det ordinarie\nlöneutbetalningstillfället närmast före huvudsemestern, eller i övrigt i\nenlighet med mom 2 stycke 7, utgår endast semesterersättning per outtagen\nbetald semesterdag med 4,6 % av arbetstagarens månadslön.\u003C\u002Fp>\n\n\u003Cp>Semesterersättningen för sparad semesterdag beräknas som om den sparade\ndagen tagits ut det år anställningen upphör.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas efter samma regler som tillämpas för\nsemesterlön enligt mom 2.\u003C\u002Fp>\n\n\u003Cp>Vid ändrad sysselsättningsgrad tillämpas samma omräkning av aktuell\nmånadslön som i mom 2.\u003C\u002Fp>\n\n\u003Cp>Vid tidsbegränsade anställningar om högst tre månader kan arbetsgivaren\nkomma överens med arbetaren om att semesterersättning ingår i överenskommen\nlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Semester vid deltidsanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön och semesterersättning betalas enligt mom 2-5.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd som enligt arbetstidsschemat inte arbetar varje dag\nvarje vecka (intermittent deltidsarbete) skall semestern läggas ut på så\nmånga arbetsdagar av 25 som motsvarar deltidsarbetarens andel av full\narbetstid (nettosemesterdagar). Vid brutet tal skall höjning ske till närmast\nhögre hela tal.\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar skall utläggas under semesteråret proportioneras de\nvar för sig enligt följande:\u003C\u002Fp>\n\n\u003Cp>Antal arbetsdagar per vecka dividerat med 5 x antal bruttosemesterdagar som\nskall läggas ut = antal semesterdagar som skall förläggas till dagar som\nannars skulle ha utgjort arbetsdagar (nettosemesterdagar).\u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstår brutet tal sker avrundning uppåt till\nnärmaste heltal.\u003C\u002Fp>\n\n\u003Cp>Med ”antalet arbetsdagar per vecka” avses det antal dagar som, enligt\nför arbetaren gällande arbetstidsschema, är arbetsdagar per helgfri vecka i\ngenomsnitt per fyra veckor (eller annan period som omfattar hel\nförläggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om arbetaren enligt arbetstidsschemat skall arbeta såväl hel som del av\ndag samma vecka skall den delvis arbetade dagen i detta sammanhang räknas som\nhel dag. När semester utläggs för sådan arbetare konsumeras en hel\nsemesterdag även för den dag arbetaren endast skulle ha arbetat del av\ndagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"230\">\u003Cp>Arbetarens deltid är förlagd till i genomsnitt\n        följande antal arbetsdagar per vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>Antal nettosemesterdagar (vid 25 dagars\n        bruttosemester)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"230\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"230\">\u003Cp>3,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"230\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"230\">\u003Cp>2,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"230\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"208\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetarens arbetstidsschema ändras så att ”antalet arbetsdagar per\nvecka” förändras skall antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Lön för nyanställd vid semesterstängning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid semesterstängning under huvudsemester har ny anställd arbetare som har\nintjänat färre än tio betalda semesterdagar rätt till ledighet med\nbibehållen lön (förskottssemester) upp till tio dagar.\u003C\u002Fp>\n\n\u003Cp>Utnyttjande av sådan rätt kräver skriftlig överenskommelse.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse mellan arbetsgivaren och arbetaren ska innehålla\nen reglering - i enlighet med nedanstående - av hur förskottssemestern ska\nåterbetalas för det fall anställningen upphör inom en femårsperiod.\nUpphör anställningen inom fem år från dess början har arbetsgivaren rätt\natt göra avdrag från innestående lön och\u002F eller semesterersättning enligt\nsamma regler som gäller för tjänstledighet men räknat på den lön som\ngällde under förskottssemestern.\u003C\u002Fp>\n\n\u003Cp>Avdrag ska dock ej göras om anställningen upphört på grund av:\u003C\u002Fp>\n\n\u003Cp>-arbetarens sjukdom\u003C\u002Fp>\n\n\u003Cp>-förhållande som avses i § 4 tredje stycket lagen (1982:80) om\nanställningsskydd eller\u003C\u002Fp>\n\n\u003Cp>- uppsägning från arbetsgivarens sida, som beror på förhållande som ej\nhänför sig till arbetaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Traktamente och reseersättning m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att lokala överenskommelser bör träffas om\nersättning för ökade levnadskostnader vid tjänsteresor. Kan sådan\növerenskommelse ej träffas, skall följande gälla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tjänsteresa med övernattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete utanför den vanliga verksamhetsorten som medför övernattning\nhar arbetaren rätt till traktamente och reseersättning enligt mom 3\nrespektive mom 4.\u003C\u002Fp>\n\n\u003Cp>Med den vanliga verksamhetsorten menas ett område inom ett avstånd av 50\nkilometer närmaste färdväg dels från arbetarens ordinarie tjänsteställe,\ndels från bostaden. När arbete för företaget utanför den vanliga\nverksamhetsorten förekommer i sådan utsträckning att företaget där\nanställ-er arbetare, betalas inte ersättning enligt mom 3 och 4 till dessa\narbetare för arbete som utförs på denna ort.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Traktamentsbelopp\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa enligt mom 2 betalas traktamente med 230 kronor för hel\ndag. Som hel dag räknas också avresedag, om resan påbörjas före kl. 12.00\noch hemkomstdag om resan avslutas efter kl. 19.00. I övrigt utgår halvt\ntraktamente om 115 kronor.\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa som varar mer än tre månader (långtidsförrättning)\nnedsättes traktamentet för tid därutöver till 161 kronor.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren svarar för kostnader för måltider görs avdrag från\ntraktamentet för erhållna måltider med verkliga kostnader, dock högst med\nnedanstående belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"404\">\u003Cp>Avdrag för\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>Traktamentsbelopp från\n        vilket avdrag \u003Cspan style=\"color:#ffffff\">************************\u003C\u002Fspan>ska göras\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>230 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>161 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>115 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Frukost\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>46 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>32 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>23 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Lunch eller middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>81 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>56 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>40 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Lunch och middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>161 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>113 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>81 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Mom 4 Reseersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa som enligt mom 2 och 3 berättigar till helt respektive\nhalvt traktamente betalas reseersättning om 130 kronor respektive 65\nkronor.\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa utan övernattning med en färdväg som överstiger 4\nkilometer från ordinarie tjänsteställe och som ej berättigar till\ntraktamente enligt mom 2 betalas reseersättning om 80 kronor vid bortovaro\n5-10 timmar och 135 kronor vid bortovaro mer än 10 timmar.\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa utan övernattning då arbetsgivaren svarar för\nmåltidskostnaderna reduceras reseersättningen med 50 procent.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Logikostnad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete utanför den vanliga verksamhetsorten som medför övernattning\nutges ersättning för verifierade logikostnader. Kan hotell- eller\npensionatskostnader inte verifieras utges ersättning med 115 kronor per\nnatt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Resebiljett m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Resebiljett eller ersättning för sådan betalas av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och arbetaren kan träffas överenskommelse om att\narbetaren skall använda egen bil i tjänsten. Villkoren härför skall\nfastställas på förhand för viss tid eller resa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För restid under ordinarie arbetstid betalas aktuell månadslön.\u003C\u002Fp>\n\n\u003Cp>För annan restid betalas restidsersättning per timme med månadslönen\ngenom 175 vid en arbetstid om 40 timmar per vecka och år och vid kortare\narbetstid i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>Om sovplats erhålls betalas inte restidsersättning för tid mellan kl. 22\noch 07.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Bestämmelser vid sjukdom\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare, som vid arbete utanför den vanliga verksamhetsorten på grund av\nstyrkt sjukdoms- eller olycksfall som inte är självförvållat blir\narbetsoförmögen, erhåller traktamente och reseersättning enligt mom 3 och 4\nunder högst 20 dagar, såvida annan överenskommelse inte träffats. För tid\ndärutöver betalas ersättning för de merkostnader som uppstår genom att\narbetsoförmågan inträffat utanför den vanliga verksamhetsorten. Vid hemresa\ni samförstånd med arbetsgivaren betalas traktamente och reseersättning samt\nersättning enligt mom 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Arbete utomlands\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete utomlands skall enskild eller lokal överenskommelse om\nersättning för ökade levnadskostnader träffas före avresan.\u003C\u002Fp>\n\n\u003Cp>Om arbetets varaktighet eller sättet för löneutbetalning medför att\narbetaren förlorar försäkrings- och pensionsförmåner enligt lag eller\navtal som han skulle erhållit vid arbete i Sverige, tillförsäkras han\nmotsvarande förmåner av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med försäkrings- och pensionsförmåner enligt avtal avses:\u003C\u002Fp>\n\n\u003Cp>AGB, AGS, TFA, TGL, FPT och Avtalspension SAF-LO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>§ 11 Permitteringslön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Överenskommelse mellan SAF och LO\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permitteringslön betalas enligt ”Överenskommelse mellan Svenska\nArbetsgivareföreningen (SAF) och Landsorganisationen i Sverige (LO) om\npermitteringslön”, som antagits av parterna.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Ch3>Mom 2 Permitteringslönens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permitteringslönen är den för arbetaren aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>Kompensation betalas för uteblivna ob-tillägg och för förlorad\nberedskapsersättning. Ovanstående regler gäller även vid permittering del\nav arbetsdag enligt för arbetaren gällande arbetstidsschema.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Löneutbetalning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna bör träffa överenskommelse om regler för\nlöneutbetalning.\u003C\u002Fp>\n\n\u003Cp>Lön betalas en gång per månad i efterskott. Löneutbetalningsdagar\nfastställs av de lokala parterna. Om ordinarie utbetalningsdag infaller på\nlördag, söndag, helgdag eller helgdagsafton betalas lönen närmast\nföre-gående arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Lönen betalas över bank eller post. Lönespecifikation överlämnas till\narbetaren i samband härmed.\u003C\u002Fp>\n\n\u003Cp>Avdrag för fackföreningsavgift görs enligt ”Överenskommelse angående\nföretagens medverkan vid uppbörd av fackföreningsavgifter” träffad mellan\navtalsparterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Sjuklön m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas enligt lagen om sjuklön av arbetsgivaren under de 14\nförsta kalenderdagarna av varje sjukperiod, med undantag för\nkarensavdraget.\u003C\u002Fp>\n\n\u003Cp>Inskränkningar i rätten till sjuklön anges i mom 8.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna bör träffa överenskommelse om formerna för\nsjukanmälan och försäkran enligt mom 2 och 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Sjukanmälan till arbetsgivaren\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetaren skall snarast möjligt till arbetsgivaren anmäla frånvaro från\narbetet på grund av sjukdom, olycksfall eller arbetsskada. Vidare skall\narbetaren snarast meddela arbetsgivaren när återgång i arbetet beräknas\nkunna ske.\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas ej för tid innan arbetsgivaren fått anmälan om\nsjukdomsfallet, om inte arbetaren varit förhindrad att göra anmälan.\nAnmälan skall i sådant fall göras så snart hindret upphört.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Försäkran\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetaren skall lämna arbetsgivaren en skriftlig försäkran om att han\nvarit sjuk samt uppgifter om i vilken omfattning arbetsförmågan varit nedsatt\npå grund av sjukdomen och under vilka dagar han skulle ha arbetat.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är ej skyldig att betala ut sjuklönen innan arbetaren\nlämnat denna försäkran.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Läkarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I syfte att skapa förutsättningar för ett framgångsrikt\nrehabiliteringsarbete är det av gemensamt intresse för arbetsgivaren och\narbetaren att orsaken till arbetsoförmågan klarläggs så tidigt som\nmöjligt. Detta gäller särskilt vid upprepade sjukdomsfall.\u003C\u002Fp>\n\n\u003Cp>Arbetaren är skyldig att styrka sin arbetsoförmåga med intyg från\nläkare eller tandläkare från och med den sjunde kalender dagen efter dagen\nför sjukanmälan. Intyget syftar vidare till att i enlighet med första\nstycket klarlägga sjukdomsbilden.\u003C\u002Fp>\n\n\u003Cp>Vid upprepade sjukdomsfall och\u002Feller där missbruk befaras kan arbetsgivaren\nbegära att arbetaren, för att ha rätt till sjuklön och permission, redan\nfrån första dagen ska styrka sjukdomen med läkarintyg eller annat av\narbetsgivaren godkänt intyg. Sådan begäran ska lämnas i förväg.\nArbetsgivaren äger i sådana fall rätt att anvisa läkare, eller\nvårdinrättning som ska utfärda intyget. Följs ej sådan anvisning\nföreligger ingen rätt till sjuklön eller permission. Kostnaden för sådant\nintyg betalas av arbetsgivaren. Begäran om förstadagsintyg samt vilken\nläkare eller vårdinrättning som anvisas ska föregås av samråd med lokal\nfacklig organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>Mom 5 Beräkning av sjuklön\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a) Sjukdomsfall 1-14 dagar\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Löneavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Då arbetaren är frånvarande från arbetet p g a sjukdom görs sjukavdrag\nper timme med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Karensavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av genomsnittlig ordinarie veckoarbetstid i\nsjukperioden betalas ingen sjuklön (karensavdrag).\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Karensavdrag gäller för varje sjukperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sjuklön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoarbetstiden betalas, t o m den 14:e kalenderdagen i\nsjukperioden, sjuklön per timme enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>80 % x månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>---------------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver den angivna sjuklönen skall sjuklön betalas med 80 procent av\nob-tillägg och fast beredskapsersättning som arbetaren gått miste om på\ngrund av sjukdomen.\u003C\u002Fp>\n\n\u003Cp>Ny sjukdomsperiod som börjar inom fem kalenderdagar från det att en\ntidigare sjukperiod avslutats skall betraktas som fortsättning på den\nföregående.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren under de senaste tolv månaderna haft sammanlagt tio\nkarensavdrag görs vid nästa sjukdomsfall inget karensavdrag.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren omfattas av beslut enligt § 13 lagen om sjuklön görs inget\nkarensavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>b) Sjukdom fr.o.m. 15:e kalenderdagen\u003C\u002Fh4>\n\n\u003Cp>Arbetaren erhåller fr.o.m 15:e kalenderdagen i varje sjukperiod sjukpenning\nfrån Försäkringskassan samt sjukförmåner enligt\nAvtalsgruppsjukförsäkring (AGS).\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs för varje sjukdag (även arbetsfria vardagar samt sön-\noch helgdagar) per dag med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid sjukfrånvaro hel kalendermånad skall - oberoende av om frånvaron\ninleds eller avslutas med arbetsfri dag - avdrag göras med hela månadslönen.\nTillämpas annan löneperiod än kalendermånad gäller motsvarande princip.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Definitioner\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Månadslönen består av fast kontant månadslön samt fasta lönetillägg\nper månad, premiedelar, bonus o.d. Veckoarbetstid består av antal timmar per\nhelgfri vecka i enlighet med arbetstidsmåttet i § 4. För dagarbete och\n2-skiftsarbete skall dock vid beräkning av sjuklön arbetstidsmåttet vara\n39,6 respektive 38,0 timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Sjukdom under semester m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön och semesterlön betalas ej samtidigt.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren begär att sjukdag inte skall räknas som semesterdag skall\nför sådan dag sjuklön betalas per frånvarotimme enligt mom 5 a.\u003C\u002Fp>\n\n\u003Cp>Sjukdom under ledighet enligt § 4 mom 4 ger ej rätt till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Inträffar sjukdom vid uttag av ledighet, som sparats enligt § 4 mom 4 och\nsom avsetts pågå under minst fem dagar, betalas sjuklön om arbetaren så\nbegär.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Utbetalning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Betalning av sjuklön skall ske i avlöningsperioden närmast efter den då\nsjukdomsfallet inträffat. Utbetalningen är preliminär och regleras\nslutgiltigt när arbetsgivaren fått erforderlig information om\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Inskränkning i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är utöver begränsningarna i mom 2, 3 och 4 inte skyldig att\nbetala sjuklön\u003C\u002Fp>\n\n\u003Cp>-om arbetarens avtalade anställningstid är kortare än en månad\u003C\u002Fp>\n\n\u003Cp>-om arbetaren medvetet eller av grov vårdslöshet lämnar oriktig eller\nvilseledande uppgift om förhållande som är av betydelse för rätten till\nsjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Ersättning för undersökning till följd av asbestexponering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid undersökning till följd av asbestexponering - enligt reglerna i\npunkterna 2, 3 och 4 i överenskommelsen den 22 oktober 1987 mellan SAF, LO och\nPTK - sker ej löneavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Bestämmelse gällande smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetare måste avhålla sig från arbete på grund av risk för smitta\nföreligger rätt till smittbärarpenning enligt lag.\u003C\u002Fp>\n\n\u003Cp>För varje timme arbetaren är frånvarande görs avdrag med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>---------------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Permission, tjänstledighet, annan ledighet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Permission\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission, varmed avses kort ledighet med bibehållen lön, kan beviljas\nunder högst en dag.\u003C\u002Fp>\n\n\u003Cp>Med bibehållen lön förstås den för arbetaren aktuella månadslönen.\nPermission kan beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cp>1.Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall.\u003C\u002Fp>\n\n\u003Cp>2.Vid besök efter arbetsgivarens anvisning på sjukhus, hos läkare eller\ndistriktssköterska för vård av arbetsskada liksom vid av läkare\nföreskrivet återbesök.\u003C\u002Fp>\n\n\u003Cp>Ersättning betalas för styrkta resekostnader och för läkarvård enligt\nfastställd taxa. Om besök enligt ovan sker under pågående sjukperiod\ntillämpas i stället bestämmelserna i § 13 mom 5. Om besöket inträffar\nefter den 14:e kalenderdagen i sjukperioden utges varken sjuklön eller\npermissionslön. Kostnadsersättning utgår endast i den mån kostnaden ej\nersätts av allmän försäkringskassa, genom AMF-försäkringar eller på\nannat sätt.\u003C\u002Fp>\n\n\u003Cp>3.Besök vid sjukvårdsinrättning efter remiss av företagsläkare eller\nannan läkare, då företagsläkare ej finns eller ej är tillgänglig. Vid\nåterbesök som föreskrivits av läkare, till vilken remittering skett, är\nrätten till permission - såvida det ej gäller i remiss angivna behandlingar\nav skada som förorsakats av olycksfall på arbetsplatsen - begränsad till\nsammanlagt högst tre återbesök.\u003C\u002Fp>\n\n\u003Cp>4.Besök på företagshälsovårdscentral, hos företagsläkare eller annan\nav arbetsgivaren anvisad läkare för företagshälsovården ingående\nhälsoundersökning.\u003C\u002Fp>\n\n\u003Cp>Skulle den anvisade läkaren remittera arbetaren till annan läkare för\nkompletterande undersökning kan permission beviljas.\u003C\u002Fp>\n\n\u003Cp>Vid permission enligt punkterna 1-4 ovan betalas lön för tid som åtgår\nför besöket inklusive tid för resa under ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>5.Eget bröllop, bröllopsdagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.Egen 50-årsdag, födelsedagen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>7.Nära anhörigs frånfälle, högst en dag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.Nära anhörigs begravning; jordfästningsdagen eller dagen för\nurnnedsättning.\u003C\u002Fp>\n\n\u003Cp>9.Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig, högst en\ndag per tillfälle.\u003C\u002Fp>\n\n\u003Cp>Lön betalas för den tid som åtgår för besöket\u002Fförrättningen; vid\npermission enligt punkterna 1-4 och 9 dessutom för restid under ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid nära anhörigs begravning kan permissionen även omfatta nödvändiga\n(högst två) resdagar.\u003C\u002Fp>\n\n\u003Cp>Som nära anhörig räknas make\u002Fmaka, barn, syskon, föräldrar, mor- och\nfarföräldrar samt svärföräldrar liksom sammanboende under\näktenskapsliknande förhållanden och partner i registrerat partnerskap.\u003C\u002Fp>\n\n\u003Cp>Anhållan om permission skall göras i så god tid som möjligt. Orsaken\ntill permission skall på förhand eller - om så inte kan ske - i efterhand\nstyrkas om arbetsgivaren så begär.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tjänstledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet beviljas om arbetsgivaren finner att så kan ske utan\nolägenhet för verksamheten.\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren beviljar tjänstledighet skall denne för arbetaren ange\nvilken tidsperiod ledigheten omfattar. Tjänstledighet får ej förläggas så\natt den inleds och\u002Feller avslutas på sön- och\u002Feller helgdag som är arbetsfri\nför den enskilde arbetaren. För arbetare som har veckovila förlagd till\nannan dag än söndag skall motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat gäller vid frånvaro del av dag\neller hel dag för en kortare period än en avlöningsperiod\u002Fkalendermånad att\navdrag görs med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro del av arbetsdag eller hel arbetsdag görs avdrag med\nmånadslönen\u002F175 per frånvarotimme vid 40-timmars arbetsvecka och vid kortare\narbetstid i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>Avdraget kan inte bli större än månadslönen för\navlöningsperioden\u002Fkalendermånaden.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs - oberoende av om frånvaron inleds\neller avslutas på arbetsfri dag - avdrag med hela månadslönen. Tillämpas\nannan löne period än kalendermånad gäller motsvarande princip.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro med tillfällig föräldrapenning görs avdrag för varje\ntimme arbetaren är frånvarande med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 15 Arbetsmiljö och företagshälsovård\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna har den 18 mars 2004 träffat avtal om riktlinjer för arbetsmiljö\noch företagshälsovård och lokal samverkan i arbetsmiljöfrågor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch2>§ 16 AFA-försäkringar m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall hos AFA teckna försäkringsavtal om AFA-försäkringar,\ndvs. försäkring om avgångsbidrag (AGB), avtalsgruppsjukförsäkring (AGS),\ntrygghets försäkring vid arbetsskada (TFA), tjänstegrupplivförsäkring\n(TGL), föräldrapenningtillägg (FPT) samt Avtalspension SAF-LO.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 17 Jämställdhet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den mellan SAF, LO och PTK den 1 oktober 1983 träffade överenskommelsen\nhar antagits av parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 Ackordsbestämmelser\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Fasta ackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av fasta ackord gäller bestämmelserna i avtalens § 6 mom\n5 och mom 6.\u003C\u002Fp>\n\n\u003Cp>För de arbeten som omfattas av fasta ackord skall lokal överenskommelse\nträffas om fasta ackordsprislistor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3>Mom 2 Tillfälligt ackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I enlighet med § 6 mom 5 punkt 2 kan överenskommelse träffas om\ntillfälliga ackord.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av tillfälliga ackord skall överenskommelse träffas om\nackordspris före det att arbetet påbörjas. Undantagsfall, då\növerenskommelse inte kan träffas på förhand på grund av arbetets\nbeskaffenhet, kan arbetsgivaren och arbetare enas om att ackordspriset skall\nfastställas först viss tid efter arbetets påbörjande.\u003C\u002Fp>\n\n\u003Cp>Vid arbete på tillfälligt ackord är arbetares garantitimlön respektive\nindividuella garantitimlön garanterad.\u003C\u002Fp>\n\n\u003Cp>Arbete på tillfälligt ackord upphör antingen när arbetsuppgiften\nslutförts eller efter sju dagars uppsägningstid om någon part säger upp\növerenskommelsen. Därefter tillämpas de lönebestämmelser som gällde innan\narbetet påbörjades.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anteckningar över utförda ackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förutom fasta ackord skall företaget föra anteckningar över utförda\nackord med tydligt angivande av arbetets art och pris. Arbetare, som erbjuds\nackordsarbete, har rätt att få ta del av anteckningar om tidigare utfört\nackordsarbete av likvärdigt slag.\u003C\u002Fp>\n\n\u003Cp>Anteckningar behöver dock ej föras över sådana ackord, som uppenbart är\nbetydelselösa för bestämmande av efterföljande ackord.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetstagarnas lokala organisation (avdelning eller klubb) äger rätt att\npå begäran erhålla avskrift av arbetsstudieprotokoll. Protokollen får\nendast användas vid handläggning av ärenden som berör företaget i fråga\noch är således att betrakta som interna handlingar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tidsstudier\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall, då arbetsprestationerna tidstuderats har berörd arbetare rätt\natt få del av grunderna för tillämpade system, och resultatet av\ntidsstudierna.\u003C\u002Fp>\n\n\u003Cp>Ackordssättning på grundval av ett nytt system skall göras till föremål\nför lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Gemensamhetsackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Av gemensamhetsackord erhåller arbetaren, om ej för visst fall annat\növerenskommes, del i förhållande till sin garantitimlön respektive\nindividuella garantitimlön och det antal arbetstimmar han deltagit i\nackordet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetare som ej fyllt 18 år erhåller del av gemensamhetsackord efter\nfördelningsgrunden för arbetarens befattning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>Bilaga 2 Kollektivavtalad förstärkt företrädesrätt och inhyrning av\nbemanningsföretag\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Kvalificering av kollektivavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som blivit uppsagd från en tillsvidareanställning på grund av\narbetsbrist och som har företrädesrätt till återanställning, har en\nkollektivavtalad förstärkt företrädesrätt under en fast förlagd\nsammanhängande period om maximalt sex månader.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt gäller under samma period\nför samtliga uppsagda och räknas från den dag då uppsägningstiden enligt\nlagen om anställningsskydd löper ut för de arbetare av de uppsagda som har\nlängst uppsägningstid. Genom lokal överenskommelse kan perioden för\nkollektivavtalad förstärkt företrädesrätt förläggas till annan fast\nförlagd period.\u003C\u002Fp>\n\n\u003Cp>En arbetare som hos arbetsgivaren tidigare haft en kollektivavtalad\nförstärkt företrädesrätt kan tjäna in ny kollektivavtalad förstärkt\nföreträdesrätt. Det förutsätter att arbetaren återanställts tillsvidare\noch att arbetaren varit anställd sammanlagt 18 månader under 36 månader\nefter den förra kollektivavtalade förstärkta företrädesrätten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För att undvika missuppfattning konstaterar parterna att kollektivavtalad\nförstärkt företrädesrätt på samma sätt som företrädesrätt enligt\nlagen om anställningsskydd gäller vid driftsenheten och förutsätter att\narbetaren har tillräckliga kvalifikationer för det arbete som är i\nfråga.\u003C\u002Fp>\n\n\u003Cp>Tidpunkten då perioden av kollektivavtalad förstärkt företrädesrätt\ninleds bestäms enbart med utgångspunkt i den lagstadgade uppsägningstiden.\nEventuella förlängningar av uppsägningstiden beaktas inte.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt förutsätter\nföreträdesrätt enligt lagen om anställningsskydd och riksavtalet.\u003C\u002Fp>\n\n\u003Cp>Den sammanlagda anställningstid på 18 månader som krävs för intjänande\nav ny kollektivavtalad förstärkt företrädesrätt behöver inte i sin helhet\nutgöras av tillsvidareanställning. Emellertid krävs att den sista\nanställningen utgjort en tillsvidareanställning från vilken arbetaren sagts\nupp på grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Inhyrning av bemanningsföretag under tid med kollektivavtalad\nförstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under den tid då arbetare har kollektivavtalad förstärkt\nföreträdesrätt kan inhyrning av bemanningsföretag ske av sakligt motiverade\nskäl under sammanlagt 30 arbetsdagar.\u003C\u002Fp>\n\n\u003Cp>Inhyrning under en sammanhängande period i kontinuerligt skiftgående\nverksamhet kan ske under 40 kalenderdagar. Inhyrning kan också ske för att\nsäkerställa produktionens behöriga gång under den tid då arbetsgivaren,\nutan onödigt dröjsmål, löser bemanningsbehovet genom återanställning.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en driftsenhet eller flytt av\nhela eller delar av verksamheten gäller inte några begränsningar mot\ninhyrning av arbetskraft från bemanningsföretag under den tid beslutet om\nnedläggning eller flytt verkställs.\u003C\u002Fp>\n\n\u003Cp>Annan inhyrning av arbetskraft från bemanningsföretag under tid då\narbetare har kollektivavtalad förstärkt företrädesrätt än vad som anges i\nförsta och andra stycket, punkt 2, ska föregås av lokal överläggning. För\ndet fall den lokala fackliga organisationen vid dessa överläggningar\nmotsätter sig inhyrning, till förmån för att personalbehovet ska\ntillgodoses genom återanställning, och företaget väljer att återanställa\ngäller bestämmelserna i punkt 3. För det fall företaget väljer att lösa\npersonalbehovet genom inhyrning trots att den lokala fackliga organisationen\nvid överläggningarna motsatt sig detta gäller punkt 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Återanställning\u003C\u002Fh3>\n\n\u003Cp>Om den lokala fackliga organisationen vid överläggningar enligt punkt 2\nmotsatt sig inhyrning har arbetsgivaren rätt att frångå turordningen med det\nantal arbetare som efter avrundning till närmsta heltal motsvarar en tredjedel\nav det antal arbetare som återanställs. För det fall överenskommelse\ntidigare träffats om vilken turordning som ska gälla vid återanställning\nska dock denna turordning tillämpas. Ytterligare undantag från turordningen\nkräver lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Avlösen av kollektivavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivare, trots att den lokala fackliga organisationen vid\növerläggning enligt punkt 3 motsatt sig inhyrning, väljer att hyra in\narbetskraft från bemanningsfö retag, ska arbetsgivaren lösa av den\nkollektivavtalade förstärkta företrädesrätten för det antal arbetare med\nkollektivavtalad förstärkt företrädesrätt som motsvarar antalet inhyrda.\nRätt till avlösen tillfaller arbetare i den turordning de har\nföreträdesrätt till återanställning. Avlösen utgörs av ett belopp som\nmotsvarar tre månadslöner (fast kontant månadslön) beräknat på den lön\narbetaren uppbar vid anställningens upphörande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Förfarande vid återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att påskynda återanställningsprocessen kan företaget per post\nskicka ut återanställningserbjudande till hela eller delar av den krets av\narbetare som omfattas av turordningen för återanställning. Erbjudandet\nskickas till senast kända adress med begäran om svar inom viss tid, dock som\nsenast inom fem arbetsdagar från det meddelandet skickades.\u003C\u002Fp>\n\n\u003Cp>I erbjudandet ska arbetsgivaren ange att antalet platser är begränsat och\nen accept således inte innebär att återanställning är garanterad.\u003C\u002Fp>\n\n\u003Cp>När svar från arbetare inkommit sker urvalet enligt punkt 3 för\nåteranställning bland de arbetare som svarat att de är beredda att acceptera\nåteranställningserbju dandet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch2>Bilaga 3 Avtal mellan Stål och Metall Arbetsgivareförbundet och\nIndustrifacket Metall angående yrkesnämn- der och yrkesutbildning\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>AVTALETS TILLÄMPNINGSOMRÅDE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalets regler om yrkesnämnder gäller inom parternas avtalsområde, all\nav företaget på arbetsplatsen anordnad yrkesutbildning samt läroplansbunden\narbetslivs och yrkesorientering.\u003C\u002Fp>\n\n\u003Cp>Begreppet yrkesutbildning inrymmer inte endast en flerårig systematisk\nyrkesutbildning, utan även varje annan form av yrkesutbildning för nuvarande\neller framtida yrkesuppgifter av redan anställda, t ex omskolningskurser,\nintroduktionskurser och andra former av korta och långa utbildningar. Även\nläroplansbunden arbetslivsorientering och yrkesorientering samt\nyrkesutbildning som av utbildningsanordnare förlagts till, men bedrivs av\nföretag, omfattas av avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Yrkesnämnder\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>För behandling av frågor rörande yrkesutbildning inom branschen\ntillsätter parterna särskilda yrkesnämnder. Nämndernas ledamöter utses\nför en tid av tre år och skall bestå av tre representanter från vardera\nparten. Nämnderna utser inom sig ordförande och vice ordförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2\u003C\u002Fh4>\n\n\u003Cp>Yrkesnämndernas uppgift är:\u003C\u002Fp>\n\n\u003Cp>-att öva tillsyn över och främja utvecklingen av Teknikcollege och andra\nyrkesutbildningar inom områdena som omfattas av Industriarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>-att marknadsföra industrin som en attraktiv arbetsplats\u003C\u002Fp>\n\n\u003Cp>-att orientera om yrken och arbetsuppgifter inom branscherna\u003C\u002Fp>\n\n\u003Cp>-att upprätthålla kontakt med skolhuvudmän och utbildningsanordnare\u003C\u002Fp>\n\n\u003Cp>-att ta initiativ till utvecklingsinsatser och följa utbildningsfrågorna\ninom EU\u003C\u002Fp>\n\n\u003Cp>-att följa, främja och initiera vidareutbildningen inom branscherna\u003C\u002Fp>\n\n\u003Cp>-att stimulera de lokala parterna till ökad kompetensutveckling i\nföretag\u003C\u002Fp>\n\n\u003Cp>-att verka för en jämn könsfördelning inom industrins olika\nyrkesgrupper\u003C\u002Fp>\n\n\u003Cp>-att informera företag, den lokala fackliga organisationen, myndigheter med\nflera om utbildningarnas innehåll och parternas mening i utbildningsfrågor\u003C\u002Fp>\n\n\u003Cp>- att i övrigt handlägga de frågor som finns angivna i denna\növerenskommelse eller som parterna gemensamt hänskjuter till nämnderna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3\u003C\u002Fh4>\n\n\u003Cp>Avtalsparterna har inte ansett det nödvändigt att inrätta ett särskilt\nkansli för nämndernas arbete. De löpande ärendena handläggs av den\nsekreterare i nämnderna som arbetsgivarparterna tillhandahåller. Vid\närendenas handläggning söker sekreteraren kontakt och samråd med\norganisationernas kanslier. Arbetsordning för nämndernas arbete utarbetas i\nsärskild ordning.\u003C\u002Fp>\n\n\u003Cp>| För Yrkesnämndernas gemensamma adress se\nwww.industriarbetsgivarna.se.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Företagsförlagd utbildning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med företagsförlagd utbildning avses av grundskola och gymnasieskola\nanordnad utbildning som delvis förlagts till arbetsställe utanför skolan.\nFöretagsförlagd utbildning ska följa såväl av central myndighet som av\nyrkesnämndernas godkända riktlinjer, kursplaner, programmål och\nläroplaner.\u003C\u002Fp>\n\n\u003Cp>Skolhuvudmannen har huvudansvaret för den arbetsplatsförlagda\nutbildningen, antar elever till densamma och utövar tillsyn över\nutbildningen. Skolhuvudmannen ska med företaget träffa avtal om utbildningen\nsamt villkoren för den.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan företagsförlagd utbildning påbörjas ska lokal överenskommelse\nträffas om utbildningens genomförande. Överenskommelsen ska innehålla\nreglering av handledare, elevens introduktion på företaget och\nstudie\u002Fhandlingsplan för utbildningens genomförande. Gränsdragningen mellan\nstudie\u002Fhandlingsplan och arbete, samt elevens lön vid sådant arbete, ska\nfastställas i den lokala överenskommelsen innan utbildningen påbörjas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under den företagsförlagda utbildningen är eleven inte anställd i\nföretaget. Därav följer bland annat att eleven inte uppbär lön under\nutbildningstiden eller har andra anställningsförmåner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Eleven utför arbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall eleven utför arbete som ligger utanför den upprättade\nstudie\u002Fhandlingsplanen, på annan arbetstid eller utan handledare ska lön\nutgå enligt kollektivavtal. Sådant arbete omfattas inte av detta avtal.\nGränsdragningen mellan studie\u002Fhandlingsplan och arbete, samt elevens lön vid\nsådant arbete, ska fastställas i den lokala överenskommelsen innan\nutbildningen påbörjas.\u003C\u002Fp>\n\n\u003Cp>I utbildningssyfte och som ett led i genomförandet av kursmomentet kan dock\nelev delta i företagets ordinarie produktion. Elev får dock inte ersätta\nordinarie medarbetare i produktionen\u002Fbemanningsplanen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Matersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver ersättning från stat och kommun ska elev i arbetsplatsförlagd\nutbildning inom gymnasieskolan av företaget erhålla fri lunch eller\nkostersättning för varje fullföljd utbildningsdag på företaget. Med fri\nlunch avses att eleven erhåller lunch antingen av företaget, av skolan eller\nav annan. Kostersättningen följer Skatteverkets normalbelopp för värdet av\nen fri måltid per dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Övrig arbetsplatsförlagd utbildning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>Med övrig arbetsplatsförlagd utbildning avses utbildning som inte anordnas\nav grund- eller gymnasieskola. Dessa utbildningar kan vara företagsförlagd -\neller företagsintern utbildning, lärlingsutbildning (inte gymnasial\nlärlingsutbildning), arbetsmarknadspolitiska åtgärder,\npåbyggnadsutbildning, högskolepraktik etc. För dessa utbildningar gäller\natt riktlinjer, kursplaner, programmål och läroplaner ska vara godkända av\nyrkesnämnderna enligt 1 §.\u003C\u002Fp>\n\n\u003Cp>Innan övrig arbetsplatsförlagd utbildning påbörjas ska yrkesnämnderna\ngodkänt utbildningen enligt ovan och lokal överenskommelse träffas om\nutbildningens genomförande. Överenskommelsen ska innehålla reglering av\nhandledare, elevens introduktion på företaget och studie\u002Fhandlingsplan för\nutbildningens genomförande.\u003C\u002Fp>\n\n\u003Cp>Den lokala överenskommelsen ska också fastställa vilken lön och\nanställningsvillkor som ska gälla under utbildningstiden med utgångspunkt\nfrån gällande kollektivavtal på arbetsplatsen. Finns ingen sådan\növerenskommelse gäller kollektivavtalets lägsta löner för\navtalsområdet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2\u003C\u002Fh4>\n\n\u003Cp>Vid utbildning enligt denna paragraf är eleven anställd vid företaget\nunder utbildningstiden. Vid arbetsmarknadspolitiska åtgärder som inte\ninnehåller ett anställningsförhållande med arbetsgivaren utgår lön enligt\nmom 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Försäkringar under utbildningstiden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utbildning enligt § 2 ska företaget i avtalet med skolan försäkra\nsig om att skolhuvudmannen tar på sig principalansvaret och har tecknat en\nansvarsförsäkring som täcker skada på utrustning och person.\u003C\u002Fp>\n\n\u003Cp>Vid utbildning enligt § 7 ska företaget teckna AMF-försäkringar enligt\ngällande kollektivavtal på arbetsplatsen, undantaget arbetsmarknadspolitiska\nåtgärder som inte innehåller ett anställningsförhållande med\narbetsgivaren och åtgärdens huvudman tecknar aktuella försäkringar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Arbetsmiljö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid samtliga utbildningar ska elev likställas med arbetstagare vid\ntillämpning av arbetsmiljölagen med tillhörande föreskrifter i\narbetslivet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Arbetstider\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsförlagd utbildning enligt § 2 följer skolarbetsåret och\neleverna får ledighet i form av ferier etc. i samma ordning som om\nutbildningen skulle ha varit helt skolförlagd.\u003C\u002Fp>\n\n\u003Cp>Eleven följer arbetsplatsens dagliga arbetstider. Utbildningstid får dock\ninte förläggas till lördag, söndag och helgdag, inte heller till tid mellan\nkl. 19.00-06.00. Yr- kesnämnderna kan dock vid behov ge dispens för tider\nmellan kl. 19.00-22.00.\u003C\u002Fp>\n\n\u003Cp>Vid utbildning enligt § 7 är eleven anställd arbetstagare och följer i\növrigt gällande kollektivavtal på arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 11 Introduktion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företaget och lokal facklig organisation svarar gemensamt för elevens\nintroduktion på företaget. Introduktionen ska innehålla information om\nutbildningens omfattning och genomförande, allmänna skyddsfrågor,\nskyddsinstruktioner enligt arbetsmiljölagen, företagets organisation och\nverksamhet samt facklig information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 12 Samverkan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att såväl utbildningsplanering, introduktion av\nelev och utvärdering\u002Fuppföljning ska ske i samverkan mellan de lokala\nparterna. Samverkan mellan utbildningsanordnaren, företaget och de fackliga\nrepresentanterna ska säkerställa utbildningens mål.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 13 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal behandlas i\nYrkesnämnderna.\u003C\u002Fp>\n\n\u003Cp>I den mån Yrkesnämnderna inte kan lösa tvisten behandlas uppkomna sådana\ni enlighet med gällande förhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 14 Handledare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Handledare utses gemensamt av företag och lokal facklig organisation med\nutgångspunkt av utbildningens innehåll. Denne ska besitta erforderlig\nkompetens och fortlöpande stödjas av skolhuvudmannen bl a genom relevant\ngrundutbildning och fortbildning för uppdraget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 15 Elevanställningens upphörande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För uppsägning av elev som omfattas av 7 § i detta avtal gäller reglerna\ni lagen om anställningsskydd. Vid uppsägning på grund av arbetsbrist ska\nelever undantas från turordningen.\u003C\u002Fp>\n\n\u003Cp>Önskar de lokala parterna gemensamt bringa utbildningen att upphöra ska\narbetsgivaren i god tid underrätta Yrkesnämnd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 16 Betyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utbildningshuvudmannen är ansvarig för betygsättningen. Handledare på\nföretaget fungerar i detta sammanhang som medbedömare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 17 Feriearbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företag som anordnar arbetsplatsförlagd utbildning för elever, bör om\nmöjligt erbjuda dessa elever feriearbete.\u003C\u002Fp>\n\n\u003Cp>För elev som erbjuds feriearbete ska lön och andra anställningsvillkor\nutgå enligt gällande kollektivavtal på arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 18 Anställningsform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid anställning av elev enligt § 7 är eleven anställd för viss tid\nmotsvarande utbildningstidens längd. Det innebär att anställningen avslutas\ndå utbildningen upphör. I de fall utbildningen fortgår utöver 12 månader\nhar eleven företrädesrätt till anställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 15 mars 2010\u003C\u002Fp>\n\n\u003Cp>Stål och Metall Arbetsgivareförbundet och Industrifacket Metall\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>Bilaga 4 Schematisk sammanställning över förhandlingssystemet*\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Begäran om lokal förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Hållande av lokal förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Begäran om central förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Hållande av central förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Väckande av talan\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>Avtalets\u003C\u002Fp>\n\n        \u003Cp>förhandlingsord\u003C\u002Fp>\n\n        \u003Cp>ning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 4 månader från kännedom. Saknas kännedom inom\n        2 år. Undantag. Ostridiga lö nefordringar.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Inom 3 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Inom 3 månader från avslutande av central\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>Ogiltigförklaring av uppsägning eller avskedande\n        enligt LAS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 14 dagar från uppsägningen eller\n        avskedandet.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Inom 3 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Inom 14 dagar från avslutande av central\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>Skadestånd, uppsägningslön eller permitte ringslön\n        enligt LAS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 4 månader från det skadan skedde.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Inom 3 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Inom 4 månader från avslutande av central\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>Skadestånd eller annan ersättning enligt FML\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 4 månader från det skadan skedde.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Inom 3 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Inom 4 månader från avslutande av central\n        förhandling.\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=\"109\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Begäran om lokal förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Hållande av lokal förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Begäran om central förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Hållande av central förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Väckande av talan\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>35 § MBL för att arbetsgivaren ska undgå\n        betalningsansvar. Undantag. Oskäligt krav\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Arbetsgivaren ska begära förhandling omedelbart när\n        tvist uppstår.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 10 dagar från avslutande av lokal\n        förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Inom 3 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Inom 10 dagar från avslutande förhandling.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"109\">\u003Cp>11 § MBL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Arbetsgivaren begär på eget initiativ vid viktigare\n        förändring.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 2 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"109\">\u003Cp>Inom 7 dagar från avslutande av lokal förhandling\n        enligt Utveckl ingsavtalet.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"108\">\u003Cp>Inom 3 veckor från begäran om inget annat över\n        enskommits.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>* Särskilda regler om förhandling finns bl.a. i §§ 11-14, 21, 34 och\n66-67 MBL samt § 16 Utvecklingsavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5 Regler för timlön\u003C\u002Fh2>\n\n\u003Cp>För timlön gäller följande kompletterande regler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch4>Skiftformstillägg\u003C\u002Fh4>\n\n\u003Cp>Vid skiftarbete, s.k. ständigt nattarbete och veckoslutsarbete, betalas\nskiftformstilllägg. Skiftformstillägget beräknas på arbetarens\ngenomsnittliga grundförtjänst senaste kvartal. Skiftformstillägg betalas per\narbetad timme enligt nedan:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Skiftformer\u003C\u002Fp>\n\n\u003Cp>2-skiftsarbete 38 tim\u002Fv\u003Cspan style=\"color:#ffffff\">*********************************************************\u003C\u002Fspan>5,26\n%\u003C\u002Fp>\n\n\u003Cp>Intermittent 3-skiftsarbete 38 tim\u002Fv\u003Cspan style=\"color:#ffffff\">*********************************************\u003C\u002Fspan>5,26\n%\u003C\u002Fp>\n\n\u003Cp>Kontinuerligt 3-skiftsarbete med helguppehåll 36 tim\u002Fv\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan>11,11 %\u003C\u002Fp>\n\n\u003Cp>Kontinuerligt 3-skiftsarbete utan helguppehåll 35 tim\u002Fv\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan>14,29 %\u003C\u002Fp>\n\n\u003Cp>Dagarbete, kontinuerligt med helguppehåll 38 tim\u002Fv\u003Cspan style=\"color:#ffffff\">*****************************\u003C\u002Fspan>5,26 %\u003C\u002Fp>\n\n\u003Cp>Dagarbete, kontinuerligt utan helguppehåll 37 tim\u002Fv\u003Cspan style=\"color:#ffffff\">*****************************\u003C\u002Fspan>8,11 %\u003C\u002Fp>\n\n\u003Cp>2-skiftsarbete, kontinuerligt med helguppehåll 37 1\u002F3 tim\u002Fv\u003Cspan style=\"color:#ffffff\">**********************\u003C\u002Fspan>7,15 %\u003C\u002Fp>\n\n\u003Cp>2-skiftsarbete, kontinuerligt utan helguppehåll 36 1\u002F3 tim\u002Fv\u003Cspan style=\"color:#ffffff\">**********************\u003C\u002Fspan>10,10 %\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>Ständigt nattarbete 34 tim\u002Fv\u003Cspan style=\"color:#ffffff\">*****************************************************\u003C\u002Fspan>17,65\n%\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">Veckoslutsarbete 32 tim\u002Fv\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>25,00\n%\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid andra arbetstidsformer än ovan angivna beräknas skiftformstilläggen\nenligt nedanstående formel:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(40-1) x 100 = \u003Cspan style=\"color:#ffffff\">**********************\u003C\u002Fspan>skiftformstillägget per\u003C\u002Fp>\n\n\u003Cp>veckoarbetstid\u003Cspan style=\"color:#ffffff\">**********************\u003C\u002Fspan>timme\ni procent\u003C\u002Fp>\n\n\u003Cp>I formeln anges veckoarbetstiden per helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden och skiftformstillägget anges med två decimaler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Lön\u003C\u002Fh4>\n\n\u003Cp>Lönegrupper - garantilön\u003C\u002Fp>\n\n\u003Cp>Garantilönen är inom respektive lönegrupp följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>(Öre\u002Ftim)\n\n        \u003Cp>2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\n        \u003Cp>2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"135\">\u003Cp>Grupp S: S-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>(Ingen angiven garantilön)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"135\">\u003Cp>Grupp T:\u003C\u002Fp>\n\n        \u003Cp>T eknikergruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>13 359\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>13 733\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"135\">\u003Cp>Grupp 1:\u003C\u002Fp>\n\n        \u003Cp>Vuxna yrkesskickliga arbetare, vilka arbetat minst 6 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>12 648\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>13 002\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"135\">\u003Cp>Grupp 2:\u003C\u002Fp>\n\n        \u003Cp>Vuxna yrkeskunniga arbetare, vilka arbetat minst 3 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>11 847\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>12 178\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"135\">\u003Cp>Grupp 3:\u003C\u002Fp>\n\n        \u003Cp>Övriga vuxna arbetare, vilka fyllt 18 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>11 167\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"124\">\u003Cp>11 479\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grupp 4:\n\n        \u003Cp>Arbetare,\u003C\u002Fp>\n\n        \u003Cp>vilka fyllt 17 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>10 095\u003C\u002Ftd>\n      \u003Ctd>10 378\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Grupp 5:\n\n        \u003Cp>Arbetare,\u003C\u002Fp>\n\n        \u003Cp>vilka fyllt 16 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9 025\u003C\u002Ftd>\n      \u003Ctd>9 278\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Definition av lönebegrepp och förtjänstbegrepp\u003C\u002Fh3>\n\n\u003Ch4>Lönebegrepp\u003C\u002Fh4>\n\n\u003Cp>1.Garantilön är den i § 6 mom 8 fastställda lägsta lön per timme som\nfår betalas i respektive lönegrupp.\u003C\u002Fp>\n\n\u003Cp>2.Personlig garantilön är garantilön enligt moment 8 ökad med ett\npersonligt tilllägg enligt § 6 mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Förtjänstbegrepp\u003C\u002Fh4>\n\n\u003Cp>Grundförtjänst är den sammanlagda lönen (tidlön och rörlig lön),\nuträknad per timme utan tillägg (semester- och helglön, övertidstillägg,\nomställningsersättning, skiftforms- och ob-tillägg och motsvarande).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förlorad arbetsförtjänst (i § 7 mom 5)\u003C\u002Fp>\n\n\u003Cp>Lön som om arbete utförts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aktuell förtjänst (i § 13 Sjuklön)\u003C\u002Fp>\n\n\u003Cp>Genomsnittliga timförtjänsten senaste kvartal inklusive premiedelar, bonus\noch motsvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bibehållen lön (i § 14 Permission)\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig grundförtjänst senaste kvartal jämte eventuellt\nskiftformstillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig arbetsinkomst (i § 9 mom 2)\u003C\u002Fp>\n\n\u003Cp>Till genomsnittlig arbetsinkomst per arbetstimme skall räknas\ngrundförtjänst, premiedel, övertidsersättning, omställningsersättning,\ndeltidstillägg, ob-tillägg, skift formstillägg och helglön samt ersättning\nför väntetid, restid under arbetstid och arbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>Däremot skall ej ingå sjuklön och havandeskapslön och ej heller\nsemesterlön för ordinarie semester eller ersättningar som traktamenten,\nbilersättning och dylik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Helglön\u003C\u002Fh3>\n\n\u003Ch4>Lokal överenskommelse\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna kan, med utgångspunkt från nedan i paragrafen angivna\nbestämmelser, överenskomma om särskilda regler för utbetalning av\nhelglön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Dagar med helglön\u003C\u002Fh4>\n\n\u003Cp>Helglön betalas för följande helgdagar och helgdagsaftnar, då de ej\ninfaller på lördag eller söndag: Nyårsdagen, trettondagen, långfredagen,\nannandag påsk, första maj, Kristi himmelfärdsdag, nationaldagen,\nmidsommarafton, julafton, juldagen, annandag jul och nyårsafton. Helglön\nbetalas även till arbetare som är i tjänst under helg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Undantag \u003C\u002Fp>\n\n\u003Cp>Helglön betalas ej\u003C\u002Fp>\n\n\u003Cp>-vid tidsbegränsade anställningar om högst en månad\u003C\u002Fp>\n\n\u003Cp>-till arbetare som avsiktligen eller av uppenbar vårdslöshet är olovligt\nfrånvarande vid arbetstidens slut eller början före respektive efter\nhelglöneberättigad dag enligt för arbetaren gällande arbetstidsschema. Vid\nsemester, annan beviljad ledighet eller permittering gäller detsamma för\narbetsdag närmast före ar betsavbrottets början eller efter dess slut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beräkning av helglön\u003C\u002Fp>\n\n\u003Cp>Helglönen per dag utgörs av ett belopp, motsvarande arbetarens\ngenomsnittliga grundförtjänst per timme jämte ob-tillägg och ersättning\nför beredskapstjänst (jourersättning) senaste kvartal, multiplicerad med\nfaktorn 8.\u003C\u002Fp>\n\n\u003Cp>Skiftformstillägg ingår ej i beräkningsunderlaget. För deltidsarbetare\nmultipliceras grundförtjänsten jämte ob-tillägg och ersättning för\nberedskapstjänst (jourersättning) med det tal som erhålles om antalet\nordinarie arbetstimmar per vecka under senaste kvartal delas med 5. Som\ndeltidsarbetare räknas här den arbetare, för vilken arbetstidsschemat högst\nuppgår till 30 timmar per vecka i genomsnitt.\u003C\u002Fp>\n\n\u003Cp>Med senaste kvartal avses, om inte annat överenskommes lokalt, för\nnyårsdagen och trettondagen 3:e kvartalet föregående år, för långfredagen\noch annandag påsk 4:e kvartalet föregående år, för första maj, Kristi\nhimmelfärds dag, nationaldagen, midsommarafton 1:a kvartalet och för\njulafton, juldagen, annandag jul och nyårsafton 3 :e kvartalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Helglön vid ledighet\u003C\u002Fh4>\n\n\u003Cp>Vid beviljad ledighet har arbetaren rätt till helglön för\nhelglöneberättigade dagar, som infaller under de första 30 dagarna av\nledigheten. Återgår arbetaren i tjänst under minst en månad skall därefter\nledighet räknas som en ny helglöneberättigad period.\u003C\u002Fp>\n\n\u003Cp>Beräkningen skall ske med utgångspunkt från första respektive sista\ntjänstgöringsdag i den aktuella perioden. Vid återgång i arbete efter\ntjänstledighet gäller följande tillämpningsregler:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Återgång i arbete under minst en månad\u003C\u002Fh4>\n\n\u003Cp>Helglön betalas för helglöneberättigade dagar som utan mellankommande\narbetsdagar infaller omedelbart före återgången i arbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Återgång i arbete under kortare tid än en månad\u003C\u002Fh4>\n\n\u003Cp>Rätt till helglön föreligger under följande förutsättningar. Helglön\nför en helglöneberättigad dag förutsätter två dagars arbete i följd.\nFör två helglöneberättigade dagar, fyra dagars arbete i följd etc.\nArbetsdagarna skall ligga i omedelbar anslutning till helgdagarna eller får\nvara skilda från dessa endast av mellankommande arbetsfria dagar.\u003C\u002Fp>\n\n\u003Cp>Uppbär arbetaren i samband med ledighet för studier statligt eller\nkommunalt studiebidrag för helglöneberättigad dag skall helglönen minskas\nmed motsvarande belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Helglön vid sjukdom\u003C\u002Fh4>\n\n\u003Cp>Infaller helglöneberättigad dag under arbetarens sjuklöneperiod betalas\nhelglön. Helglön betalas ej vid frånvaro då rätt till sjukpenning\nföreligger för helgdag eller helgdagsafton.\u003C\u002Fp>\n\n\u003Cp>Vid sjukskrivning med rätt till sjukpenning del av dag betalas helglön\nför den del av dagen arbetaren ej är sjukskriven.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Semester\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semesterlön\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgör 13,32 % av arbetarens under intjänandeåret\nförfallna lön i anställningen. Beträffande lägsta semesterlön se § 9 mom\n3.\u003C\u002Fp>\n\n\u003Cp>Då arbetaren haft semesterlönegrundande frånvaro enligt semesterlagen §\n17 skall för varje frånvarotimme underlaget för semesterlöneberäkningen\nökas med genomsnittliga arbetsinkomsten per arbetstimme under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Till genomsnittlig arbetsinkomst per arbetstimme skall räknas\ngrundförtjänst, premiedel, övertidsersättning, omställningsersättning,\nob-tillägg, skiftformstillägg och helglön samt ersättning för väntetid,\nrestid under arbetstid och arbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>I beräkningsunderlaget skall ej ingå sjuklön. Ej heller skall ingå\nsemesterlön för ordinarie semester eller ersättningar som traktamenten,\nbilersättning och dylikt. Vid beräkning av semesterunderlaget för sparade\nsemesterdagar skall för varje frånvarotimme - med undantag för frånvaro på\ngrund av semester, som ej sparats från tidigare år, och permittering vid\ndriftsuppehåll för samtidig semester - underlaget ökas med den\ngenomsnittliga arbetsinkomsten per arbetstimme under intjänandeåret närmast\nföre det år den sparade semestern tas ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Semesterersättning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas efter samma regler som tillämpas för\nsemesterlön. Vid tidsbegränsade anställningar om högst tre månader kan\narbetsgivaren komma överens med arbetaren om att semesterersättning ingår i\növerenskommen lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sjuklön m.m.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beräkning av sjuklön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a) Sjukdomsfall 1-14 dagar\u003C\u002Fh4>\n\n\u003Cp>Vid frånvaro på grund av sjukdom betalas inte lön.\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av genomsnittlig ordinarie veckoarbetstid i\nsjukperioden betalas ingen sjuklön (karensavdrag). Detta gäller för varje\nsjukperiod.\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>Om sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoarbetstiden betalas sjuklön per timme med 80 % av arbetarens\naktuella förtjänst. Utöver den ovan angivna sjuklönen skall sjuklön\nbetalas med 80 procent av ob- tillägg, skiftformstillägg och fast\nberedskapsersättning som arbetaren går miste om på grund av sjukdomen.\u003C\u002Fp>\n\n\u003Cp>Ny sjukdomsperiod som börjar inom fem kalenderdagar från det att en\ntidigare sjukperiod avslutats skall betraktas som fortsättning på den\nföregående.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren under de senaste tolv månaderna haft sammanlagt tio\nkarensavdrag görs vid nästa sjukdomsfall inget karensavdrag.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren omfattas av beslut enligt § 13 lagen om sjuklön görs inget\nkarensavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>b) Sjukdom fr.o.m. 15:e kalenderdagen\u003C\u002Fh4>\n\n\u003Cp>Arbetaren erhåller fr.o.m. 15:e kalenderdagen i varje sjukperiod\nsjukpenning från Försäkringskassan samt sjukförmåner enligt\nAvtalsgruppsjukförsäkring (AGS).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Definition\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med aktuell förtjänst avses medeltimförtjänsten av tidlön och ackord\nenligt senaste kvartalslönestatistik inklusive premielönedelar, bonus o.d.\u003C\u002Fp>\n\n\u003Cp>Förekommer under kvartal avtalslönehöjningar som ej ingår i statistiken\nskall tilllägg för dessa höjningar ske vid beräkning av\nmedeltimförtjänsten. Vid beräkning av medeltimförtjänsten skall även\nhänsyn tas till senast utbetalda hel- eller halvårsbonus i den mån dessa\ninte ingår i senast kända kvartalsstatistik. De lokala parterna kan\növerenskomma om annan period än senaste kvartal för beräkning av\nmedeltimförtjänst.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6 Löneavtal för avtalsåren 2020-2023\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Löneavtalets syfte och förutsättningar\u003C\u002Fh3>\n\n\u003Cp>Parterna är överens om att Industriavtalet syftar till att ge industrins\nparter förutsättningar att utan stridsåtgärder genomföra konstruktiva\navtalsförhandlingar med balanserade resultat. Genom Industriavtalet tar\nparterna ett gemensamt ansvar för lönebildningen på sin del av\narbetsmarknaden. De centrala parterna ansvarar därmed också för att ge de\nlokala parterna de nödvändiga förutsättningarna för att kunna leva upp\ntill Industriavtalets krav.\u003C\u002Fp>\n\n\u003Cp>Parterna är sålunda ense om att de lokala förhandlingarna i varje\nföretag ska föras i enlighet med Industriavtalets och detta avtals syfte. De\nlokala parterna ska därvid vinnlägga sig om att - genom en omsorgsfull\nfördelning av lönepotten i enlighet med löneprinciperna - uppnå en god\nkvalitet i lönebildningen på det enskilda företaget. På så vis ökar\nförutsättningarna för en långsiktigt hållbar lönebildning till gagn för\nföretaget och de anställda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Grundläggande principer för lönebildning och lönesättning i\nföretagen\u003C\u002Fh3>\n\n\u003Cp>Parternas gemensamma uppfattning är att lönebildningen i företagen ska\nfrämja företagens produktivitetsutveckling, lönsamhet och\nkonkurrenskraft.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen och lönesättningen ska utgöra en del av en\nproduktivitets- och intäktsskapande process. Lönesättning och lokala\nlönesystem bör därför utvecklas så att de stimulerar till ökade\narbetsinsatser och kompetensutveckling och därmed bli en drivkraft för\nföretaget och arbetarna. Grunderna för lönesättning av den enskilde\narbetaren framgår av Stål och Metallavtalets § 6 mom 1.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen bör vara sakligt väl motiverad så att den enskilde\narbetaren vet på vilka grunder lönen har satts och vad arbetaren kan göra\nför att höja sin lön.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>Samma principer för lönesättning ska gälla för kvinnor och män liksom\nför yngre och äldre arbetare och oavsett etnisk tillhörighet.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Avtalets tillämpning\u003C\u002Fh3>\n\n\u003Cp>Löneavtalets syfte och förutsättningar och de grundläggande principerna\nför lönebildning och lönesättning i företagen (punkt 1 och 2 ovan)\nförutsätter att de lokala parterna gör en gemensam genomgång av avtalets\nintentioner och tillämpning i företaget. Parterna ska snarast upprätta en\ntidsplan för förhandlingarna.\u003C\u002Fp>\n\n\u003Cp>Med sin kännedom om företagets och de enskilda arbetarnas förhållanden\nska de genom ömsesidigt hänsynstagande medverka till en god kvalitet i\nföretagets lönebildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Företagsvis lönepott\u003C\u002Fh3>\n\n\u003Ch4>4.1\u003C\u002Fh4>\n\n\u003Cp>Löneavtalet bygger på förutsättningen att det ska tillämpas enbart i\nenlighet med sitt uttryckliga innehåll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Beräkning av den företagsvisa lönepotten\u003C\u002Fh4>\n\n\u003Ch4>4.2\u003C\u002Fh4>\n\n\u003Cp>För avtalsåret beräknas och fördelas en företagsvis lönepott i\nenlighet med följande bestämmelser.\u003C\u002Fp>\n\n\u003Cp>I varje företag beräknas en lönepott som en procentsats av de vuxna\narbetarnas samlade grundförtjänst (enligt definitionen av förtjänstbegrepp,\n§ 6 mom 9 i avtalet om allmänna villkor) dagen före lönerevisionsdatum.\u003C\u002Fp>\n\n\u003Cp>I företag där timlön tillämpas beräknas potten som en procentsats av de\nvuxna arbetarnas samlade grundförtjänst per timme (enligt definitionen av\nförtjänstbegrepp, Bilaga - regler för timlön i avtalet om allmänna\nvillkor) dagen före lönerevisionsdatum.\u003C\u002Fp>\n\n\u003Cp>Vid beräkningen av potten ska dock den lägsta samlade grundförtjänsten\nför heltidsarbetande vuxen arbetare utgöra 26 100 kr\u002Fmån avtalsår 1 och 26\n805 kr\u002Fmån avtalsår 2 (vid deltidsarbete i proportion därtill).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Procentsatsen är:\u003C\u002Fp>\n\n\u003Cp>2,7 % för 2020\u003C\u002Fp>\n\n\u003Cp>2.3% för 2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Innan potten fördelas ska den minskas med det belopp som motsvarar\ngenomslaget av höjda garantilöner. Arbetare inplacerad i S-lönegrupp bidrar\ntill lönepotten med ett belopp som motsvarar genomsnittsförtjänsten hos\nheltidsanställd arbetare vid företaget, i enlighet med § 6 mom 9 avtalet om\nallmänna anställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Fördelning av den företagsvisa lönepotten\u003C\u002Fh4>\n\n\u003Ch4>4.3\u003C\u002Fh4>\n\n\u003Cp>Lönepotten fördelas i lokala förhandlingar i enlighet med avtalets\nprinciper med giltighet fr.o.m. 2020-11-01, såvida inte annat lokalt\növerenskommes.\u003C\u002Fp>\n\n\u003Cp>Efter lokal överenskommelse kan lönerevisionsdatum flyttas eller vid\nfleråriga löneavtal sammanläggas inom avtalsperioden.\u003C\u002Fp>\n\n\u003Cp>Tillämpas i företaget ett mellan de lokala parterna i kollektivavtal\növerenskommet lönesystem, ska lönepotten användas inom ramen för\nlönesystemet. Exempel på åtgärder med lönepotten är att införa nya\nkomponenter i systemet eller att förändra värdet på befintliga komponenter\ni systemet. Kostnaden för sådana åtgärder avräknas från lönepotten och\nminskar denna. Samma gäller också om parterna överenskommer om ett nytt\nlönesystem i samband med fördelningen av potten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.För att lönepotten ska kunna användas inom ramen för gällande\nlönesystem, kan överenskommelse träffas om att fördela den vid flera\ntillfällen under avtalsåret.\u003C\u002Fp>\n\n\u003Cp>2.Lönehöjning för arbetare som erhåller annat arbete med högre\ngrundlön ska ej avräknas från lönepotten.\u003C\u002Fp>\n\n\u003Cp>3.I samband med förhandling om fördelning av den företagsvisa lönepotten\nbör en genomgång av lönesystem och lönesättning i enlighet med punkt 2\n”Grundläggande principer för lönebildning och lönesättning i\nföretagen” göras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Förhandlingsordning\u003C\u002Fh3>\n\n\u003Ch4>5.1\u003C\u002Fh4>\n\n\u003Cp>Förhandlingar om fördelning av företagsvis lönepott ska följa en mellan\nde lokala parterna uppgjord tidsplan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.2\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna ej enas om annat, ska förhandlingarna för år 2020\nom fördelning av den företagsvisa lönepotten vara avslutade den 31 januari\n2021, såvitt inte part dessförinnan frånträtt förhandlingen.\u003C\u002Fp>\n\n\u003Cp>För år 2022 ska, om de lokala parterna ej enas om annat, förhandlingarna\nom fördelning av den företagsvisa lönepotten vara avslutade den 30 juni,\nsåvitt inte part dessförinnan frånträtt förhandlingen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.3\u003C\u002Fh4>\n\n\u003Cp>Kan de lokala parterna ej enas i förhandlingar om fördelning av\nföretagsvis lönepott, äger part rätt att föra frågan till central\nförhandling. Sådan förhandlingsfram ställan ska vara motparten tillhanda\nsenast 14 dagar efter att den lokala förhandlingen avslutats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>| Protokollsanteckningar till löneavtal 2020-2023\u003C\u002Fh4>\n\n\u003Cp>1.Ökningen av garantilönerna i avtalet får i och för sig icke inverka\npå utgående löner i annan mån än att reglering i samband härmed ska\ngöras rörande de under § 6 mom 2 angivna individuella minimitimlönerna.\u003C\u002Fp>\n\n\u003Cp>2.Har arbetare slutat sin anställning och har fordran på grund av\novannämnda bestämmelser ska han senast 30 dagar efter den lokala\nlönerevisionens avslutande hos arbetsgivaren anmäla sin fordran med angivande\nav sin postadress. Försummas detta har arbetaren förlorat sin rätt i\nberörda hänseende och beloppet överlämnas till för arbetarna vid\nföretaget avsedd sjukkassa eller användes för annat liknande ändamål.\u003C\u002Fp>\n\n\u003Cp>3.Retroaktiva belopp skall utbetalas så snart kan ske.\u003C\u002Fp>\n\n\u003Cp>4.Parternas avsikt med löneavtalet för avtalsåret är att begränsa\nlöneutvecklingstakten i enlighet med intentionerna i Industriavtalet och\nparternas egna analyser och bedömningar.\u003C\u002Fp>\n\n\u003Cp>Partema har därför genom avtalets konstruktion velat understryka vikten av\natt hålla avtalets nivå.\u003C\u002Fp>\n\n\u003Cp>Avsikten har emellertid inte varit att förhindra lönehöjningar till\nföljd av ökat ansvar, ökade krav och befogenheter i arbetet, befordran eller\nannan övergång till mer kvalificerade uppgifter, vare sig förändringarna\nberor på byte till nya arbetsuppgifter eller genomgripande förändringar av\narbetsorganisationen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch2>Bilaga 7 Livsarbetstidspremie (LP)\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna avtalade 1998 om att införa (LP) Livsarbetstidspremie som en\nkomplettering till Avtalspension SAF-LO. I överenskommelserna 2001 och 2004\nvar parterna ense om fortsatta avsättningar till LP. I en särskild\növerenskommelse från den 23 oktober 1998 finns regler för beräkning,\ninbetalning och uttag av LP. I samband med för avtalsuppgörelsen den 12\ndecember 2011 så kompletterades beräkningsunderlaget att omfatta\nersättningarna vid semester och ersättning vid övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Enligt denna ska avsättningen beräknas på intjänad lön per år enligt\nnedan; för månadsavlönade\u003C\u002Fp>\n\n\u003Cp>•utbetald månadslön inklusive eventuella rörliga lönedelar\u003C\u002Fp>\n\n\u003Cp>•tillägg för arbete på obekväm arbetstid\u003C\u002Fp>\n\n\u003Cp>•andra särskilda tillägg och ersättningar som är kopplade till arbete\nunder ordinarie tid\u003C\u002Fp>\n\n\u003Cp>•ersättning vid av arbetsgivaren betald ledighet, exempelvis permission\noch betald ledighet enligt förtroendemannalagen\u003C\u002Fp>\n\n\u003Cp>•sjuklön\u003C\u002Fp>\n\n\u003Cp>•semestertillägg\u003C\u002Fp>\n\n\u003Cp>•tillägg och ersättningar som är kopplade till arbete utanför\nordinarie tid \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>för timavlönade\u003C\u002Fp>\n\n\u003Cp>•utbetald timlön inklusive eventuella rörliga lönedelar\u003C\u002Fp>\n\n\u003Cp>•tillägg för arbete på obekväm arbetstid och skiftformstillägg\u003C\u002Fp>\n\n\u003Cp>•helglön\u003C\u002Fp>\n\n\u003Cp>•andra särskilda tillägg och ersättningar som är koppla de till arbete\nunder ordinarie tid\u003C\u002Fp>\n\n\u003Cp>•ersättning vid av arbetsgivaren betald ledighet, exempelvis permission\noch betald ledighet enligt förtroendemannalagen\u003C\u002Fp>\n\n\u003Cp>•sjuklön\u003C\u002Fp>\n\n\u003Cp>•semesterlön\u003C\u002Fp>\n\n\u003Cp>•tillägg och ersättningar som är kopplade till arbete utanför\nordinarie tid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att avsättningen fortsättningsvis fr.o.m. år 2020\nska vara 4,7 % av arbetarens årliga förtjänst beräknat på samma sätt som\ni Avtalspensionen SAF- LO. Avsättning beräknas och görs per kalenderår.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att utrymmet som avsätts till LP, helt eller\ndelvis, i stället kan användas till annan förkortning av arbetstiden. Vid\nsådan överenskommelse motsvarar 0,5 % 12 minuter\u002Fvecka för dagarbete, och i\nproportion därtill för övriga arbetstidsformer. Enas de lokala parterna om\narbetstidsförkortning motsvarar den maximala arbetstidsförkortningen 4,2 %.\nVid företag där överenskommelse träffats om annan arbetstidsförkortning\nkan överenskommelse träffas om att omfattas av LP.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 8 Gemensam målbild\u003C\u002Fh2>\n\n\u003Cp>Partsgemensam målbild avseende lönebildning, kompetensutveckling och\narbetsorganisation.\u003C\u002Fp>\n\n\u003Cp>Lönesystem för utveckling i arbete och lön skapar förbättrad\nkonkurrenskraft.\u003C\u002Fp>\n\n\u003Cp>För att utveckla och bibehålla stål- och metallföretagens\ninternationella konkurrenskraft krävs en ständig utveckling av företagens\nförmåga att snabbt kunna möta förändringskrav, genom bl.a.\nframförhållning och flexibilitet hos såväl företag som anställd. Det är\nvidare nödvändigt att företagen framstår som attraktiva arbetsgivare för\nframtidens arbetskraft. Lönebildningen, arbetsorganisationen och\nkompetensutvecklingen vid företagen är i detta sammanhang tre viktiga, sam\nmanhängande faktorer att utveckla.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen ska vara en positiv kraft i företagets verksamhet som\nstimulerar de anställda till och skapar förutsättningar för utveckling i\narbetet, goda insatser, engagemang och resultat. Härigenom kan lönebildningen\nbidra till ökad produktivitet, effektivitet och lönsamhet. Därför behövs\ndet lokala lönesystem som stimulerar både till individuell utveckling och\nutveckling av företagets verksamhet. Utgångspunkten är att utveckling i\narbetet ger utveckling i lön, så att högre skicklighet, prestation,\nansvarstagande samt krav på ansvar och kompetens ger högre lön än där\nlägre krav ställs. En alltför sammanpressad lönestruktur kan motverka detta\nsyfte. Skillnader i lön kan bidra positivt till löneutveckling och\nproduktivitet. Det är viktigt att varje anställd ska veta på vilka grunder\nlönen sätts och vad de kan göra för att påverka lönen.\u003C\u002Fp>\n\n\u003Cp>En bra arbetsorganisation tillgodoser företagets behov av\nframförhållning, förmåga till snabba omställningar och ökat\nkapacitetsutnyttjande och därmed högre produktivitet.\u003C\u002Fp>\n\n\u003Cp>En bra arbetsorganisation motverkar dessutom förslitningsskador, utslagning\nfrån arbetslivet samt bidrar till trivsel och variation i arbetet. Det är en\ngemensam uppgift för företaget och den lokala fackliga organisationen att\nskapa former för ett aktivt utvecklingsarbete, åtgärder och insatser i syfte\natt utveckla individer, arbetsorganisation och produktivitet utifrån\nförutsättningar och behov som finns på den egna arbetsplatsen, vilket ska\navspeglas i det lokala lönesystemet.\u003C\u002Fp>\n\n\u003Cp>Det är företagens ansvar att genomföra utvecklingsinsatser av personal,\norganisation och teknik. Ett viktigt inslag är lärande i arbetet och\narbetsrotation. Andra viktiga utbildningsinsatser kan gälla handledd\nutbildning i företaget, utbildning eller kurser. Tidsåtgången kan variera\nberoende på de anställdas förutsättningar och företagets behov. Ett\nkontinuerligt förändringsarbete förutsätter att såväl före tagets som de\nanställdas utvecklingsbehov identifieras. Härvid har cheferna en viktig\nuppgift att översätta företagets behov till den egna arbetsgruppen och dess\nmedlemmar. Detta kan ske genom t ex regelbundet återkommande\nutvecklingssamtal. Det åvilar också den enskilde anställde att ta initiativ\noch känna engagemang och ansvar för sin kompetensutveckling, samt att\ntillämpa den kunskap han\u002Fhon besitter. De anställdas idéer utifrån sina\nperspektiv om sina egna och företagets utvecklingsbehov ska beaktas. Det kan\nvara fråga om att utveckla kunskaper och förmåga som på sikt kan gynna\nbåde den enskilde och företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":46,"CBA_MEMEMPL_1":48,"jobclassifaction1":52,"trainingprogrammes":56,"pensionfund":60,"contractseverancepay":64,"tempagency":68,"sicknessmaxdays":72,"disabilitypaytxt":75,"healthinsurance":77,"healthandsafetypolicy":79,"paidmaternityleave":83,"deathrelatives":87,"marriage":90,"equalitymonitoring":93,"discrimination":97,"hourspweek_select":99,"hourspweek":102,"hoursovertimemax":105,"PAIDLEAV_trigger":109,"SCHEDULE_trigger":113,"schedulesrestpw":117,"bankholidays1":120,"dayspweek":124,"FLEXWORK_trigger":128,"WAGES_payscale1_start":132,"WAGES_payscale1_end":135,"WAGES_payscale1_year":138,"SKILLEVEL_trigger":141,"STRUCINCR_trigger":145,"NOCTPREM_trigger":149,"ANNLEAVE_trigger":153,"annleaveallowancetype":156,"OVERTIME_trigger":160,"shiftallowancetype":164,"SUNDAY_trigger":168,"sundayallowancetype":172,"COMMUTE_trigger":176,"SENIOR_trigger":180,"longserviceallowancetype":182},{"bindId":43,"name":44,"text":45},"cbadate_start","Giltighetstid: 1 november 2020 - 31 mars","Giltighetstid: 1 november 2020 - 31 mars 2023",{"bindId":47,"name":44,"text":45},"cbadate_end_date",{"bindId":49,"name":50,"text":51},"CBA_MEMEMPL_1","Detta avtal mellan Föreningen Industriar","Detta avtal mellan Föreningen Industriarbetsgivarna och Industrifacket\nMetall angående arbets- och lönevillkor gäller för arbetare anställda i\nföretag anslutna till Föreningen Industriarbetsgivarna.",{"bindId":53,"name":54,"text":55},"jobclassifaction1","Inplacering i lönegrupp S sker efter lok","Inplacering i lönegrupp S sker efter lokal överenskommelse. Lönesättning\nav arbetare inplacerad i gruppen ska särskilt utgå från den enskildes\ntillämpade kompetens, personliga prestation och engagemang. Det är naturligt\natt skillnader i lönen ökar med arbetsuppgifternas komplexitet och i spets-\noch nyckelbefattningar, och där den personliga prestationen i större\nutsträckning än annars är avgörande för resultatet. Kriterier som ligger\ntill grund för den individuella lönesättningen ska vara tydliga för att\nmotverka godtycklighet.\n\nLönesättning i lönegrupp S sker frikopplat från lönepottfördelningen,\nmen arbetaren bidrar till lönepottsunderlaget med ett belopp som motsvarar\ngenomsnittsför tjänsten hos heltidsanställd arbetare vid företaget. För\ndeltidsanställd arbetare proportioneras beloppet till sysselsättningsgrad.\nLöneökning för arbetaren belastar potten upp till det centrala avtalets\naktuella procenttal. Löneökning därutöver sker utanför potten och belastar\ninte denna.\n\nInplacering i lönegrupp T (teknikergruppen) sker efter särskilda\nanvisningar som överenskommits mellan de centrala parterna.\n\nInplacering i lönegrupp 1 förutsätter att arbetaren utför kvalificerade\narbeten som i hög grad kräver teknisk eller annan teoretisk utbildning och\npraktisk erfarenhet samt ställer stora krav på omdöme, initiativ och\nansvar.\n\nInplacering i lönegrupp 2 förutsätter att arbetaren utför arbeten som\nställer krav på teknisk eller annan teoretisk och\u002Feller praktisk erfarenhet;\nsom regel utförs arbetsuppgifterna efter skriftliga instruktioner.\n\nAnvisningarna rörande inplacering i lönegrupp T liksom särskild\nexempelsamling som visar typer av befattningar hänförbara till respektive\nlönegrupp 1-3 finns redovisade i separata instruktioner.",{"bindId":57,"name":58,"text":59},"trainingprogrammes","Bilaga 3 Avtal mellan Stål och Metall Ar","Bilaga 3 Avtal mellan Stål och Metall Arbetsgivareförbundet och\nIndustrifacket Metall angående yrkesnämn- der och yrkesutbildning",{"bindId":61,"name":62,"text":63},"pensionfund","§ 16 AFA-försäkringar m.m. Arbetsgivaren","§ 16 AFA-försäkringar m.m.\n\n\n\nArbetsgivaren skall hos AFA teckna försäkringsavtal om AFA-försäkringar,\ndvs. försäkring om avgångsbidrag (AGB), avtalsgruppsjukförsäkring (AGS),\ntrygghets försäkring vid arbetsskada (TFA), tjänstegrupplivförsäkring\n(TGL), föräldrapenningtillägg (FPT) samt Avtalspension SAF-LO.",{"bindId":65,"name":66,"text":67},"contractseverancepay","§ 11 Permitteringslön Mom 1 Överenskomme","§ 11 Permitteringslön\n\n\n\nMom 1 Överenskommelse mellan SAF och LO\n\n\n\nPermitteringslön betalas enligt ”Överenskommelse mellan Svenska\nArbetsgivareföreningen (SAF) och Landsorganisationen i Sverige (LO) om\npermitteringslön”, som antagits av parterna.",{"bindId":69,"name":70,"text":71},"tempagency","Mom 2 Tillfälligt ackord I enlighet med ","Mom 2 Tillfälligt ackord\n\n\n\nI enlighet med § 6 mom 5 punkt 2 kan överenskommelse träffas om\ntillfälliga ackord.\n\nVid tillämpning av tillfälliga ackord skall överenskommelse träffas om\nackordspris före det att arbetet påbörjas. Undantagsfall, då\növerenskommelse inte kan träffas på förhand på grund av arbetets\nbeskaffenhet, kan arbetsgivaren och arbetare enas om att ackordspriset skall\nfastställas först viss tid efter arbetets påbörjande.\n\nVid arbete på tillfälligt ackord är arbetares garantitimlön respektive\nindividuella garantitimlön garanterad.\n\nArbete på tillfälligt ackord upphör antingen när arbetsuppgiften\nslutförts eller efter sju dagars uppsägningstid om någon part säger upp\növerenskommelsen. Därefter tillämpas de lönebestämmelser som gällde innan\narbetet påbörjades.",{"bindId":73,"name":74,"text":74},"sicknessmaxdays","Mom 5 Beräkning av sjuklön",{"bindId":76,"name":62,"text":63},"disabilitypaytxt",{"bindId":78,"name":62,"text":63},"healthinsurance",{"bindId":80,"name":81,"text":82},"healthandsafetypolicy","Mom 1 Samverkan Det är en angelägen uppg","Mom 1 Samverkan\n\n\n\nDet är en angelägen uppgift för alla anställda på en arbetsplats att\nskapa goda arbetsförhållanden och en trygg och säker arbetsmiljö. Varje\narbetare skall därför medverka till god ordning och till att olycksfall och\nhälsorisker förebyggs. Anvisningar och föreskrifter skall noggrant iakttas\noch föreskriven utrustning användas. Sådana föreskrifter skall meddelas\ngenom anslag på arbetsplatsen eller på annat sätt och skall omsorgsfullt\niakttas.",{"bindId":84,"name":85,"text":86},"paidmaternityleave","Förtjänstbegrepp Grundförtjänst är den s","Förtjänstbegrepp\n\nGrundförtjänst är den sammanlagda lönen (månadslön och rörlig\nlönedel), uträknad per månad utan tillägg (semester, övertidstillägg,\nomställningsersättning, ob-tillägg och motsvarande).",{"bindId":88,"name":89,"text":89},"deathrelatives","7.Nära anhörigs frånfälle, högst en dag.",{"bindId":91,"name":92,"text":92},"marriage","5.Eget bröllop, bröllopsdagen.",{"bindId":94,"name":95,"text":96},"equalitymonitoring","Samma principer för lönesättning ska gäl","Samma principer för lönesättning ska gälla för kvinnor och män liksom\nför yngre och äldre arbetare och oavsett etnisk tillhörighet.",{"bindId":98,"name":95,"text":96},"discrimination",{"bindId":100,"name":101,"text":101},"hourspweek_select","Mom 2 Arbetstidens längd",{"bindId":103,"name":104,"text":104},"hourspweek","40",{"bindId":106,"name":107,"text":108},"hoursovertimemax","Under en beräkningsperiod om ett kalende","Under en beräkningsperiod om ett kalenderår får den genomsnittliga\narbetstiden per sjudagarsperiod inte överstiga 48 timmar. Genom lokal\növerenskommelse kan beräkningsperioden bestämmas till annan fast eller\nrullande period om 12 månader. Vid beräkningen av den genomsnittliga\narbetstiden ska betald semester och sjukfrånvaro vara neutrala och inte\nmedräknas.",{"bindId":110,"name":111,"text":112},"PAIDLEAV_trigger","Anmärkning Semestertillägget 0,5 % förut","Anmärkning\n\nSemestertillägget 0,5 % förutsätter att arbetaren har tjänat in full\nbetald semester. Om så inte är fallet skall semestertillägget uppjusteras\ngenom att 0,5 % multipliceras med 25 - det antal semesterdagar arbetaren är\nberättigad till - och divideras med det antal betalda semesterdagar arbetaren\ntjänat in.",{"bindId":114,"name":115,"text":116},"SCHEDULE_trigger","Mom 11 Raster, måltidsuppehåll och pause","Mom 11 Raster, måltidsuppehåll och pauser",{"bindId":118,"name":119,"text":119},"schedulesrestpw","Mom 13 Dygnsvila",{"bindId":121,"name":122,"text":123},"bankholidays1","c)3-skiftsarbete med intermittent drift ","c)3-skiftsarbete med intermittent drift\n\nArbetsveckan börjar tidigast på söndag kl. 20 och senast på måndag kl.\n06. \n\nDriftsuppehåll görs enligt följande:\n\n\n\n\n\n\n  \n    \n      Nyår\n      \n      48 timmar\n      \n    \n    \n      Trettondagen\n      \n      24 timmar\n      \n    \n    \n      Påsk\n      \n      96 timmar\n      \n    \n    \n      1 maj\n      \n      24 timmar\n      \n    \n    \n      Kristi Himmelsfärdsdag\n      \n      24 timmar\n      \n    \n    \n      Pingst\n      \n      56 timmar\n      \n    \n    \n      Midsommar\n      \n      72 timmar\n      \n    \n    \n      Alla Helgons dag\n      48 timmar\n    \n    \n      Jul\n      72 timmar",{"bindId":125,"name":126,"text":127},"dayspweek","b)2-skiftsarbete Arbetstiden förläggs må","b)2-skiftsarbete\n\nArbetstiden förläggs måndag-fredag mellan kl. 05 och kl. 24. Rast utgår\nmed minst 15 minuter per skift om särskilda hinder härför ej föreligger.\nDriftsuppehåll görs under allmänna helgdagar, påskafton, pingstafton,\nmidsommarafton, julafton och nyårsafton.",{"bindId":129,"name":130,"text":131},"FLEXWORK_trigger","Mom 5 Flextid Om verksamheten tillåter d","Mom 5 Flextid\n\nOm verksamheten tillåter det kan de lokala parterna träffa\növerenskommelse om tillämpning av s.k. flextid. Innan flextid införs måste\ntillämpningsregler överenskommas mellan de lokala parterna.",{"bindId":133,"name":134,"text":134},"WAGES_payscale1_start","19 974 kr",{"bindId":136,"name":137,"text":137},"WAGES_payscale1_end","23 896 kr",{"bindId":139,"name":140,"text":140},"WAGES_payscale1_year","2022",{"bindId":142,"name":143,"text":144},"SKILLEVEL_trigger","Mom 1 Grunder för lönesättning Grund för","Mom 1 Grunder för lönesättning\n\n\n\nGrund för lönesättningen ska vara arbetsuppgifternas svårighetsgrad,\nansvars- och kompetenskrav samt arbetarens sätt att uppfylla dessa krav.\n\nLönen ska därvid fastställas med hänsyn till stigande ansvar och\nsvårighet i arbetet samt med arbetarens ökade kompetens, erfarenhet och\npersonliga insats. Lönen ska stimulera till goda insatser, engagemang och\nresultat. Skillnader i lön kan bidra positivt till löneutveckling och\nproduktivitet.\n\nMed utgångspunkt från ovanstående bör de lokala parterna träffa\növerenskommelse om lönesystem.\n\nUtifrån verksamhetens mål kan en systematisk genomgång av arbetsinnehåll\noch arbetarens kompetens- och kompetensutvecklingsbehov vara ett hjälpmedel i\ndenna bedömning.",{"bindId":146,"name":147,"text":148},"STRUCINCR_trigger","| Protokollsanteckningar till löneavtal ","| Protokollsanteckningar till löneavtal 2020-2023\n\n1.Ökningen av garantilönerna i avtalet får i och för sig icke inverka\npå utgående löner i annan mån än att reglering i samband härmed ska\ngöras rörande de under § 6 mom 2 angivna individuella minimitimlönerna.\n\n2.Har arbetare slutat sin anställning och har fordran på grund av\novannämnda bestämmelser ska han senast 30 dagar efter den lokala\nlönerevisionens avslutande hos arbetsgivaren anmäla sin fordran med angivande\nav sin postadress. Försummas detta har arbetaren förlorat sin rätt i\nberörda hänseende och beloppet överlämnas till för arbetarna vid\nföretaget avsedd sjukkassa eller användes för annat liknande ändamål.\n\n3.Retroaktiva belopp skall utbetalas så snart kan ske.\n\n4.Parternas avsikt med löneavtalet för avtalsåret är att begränsa\nlöneutvecklingstakten i enlighet med intentionerna i Industriavtalet och\nparternas egna analyser och bedömningar.\n\nPartema har därför genom avtalets konstruktion velat understryka vikten av\natt hålla avtalets nivå.\n\nAvsikten har emellertid inte varit att förhindra lönehöjningar till\nföljd av ökat ansvar, ökade krav och befogenheter i arbetet, befordran eller\nannan övergång till mer kvalificerade uppgifter, vare sig förändringarna\nberor på byte till nya arbetsuppgifter eller genomgripande förändringar av\narbetsorganisationen.",{"bindId":150,"name":151,"text":152},"NOCTPREM_trigger","Skiftformstillägg Vid skiftarbete, s.k. ","Skiftformstillägg\n\nVid skiftarbete, s.k. ständigt nattarbete och veckoslutsarbete, betalas\nskiftformstilllägg. Skiftformstillägget beräknas på arbetarens\ngenomsnittliga grundförtjänst senaste kvartal. Skiftformstillägg betalas per\narbetad timme enligt nedan:",{"bindId":154,"name":155,"text":155},"ANNLEAVE_trigger","Mom 3 Semesterersättning",{"bindId":157,"name":158,"text":159},"annleaveallowancetype","Semesterersättningen utgör per outtagen ","Semesterersättningen utgör per outtagen betald semesterdag 5,4 % av\narbetarens månadslön samt 0,5 % av de rörliga lönetillägg som utbetalats\nunder intjänandeåret.",{"bindId":161,"name":162,"text":163},"OVERTIME_trigger","Mom 1 Övertidsersättning Huvudregel För ","Mom 1 Övertidsersättning\n\n\n\nHuvudregel\n\nFör övertidsarbete, varmed avses arbete utöver arbetstidsmåttet per dygn\nenligt det för arbetaren gällande ordinarie arbetstidsschemat, betalas\növertidsersättning som utgörs av dels lön för arbetad tid, dels\növertidstillägg med nedanstående belopp såsom öre per timme.\n\n\n\n\n  \n  \n  \n  \n    \n      2020\n      2022\n    \n    \n      5 065 öre\u002Ftim\n      5 181 öre\u002Ftim\n    \n  \n",{"bindId":165,"name":166,"text":167},"shiftallowancetype","Mom 4 Arbete på obekväm tid 1.För arbete","Mom 4 Arbete på obekväm tid\n\n\n\n1.För arbete mellan kl. 17.00 och kl. 06.00 eller annan lokalt\növerenskommen tidsperiod av motsvarande längd betalas samtliga dagar\nföljande tillägg i öre per timme:\n\n\n\n\n  \n    \n       \n      \n      2020\n      \n      2022\n      \n    \n    \n      Mellan kl. 17 och 22\n      \n      2 873\n      \n      2 953\n      \n    \n    \n      Mellan kl. 22 och 06\n      \n      4 185\n      \n      4 302",{"bindId":169,"name":170,"text":171},"SUNDAY_trigger","Arbetstid Skiftformstillägg Vid skiftarb","Arbetstid\n\n\n\nSkiftformstillägg\n\nVid skiftarbete, s.k. ständigt nattarbete och veckoslutsarbete, betalas\nskiftformstilllägg. Skiftformstillägget beräknas på arbetarens\ngenomsnittliga grundförtjänst senaste kvartal. Skiftformstillägg betalas per\narbetad timme enligt nedan:",{"bindId":173,"name":174,"text":175},"sundayallowancetype","Veckoslutsarbete 32 tim\u002Fv***************","Veckoslutsarbete 32 tim\u002Fv*******************************************************25,00\n%",{"bindId":177,"name":178,"text":179},"COMMUTE_trigger","Mom 4 Reseersättning Vid tjänsteresa som","Mom 4 Reseersättning\n\n\n\nVid tjänsteresa som enligt mom 2 och 3 berättigar till helt respektive\nhalvt traktamente betalas reseersättning om 130 kronor respektive 65\nkronor.\n\nVid tjänsteresa utan övernattning med en färdväg som överstiger 4\nkilometer från ordinarie tjänsteställe och som ej berättigar till\ntraktamente enligt mom 2 betalas reseersättning om 80 kronor vid bortovaro\n5-10 timmar och 135 kronor vid bortovaro mer än 10 timmar.\n\nVid tjänsteresa utan övernattning då arbetsgivaren svarar för\nmåltidskostnaderna reduceras reseersättningen med 50 procent.",{"bindId":181,"name":66,"text":67},"SENIOR_trigger",{"bindId":183,"name":184,"text":185},"longserviceallowancetype","Mom 2 Permitteringslönens storlek Permit","Mom 2 Permitteringslönens storlek\n\n\n\nPermitteringslönen är den för arbetaren aktuella månadslönen.\n\nKompensation betalas för uteblivna ob-tillägg och för förlorad\nberedskapsersättning. Ovanstående regler gäller även vid permittering del\nav arbetsdag enligt för arbetaren gällande arbetstidsschema.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SWE Svenska Arbetsgivareföreningen - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2020-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Stål- och metallframställning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → Svenska Arbetsgivareföreningen\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Industrifacket Metall\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \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        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 8.0\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            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Juldagen, Annandag påsk, Långfredagen, Första maj\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fasta dagar för betald årlig semester: → 1.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Tillägg för kvälls- eller nattarbete: → SEK  per månad\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Tillägg för endast nattarbete: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Semestertillägg: → 5.4 % av grundlönen\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Tillägg för söndagsarbete:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Tillägg för söndagsarbete: → 25 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Ålderstillägg\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Ålderstillägg: → 100.0 % av grundlönen\n                \u003C\u002Fdiv>\n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[191],{"title":35,"slug":31},[193],{"type":194,"data":195},"call_to_action_body_block",{"title":196,"description":197,"variant":198,"link":199},"Jämför kollektivavtal","Jämför artiklarna med kollektivavtal från Sverige genom olika sektorer, ämnen och 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