[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fhandelns-tj-nstemannaavtal---2017":3,"menu:\u002Fsv-se:":140,"sites:htmlblocks":305,"subsites":1504,"footer:root":5069,"cite-subsites":5167,"suggested:root":5644,"cite-footer:root":5648},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":120,"content_type_view":121,"extra_breadcrumbs":122,"body":124,"body_blocks":135,"related_pages":139},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":118,"translations":119},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"handelns-tj-nstemannaavtal---2017","08332688-61f5-11ea-b402-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fhandelns-tj-nstemannaavtal---2017\u002Fhandelns-tj-nstemannaavtal---2017\u002F","Handelns Tjänstemannaavtal - 2017","Handelns Tjänstemannaavtal - 2017 - 2017","Sweden - Handelns Tjänstemannaavtal - 2017 - 2017","Handelns Tjänstemannaavtal - 2017 - 2017 - Detaljhandel",{"name":39,"data":40},"Commerce sectoral.html","\n \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New3\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>0265 \u003C\u002Fp>\n\n\u003Ch1>Svensk Handel\u003C\u002Fh1>\n\n\u003Ch1>Handelns Tjänstemannaavtal\u003C\u002Fh1>\n\n\u003Ch1>2017-05-01 – 2020-04-30\u003C\u002Fh1>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Förteckning över särskilda överenskommelser som ej medtagits i\navtalstrycket\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöavtalet\u003C\u002Fp>\n\n\u003Cp>Avtal om asbestexponering\u003C\u002Fp>\n\n\u003Cp>Avtal om beredskap\u003C\u002Fp>\n\n\u003Cp>Avtal om industrins och handelns tilläggspension – ITP-avtalet\u003C\u002Fp>\n\n\u003Cp>Avtal angående rätten till arbetstagares uppfinningar\u003C\u002Fp>\n\n\u003Cp>Avtal om användning av konkurrensklausuler i anställningsavtal\u003C\u002Fp>\n\n\u003Cp>Avtal om skiljedomsregler för skiljenämnden i uppfinnar- och\nkonkurrensklausulstvister\u003C\u002Fp>\n\n\u003Cp>Avtal om Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>Omställningsavtal\u003C\u002Fp>\n\n\u003Cp>Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Handelns branschutvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Avtal om social trygghet för tjänstemän vid utlandstjänstgöring\u003C\u002Fp>\n\n\u003Cp>Kollektivavtal rörande skyldighet att föra register i vissa avseenden\nm.m.\u003C\u002Fp>\n\n\u003Cp>För företag som den 30 april 2013 var bundna av f d Sif-avtalet och\ndärmed nedanstående överenskommelser skall alltjämt vara bundna av\ndessa:\u003C\u002Fp>\n\n\u003Cp>Förslagsverksamhet SAF, LO och PTK\u003C\u002Fp>\n\n\u003Cp>Premielön\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Avtal om allmänna anställningsvillkor\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Ch3>1.1 Omfattning\u003C\u002Fh3>\n\n\u003Cp>Detta avtal omfattar företag som är anslutna till Svensk Handel och som\nanges i sär-skild förteckning.\u003C\u002Fp>\n\n\u003Ch3>1.2 Tillämpning\u003C\u002Fh3>\n\n\u003Cp>För att avtalet ska gälla vid ett företag krävs en skriftlig begäran\nfrån någon av par-terna. Avtalet träder därefter i kraft fr.o.m. den\nförsta dagen nästa månad såvida inte annan överenskommelse träffas i det\nenskilda fallet. Avtalet gäller mellan de parter som anges i begäran. Om ett\nföretag redan är bundet av ett annat kollektivavtal för tjänstemän,\ngäller det avtalet tills att giltighetstiden löpt ut, om inte någon annan\növer-enskommelse träffas.\u003C\u002Fp>\n\n\u003Cp>1.2.1 Avtalets dispositivitet\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna önskar att avtalet i någon del ska ges annat\ninnehåll prövas framställningen av de centrala parterna.\u003C\u002Fp>\n\n\u003Ch3>1.3 Undantag\u003C\u002Fh3>\n\n\u003Cp>Avtalet gäller inte\u003C\u002Fp>\n\n\u003Cp>• tjänstemän i företagsledande befattning\u003C\u002Fp>\n\n\u003Cp>• tjänstemän vars anställning är att betrakta som bisyssla, utom vad\ngäller sjuklön under arbetsgivarperioden enligt § 10 i detta avtal.\u003C\u002Fp>\n\n\u003Ch3>1.4 Uppnådd pensionsålder\u003C\u002Fh3>\n\n\u003Cp>För tjänstemän som uppnått den ordinarie pensionsålder som gäller för\ndem enligt ITP-planen kan arbetsgivaren och tjänstemannen komma överens om\natt andra anställ-ningsvillkor ska gälla än de som framgår av detta avtal.\nFör rätt till sjuklön efter ar-betsgivarperioden krävs en särskild\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller dem som anställs efter att ha uppnått den ordinarie\npensionsålder som gäller vid företaget.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande tjänstemän rätten att\nkvarstanna i tjänst till 67 års ålder.\u003C\u002Fp>\n\n\u003Ch3>1.5 Utlandstjänstgöring\u003C\u002Fh3>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras ge-nom\u003C\u002Fp>\n\n\u003Cp>• överenskommelse mellan arbetsgivaren och tjänstemannen eller\u003C\u002Fp>\n\n\u003Cp>• särskilt utlandsreglemente eller liknande som finns i företaget.\u003C\u002Fp>\n\n\u003Cp>Dessutom gäller ”Avtal om social trygghet för tjänstemän vid\nutlandstjänstgöring” för de tjänstemän som omfattas av detta.\u003C\u002Fp>\n\n\u003Ch3>1.6 Företagsledning förbundstillhörighet\u003C\u002Fh3>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemän i företagsledande befattning\navstå från medlemskap i förbund som är part i detta avtal. Detta gäller\näven företagsledarens sek-reterare samt vid större företag personalchefen\noch dennes sekreterare.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>PTK-förbunden har enats om att tjänstemannaklubbar och representanter som\nutsetts av tjänstemännen inom PTK-området kan företrädas av ett gemensamt\norgan, PTK-L, när det gäller omställningsavtalet och frågor om\npersonalinskränkning enligt Tjänste-mannaavtalet. Detta organ ska anses vara\nden lokala arbetstagarorganisationen en-ligt lagen (1982:80) om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa över-enskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Cp>De anställningsformer som anges nedan är en uttömmande reglering av de\nanställ-ningsformer som gäller enligt detta avtal.\u003C\u002Fp>\n\n\u003Ch3>2.1 Anställning tills vidare\u003C\u002Fh3>\n\n\u003Cp>En anställning gäller tills vidare, om arbetsgivaren och tjänstemannen\ninte har kommit överens om att anställningen ska vara tidsbegränsad eller\npå prov.\u003C\u002Fp>\n\n\u003Ch3>2.2 Villkor för tidsbegränsade anställningar (gäller t.o.m.\n2017-10-31)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning\u003C\u002Fp>\n\n\u003Cp>• för viss tid, viss säsong eller visst arbete om arbetsuppgifternas\nsärskilda beskaf-fenhet föranleder en sådan anställning\u003C\u002Fp>\n\n\u003Cp>• vid vikariat för att ersätta en tjänsteman vid t.ex. dennes ledighet\npå grund av se-mester, sjukdom, utbildning eller föräldraledighet\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>• för att upprätthålla en ledigförklarad befattning under högst sex\nmånader, om ar-betsgivaren och den lokala tjänstemannaparten inte kommer\növerens om annat\u003C\u002Fp>\n\n\u003Cp>• för att avlasta en tillfällig arbetstopp\u003C\u002Fp>\n\n\u003Cp>• för skolungdom och studerande när de har ferier eller annars gör\nuppehåll i studi-erna samt vid praktikarbete\u003C\u002Fp>\n\n\u003Cp>• för tjänstemän som uppnått den ordinarie pensionsåldern enligt\nITP-planen\u003C\u002Fp>\n\n\u003Cp>2.2 Villkor för tidsbegränsade anställningar (gäller fr.o.m.\n2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning\u003C\u002Fp>\n\n\u003Cp>• Vid vikariat\u003C\u002Fp>\n\n\u003Cp>• För avtalad visstid\u003C\u002Fp>\n\n\u003Cp>• för tjänstemän som uppnått den ordinarie pensionsåldern enligt\nITP-planen (f.n. 65 år)\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med vikariat avses även upprätthållande av en ledigförklarad befattning\nhögst sex månader, om arbetsgivaren och den lokala tjänstemannaparten inte\nkommer överens om annat\u003C\u002Fp>\n\n\u003Cp>Ett avtal med avtalad visstid ska omfatta en minsta anställningstid om sju\ndagar om ar-betsgivaren och tjänstemannen inte kommer överens om kortare\nanställningstid.\u003C\u002Fp>\n\n\u003Cp>Lokala parter kan också träffa överenskommelse om kortare\nanställningstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att möjligheten att genom individuell\növerens-kommelse visstidsanställa på kortare tid än sju dagar missbrukas\nkan organisationen efter lokal och central förhandling i saken återkalla\nmöjligheten för arbetsgivaren att fortsättningsvis träffa dylika\nindividuella överenskommelser. Möjligheten att återkalla gäller inte då\nlokala parter träffat överenskommelse. Med missbruk avses att arbetsgi-varen\nåterkommande anställer för kort tid trots att verksamhetens behov kunnat\ntillgo-doses genom tillsvidareanställning eller längre visstidsanställning.\nVid misstanke om missbruk har den fackliga organisationen rätt att få del av\nsamtliga anställningsavtal där individuell överenskommelse träffas om\nkortare anställningstid än sju dagar.\u003C\u002Fp>\n\n\u003Cp>Avsikten med en lokal överenskommelse är att arbetsgivaren och\ntjänstemannaparten tillsammans ser över i vilka typsituationer ett sådant\nkorttidsanställningsbehov, perio-diskt eller återkommande, förekommer i\nverksamheten och på förhand överenskommer om undantag avseende dessa\nalternativt i en enskild situation träffar lokal överens-kommelse.\u003C\u002Fp>\n\n\u003Ch3>2.3 Omvandlingsregel för vikariat och avtalad visstid (gäller fr.o.m.\n2017-11-01)\u003C\u002Fh3>\n\n\u003Cp>Ett vikariat eller en avtalad visstidsanställning övergår i en\ntillsvidareanställning när tjänstemannen har varit anställd hos\narbetsgivaren i vikariat och\u002Feller avtalad visstid sammanlagt mer än 36\nmånader under en femårsperiod.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Tjänsteman kan efter det att tidpunkten för omvandling till\ntillsvidareanställning in-trätt träffa skriftlig överenskommelse med\narbetsgivaren om att avstå den aktuali-serade omvandlingen. Sådan\növerenskommelse gäller i sex månader. Tjänsteman kan härefter på nytt\navstå från tillsvidareanställning enligt denna regel. För den som upp-nått\nden ordinarie pensionsåldern (f.n.65 år) övergår inte avtalad\nvisstidsanställning eller ett vikariat till en tillsvidareanställning. Som\nhuvudregel gäller, likt rätt avse-ende avtalad visstidsanställning och\nvikariat, vid omvandling att anställningsvillkoren kvarstår oförändrade om\ninte arbetsgivaren och tjänstemannen kommer överens om annat. För det fall\nparterna inte kommit överens och sysselsättningsgraden kort före\nomvandlingstidpunkten i väsentlig mån avviker från genomsnittligt beräknad\nsyssel-sättningsgrad under de senaste tolv månaderna ska denna i\ntillsvidareanställningen bestämmas till den genomsnittliga.\u003C\u002Fp>\n\n\u003Cp>Övergångsbestämmelser\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut.\u003C\u002Fp>\n\n\u003Cp>Vid omvandling till tillsvidareanställning räknas endast anställningstid\ni anställningar som ingåtts den 1 november 2017 eller senare.\u003C\u002Fp>\n\n\u003Ch3>2.4 Företrädesrätt för tidsbegränsade anställningar\u003C\u002Fh3>\n\n\u003Cp>Företrädesrätt till återanställning gäller inte tidsbegränsad\nanställning som bedöms få en varaktighet av högst 6 veckor.\nFöreträdesrätt gäller dock om det i direkt anslutning till varandra ingås\nflera anställningar som sammantaget är längre än 6 veckor.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna noterar att med 6 veckor avses 42 kalenderdagar.\u003C\u002Fp>\n\n\u003Ch3>2.5 Provanställning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå till en tillsvidareanställning. Avtalet får\nomfatta högst sex månader. Om tjäns-temannen varit frånvarande under\nprovperioden, kan anställningen efter överenskom-melse förlängas med\nmotsvarande tid.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren mo-tivera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>2.6 Underrättelse om provanställning\u003C\u002Fh3>\n\n\u003Cp>Innan arbetsgivaren och tjänstemannen träffar avtal om anställning på\nprov bör arbets-givaren underrätta berörd tjänstemannaklubb, om det är\npraktiskt möjligt. Underrättel-sen ska dock alltid lämnas inom en vecka\nefter det att avtal om anställning har träffats.\u003C\u002Fp>\n\n\u003Cp>Om så begärs ska arbetsgivaren överlägga med facklig representant.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>3.1 Lojalitet\u003C\u002Fh3>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänstemannen ska vara\ndiskret när det gäller arbetsgivarens angelägenheter som prissättningar,\ndatasystem, undersökningar, driftsförhållanden, af-färsangelägenheter och\ndylikt.\u003C\u002Fp>\n\n\u003Ch3>3.2 Konkurrerande verksamhet\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verk-samhet för ett företag som konkurrerar med arbetsgivaren.\nTjänstemannen får inte hel-ler åta sig uppdrag eller bedriva verksamhet som\nkan inverka menligt på arbetet i tjänsten. Den som avser att åta sig uppdrag\neller bisyssla av mera omfattande slag, ska därför först samråda med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>3.3 Förtroendeuppdrag\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman har rätt att ta emot statliga, kommunala och fackliga\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Övertidskompensation\u003C\u002Fh2>\n\n\u003Cp>Angående arbetstider, se arbetstidsavtalet bilaga 1.\u003C\u002Fp>\n\n\u003Ch3>4.1 Rätten till övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>Tjänstemän har rätt till övertidskompensation enligt 4.3. om inte någon\nannan över-enskommelse har träffats enligt 4.1.1 - 4.1.2.\u003C\u002Fp>\n\n\u003Cp>4.1.1 Överenskommelse med vissa tjänstemän\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om att kompensation för\növer-tidsarbete ska ges genom att tjänstemannen i stället får högre lön\noch\u002Feller fem eller tre semesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser är avsedda för tjänstemän\u003C\u002Fp>\n\n\u003Cp>• i chefsställning eller i annan kvalificerad befattning eller\u003C\u002Fp>\n\n\u003Cp>• med okontrollerbar arbetstid eller\u003C\u002Fp>\n\n\u003Cp>• med frihet i arbetstidens förläggning\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman efter överenskommelse enligt punkten 4.1.1 finner att den\narbetade tiden i väsentlig grad avviker från de förutsättningar som\növerenskommelsen vilar på, ska tjänstemannen ta upp detta med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Med okontrollerbar arbetstid menas att det saknas praktiska möjligheter att\nregistrera arbetstiden på ett ändamålsenligt sätt, t.ex. därför att\ntjänstemannen i betydande ut-sträckning utför arbete utanför arbetsgivarens\nordinarie lokaler eller annars på olika platser. Exempel på detta kan vara\nnär arbete utförs i hemmet eller säljarbete.\u003C\u002Fp>\n\n\u003Cp>4.1.2 Förberedelse- och avslutningsarbete\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen har kommit överens om att\ntjänste-mannen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts med hänsyn till detta, ska\ntjänstemannen kompenseras med tre semesterdagar utöver lagstadgad\nsemester.\u003C\u002Fp>\n\n\u003Cp>4.1.3 Skriftlig överenskommelse. Giltighetstid\u003C\u002Fp>\n\n\u003Cp>Överenskommelser enligt 4.1.1 och 4.1.2 ska vara skriftliga. De gäller\ntills vidare och kan revideras vid nästa lönerevision.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att överenskommelsen ska upphöra, ska underrätta den\nandra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta berörd tjänstemannaklubb när en\növerenskommelse har träffats.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen bör innehålla uppgifter om aktuell lön samt eventuella\nlönetillägg och\u002Feller extra semesterdagar som utges i stället för\növertidskompensation. Det bör också framgå vilka särskilda omständigheter\nsom överenskommelsen vilar på. Sådana uppgifter kan anges i överenskommelse\nmellan arbetsgivare och tjänsteman eller i lo-kal överenskommelse.\u003C\u002Fp>\n\n\u003Ch3>4.2 Förutsättningar för övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>4.2.1 Definition av övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som ger rätt till övertidskompensation avses arbete\nsom utförs utö-ver den ordinarie dagliga arbetstid som gäller för\ntjänstemannen, om övertidsarbetet\u003C\u002Fp>\n\n\u003Cp>• har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete se 4.4\u003C\u002Fp>\n\n\u003Cp>4.2.2 Förberedelse- och avslutningsarbete\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas inte den tid som går åt för att utföra nödvändigt\nförberedelse- och avslutningsarbete som normalt ingår i tjänstemannens\nuppgifter.\u003C\u002Fp>\n\n\u003Cp>4.2.3 Beräkning av övertid\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, ska de båda övertidsperioderna räknas ihop.\u003C\u002Fp>\n\n\u003Cp>Endast fulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Cp>4.2.4 Övertidsarbete som inte ansluter till ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman utför övertidsarbete på tid som inte ligger direkt\nefter den ordinarie arbetstiden, ges övertidskompensation för minst tre\ntimmars övertidsarbete. Detta gäl-ler dock inte om endast ett\nmåltidsuppehåll skiljer övertidsarbetet från den ordinarie arbetstiden.\u003C\u002Fp>\n\n\u003Cp>4.2.5 Reskostnader vid övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inställer sig för övertidsarbete som inte ligger direkt\nefter den ordi-narie arbetstiden och det uppstår reskostnader, ska\narbetsgivaren ersätta dessa. Detta gäller även i de fall överenskommelse\nträffats enligt 4.1.1.\u003C\u002Fp>\n\n\u003Cp>4.2.6 Övertidsarbete vid förkortad ordinarie daglig arbetstid\u003C\u002Fp>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under en viss del av året, t.ex.\nsommaren, är för-kortad utan att motsvarande förlängning sker under en\nannan del av året gäller föl-jande. Beräkning av övertidsarbete som har\nutförts under den del av året då den kor-tare arbetstiden tillämpats, ska\nske med utgångspunkt från den dagliga arbetstid som gäller under resten av\nåret.\u003C\u002Fp>\n\n\u003Ch3>4.3 Kompensation för övertid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>4.3.1 Pengar ledighet\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänstemannens önske-mål om när kompensationsledigheten ska tas ut.\u003C\u002Fp>\n\n\u003Cp>4.3.2 Ersättningens storlek\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme ges enligt följande:\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kl. 06-20 helgfria måndagar-fredagar\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac bevelled=\"true\">\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>94\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>eller efter överenskommelse\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>kompensationsledighet med 1 1\u002F2 timme för varje övertidstimme\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>72\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>eller efter överenskommelse\u003C\u002Fp>\n\n\u003Cp>kompensationsledighet med 2 timmar för varje övertidstimme.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på tjänstemannens arbetsfria vardagar jämställs med\növertidsarbete på annan tid. Detsamma gäller övertidsarbete på midsommar-,\njul- och nyårsafton.\u003C\u002Fp>\n\n\u003Ch3>4.4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fh3>\n\n\u003Cp>4.4.1 Ersättning för mertid\u003C\u002Fp>\n\n\u003Cp>Om en deltidsanställd har utfört arbete utöver den ordinarie dagliga\narbetstid som gäl-ler för deltidsanställningen, betalas ersättning per\növerskjutande timme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmrow>\n \u003Cmn>3,5\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses den deltidsanställdes arbetstid per helgfri vecka,\nräknat i ge-nomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>4.4.2 Beräkning av mertid\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den ordinarie\narbetstid som gäller för deltidsanställningen, ska de båda tidsperioderna\nräknas ihop. Endast fulla halvtim-mar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Cp>4.4.3 Övertidskompensation vid mertidsarbete\u003C\u002Fp>\n\n\u003Cp>En deltidsanställd har rätt till övertidskompensation om mertidsarbetet\npågår före eller efter de klockslag som gäller för den ordinarie dagliga\narbetstiden för en heltidsan-ställd i motsvarande befattning vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av ersättning enligt 4.3.2 ska lönen räknas upp så att\nden motsvarar hel-tidslön.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Övertids- och mertidsarbete för deltidsanställd tjänsteman kan ske efter\növerenskom-melse mellan arbetsgivare och tjänsteman.\u003C\u002Fp>\n\n\u003Ch3>4.5 Gemensamma bestämmelser avseende anspråk på övertids- och\nmertidsersättning\u003C\u002Fh3>\n\n\u003Cp>När tjänsteman utfört arbete på övertid alternativt mertid, som inte\npå förhand har be-ordrats, ska anspråk på ersättning för utfört\növertids- och mertidsarbete framföras sen-ast tre månader efter arbetets\nutförande. Har sådant anspråk inte framförts förlorar tjänstemannen\nrätten till övertids- och mertidsersättning.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Förskjuten arbetstid\u003C\u002Fh2>\n\n\u003Ch3>5.1 Förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>Med förskjuten arbetstid avses den del av tjänstemannens ordinarie\narbetstid som är förlagd till de dagar och mellan de tider som framgår av\n5.3.\u003C\u002Fp>\n\n\u003Ch3>5.2 Meddelande om förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren bör meddela tjänstemannen senast 14 dagar i förväg att\narbetstiden kommer att förskjutas. Meddelandet bör även innehålla uppgift\nom hur länge förskjut-ningen är avsedd att gälla.\u003C\u002Fp>\n\n\u003Ch3>5.3 Ersättning för förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>Förskjuten arbetstid ersätts per timme enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>MÅNDAG-FREDAG \n\n \u003Cp>FRÅN KL. 18 TILL KL. 24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>600\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>MÅNDAG-LÖRDAG \n\n \u003Cp>FRÅN KL. 00 TILL KL. 07\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>400\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>LÖRDAG-SÖNDAG \n\n \u003Cp>FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>300\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, \n\n \u003Cp>KRISTI HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG TILL KL. \u003C\u002Fp>\n\n \u003Cp>00 FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>300\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT \n\n \u003Cp>FRÅN KL. 07 PÅ PINGST-, MIDSOMMAR- OCH JULAFTON TILL \u003C\u002Fp>\n\n \u003Cp>KL. 00 FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>150\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Ersättning för förskjuten arbetstid och övertidsersättning kan inte ges\nsamtidigt.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Ch3>5.4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan ersättning för\nförskjuten ar-betstid, om det finns särskilda skäl.\u003C\u002Fp>\n\n\u003Ch3>5.5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom er-sättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersätt-ning på annat sätt.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse ska vara skriftlig och bör innehålla uppgifter\nom aktuell lön samt den ersättning som erhålls istället för ersättning\nför förskjuten ordinarie ar-betstid.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Ch3>5.6 När tjänstemannen tidigare fått annan kompensation\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman genom lön eller på annat sätt kompenserats för arbete\npå förskjuten arbetstid och därför inte fått någon särskild ersättning,\nska villkoren inte förändras ge-nom att detta avtal träder i kraft.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Jourtid\u003C\u002Fh2>\n\n\u003Ch3>6.1 Jourtid\u003C\u002Fh3>\n\n\u003Cp>Med jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsplatsen för att\nutföra arbete när det uppstår behov.\u003C\u002Fp>\n\n\u003Ch3>6.2 Schema\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Jourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänsteman.\u003C\u002Fp>\n\n\u003Cp>Schema för jourtid bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Ch3>6.3 Ersättning för jourtid\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">JOURTID ERSÄTTS PER JOURTIMME MED \n\n \u003Cp>DOCK GÄLLER FÖLJANDE:\u003C\u002Fp>\n\n \u003Cp>FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>600\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>400\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24 \n\n \u003Cp>FRÅN KL. 18 DAGEN FÖRE TILL KL. 07 TRETTONDAGEN,1 MAJ, \u003C\u002Fp>\n\n \u003Cp>KRISTI HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>300\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>400\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, KRISTI \n\n \u003Cp>HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG TILL KL. 00 \u003C\u002Fp>\n\n \u003Cp>FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\u003C\u002Fp>\n\n \u003Cp>***\u003C\u002Fp>\n\n \u003Cp>FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN \u003C\u002Fp>\n\n \u003Cp>KL. 07 PÅ PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 \u003C\u002Fp>\n\n \u003Cp>FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>300\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>150\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Jourtidsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskat med den tid som tjänstemannen fått övertidsersättning för.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Ch3>6.4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning, om det\nfinns sär-skilda skäl.\u003C\u002Fp>\n\n\u003Ch3>6.5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom er-sättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersätt-ning på annat sätt. En sådan överenskommelse ska\nvara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Beredskapstjänst\u003C\u002Fh2>\n\n\u003Ch3>7.1 Beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>1) Med Beredskapstjänst I avses tid då tjänstemannen inte har\narbetsskyldighet men åläggs att stå till arbetsgivarens förfogande genom\natt vara anträffbar för att ome-delbart kunna utföra arbete när det\nuppstår behov.\u003C\u002Fp>\n\n\u003Cp>2) Med Beredskapstjänst II avses tid då tjänstemannen inte har\narbetsskyldighet men åläggs vara anträffbar för att inom föreskriven tid\nefter varsel utföra arbete vid ar-betsstället eller annan plats.\u003C\u002Fp>\n\n\u003Ch3>7.2 Schema\u003C\u002Fh3>\n\n\u003Cp>Beredskapstjänst ska fördelas så att den inte oskäligt belastar en\nenskild tjänsteman.\u003C\u002Fp>\n\n\u003Cp>Schema för beredskapstjänst bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Ch3>7.3 Ersättning för beredskapstjänst\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>BEREDSKAPS-TJÄNST I\u003C\u002Ftd>\n \u003Ctd>BEREDSKAPS-TJÄNST II\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>BEREDSKAPSTJÄNST ERSÄTTS PER \n\n \u003Cp>BEREDSKAPSTIMME MED\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1000\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1400\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>DOCK GÄLLER FÖLJANDE:\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd rowspan=\"2\">FREDAG-SÖNDAG \n\n \u003Cp>FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\u003C\u002Fp>\n\n \u003Cp>FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1000\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>500\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 18 DAGEN FÖRE TILL KL. 07 \n\n \u003Cp>TRETTONDAGEN, 1 MAJ, KRISTI HIMMELS-FÄRDSDAG \u003C\u002Fp>\n\n \u003Cp>OCH ALLA HELGONS DAG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1000\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, \n\n \u003Cp>NATIONALDAGEN, KRISTI HIMMELSFÄRDSDAG OCH \u003C\u002Fp>\n\n \u003Cp>ALLA HELGONS DAG TILL KL. 00 FÖRSTA VARDAGEN \u003C\u002Fp>\n\n \u003Cp>EFTER RESPEKTIVE HELGER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>500\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON \n\n \u003Cp>SAMT FRÅN KL. 07 PÅ PINGST-, MIDSOMMAR- OCH \u003C\u002Fp>\n\n \u003Cp>JULAFTON TILL KL. 00 FÖRSTA VARDAGEN EFTER \u003C\u002Fp>\n\n \u003Cp>RESPEKTIVE HELGER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>250\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>350\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Beredskapsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall mins-kad med den tid som tjänstemannen fått övertidsersättning\nför.\u003C\u002Fp>\n\n\u003Cp>Vid beordrad inställelse i arbete betalas övertidsersättning för arbetad\ntid, dock minst för en timme vid Beredskapstjänst I och minst för två\ntimmar vid Beredskapstjänst II. Ersättning för resekostnad i anslutning till\nsådan inställelse betalas ut.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Ch3>7.4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning om det\nfinns sär-skilda skäl.\u003C\u002Fp>\n\n\u003Ch3>7.5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom er-sättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersätt-ning på annat sätt.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse ska vara skriftlig och bör innehålla uppgifter\nom aktuell lön samt den ersättning som erhålls istället för ersättning\nför beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att en sådan överenskommelse ska upphöra ska underrätta\nden andra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman kan komma överens om att\nberedskapspass kan vara kortare än 8 timmar dock lägst 4 timmar.\nBeredskapsersättningen ska då anpassas efter detta och i förekommande fall\nminskas med den tid tjänstemannen fått övertids-ersättning för. Sådant\nförkortat beredskapspass får endast förläggas vid ett tillfälle per person\noch dygn.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>8.1 Rätten till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Tjänstemän har rätt till restidsersättning enligt 8.3 med följande\nundantag:\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1) Arbetsgivaren och den tjänsteman som har träffat överenskommelse om\nkompen-sation för övertid enligt 4.1.1 och 4.1.2, kan komma överens om att\nbestämmel-serna om restidsersättning inte ska gälla.\u003C\u002Fp>\n\n\u003Cp>2) Arbetsgivare och tjänstemän kan komma överens om att kompensation för\nrestid ska ges i annan form, t.ex. genom att förekomsten av restid beaktas\nnär lönen fast-ställs.\u003C\u002Fp>\n\n\u003Cp>3) Tjänstemän med arbete som normalt medför tjänsteresor i betydande\nomfattning, t ex. resande försäljare och servicetekniker, har rätt till\nrestidsersättning endast om arbetsgivaren och tjänstemannen kommit överens\nom detta.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om undantag enligt ovan bör vara skriftlig.\u003C\u002Fp>\n\n\u003Ch3>8.2 Restid\u003C\u002Fh3>\n\n\u003Cp>Restid är den tid under en beordrad tjänsteresa som går åt för att resa\ntill bestämmelse-orten.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid som ger rätt till ersättning tas endast sådan\nrestid med som lig-ger före eller efter tjänstemannens ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Om restiden ligger såväl före som efter den ordinarie arbetstiden en viss\ndag ska de båda tidsperioderna räknas ihop. Endast fulla halvtimmar tas med\nvid beräkningen.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\nen del av denna, ska tiden kl. 22-08 inte räknas med.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller inte.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad enligt de bestämmelser som gäller\nför trakta-mentsberäkning eller motsvarande vid respektive företag.\u003C\u002Fp>\n\n\u003Ch3>8.3 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>1) Restidsersättning per timme\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>240\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning enligt divisorn 240 betalas för högst sex timmar per\nkalender-dygn, såvida inte längre restid kan visas.\u003C\u002Fp>\n\n\u003Cp>När resan skett under tiden fredag kl. 18 - måndag kl. 06\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>190\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) När resan skett under tiden från kl. 18 dag före arbetsfri\nhelgdagsafton eller helg-dag till kl. 06 dag efter helgdag\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>190\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Ch3>9.1 Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Semester utgår enligt gällande lag med följande tillägg och undantag.\u003C\u002Fp>\n\n\u003Ch3>9.2 Intjänandeår och semesterår\u003C\u002Fh3>\n\n\u003Cp>Intjänandeåret räknas fr.o.m. den 1 april t.o.m. den 31 mars året\ndärpå.\u003C\u002Fp>\n\n\u003Cp>Semesteråret är den därpå följande 12-månadersperioden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan komma överens med en enskild tjänsteman eller med den\nlokala tjänstemannaparten om att intjänandeåret och\u002Feller semesteråret ska\nförskjutas till andra tidpunkter eller sammanfalla helt.\u003C\u002Fp>\n\n\u003Ch3>9.3 Semesterns längd\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>9.3.1 Antal semesterdagar\u003C\u002Fp>\n\n\u003Cp>• 25 semesterdagar enligt semesterlagen\u003C\u002Fp>\n\n\u003Cp>• 3 eller 5 semesterdagar utöver lag genom överenskommelse mellan\narbetsgivaren och tjänstemannen enligt § 4 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Cp>9.3.2 Antal betalda semesterdagar\u003C\u002Fp>\n\n\u003Cp>Antalet intjänade semesterdagar med lön beräknas på följande sätt:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>AxB\u003C\u002Fmi>\n \u003Cmi>C\u003C\u002Fmi>\n \u003C\u002Fmfrac>\n \u003Cmo>=\u003C\u002Fmo>\n \u003Cmi>D\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>A = antal avtalade semesterdagar (enligt 9.3.1)\u003C\u002Fp>\n\n\u003Cp>B = antal anställningsdagar under intjänandeåret, minus frånvaro som\ninte är semester-lönegrundande\u003C\u002Fp>\n\n\u003Cp>C = antal kalenderdagar under intjänandeåret\u003C\u002Fp>\n\n\u003Cp>D = antal intjänade, betalda semesterdagar (brutet tal avrundas uppåt till\nheltal).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.3.3 Ändring av semesterdagar\u003C\u002Fp>\n\n\u003Cp>Om detta avtal träder i kraft för en tjänsteman som omfattas av ett\nenskilt avtal eller tjänstereglemente vid företaget, har tjänstemannen rätt\ntill minst samma antal semester-dagar som tidigare.\u003C\u002Fp>\n\n\u003Cp>Om det blir aktuellt att ändra semesterbestämmelser i gällande\nreglemente, ska arbets-givaren meddela tjänstemannaparten, och om denna begär\ndet ska förhandlingar äga rum innan beslut fattas.\u003C\u002Fp>\n\n\u003Cp>9.3.4 Befordrad eller nyanställd tjänsteman\u003C\u002Fp>\n\n\u003Cp>För befordrade eller nyanställda tjänstemän ska i intjänandeåret även\ninräknas anställ-ningstid vid företaget eller vid annat företag som hör\ntill samma koncern.\u003C\u002Fp>\n\n\u003Cp>9.3.5 Semester för vissa anställda\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som arbetar mindre än fem dagar i genomsnitt per vecka\nberäknas an-talet nettosemesterdagar enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>Antalet\u003C\u002Fmi>\n \u003Cmi>arbetsdagar\u003C\u002Fmi>\n \u003Cmo>\u002F\u003C\u002Fmo>\n \u003Cmi>vecka\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>antalet\u003C\u002Fmi>\n \u003Cmi>semesterdagar\u003C\u002Fmi>\n \u003Cmi>enligt\u003C\u002Fmi>\n \u003Cmn>9.3\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>5\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>= Antalet semesterdagar (nettosemesterdagar) som ska förläggas till dagar\nsom enligt arbetstidsschemat skulle ha varit arbetsdagar.\u003C\u002Fp>\n\n\u003Cp>Brutet tal vid beräkningen rundas av till närmast högre dagantal.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat ska arbeta såväl hel som del av\ndag samma vecka, ska den delvis arbetade dagen räknas som hel dag. När\nsemestern läggs ut för en sådan tjänsteman går det åt en hel semesterdag\näven för den dag tjänsteman-nen endast skulle ha arbetat en del av dagen.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>TJÄNSTEMANNENS ARBETSTID ÄR FÖRLAGD TILL I GENOMSNITT FÖLJANDE\n ANTAL ARBETSDAGAR PER VECKA\u003C\u002Ftd>\n \u003Ctd>ANTAL NETTOSEMESTERDAGAR (VID 25 DAGARS SEMESTER)\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>20\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3,5\u003C\u002Ftd>\n \u003Ctd>18\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>15\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2,5\u003C\u002Ftd>\n \u003Ctd>13\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>10\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Om arbetstidsschemat ändras så att antalet arbetsdagar per vecka\nförändras ska antalet outtagna nettosemesterdagar räknas om så att de\nsvarar mot det nya schemat.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg, semesterersättning respektive löneavdrag (vid obetald\nsemester) be-räknas med utgångspunkt från antalet bruttosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>9.3.6 Semester vid tidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>Semesterledighet för tjänsteman med tidsbegränsad anställning, vars\nanställning inte avses pågå längre än tre månader och som inte varar\nlängre, ska inte läggas ut, såvida inte detta överenskommits.\nSemesterersättning ska dock utbetalas.\u003C\u002Fp>\n\n\u003Ch3>9.4 Semesterlön, semesterersättning m.m.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>9.4.1 Semesterlön och semestertillägg\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och se-mestertillägg.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget för varje betald semesterdag är\u003C\u002Fp>\n\n\u003Cp>• 0,8 % av tjänstemannens månadslön som är aktuell vid\nsemestertillfället och even-tuella fasta lönetillägg per månad.\nBeträffande ändrad sysselsättningsgrad, se 9.4.6.\u003C\u002Fp>\n\n\u003Cp>• 0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inte tjänat in full semester ska semestertillägget 0,5 %\njusteras upp enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>0,5\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>det\u003C\u002Fmi>\n \u003Cmi>antal\u003C\u002Fmi>\n \u003Cmi>semesterdagar\u003C\u002Fmi>\n \u003Cmi>som\u003C\u002Fmi>\n \u003Cmi>tjänstemannen\u003C\u002Fmi>\n \u003Cmi>har\u003C\u002Fmi>\n \u003Cmi>rätt\u003C\u002Fmi>\n \u003Cmi>till\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmi>Antalet\u003C\u002Fmi>\n \u003Cmi>betalda\u003C\u002Fmi>\n \u003Cmi>semesterdagar\u003C\u002Fmi>\n \u003Cmi>som\u003C\u002Fmi>\n \u003Cmi>tjänstemannen\u003C\u002Fmi>\n \u003Cmi>har\u003C\u002Fmi>\n \u003Cmi>tjänat\u003C\u002Fmi>\n \u003Cmi>in\u003C\u002Fmi>\n \u003Cmo>.\u003C\u002Fmo>\u003C\u002Fmrow>\u003C\u002Fmfrac>\u003C\u002Fmath>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\u003Cmfrac>\u003Cmrow>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med fasta lönetillägg avses här t. ex. fasta skift , jour , beredskaps,\növertids och res-tidstillägg, garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses här t. ex. provision, tantiem, bonus,\npremielön, skift , jour , beredskaps och ersättning för förskjuten\narbetstid eller liknande, i den mån den inte räknats in i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>I övertids , mertids och restidsersättning ingår semesterlön.\u003C\u002Fp>\n\n\u003Cp>9.4.2 Beräkning av rörlig lönedel vid semesterlönegrundande frånvaro\u003C\u002Fp>\n\n\u003Cp>Till summan av den rörliga lönedel som har betalats ut under\nintjänandeåret ska för varje kalenderdag med semesterlönegrundande\nfrånvaro läggas en genomsnittlig dags-inkomst av rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmi>Genomsnittlig\u003C\u002Fmi>\n \u003Cmi>dag\u003C\u002Fmi>\n \u003Cmi>sin\u003C\u002Fmi>\n \u003Cmi>komst\u003C\u002Fmi>\n \u003Cmo>=\u003C\u002Fmo>\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>Under\u003C\u002Fmi>\n \u003Cmi>intjänandeåret\u003C\u002Fmi>\n \u003Cmi>utbetald\u003C\u002Fmi>\n \u003Cmi>rörlig\u003C\u002Fmi>\n \u003Cmi>lönedel\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmi>Antalet\u003C\u002Fmi>\n \u003Cmi>anstäl\u003C\u002Fmi>\n \u003Cmi>ln\u003C\u002Fmi>\n \u003Cmi>ingsdagar\u003C\u002Fmi>\n \u003Cmo>,\u003C\u002Fmo>\n \u003Cmo>min\u003C\u002Fmo>\n \u003Cmi>us\u003C\u002Fmi>\n \u003Cmi>semesterledighetsdagar\u003C\u002Fmi>\n \u003Cmi>och\u003C\u002Fmi>\n \u003Cmi>hela\u003C\u002Fmi>\n \u003Cmi>dagar\u003C\u002Fmi>\n \u003Cmi>med\u003C\u002Fmi>\n \u003Cmi>semesterlönegrundande\u003C\u002Fmi>\n \u003Cmi>fr\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Skift , jour, beredskapsersättning och ersättning för förskjuten\narbetstid och liknande ska inte tas med i ovanstående genomsnittsberäkning,\nom tjänstemannen under intjä-nandeåret haft sådan ersättning under högst\n60 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>9.4.3 Utbetalning av semesterlön\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 % betalas ut tillsammans med lönen i samband med\neller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,5 % betalas ut senast vid semesterårets slut.\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1) Om lönen till väsentlig del består av rörliga lönedelar, har\ntjänstemannen rätt att à conto få ett semestertillägg som grundar sig på\nde rörliga lönedelarna. Arbetsgiva-ren ska uppskatta tilläggets storlek.\nTillägget betalas ut samtidigt med lönen vid den ordinarie utbetalningen i\nsamband med semestern. Arbetsgivaren ska senast vid semesterårets utgång\nbetala ut det semestertillägg som kan återstå efter beräk-ning enligt 9.4.1\noch 9.4.2.\u003C\u002Fp>\n\n\u003Cp>2) Om en överenskommelse har träffats om att semesterår och\nintjänandeår ska sam-manfalla, kan arbetsgivaren betala ut resterande\nsemesterlön som avser rörliga lö-nedelar efter semesterårets utgång. Detta\nska göras vid den första ordinarie löneut-betalningen på det nya\nintjänandeåret när ordinarie lönerutin kan tillämpas.\u003C\u002Fp>\n\n\u003Cp>9.4.4 Semesterersättning\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceperc1\">\u003Cp>Ersättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella må-nadslönen samt semestertillägg enligt 9.4.1 och 9.4.2.\u003C\u002Fp>\n\n\u003Cp>För sparad semesterdag beräknas semesterersättning som om den sparade\ndagen tagits ut det semesterår anställningen upphör.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Semesterersättning vid tidsbegränsad anställning enligt 9.3.6 beräknas\nmed 12,5 % av tjänstemannens uppburna lön.\u003C\u002Fp>\n\n\u003Cp>9.4.5 Obetald semester\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella må-nadslön med 4,6 % av månadslönen. Beträffande begreppet\nmånadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Cp>9.4.6 Ändrad sysselsättningsgrad\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid se-mestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till andelen av full\nordinarie arbetstid som gällde vid arbetsplatsen under intjänandeåret. Om\nsysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt under flertalet\nka-lenderdagar av månaden. Beträffande begreppet månadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Ch3>9.5 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar inte täcker tiden för\nföretagets huvudsemester eller om tjänstemannen i annat fall vill ha längre\nledighet än som mots-varar antalet semesterdagar, kan arbetsgivaren och\ntjänstemannen komma överens om att tjänstemannen ska vara tjänstledig eller\nledig utan löneavdrag under erforderligt antal dagar. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag gäller följande. Om anställningen upphör\ninom fem år från den dag den började, ska avdrag göras från innestående\nlön eller semesterersätt-ning enligt samma bestämmelser som vid\ntjänstledighet men räknas på den lön som gällde under ledigheten. Avdrag\nska inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1) tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2) tjänsteman som frånträder sin anställning under förhållande som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller\u003C\u002Fp>\n\n\u003Cp>3) uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till tjänstemannen personligen.\u003C\u002Fp>\n\n\u003Cp>För dem som fått fler betalda semesterdagar än de har tjänat in gäller\nbestämmelserna om förskotterad semesterlön i 29 a § semesterlagen, om\nnågon skriftlig överenskom-melse enligt ovan inte har träffats.\u003C\u002Fp>\n\n\u003Ch3>9.6 Sparande av semester\u003C\u002Fh3>\n\n\u003Cp>9.6.1 Sparande av semesterdagar\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som har rätt till flera semesterdagar med semesterlön än 25\nfår efter över-enskommelse med arbetsgivaren även spara dessa överskjutande\nsemesterdagar förut-satt att de inte samma år tar ut tidigare sparad\nsemester. Arbetsgivaren och tjänsteman-nen ska komma överens om hur sparade\nsemesterdagar ska läggas ut. Det gäller såväl vilket semesterår de sparade\ndagarna ska tas ut som hur de ska förläggas under detta semesterår.\u003C\u002Fp>\n\n\u003Cp>9.6.2 Uttag av sparade semesterdagar\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de sparats. Semesterdagar som\nsparats enligt lag ska tas ut före semesterdagar som sparats enligt 9.6.1\nunder samma år.\u003C\u002Fp>\n\n\u003Cp>9.6.3 Semesterlön för sparade semesterdagar\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt 9.4.1 och 9.4.2. Vid\nberäkning av semestertillägget om 0,5 % gäller dock att all frånvaro under\nintjänandeåret exklusive ordinarie semester ska behandlas på samma sätt som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska anpassas till tjänstemannens\nandel av full ordinarie arbetstid under det intjänandeår som föregick det\nsemesterår då dagen spara-des.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid, se 9.4.6.\u003C\u002Fp>\n\n\u003Ch2>§ 10 Sjuklön m.m.\u003C\u002Fh2>\n\n\u003Ch3>10.1 Rätten till sjuklön och sjukanmälan\u003C\u002Fh3>\n\n\u003Cp>10.1.1 Rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden betalas enligt lagen om sjuklön med tillägg enligt 10.2.2 andra\nstycket. Hur sjuklönen beräk-nas anges i 10.3.1 – 10.3.2.\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren fr.o.m. den 15.e kalenderdagen i sjukperioden\nbetalas enligt 10.3.6 – 10.3.7 och 10.4 – 10.7.\u003C\u002Fp>\n\n\u003Cp>En sjukperiod som börjar inom 5 kalenderdagar från det att en tidigare\nsjukperiod upp-hörde ska betraktas som fortsättning på den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>10.1.2 Sjukanmälan\u003C\u002Fp>\n\n\u003Cp>Den tjänsteman som blir sjuk och därför inte kan tjänstgöra ska snarast\nmöjligt under-rätta arbetsgivaren om detta. Tjänstemannen ska så snart som\nmöjligt meddela arbets-givaren när arbetet beräknas kunna återupptas.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller ar-betsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta som ger rätt till ersättning enligt\nsocialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte betalas för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § första stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Ch3>10.2 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cp>10.2.1 Skriftlig försäkran\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att\ntjänstemannen har varit sjuk, uppgifter om i vilken omfattning\narbetsförmågan varit nedsatt på grund av sjukdomen och under vilka dagar\ntjänstemannen skulle ha arbetat (9 § lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>10.2.2 Läkarintyg\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska styrka nedsättningen av arbetsförmågan och\nsjukperiodens längd med läkarintyg för att arbetsgivaren ska vara skyldig\natt betala sjuklön fr.o.m. den sjunde kalenderdagen efter dagen för\nsjukanmälan (8 § andra stycket lagen om sjuk-lön).\u003C\u002Fp>\n\n\u003Cp>Vid upprepad korttidsfrånvaro eller om omständigheterna så kräver, kan\narbetsgivaren begära läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare. Arbetsgi-varen skall ersätta kostnaden för läkarintyg\nsom utfärdats av anvisad läkare.\u003C\u002Fp>\n\n\u003Ch3>10.3 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>10.3.1 Sjuklönens storlek\u003C\u002Fp>\n\n\u003Cp>Sjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Cp>10.3.2 Sjukdom t.o.m. 14:e kalenderdagen per sjukperiod\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av veckoarbetstiden (karensavdrag)\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12,2\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>52\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro överstigande 20 % av veckoarbetstiden till och med dag\n14\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>20\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12,2\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>52\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>Tjänstemän som skulle ha arbetat på schemalagd förskjuten arbetstid får\ndessutom sjuklön efter tid med fullt karensavdrag med 80 procent av den\nersättning för förskju-ten arbetstid som de gått miste om.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden definieras i 10.3.5\u003C\u002Fp>\n\n\u003Cp>Av 10.1.1 framgår att sjukperiod som börjar inom 5 kalenderdagar från att\nen tidigare sjukperiod upphört ska betraktas som en fortsättning på tidigare\nsjukperiod. Det inne-bär att fortsatt karensavdrag kan behövas göras upp\ntill 20 procent av veckoarbetstid i den fortsatta sjukperioden\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.3.3 Sjuklön utan beaktande av karensavdrag.\u003C\u002Fp>\n\n\u003Cp>För en tjänsteman som enligt Försäkringskassans beslut är berättigad\ntill sjuklön utan beaktande av karensavdrag, görs sjukavdrag enligt vad som\ngäller för sjukfrånvaro överstigande 20 procent av veckoarbetstiden till\noch med dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>10.3.4 När tio karensavdrag gjorts\u003C\u002Fp>\n\n\u003Cp>Antalet karensavdrag får enligt lagen inte överstiga tio tillfällen under\nen tolvmåna-dersperiod. Om det vid en ny sjukperiod visar sig att\ntjänstemannen fått tio tillfällen med karensavdrag inom tolv månader bakåt\nfrån den nya sjuklöneperiodens början, ska avdraget för de första 20\nprocenten av sjukfrånvaron beräknas enligt vad som gäl-ler för\nsjukfrånvaro överstigande 20 procent av veckoarbetstiden till och med dag 14\ni sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt 10.3.2 med sammanlagt högst 20 procent\nav vecko-arbetstid inom samma sjukperiod betraktas som ett tillfälle även om\navdragen sker på olika dagar. Av 10.1.1 framgår att sjukperiod som börjar\ninom 5 kalenderdagar från att en tidigare sjukperiod upphört ska betraktas\nsom en fortsättning på tidigare sjuk-period.\u003C\u002Fp>\n\n\u003Cp>10.3.5 Definition av månadslön och veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>I månadslönen ingår\u003C\u002Fp>\n\n\u003Cp>• fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t.ex. fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som till väsentlig del är avlönad med rörliga\nlönedelar bör arbetsgiva-ren och tjänstemannen komma överens om vilket\nlönebelopp som ska utgöra den må-nadslön som sjukavdrag ska göras\nfrån.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas\nnedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra sjukavdrag med\nutgångs-punkt från den gamla lönen till den dag tjänstemannen får besked\nom sin nya lön.\u003C\u002Fp>\n\n\u003Cp>10.3.6 Sjukdom fr.o.m. den 15:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses utöver vad som anges i 10.3.5 även förmåner i form\nav kost el-ler bostad värderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget beräknas olika beroende på om tjänstemannens månadslön\növer- eller understiger en viss lönegräns. Denna lönegräns beräknas\nsom\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>8\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmi>pbb\u003C\u002Fmi>\n \u003Cmo>)\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>exempel 2018\u003C\u002Fp>\n\n\u003Cp>Pbb: år 2018 45 500 kr\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>8\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>45\u003C\u002Fmn>\n \u003Cmn>500\u003C\u002Fmn>\n \u003Cmi>kr\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003Cmo>=\u003C\u002Fmo>\n \u003Cmn>30\u003C\u002Fmn>\n \u003Cmn>333\u003C\u002Fmn>\n \u003Cmi>kr\u003C\u002Fmi>\n \u003Cmi>från\u003C\u002Fmi>\n \u003Cmi>och\u003C\u002Fmi>\n \u003Cmi>med\u003C\u002Fmi>\n \u003Cmi>den\u003C\u002Fmi>\n \u003Cmn>1\u003C\u002Fmn>\n \u003Cmi>juliför\u003C\u002Fmi>\n \u003Cmn>2018\u003C\u002Fmn>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön som uppgår till högst lönegränsen:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön över lönegränsen:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>8\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>pbb\u003C\u002Fmi>\n \u003Cmo>+\u003C\u002Fmo>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003Cmi>X\u003C\u002Fmi>\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003Cmo>−\u003C\u002Fmo>\n \u003Cmn>8\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>pbb\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Högsta sjukavdrag per dag\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får inte överstiga\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>den\u003C\u002Fmi>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>kon\u003C\u002Fmi>\n \u003Cmi>tan\u003C\u002Fmi>\n \u003Cmi>ta\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs här\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>För definition av månadslön, se 10.3.5.\u003C\u002Fp>\n\n\u003Cp>10.3.7 Sjuklönetidens längd\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt detta avtal har rätt till sjuklön fr.o.m. den\n15:e kalenderda-gen i sjukperioden, ska arbetsgivaren betala sådan enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t.o.m. den 90:e kalenderdagen i sjukperioden till den\nsom\u003C\u002Fp>\n\n\u003Cp>• varit anställd minst ett år i följd hos arbetsgivaren eller\u003C\u002Fp>\n\n\u003Cp>• gått över direkt från en anställning med rätt till sjuklön under\n90 dagar (grupp 1).\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t.o.m. den 45:e kalenderdagen i sjukperioden till övriga\n(grupp 2).\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår samtliga dagar med sjukavdrag (även tid med\nkarensavdrag), och arbetsfria dagar under perioden.\u003C\u002Fp>\n\n\u003Cp>Högsta antal dagar med sjuklön\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>10.4 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Cp>10.4.1 Rehabiliteringspenning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman är frånvarande med rehabiliteringspenning under annars\nsjuklöne-berättigad tid enligt 10.3.7 görs löneavdrag som vid sjukdom\nfr.o.m. den 15:e kalen-derdagen enligt 10.3.6.\u003C\u002Fp>\n\n\u003Cp>10.4.2 Ersättning från annan försäkring\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäk-ring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäk-ring, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>10.4.3 Annan ersättning från staten\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än från den\nallmänna försäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskadeskydd, ska sjuklönen mins-kas med ersättningen.\u003C\u002Fp>\n\n\u003Ch3>10.5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>10.5.1 Tjänstemannen har fyllt 60 år\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen vid anställningen har fyllt 60 år, kan arbetsgivaren och\ntjänsteman-nen komma överens om att tjänstemannen inte ska ha rätt till\nsjuklön fr.o.m. den 15:e kalenderdagen i sjukperioden. Om en sådan\növerenskommelse har träffats ska arbets-givaren underrätta den lokala\ntjänstemannaparten.\u003C\u002Fp>\n\n\u003Cp>10.5.2 Förtigande av sjukdom\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som vid anställningen har förtigit att de lider av viss\nsjukdom, har inte rätt till sjuklön fr.o.m. 15:e kalenderdagen i sjukperioden\nnär arbetsoförmågan beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>10.5.3 Inte lämnat friskintyg\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön fr.o.m. den 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>10.5.4 Nedsatta sjukförmåner\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt\nSocialförsäkringsbalken ska ar-betsgivaren reducera sjuklönen i motsvarande\nmån.\u003C\u002Fp>\n\n\u003Cp>10.5.5 Skada vid olycksfall vållad av tredje man\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har skadats vid olycksfall som vållats av tredje man och\nersättning inte betalas enligt trygghetsförsäkring vid arbetsskada (TFA),\nska arbetsgivaren betala sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skade-stånd för förlorad arbetsförtjänst från\nden som är ansvarig för skadan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>10.5.6 Olycksfall hos annan arbetsgivare\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgi-vare eller i samband med egen rörelse, ska arbetsgivaren betala\nsjuklön fr.o.m. den 15:e kalenderdagen i sjukperioden endast om han särskilt\nhar åtagit sig detta.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.5.7 När sjukpension betalas ut\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar betalas till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Cp>10.5.8 Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>Beträffande inskränkning i rätten till sjuklön fr.o.m. den 15.e\nkalenderdagen i sjukpe-rioden för tjänstemän som uppnått pensionsåldern,\nse § 1, 1.4.\u003C\u002Fp>\n\n\u003Cp>10.5.9 Övriga inskränkningar i rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att betala sjuklön fr.o.m. den 15.e\nkalenderdagen i sjuk-perioden\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har undantagits från sjukförsäkringsförmåner\nenligt Socialför-säkringsbalken, eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskom-melse om annat träffas.\u003C\u002Fp>\n\n\u003Ch3>10.6 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till ersättning enligt\nSocialförsäkringsbalken görs avdrag en-ligt följande t.o.m. den 14:e\nkalenderdagen.\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag per timme\nmed\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Fr.o.m. den 15:e kalenderdagen görs avdrag enligt 10.3.6 – 10.3.7.\u003C\u002Fp>\n\n\u003Ch3>10.7 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nbetalas en-ligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt Socialförsäkringsbalken och lagen om\narbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Ledighet\u003C\u002Fh2>\n\n\u003Ch3>11.1 Permission, kort ledighet med lön\u003C\u002Fh3>\n\n\u003Cp>Permission beviljas i regel endast för del av arbetsdag. I särskilda fall\nkan dock per-mission beviljas även för en eller flera dagar t.ex. vid hastigt\npåkommande sjukdoms-fall inom tjänstemannens familj eller nära anhörigs\ndödsfall.\u003C\u002Fp>\n\n\u003Cp>För påsk-, midsommar- och julafton som inte är sedvanliga fridagar bör\npermission beviljas om det kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen har rätt till en dags permission under de år nationaldagen\n6 juni infall-ler på lördag eller söndag. Sådan permission förutsätter\natt tjänstemannen varit an-ställd minst fem månader när nationaldagen\ninfaller dessa dagar. Ledighet av detta skäl kan inte uttas annat år. För\ndeltidsanställd tjänsteman proportioneras ledigheten i förhållande till\narbetstidsmåttet.\u003C\u002Fp>\n\n\u003Ch3>11.2 Tjänstledighet, ledighet hel dag utan lön\u003C\u002Fh3>\n\n\u003Cp>Tjänstledighet beviljas om arbetsgivaren finner att så kan ske utan\nolägenhet för verk-samheten vid företaget, såvida det inte är fråga om\nlagstadgad ledighet t.ex. studie- el-ler föräldraledighet.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet för att pröva annat arbete bör beviljas i\nrehabiliteringssyfte. Ledigheten begränsas till sex månader men kan\nförlängas efter överenskommelse mellan arbetsgi-varen och tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>När tjänstledigheten beviljas ska arbetsgivaren ange vilken tidsperiod\nledigheten om-fattar. Tjänstledighet får inte förläggas så att den inleds\noch\u002Feller avslutas på sön-och\u002Feller helgdag som är arbetsfri för den\nenskilde tjänstemannen. För tjänsteman som har veckovila förlagd till annan\ndag än söndag ska motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>11.2.1 Löneavdrag för heltidsanställd, hel dag\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande minst en dag på grund av\ntjänstledighet, görs löneav-drag enligt följande:\u003C\u002Fp>\n\n\u003Cp>• under en period om högst 5 (6)* arbetsdagar görs för varje arbetsdag\nett avdrag med 1\u002F21 (1\u002F25)* av månadslönen\u003C\u002Fp>\n\n\u003Cp>• under en period längre än 5 (6)* arbetsdagar görs avdrag med\ndagslönen för varje ledig dag. Detta gäller även tjänstemannens arbetsfria\nvardagar och sön- eller helgdagar.\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmi>dagslön\u003C\u002Fmi>\n \u003Cmo>=\u003C\u002Fmo>\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>den\u003C\u002Fmi>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>kon\u003C\u002Fmi>\n \u003Cmi>tan\u003C\u002Fmi>\n \u003Cmi>ta\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>* Tal inom parentes används vid sexdagarsvecka.\u003C\u002Fp>\n\n\u003Cp>11.2.2 Löneavdrag för deltidsanställd, hel dag\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar endast under vissa av\nveckans arbets-dagar (s.k. intermittent deltidsarbete), ska löneavdrag göras\nför varje dag som tjänste-mannen är tjänstledig och som annars skulle ha\nvarit arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>Månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>antalet\u003C\u002Fmi>\n \u003Cmi>arbetsdagar\u003C\u002Fmi>\n \u003Cmi>per\u003C\u002Fmi>\n \u003Cmi>vecka\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>21\u003C\u002Fmn>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmn>25\u003C\u002Fmn>\n \u003Cmo>)\u003C\u002Fmo>\n \u003Cmo>*\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>5\u003C\u002Fmn>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmn>6\u003C\u002Fmn>\n \u003Cmo>)\u003C\u002Fmo>\n \u003Cmo>*\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>* Tal inom parentes används vid sexdagarsvecka.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>TJÄNSTEMANNENS DELTID ÄR FÖRLAGD TILL FÖLJANDE ANTAL\n ARBETSDAGAR\u002FVECKA\u003C\u002Ftd>\n \u003Ctd>AVDRAG\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>16,8\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3,5\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>14,7\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>12,6\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2,5\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>10,5\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>8,4\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Med ”antal arbetsdagar per vecka” avses antalet arbetsdagar per helgfri\nvecka beräk-nat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>11.2.3 Löneavdrag vid tjänstledighet hel månad\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela\nkalendermånader\u002Favräknings-perioder ska tjänstemannens hela lön dras av\nför var och en av kalendermånaderna\u002Fav-räkningsperioderna.\u003C\u002Fp>\n\n\u003Ch3>11.3 Annan ledighet, ledighet under del av dag utan lön\u003C\u002Fh3>\n\n\u003Cp>Ledighet under del av dag kan beviljas om arbetsgivaren finner att så kan\nske utan olä-genhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Löneavdrag görs för varje full halvtimme Avdraget per timme är 1\u002F175 av\nmånadslö-nen. För deltidsanställda ska lönen först räknas upp så att\nden motsvarar heltidslön.\u003C\u002Fp>\n\n\u003Ch3>11.4 Månadslön\u003C\u002Fh3>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen. Med fast kontant\nmånadslön avses här\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Ch3>11.5 Föräldralön\u003C\u002Fh3>\n\n\u003Cp>11.5.1 Villkor för föräldralön\u003C\u002Fp>\n\n\u003Cp>En tjänsteman som är tjänstledig på grund av graviditet eller i samband\nmed barns fö-delse eller adoption, har rätt till föräldralön från\narbetsgivaren om tjänstemannen har varit anställd hos arbetsgivaren under\nminst ett år i följd.\u003C\u002Fp>\n\n\u003Cp>Med begreppet i samband med avses att tjänstledigheten ska äga rum inom 18\nmåna-der.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>11.5.2 Föräldralönens storlek\u003C\u002Fp>\n\n\u003Cp>Föräldralön är det som blir kvar av månadslönen när avdrag gjorts\nenligt denna para-graf. Modellen utgår från att tjänstemannen får 10 % i\nföräldralön upp till nedan angi-ven lönegräns och 90 % för lönedelar\növer lönegränsen upp till ett maxtak om 15 pris-basbelopp genom 12.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Föräldralöneavdraget beräknas olika beroende på om tjänstemannens\nmånadslön över- eller understiger en viss lönegräns. Denna lönegräns\nberäknas som\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>pbb\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Pbb: år 2017 44 800 kr\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>44\u003C\u002Fmn>\n \u003Cmn>800\u003C\u002Fmn>\n \u003Cmi>kr\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>=37 333 kr för 2017\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön som uppgår till högst lönegränsen\ngörs föräldra-löneavdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön över lönegränsen görs\nföräldralöneavdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>pbb\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>x10 % x\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003Cmo>−\u003C\u002Fmo>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>pbb\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses, utöver vad som anges i 10.3.5 även förmåner i\nform av kost el-ler bostad värderade enligt Skatteverkets anvisningar\u003C\u002Fp>\n\n\u003Cp>Föräldralön utbetalas enligt nedan:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>TJÄNSTEMAN ANSTÄLLD I ETT MEN INTE TVÅ ÅR I FÖLJD\u003C\u002Ftd>\n \u003Ctd>TVÅ MÅNADSLÖNER MINUS 60 FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER\n DAG\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>TJÄNSTEMAN ANSTÄLLD I TVÅ MEN INTE TRE ÅR I FÖLJD\u003C\u002Ftd>\n \u003Ctd>TRE MÅNADSLÖNER MINUS 90 FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER\n DAG\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>TJÄNSTEMAN ANSTÄLLD I TRE MEN INTE FYRA ÅR I FÖLJD\u003C\u002Ftd>\n \u003Ctd>FYRA MÅNADSLÖNER MINUS 120 FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER\n DAG\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>TJÄNSTEMAN ANSTÄLLD I FYRA MEN INTE FEM ÅR I FÖLJD\u003C\u002Ftd>\n \u003Ctd>FEM MÅNADSLÖNER MINUS 150 FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER\n DAG\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>TJÄNSTEMAN ANSTÄLLD I FEM ÅR I FÖLJD\u003C\u002Ftd>\n \u003Ctd>SEX MÅNADSLÖNER MINUS 180 FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER\n DAG\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldralön utges ej för lönedelar över 15 prisbasbelopp genom 12.\nFöräldralön beta-las endast om ledigheten är sammanhängande minst en\nmånad.\u003C\u002Fp>\n\n\u003Cp>11.5.3 Utbetalning av föräldralön\u003C\u002Fp>\n\n\u003Cp>Föräldralön utbetalas månadsvis vid ordinarie\nlöneutbetalningstillfälle under den le-dighetsperiod som tjänstemannen\nerhåller föräldralön.\u003C\u002Fp>\n\n\u003Cp>Exempel:\u003C\u002Fp>\n\n\u003Cp>En tjänsteman är beviljad föräldraledighet under tio månader och är\nberättigad till för-äldralön under fyra månader. Föräldralön utges de\nfyra första månaderna av ledig-heten.\u003C\u002Fp>\n\n\u003Cp>11.5.4 Reduktion av föräldralön\u003C\u002Fp>\n\n\u003Cp>Föräldralön betalas inte om tjänstemannen undantas från\nföräldrapenning enligt Soci-alförsäkringsbalken. Om denna förmån har\nnedsatts ska föräldralönen reduceras i mot-svarande grad.\u003C\u002Fp>\n\n\u003Ch3>11.6 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>11.6.1 Avdrag\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman är frånvarande med tillfällig föräldrapenning, görs\nlöneavdrag per frånvarotimme enligt följande:\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela\nkalendermånader\u002Favräknings-perioder ska tjänstemannens hela lön dras av\nför var och en av kalendermånaderna\u002Fav-räkningsperioderna.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas\nnedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra avdrag med\nutgångspunkt från den gamla lönen till den dag tjänstemannen får besked om\nsin nya lön.\u003C\u002Fp>\n\n\u003Cp>11.6.2 Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses\u003C\u002Fp>\n\n\u003Cp>• fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t.ex. fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med sådana lönedelar bör överenskommelse\nträffas om vilket lönebelopp som ska utgöra den månadslön som löneavdrag\nska göras från.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning eller ändrar\nsysselsättningsgrad under löpande kalendermånad\u002Favräkningsperiod beräknas\nlönen på följande sätt:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>X\u003C\u002Fmi>\n xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\"\u003Cmi>Y\u003C\u002Fmi>\n \u003C\u002Fmfrac>\n \u003Cmi>xZ\u003C\u002Fmi>\n \u003Cmo>=\u003C\u002Fmo>\n \u003Cmi>L\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>X = aktuell månadslön\u003C\u002Fp>\n\n\u003Cp>Y = antal kalenderdagar under den aktuella månaden\u002Favräkningsperioden\u003C\u002Fp>\n\n\u003Cp>Z = antal anställningsdagar i månaden\u002Favräkningsperioden\u003C\u002Fp>\n\n\u003Cp>L = lön för beräkningsperioden\u003C\u002Fp>\n\n\u003Cp>Vid ändrad sysselsättningsgrad beräknas varje period med respektive\nsysselsättnings-grad för sig.\u003C\u002Fp>\n\n\u003Cp>Exempel:\u003C\u002Fp>\n\n\u003Cp>Avräkningsperioden är t.o.m. den 20e varje månad. Tjänstemannens\nheltidslön är 25 000 kr. Anställd fr.o.m. den 1 oktober 20xx.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>HELTID T.O.M. 16 MAJ 20XX\u003C\u002Ftd>\n \u003Ctd>DELTID (50 %) FR.O.M. 17 MAJ 20XX\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\"X = 25 000 KR\u003C\u002Ftd>\n \u003Ctd>X = 12 500 KR\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Y = 31 DAGAR\u003C\u002Ftd>\n \u003Ctd>Y = 31 DAGAR\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>Z = 27 DAGAR\u003C\u002Ftd>\n \u003Ctd>Z = 4 DAGAR\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>L = 21 774 KR\u003C\u002Ftd>\n \u003Ctd>L = 1 613 KR\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Uppsägning\u003C\u002Fh2>\n\n\u003Ch3>13.1 Uppsägning från tjänstemannens sida\u003C\u002Fh3>\n\n\u003Cp>13.1.1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från tjänstemannens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.6.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens uppsägningstid i månader\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n \u003Ctd>UPPSÄGNINGSTID\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>MINDRE ÄN 2 ÅR\u003C\u002Ftd>\n \u003Ctd>1 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FR.O.M. 2 ÅR\u003C\u002Ftd>\n \u003Ctd>2 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>13.1.2 Skriftlig uppsägning\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen bör göra sin uppsägning skriftligen. Om uppsägningen\nändå sker muntligen bör tjänstemannen så snart som möjligt bekräfta den\nskriftligen till arbetsgi-varen.\u003C\u002Fp>\n\n\u003Ch3>13.2 Uppsägning från arbetsgivarens sida\u003C\u002Fh3>\n\n\u003Cp>13.2.1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.6.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens uppsägningstid i månader\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n \u003Ctd>UPPSÄGNINGSTID\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>MINDRE ÄN 2 ÅR\u003C\u002Ftd>\n \u003Ctd>1 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FR.O.M. 2 ÅR TILL 4 ÅR\u003C\u002Ftd>\n \u003Ctd>2 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FR.O.M. 4 ÅR TILL 6 ÅR\u003C\u002Ftd>\n \u003Ctd>3 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FR.O.M. 6 ÅR TILL 8 ÅR\u003C\u002Ftd>\n \u003Ctd>4 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FR.O.M. 8 ÅR TILL 10 ÅR\u003C\u002Ftd>\n \u003Ctd>5 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FR.O.M. 10 ÅR\u003C\u002Ftd>\n \u003Ctd>6 MÅN\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Upplysning till 13.1.1 och 13.2.1\u003C\u002Fp>\n\n\u003Cp>Beräkning av anställningstidens längd\u003C\u002Fp>\n\n\u003Cp>Hur anställningstidens längd enligt ovan ska beräknas anges i 3 § lagen\nom anställ-ningsskydd.\u003C\u002Fp>\n\n\u003Cp>13.2.2 Förlängd uppsägningstid i vissa fall\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman, som sagts upp på grund av arbetsbrist vid\nuppsägningsdagen upp-nått 55 års ålder och då har 10 års sammanhängande\nanställningstid, ska uppsägnings-tiden förlängas med sex månader.\u003C\u002Fp>\n\n\u003Cp>13.2.3 Varsel\u003C\u002Fp>\n\n\u003Cp>Varsel som arbetsgivaren enligt lagen om anställningsskydd ska ge lokalt\ntill arbetsta-garorganisationen ska anses ha skett, när arbetsgivaren har\növerlämnat varselskrivel-sen till den lokala tjänstemannaparten eller två\narbetsdagar efter det att arbetsgivaren har skickat skrivelsen i rekommenderat\nbrev till berört förbund. Varsel som arbetsgi-varen har gett under tid då\nföretaget har semesterstopp, anses ha skett dagen efter den då\nsemesterstoppet upphörde.\u003C\u002Fp>\n\n\u003Ch3>13.3 Övriga bestämmelser vid uppsägning\u003C\u002Fh3>\n\n\u003Cp>13.3.1 Lön under uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman inte kan beredas arbete under uppsägningstiden ska lön\noch andra ersättningar betalas ut som om tjänstemannen varit i tjänst (12 §\nlagen om anställ-ningsskydd).\u003C\u002Fp>\n\n\u003Cp>13.3.2 Överenskommelse om annan uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som enligt kollektivavtal eller enskilt anställningsavtal har\nlängre uppsäg-ningstid när detta avtal träder i kraft vid företaget,\nbehåller denna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om en annan\nuppsägningstid. Om de gör det får emellertid uppsägningstiden från\narbetsgivarens sida inte understiga uppsägningstiden enligt tabellen i\n13.2.1.\u003C\u002Fp>\n\n\u003Cp>13.3.3 Avbrytande av provanställning\u003C\u002Fp>\n\n\u003Cp>Provanställning kan av både arbetsgivaren och tjänstemannen avbrytas\nföre prövoti-dens utgång genom skriftligt besked senast en månad i\nförväg.\u003C\u002Fp>\n\n\u003Cp>Vill inte arbetsgivaren eller tjänstemannen att anställningen ska\nfortsätta efter det att prövotiden löpt ut, ska besked om detta lämnas\nsenast två veckor före prövotidens ut-gång.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska, samtidigt med besked enligt ovan, varsla lokal facklig\norganisation på arbetsplatsen. Tjänstemannen och lokal facklig organisation\nhar rätt till överlägg-ning med arbetsgivaren om beskedet.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår i en tillsvidareanställning, ska\narbetsgivaren moti-vera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen innebär att tjänstemannen erhåller en månadslön efter\nbesked om prov-anställnings avbrytande i förtid respektive två veckors lön\nnär provanställning i sam-band med prövotidens utgång inte övergår i en\ntillsvidareanställning, om inte annat överenskoms.\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att besked enligt st 2 ovan i övrigt är en\nordningsföreskrift.\u003C\u002Fp>\n\n\u003Cp>13.3.3 a Upphörande av tidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse gäller anställning som ingås t.o.m. 31 oktober\n2017.\u003C\u002Fp>\n\n\u003Cp>För anställningsformerna viss tid, viss säsong, eller visst arbete om\narbetsuppgifternas särskilda beskaffenhet föranleder en sådan anställning\noch vikariat gäller följande.\u003C\u002Fp>\n\n\u003Cp>Anställning kan bringas att upphöra före den tid som avsetts vid\nanställningstillfället genom att arbetsgivaren eller tjänstemannen lämnar\nskriftlig underrättelse. Sådan an-ställning upphör en månad efter det att\nnågondera parten lämnat skriftlig underrättelse till den andra parten. Från\narbetsgivarens sida får sådan underrättelse inte lämnas efter det att sex\nmånader förflutit från anställningens tillträdande.\u003C\u002Fp>\n\n\u003Cp>I samband med underrättelse enligt ovan ska arbetsgivaren varsla berörd\ntjänste-mannaklubb.\u003C\u002Fp>\n\n\u003Cp>13.3.3 a Upphörande av tidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse gäller anställning som ingås 1 november 2017 eller\nsenare.\u003C\u002Fp>\n\n\u003Cp>För anställningsformerna avtalad visstid och vikariat gäller\nföljande.\u003C\u002Fp>\n\n\u003Cp>Anställning kan bringas att upphöra före den tid som avsetts vid\nanställningstillfället genom att arbetsgivaren eller tjänstemannen lämnar\nskriftlig underrättelse. Sådan an-ställning upphör en månad efter det att\nnågondera parten lämnat skriftlig underrättelse till den andra parten. Från\narbetsgivarens sida får sådan underrättelse inte lämnas efter det att sex\nmånader förflutit från anställningens tillträdande.\u003C\u002Fp>\n\n\u003Cp>I samband med underrättelse enligt ovan ska arbetsgivaren varsla berörd\ntjänste-mannaklubb.\u003C\u002Fp>\n\n\u003Cp>13.3.4 Uppnådd pensionsålder - upphörande av anställning\u003C\u002Fp>\n\n\u003Cp>Anställningen upphör utan uppsägning i och med att tjänstemannen uppnår\nden pens-ionsålder som gäller för anställningen enligt ITP-planen, och\nunderrättelse enligt 33 § lagen om anställningsskydd behöver då inte\nlämnas. Anställningen upphör dock inte om tjänstemannen underrättat\narbetsgivaren om att han\u002Fhon vill kvarstå i anställ-ningen.\u003C\u002Fp>\n\n\u003Cp>13.3.5 Uppnådd pensionsålder - uppsägningstid\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som står kvar i tjänst vid företaget efter den\nordinarie pensionsålder som gäller för anställningen enligt ITP-planen\ngäller uppsägningstider enligt 13.1.1 och 13.2.1. Samma gäller om en\ntjänsteman anställts vid företaget efter det att tjänste-mannen uppnått\nden ordinarie pensionsålder som tillämpas där. Har tjänsteman fyllt 67 år\ngäller en månads uppsägningstid för såväl arbetsgivare som\ntjänsteman.\u003C\u002Fp>\n\n\u003Cp>13.3.6 Förkortning av uppsägningstid för tjänstemannen\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen på grund av särskilda omständigheter vill lämna sin\ntjänst före upp-sägningstiden slut, bör arbetsgivaren pröva om så kan\nmedges.\u003C\u002Fp>\n\n\u003Cp>13.3.7 Skadestånd då tjänstemannen inte iakttar uppsägningstiden\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen lämnar sin anställning före uppsägningstidens slut,\nhar arbetsgiva-ren rätt till skadestånd för den ekonomiska skada och\nolägenhet som därigenom vållas. Skadeståndet är lägst det belopp som\nmotsvarar tjänstemannens lön under den del av uppsägningstiden som\ntjänstemannen inte har iakttagit.\u003C\u002Fp>\n\n\u003Cp>13.3.8 Tjänstgöringsbetyg\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller tjänstemannens sida\nhar tjänsteman-nen rätt att få ett tjänstgöringsbetyg, som visar\u003C\u002Fp>\n\n\u003Cp>• den tid som tjänstemannen har varit anställd, och\u003C\u002Fp>\n\n\u003Cp>• de arbetsuppgifter som tjänstemannen utfört, samt\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen så begär, vitsord om det sätt på vilket arbetet\nhar utförts. Ar-betsgivaren ska lämna tjänstgöringsbetyget inom en vecka\nfrån det att tjänsteman-nen har begärt att få betyget.\u003C\u002Fp>\n\n\u003Cp>13.3.9 Intyg om uttagen semester\u003C\u002Fp>\n\n\u003Cp>När anställningen upphör har tjänstemannen rätt att få ett intyg som\nvisar hur många av de lagstadgade 25 semesterdagarna som har tagits ut under\ninnevarande semesterår. Arbetsgivaren ska lämna intyget till tjänstemannen\nsenast inom en vecka från det att tjänstemannen begärt att få intyget. Om\ntjänstemannen har rätt till flera semesterdagar än 25 ska den överskjutande\nsemestern här anses ha tagits ut först.\u003C\u002Fp>\n\n\u003Ch3>13.4 Turordning vid driftinskränkning och återanställning\u003C\u002Fh3>\n\n\u003Cp>Om det blir aktuellt med personalinskränkning, ska de lokala parterna\nvärdera företa-gets krav och behov i bemanningshänseende. Om dessa behov\ninte kan tillgodoses med tillämpning av lag ska turordningen fastställas med\navsteg från lagens bestäm-melser.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska då göra ett urval av de anställda som ska sägas\nupp så att före-tagets behov av kompetens särskilt beaktas liksom\nföretagets möjligheter att bedriva konkurrenskraftig verksamhet och därmed\nbereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskom-melse om turordning vid uppsägning med tillämpning av 22\n§ lagen om anställnings-skydd och om de avsteg från lagen som krävs.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också komma överens om turordning vid\nåteranställning ge-nom avvikelse från bestämmelserna i 25-27 § lagen om\nanställningsskydd. Därvid ska de ovan angivna kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna är skyldiga att på begäran föra förhandlingar om\nturordning liksom att skriftligen bekräfta träffade överenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, får förbundsparterna, om endera begär det,\nträffa över-enskommelse enligt de riktlinjer som anges ovan.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågor som\nberörs i 13.4 tillhan-dahåller den lokala respektive den centrala\navtalsparten relevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av ar-betsbrist respektive återanställning prövas enligt lag med\niakttagande av förhand-lingsordningen.\u003C\u002Fp>\n\n\u003Ch2>§ 14 Förhandlingsordning vid rättstvister\u003C\u002Fh2>\n\n\u003Cp>Förhandlingspreskription\u003C\u002Fp>\n\n\u003Cp>Om en part vill yrka skadestånd eller annan fullgörelse enligt lag,\nkollektivavtal eller enligt enskilt avtal, ska parten, om inte annan ordning\nanges i det aktuella avtalet, be-gära förhandling inom fyra månader från\ndet parten fått kännedom om den omständig-het som kravet grundas på.\nFörhandlingen måste dock begäras senast två år efter det att denna\nomständighet inträffat.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom föreskriven tid, förlorar parten\nrätten till för-handling.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling\u003C\u002Fp>\n\n\u003Cp>En förhandling ska i första hand fullgöras mellan de lokala parterna\n(arbetsgivaren och den lokala fackliga organisationen).\u003C\u002Fp>\n\n\u003Cp>Förhandlingen ska påbörjas snarast möjligt och senast inom tre veckor\nfrån den dag då den har begärts, om inte parterna har kommit överens om\nannat.\u003C\u002Fp>\n\n\u003Cp>Central förhandling\u003C\u002Fp>\n\n\u003Cp>Efter avslutad lokal förhandling ska den part som vill fullfölja ärendet\nhänskjuta frågan till central förhandling.\u003C\u002Fp>\n\n\u003Cp>Begäran om central förhandling ska vara skriftlig och göras hos\nmotpartens organisat-ion inom följande tider från den dag då den lokala\nförhandlingen avslutats;\u003C\u002Fp>\n\n\u003Cp>1) Inom två veckor vid tvisteförhandling som gäller rättstvist om\nogiltigförklaring av en uppsägning eller ett avskedande eller förklaring att\nvisstidsanställning är otillå-ten och att anställningen ska gälla\ntillsvidare, och\u003C\u002Fp>\n\n\u003Cp>2) Inom två månader i övriga rättstvister\u003C\u002Fp>\n\n\u003Cp>Försummas detta förlorar parten rätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påbörjas snarast möjligt och senast inom tre\nveckor från den dag då den har påkallats, om inte parterna har kommit\növerens om annat.\u003C\u002Fp>\n\n\u003Cp>Rättsligt avgörande\u003C\u002Fp>\n\n\u003Cp>Om en rättstvist som rör lag, kollektivavtal eller enskilt avtal har varit\nföremål för cen-tral förhandling utan att kunna lösas, får part\nhänskjuta tvisten till rättsligt avgörande inom tre månader från den dag\ndå den centrala förhandlingen har avslutats. Försum-mas detta förlorar\nparten rätten till talan.\u003C\u002Fp>\n\n\u003Cp>Hänskjuts tvistefråga mellan central arbetsgivar- och\narbetstagarorganisation till rätts-ligt avgörande bör motparten skriftligen\nunderrättas härom senast i samband med att ansökan om stämning inges.\u003C\u002Fp>\n\n\u003Cp>Underrättelse ska ställas till motpartens kansli på den ort där\nmotparten har sitt säte.\u003C\u002Fp>\n\n\u003Cp>Anmärkning till § 14\u003C\u002Fp>\n\n\u003Cp>Om en tvistefråga grundar sig på lagen om anställningsskydd, ska lagens\ntidsfrister gälla i stället för fristerna i denna förhandlingsordning.\nDenna förhandlingsordning påverkar inte heller reglerna om frister och\nskyldigheter för arbetsgivaren att begära förhandling enligt 34, 35 och 37\n§ lagen om medbestämmande i arbetslivet.\u003C\u002Fp>\n\n\u003Cp>Övergångsregel\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen under Central förhandling punkt 1 träder i kraft med\navseende på lo-kala tvisteförhandlingar som avslutas från och med den 1\napril 2018. För lokala tvis-teförhandlingar som avslutas senast den 31 mars\n2018 gäller fristen om två månader istället för två veckor.\u003C\u002Fp>\n\n\u003Ch2>§ 15 Avtalsnämnden\u003C\u002Fh2>\n\n\u003Cp>Avtalsnämndens uppgifter\u003C\u002Fp>\n\n\u003Cp>Avtalsnämndens uppgifter är att\u003C\u002Fp>\n\n\u003Cp>• följa tillämpningen av mellanvarande avtal om löner respektive\nallmänna anställ-ningsvillkor\u003C\u002Fp>\n\n\u003Cp>• ge rekommendationer i frågor som en central part hänskjuter till\nnämnden\u003C\u002Fp>\n\n\u003Cp>• vara forum för diskussion i frågor av betydelse för parternas\navtalsområden\u003C\u002Fp>\n\n\u003Cp>• utgöra skiljenämnd efter överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Ärenden som kommer in till nämnden ska handläggas utan dröjsmål.\u003C\u002Fp>\n\n\u003Cp>Avtalsnämndens sammansättning\u003C\u002Fp>\n\n\u003Cp>Nämnden består av sex ledamöter varav arbetsgivarsidan utser tre och\narbetstagarsidan tre. Nämnden utser inom sig ordförande och vice ordförande.\nNämndens ledamöter ut-ses för en tid om två år med rätt för arbetsgivar-\nrespektive arbetstagarsidan att inom sig förändra representationen.\u003C\u002Fp>\n\n\u003Cp>Avtalsnämndens beslut\u003C\u002Fp>\n\n\u003Cp>Är nämnden enig, kan den besluta om en gemensam rekommendation i ett\närende och om gemensam information i en viss fråga.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnd\u003C\u002Fp>\n\n\u003Cp>Om parterna är ense kan Avtalsnämnden, i enskilda ärenden, utgöra\nskiljenämnd i rättstvister inom parternas behörighetsområde. Tvisteärenden\nkan behandlas i nämn-den först sedan central förhandling är avslutad.\u003C\u002Fp>\n\n\u003Cp>Om Avtalsnämnden ska utgöra skiljenämnd ska parterna gemensamt utse en\nopartisk ordförande.\u003C\u002Fp>\n\n\u003Cp>Nämnden kan fatta beslut i rättstvister endast om samtliga ledamöter är\nnärvarande. Vid lika röstetal har den opartiske ordföranden utslagsröst.\u003C\u002Fp>\n\n\u003Ch2>§ 16 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller fr o m den 1 maj 2017 t o m den 30 april 2020.\nUppsägning kan endast ske från Unionens, Akademikerförbundens eller Svensk\nHan-dels sida.\u003C\u002Fp>\n\n\u003Cp>Avtalet kan sägas upp tredje avtalsåret (1 maj 2019 – 30 april 2020)\nunder förutsätt-ning att avtalen för tjänstemän sagts upp för\nmärkessättande förbund inom industrin. Sådan uppsägning kan ske senast den\n31 oktober 2018.\u003C\u002Fp>\n\n\u003Cp>Om avtalet inte har sagts upp senast tre månader före giltighetstidens\nutgång förlängs det för ett år åt gången.\u003C\u002Fp>\n\n\u003Cp>Om Svensk Handel eller Unionen respektive Akademikerförbunden sagt upp\navtalet eller kommit överens om att flytta fram uppsägningstiden gäller en\nsådan uppsägning respektive överenskommelse automatiskt för berört\navtalsområde såvida parterna inte\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 7 juni 2017\u003C\u002Fp>\n\n\u003Cp>Svensk Handel \u003C\u002Fp>\n\n\u003Cp>Karolina Sjöberg\u003C\u002Fp>\n\n\u003Cp>Unionen \u003C\u002Fp>\n\n\u003Cp>Kristina Fanberg\u003C\u002Fp>\n\n\u003Cp>Akademikerförbunden1 \u003C\u002Fp>\n\n\u003Cp>Mattias Niinisaari\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>1 I Akademikerförbunden ingår\u003C\u002Fp>\n\n\u003Cp>Akademikerförbundet SSR, Civilekonomerna, DIK, Förbundet Sveriges\nArbetsterapeuter, Jusek, Legitimerade Sjukgymnasters Riksförbund,\nNaturvetarna, Sveriges Farmacevtför-bund, Sveriges Ingenjörer, Sveriges\nPsykologförbund, Sveriges Skolledarförbund, Sveriges\nUniversitetslärarförbund och Sveriges Veterinärförbund.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Cp>Avtal om arbetstidsbestämmelser för tjänstemän\u003C\u002Fp>\n\n\u003Ch3>§ 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>1.1 Tillämpningsområde\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller tjänstemän som omfattas av Tjänstemannaavtalet. Dessa\ntjänstemän undantas från tillämpningen av arbetstidslagen (SFS 1982:673) i\nsin helhet.\u003C\u002Fp>\n\n\u003Cp>Parterna är eniga om att detta avtal ligger inom ramen för EG:s\narbetstidsdirektiv, som syftar till att bereda arbetstagarna säkerhet och\nhälsa vid arbetstidens förläggning. Sär-skilda bestämmelser om arbetstiden\nför minderåriga finns i arbetsmiljölagen.\u003C\u002Fp>\n\n\u003Cp>Med begreppet tjänstemannaklubb i detta avtal avses den lokala fackliga\norganisat-ionen.\u003C\u002Fp>\n\n\u003Cp>1.2 Undantag från reglerna om ordinarie arbetstid m.m.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i §§ 2 – 6, som reglerar ordinarie arbetstid, övertid,\nmertid, jourtid och anteckningar om övertid, mertid och jourtid samt\nsammanlagd arbetstid gäller ej beträffande\u003C\u002Fp>\n\n\u003Cp>a) tjänstemän i kvalificerade befattningar med ledningsfunktion\u003C\u002Fp>\n\n\u003Cp>b) arbete som tjänstemannen utför i sitt hem eller eljest under sådana\nförhållanden att det inte kan anses tillkomma arbetsgivaren att vaka över\nhur arbetet är anordnat.\u003C\u002Fp>\n\n\u003Cp>1.3 Överenskomna undantag från reglerna om ordinarie arbetstid m.m.\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som enligt 4.1.1 ”Överenskommelse med vissa tjänstemän”\ni Tjänsteman-naavtalet träffar överenskommelse om att övertidsarbete skall\nersättas med längre se-mester och\u002Feller högre lön kan träffa\növerenskommelse om att de skall vara undan-tagna från tillämpningen av §§\n2 - 6 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Det är av ömsesidigt intresse för arbetsgivaren och tjänstemannaklubben\natt ha en upp-gift om den totala arbetstidens omfattning för tjänstemän som\när undantagna från §§ 2-6 i detta avtal. Om tjänstemannaklubben så begär\nska de lokala parterna gemensamt utforma lämpligt underlag för att bedöma\narbetstidsvolymen även för dessa tjänste-män.\u003C\u002Fp>\n\n\u003Ch3>§ 2 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>2.1 Längd och begränsningsperiod\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden får inte överstiga 40 timmar i genomsnitt per\nhelgfri vecka under en begränsningsperiod om högst fyra veckor eller en\nkalendermånad. Veckan räknas från och med måndag om inte annan beräkning\ntillämpas på arbetsstället.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För tjänstemän i kontinuerligt treskiftarbete respektive underjordsarbete\nfår den ordi-narie arbetstiden inte överstiga 36 timmar i genomsnitt per\nhelgfri vecka och år.\u003C\u002Fp>\n\n\u003Cp>2.2 Annan begränsningsperiod\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om en begränsningsperiod om högst tolvmånader kan\nträffas mel-lan arbetsgivaren och tjänstemannaklubben. Sådan\növerenskommelse kan gälla för en enskild tjänsteman eller för en grupp av\ntjänstemän. Uppsägning av sådan överens-kommelse skall göras minst tre\nmånader före giltighetstidens utgång.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De centrala parterna är ense om att det är möjligt att tillämpa olika\nlång arbetstid un-der olika delar av året.\u003C\u002Fp>\n\n\u003Cp>2.3 Arbetstidens förläggning\u003C\u002Fp>\n\n\u003Cp>Vid arbetstidens förläggning skall hänsyn tas såväl till verksamhetens\nbehov som till tjänstemannens behov och önskemål. Inriktningen skall vara\natt så långt möjligt beakta tjänstemannens möjligheter att förena arbete\nmed familjeliv och socialt liv i övrigt.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens önskemål inte kan tillgodoses skall arbetsgivaren på\nbegäran ange skälen för detta.\u003C\u002Fp>\n\n\u003Cp>Vid ändring av tjänstemannens arbetstid kan en skälig övergångsperiod\nsom beaktar ovanstående behövas innan ändringen genomförs.\u003C\u002Fp>\n\n\u003Ch3>§ 3 Övertid\u003C\u002Fh3>\n\n\u003Cp>3.1 Övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete avses arbete som har utförts utöver den ordinarie\ndagliga arbetsti-den för tjänstemannen om\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Som övertidsarbete räknas inte den tid som går åt för att utföra\nnödvändigt förbere-delse- och avslutningsarbete som normalt ingår i\ntjänstemannens arbete.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av fullgjord övertid tas endast fulla halvtimmar med.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, skall de båda övertidsperioderna räknas ihop.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsanställda tjänstemän ska arbete som ersätts enligt\n4.4.1 i Tjänste-mannaavtalet räknas av från övertidsutrymmet i 3.2\nnedan.\u003C\u002Fp>\n\n\u003Cp>3.2 Allmän övertid\u003C\u002Fp>\n\n\u003Cp>När det finns särskilda behov får allmän övertid tas ut med högst 200\ntimmar per ka-lenderår.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av övertid skall ledighet som förläggs till arbetstagarens\nordinarie ar-betstid respektive jourtid likställas med fullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cp>3.3 Återföring av övertid\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbete ersätts med kompensationsledighet enligt\nTjänstemannaavtalet återförs motsvarande antal timmar till övertidsutrymmet\nenligt 3.2 ovan (allmän över-tid).\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>En tjänsteman utför övertidsarbete, fyra timmar, en vardagskväll. Dessa\növertidstim-mar räknas av från övertidsutrymmet enligt 3.2.\nÖverenskommelse träffas om att timmar (4 timmar x 1,5 tim = sex timmar\nkompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>När kompensationsledigheten har tagits ut återförs de fyra\növertidstimmarna som har kompenserats genom ledigheten till övertidsutrymmet\nenligt 3.2.\u003C\u002Fp>\n\n\u003Cp>Under kalenderåret får högst 75 timmar på detta sätt återföras till\növertidsutrymmet, såvida inte arbetsgivaren och tjänstemannaklubben enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan komma överens om att övertid\nsom er-satts med kompensationsledighet skall läggas ut inom en viss\ntidsperiod, till exempel räknat från tidpunkten för övertidsarbetets\nutförande eller före ett visst datum. En så-dan överenskommelse gäller\ntills vidare med tre månaders uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>3.4 Extra övertid\u003C\u002Fp>\n\n\u003Cp>Utöver vad som sagts ovan kan, när det finns synnerliga skäl, extra\növertid tas ut un-der kalenderåret enligt följande:\u003C\u002Fp>\n\n\u003Cp>1) högst 75 timmar efter överenskommelse mellan arbetsgivaren och\ntjänstemanna-klubben\u003C\u002Fp>\n\n\u003Cp>2) ytterligare högst 75 timmar efter överenskommelse mellan\nförbundsparterna eller, om dessa enas om detta, mellan arbetsgivaren och\ntjänstemannaklubben.\u003C\u002Fp>\n\n\u003Cp>3.5 Nödfall\u003C\u002Fp>\n\n\u003Cp>Om en natur- eller olyckshändelse eller någon annan därmed jämförlig\nomständighet, som inte kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller skada på liv, hälsa\neller egendom, skall övertid som full-gjorts med anledning därav inte beaktas\nvid beräkning av övertid enligt 3.2 (allmän övertid) och 3.4 ovan (extra\növertid).\u003C\u002Fp>\n\n\u003Cp>3.6 Mertid\u003C\u002Fp>\n\n\u003Cp>Med mertid förstås sådan arbetstid som vid deltidsanställning\növerstiger tjänsteman-nens ordinarie arbetstid enligt\nanställningsavtalet.\u003C\u002Fp>\n\n\u003Ch3>§ 4 Jourtid\u003C\u002Fh3>\n\n\u003Cp>4.1 Omfattning av jourtid\u003C\u002Fp>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till ar-betsgivarens förfogande på arbetsstället för att utföra\narbete när det uppstår behov, får jourtid tas ut med högst 48 timmar under\nen tid av fyra veckor eller 50 timmar under en kalendermånad. Som jourtid\nanses inte tid då tjänstemannen utför arbete för arbets-givarens\nräkning.\u003C\u002Fp>\n\n\u003Cp>4.2 Annan begränsningsperiod\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan träffa en skriftlig\növerenskommelse om annan begränsningsperiod av jourtid för en viss\ntjänsteman eller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>En överenskommelse enligt föregående stycke gäller tills vidare med tre\nmånaders uppsägningstid.\u003C\u002Fp>\n\n\u003Ch3>§ 5 Anteckning av övertid, mertid och jourtid\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren skall föra de anteckningar som krävs för beräkning av\növertid, mertid och jourtid. Tjänstemannen, tjänstemannaklubben eller\nrepresentanter för den centrala arbetstagarparten har rätt att ta del av\ndessa anteckningar.\u003C\u002Fp>\n\n\u003Ch3>§ 6 Sammanlagd arbetstid\u003C\u002Fh3>\n\n\u003Cp>Den sammanlagda arbetstiden under varje period om sju dagar får uppgå till\nhögst 48 timmar i genomsnitt under en beräkningsperiod om högst fyra\nmånader.\u003C\u002Fp>\n\n\u003Cp>I lokal överenskommelse kan bestämmas att beräkningsperioden istället\nskall vara längre, högst tolv månader. Förlängning av beräkningsperioden\nförutsätter att berörd tjänsteman kompenseras med ledighet eller ges\nlämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av den sammanlagda arbetstiden skall semester och\nsjukfrånvaro under tid då tjänsteman annars skulle ha arbetat likställas\nmed fullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>I den sammanlagda arbetstiden ingår ordinarie arbetstid, allmän och extra\növertid, nödfallsövertid, mertid samt jourtid. Utfört arbete under\nberedskap räknas som arbets-tid.\u003C\u002Fp>\n\n\u003Ch3>§ 7 Nattarbetande - natt\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Med nattarbetande avses tjänsteman som normalt utför minst tre timmar av\nsitt arbets-pass nattetid samt tjänsteman som troligen kommer att fullgöra en\ntredjedel av sin års-arbetstid på natten. Med natt avses perioden mellan kl.\n22.00 - 06.00.\u003C\u002Fp>\n\n\u003Cp>Arbetstiden för nattarbetande tjänsteman får under varje period om 24\ntimmar inte överstiga åtta timmar i genomsnitt under en beräkningsperiod om\nfyra månader. Vid genomsnittsberäkningen ska från beräkningsperioden\navräknas 24 timmar för varje på-börjad period om sju dagar. Avvikelse får\ngöras i lokal överenskommelse under förut-sättning att tjänstemannen\nkompenseras med ledighet eller lämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental an-strängning får inte arbeta mer än åtta timmar inom den\n24-timmarsperiod när de utför nattarbete. Avvikelse får göras\ntillfälligtvis om det föranleds av något särskilt förhål-lande som inte\nhar kunnat förutses av arbetsgivaren. Sådan avvikelse får göras endast\nunder förutsättning att tjänstemannen ges motsvarande\nkompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>Semester och sjukfrånvaro under tid då tjänstemannen annars skulle ha\narbetat skall likställas med fullgjord arbetstid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 8 Rast och måltidsuppehåll\u003C\u002Fh3>\n\n\u003Cp>8.1 Rast\u003C\u002Fp>\n\n\u003Cp>När arbetsdagen är längre än fem timmar har tjänstemannen rätt till\nrast. Avvikelse får göras genom lokal överenskommelse. Sådan avvikelse\nförutsätter att berörda tjänste-män kompenseras med ledighet eller ges\nlämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall på förhand ange rasternas längd och förläggning så\nnoga som om-ständigheterna medger.\u003C\u002Fp>\n\n\u003Cp>Rasternas antal, längd och förläggning skall vara tillfredsställande med\nhänsyn till ar-betsförhållandena.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>En god arbetsmiljö förutsätter att det, utöver rasterna, är möjligt\natt ta pauser under arbetsdagen. Pauser räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>8.2 Måltidsuppehåll\u003C\u002Fp>\n\n\u003Cp>Rast får bytas mot måltidsuppehåll på arbetsplatsen om det är\nnödvändigt med hänsyn till arbetsförhållandena eller med hänsyn till\nsjukdomsfall eller annan händelse som inte har kunnat förutses av\narbetsgivaren. Sådant måltidsuppehåll räknas in i arbetsti-den.\u003C\u002Fp>\n\n\u003Ch3>§ 9 Vila\u003C\u002Fh3>\n\n\u003Cp>9.1 Dygnsvila\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen skall beredas minst 11 timmars sammanhängande vila per\n24-timmars-period. Vilan bör vara förlagd till natt, varvid avses att\nperioden 00.00 - 05.00 bör ingå. Nämnda 24-timmarsperiod kan omfatta\nkalenderdygnet från 00.00 - 24.00 eller någon annan period om 24 timmar.\nPerioden ska efter fastställande läggas ut efter ett fast system och\ntillämpas konsekvent. Byte av period kan ske vid avbrott såsom vid\nomläggning av scheman. Se anmärkning 1 nedan.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från dygnsvila får göras tillfälligtvis, om det föranleds av\nnågot särskilt för-hållande som inte har kunnat förutses av arbetsgivaren,\nunder förutsättning att tjänste-mannen kompenseras med motsvarande ledighet.\nSe anmärkning 2 nedan.\u003C\u002Fp>\n\n\u003Cp>Genom lokal överenskommelse kan avvikelse från ovanstående göras under\nförutsätt-ning att tjänstemannen kompenseras med ledighet eller ges\nlämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>I det fall ledigheten förläggs till ordinarie arbetstid ska löneavdrag\ninte göras.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1) Vid arbete under beredskap ska ledighet i tid motsvarande faktiskt\narbetad tid un-der beredskapen läggas ut i direkt anslutning till\nnästkommande arbetspass för uppfyllande av sammanlagd dygnsvila, enligt\nförsta stycket ovan.\u003C\u002Fp>\n\n\u003Cp>2) Avvikelse, enligt andra stycket ovan, kan ske tillfälligtvis, om det\nföranleds av nå-got särskilt förhållande som inte kunnat förutses av\narbetsgivaren. En sådan avvi-kelse från dygnsvilan förutsätter att\ntjänstemannen ges motsvarande förlängd vilo-period, det vill säga timme per\ntimme, svarande mot avbrottet. Den motsvarande förlängda viloperioden ska om\nmöjligt läggas i anslutning till det arbetspass som avbrutit viloperioden. Om\ndetta av sakliga verksamhetsskäl inte är möjligt ska denna ledighet läggas\nut inom sju dagar från det att dygnsvilan avbrutits.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>9.2 Veckovila\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen skall beredas minst 36 timmars sammanhängande ledighet under\nvarje period om sju dagar (veckovila). Till veckovila räknas inte\nberedskapstid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ledigheten skall så långt möjligt förläggas till veckoslut. Ledigheten\nkan dock förläg-gas såväl i början som i slutet av en sjudagarsperiod.\nLedigheterna för två perioder kan sammanföras till ett veckoskifte, vilket\ngör det möjligt att anpassa ledigheten vid ex-empelvis beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Om sakliga, tekniska eller arbetsorganisatoriska förhållanden motiverar\ndet får genom lokal överenskommelse en veckovila om lägst 24 timmar\ntillämpas.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras tillfälligtvis, om det\nföranleds av något särskilt förhållande, som inte har kunnat förutses av\narbetsgivaren, under förutsättning att tjänstemannen kompenseras med\nmotsvarande ledighet.\u003C\u002Fp>\n\n\u003Cp>Annan avvikelse från första stycket får göras genom lokal\növerenskommelse, under förutsättning att tjänstemannen kompenseras med\nledighet eller ges lämpligt skydd.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 10 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Tjänstemannaavtalets förhandlingsordning gäller även för detta\navtal.\u003C\u002Fp>\n\n\u003Ch3>§ 11 Uppsägning av överenskommelser\u003C\u002Fh3>\n\n\u003Cp>Överenskommelser enligt detta avtal kan sägas upp av parterna i enlighet\nmed vad som anges i respektive paragraf.\u003C\u002Fp>\n\n\u003Cp>Uppsägning kan ske av arbetsgivaren, tjänstemannaklubben eller av\nrespektive central arbetstagarpart.\u003C\u002Fp>\n\n\u003Cp>Om endera parten önskar att en lokal överenskommelse respektive rätten\natt träffa lo-kal överenskommelse skall bestå, skall parten skyndsamt\nbegära att förhandlingar om detta förs under uppsägningstiden.\nFörbundsparterna kan förlänga uppsägnings tiden för en lokal\növerenskommelse för att möjliggöra att förhandlingar enligt\nförhandlings-ordningen hinner slutföras innan överenskommelsen upphör. I\nsista hand kan frågan om överenskommelsen skall bestå eller inte tas upp\ntill överläggningar i Avtalsnämn-den.\u003C\u002Fp>\n\n\u003Ch3>§ 12 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>Detta arbetstidsavtal har samma giltighetstid som Tjänstemannaavtalet.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Cp>Avtal om kompetensutveckling\u003C\u002Fp>\n\n\u003Ch3>1. Inriktning\u003C\u002Fh3>\n\n\u003Cp>Konkurrensförmågan hos företagen inom handelssektorn är allt mer\nberoende av kva-lificerade medarbetare. För att verksamheten ska utvecklas är\ndet även viktigt med en kontinuerlig och planerad kompetensutveckling av\nmedarbetarna.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen kan i hög grad ske direkt på arbetsplatsen genom en flexibel\noch stimu-lerande arbetsorganisation där teori och praktik blandas.\u003C\u002Fp>\n\n\u003Cp>En fortlöpande utveckling av företag och medarbetare skapar\nförutsättningar för lön-samhet och tryggare anställning.\u003C\u002Fp>\n\n\u003Ch3>2. Rätt och ansvar\u003C\u002Fh3>\n\n\u003Cp>Alla medarbetare har såväl rätt till som eget ansvar för att\nkontinuerligt utvecklas i ar-betet. Företaget ska skapa förutsättningar för\ndetta. Kvinnor och män ska ges samma möjlighet till kompetensutveckling.\u003C\u002Fp>\n\n\u003Ch3>3. Kompetensutveckling i samverkan\u003C\u002Fh3>\n\n\u003Cp>Utformningen av kompetensutvecklingen är en ledningsuppgift.\nKompetensutveckling utgår från en långsiktig verksamhetsanalys, genomförd\nav företaget efter samråd med den lokala fackliga organisationen\u002Ffackligt\nombud i företaget. I analysen förutsätts varje medarbetares medverkan och\nengagemang. Det är av vikt att chefer ges utbild-ning som gör det möjligt\natt utöva ett gott ledarskap.\u003C\u002Fp>\n\n\u003Cp>Planer för kompetensutveckling utformas och följs upp kontinuerligt med\nhänsyn till konkurrens- och omvärldssituationen.\u003C\u002Fp>\n\n\u003Cp>Kartläggningen av den enskilde medarbetarens utvecklingsbehov och\nplaneringen av de åtgärder som är lämpliga sker i samverkan med\nmedarbetaren.\u003C\u002Fp>\n\n\u003Cp>Utvecklingssamtal och arbetsplatsträffar rekommenderas som grund för\nplanering av kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Ch3>4. Kostnader\u003C\u002Fh3>\n\n\u003Cp>Av arbetsgivaren beordrad kompetensutveckling betraktas som arbete och ska\nersättas enligt gällande kollektivavtal.\u003C\u002Fp>\n\n\u003Ch3>5. Stimulera och premiera\u003C\u002Fh3>\n\n\u003Cp>Kompetensutveckling måste uppmärksammas, stimuleras och premieras. Vid\nlönesätt-ningen bör det vara naturligt att koppling sker till resultat och\nkompetens. Varje chef bör hålla utvecklingssamtal som ett medel för att\nerhålla en grund för bedömning av utvecklingsinsatser och lönesättning\nför tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Parterna har gemensamt utarbetat följande material: Policydokumentet\n”Kompetensutveckling” ”Verktyg – Kompetensanalysen och\nutvecklingssamtalet”\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Cp>Centralt löneavtal\u003C\u002Fp>\n\n\u003Cp>Svensk Handel och Unionen har i detta kollektivavtal tre skilda\nlönemodeller, bilaga 3 (centralt löneavtal), bilaga 4 (centralt löneavtal\nmed löneöversyn) och bilaga 5 (lokalt löneavtal). De centrala parterna är\növerens om att det är av särskild vikt att företagen iakttar en\nlångsiktighet i val av lönemodell.\u003C\u002Fp>\n\n\u003Cp>Företag har efter förhandling enligt medbestämmandelagen möjlighet att\nbyta lönemo-dell. Sådan förhandling ska ske minst sex månader innan\nnästkommande lönerevis-ionsdatum. Härvid ska företaget med\ntjänstemannaklubben gå igenom aktuell löne-struktur för vid företaget\nanställda tjänstemän. Det är av vikt att parterna försöker att komma\növerens i valet av lönemodell. Byte av lönemodell kan endast ske en gång\ninom avtalsperioden.\u003C\u002Fp>\n\n\u003Cp>Vid byte från lönemodell enligt bilaga 3 till lönemodell enligt bilaga 4\neller 5 förut-sätts att lokal tjänstemannaklubb finns. För byte av\nlönemodell från bilaga 3 eller 4 till bilaga 5 krävs dessutom lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Ch3>1. Löner\u003C\u002Fh3>\n\n\u003Cp>1.1 Regler för lönesättning\u003C\u002Fp>\n\n\u003Cp>Utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en real löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha medar-betare med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kom-petens- och löneutveckling ska\nsärskild uppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Cp>Det individuella lönesystemet\u003C\u002Fp>\n\n\u003Cp>Lönerna ska vara individuella och differentierade. Marknadskrafterna och de\nlokala parternas uppfattning om en viss lönestruktur i företaget påverkar\nockså lönerna. Varje tjänsteman ska veta på vilka grunder lönen sätts och\nvad tjänstemannen kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska gemensamt ansvara för\nkompetensutveckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att utföra arbets-uppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjäns-temännen sker på så objektiva grunder som möjligt.\nFaktorer för den individuella lö-nesättningen ska givetvis vara\nkönsneutrala.\u003C\u002Fp>\n\n\u003Cp>Varje chef bör hålla utvecklings- och lönesamtal som ett medel för att\nerhålla en grund för bedömning av utvecklingsinsatser och lönesättning\nför tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>Vid lönekartläggning enligt diskrimineringslagen bör de lokala parterna\nhitta och ut-veckla former för samverkan.\u003C\u002Fp>\n\n\u003Cp>Lönesättning\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till\u003C\u002Fp>\n\n\u003Cp>• arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav,\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens prestation och sätt att uppfylla kraven som ställs,\u003C\u002Fp>\n\n\u003Cp>• ekonomiskt ansvar.\u003C\u002Fp>\n\n\u003Cp>Viktiga faktorer som också ska vägas in vid lönesättningen är\ntjänstemannens\u003C\u002Fp>\n\n\u003Cp>• kunskaper och erfarenheter,\u003C\u002Fp>\n\n\u003Cp>• förmåga att leda, ta initiativ och samarbeta,\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens idérikedom och pedagogiska färdigheter.\u003C\u002Fp>\n\n\u003Cp>Löneökningar\u003C\u002Fp>\n\n\u003Cp>• Det är av stor vikt att företaget har en väl utvecklad och förankrad\nlönepolicy.\u003C\u002Fp>\n\n\u003Cp>• Om tjänsteman fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge löneökning som ska utges utöver det allmänna\nlöneutrymmet.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneök-ning ska i normalfallet ske i samband med befordran.\u003C\u002Fp>\n\n\u003Cp>• Löneökningar som ska fördelas individuellt enligt avtal ska fördelas\nmed ovanstå-ende utgångspunkter som grund.\u003C\u002Fp>\n\n\u003Cp>Löneförhållanden\u003C\u002Fp>\n\n\u003Cp>• Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid\nlönesättning och lönejämfö-relse ska även förmåner utöver lön\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>• Män och kvinnor ska ha lika lön för arbete som är lika eller som är\natt betrakta som likvärdigt om inte löneskillnaderna beror på faktorer som\ngäller för den indi-viduella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän med lång erfarenhet i företaget inom sitt\narbete\u002Fyrkesområde ska inte ha en ogynnsam löneutveckling i förhållande\ntill tjänstemän med kortare erfaren-het.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän som har varit eller är föräldralediga ska inte, på\ngrund av ledigheten, ha en ogynnsam löneutveckling i förhållande till\növriga tjänstemän i företaget.\u003C\u002Fp>\n\n\u003Cp>• Med tjänsteman, som inte erhåller godtagbar lönehöjning, bör\nsärskilda överlägg-ningar föras mellan lönesättande chef och medarbetare\nom dennes förutsättningar för arbetsuppgifterna och\narbetsförutsättningarna, behov av kompetenshöjande in-satser eller andra\nändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>Ingångslöner\u003C\u002Fp>\n\n\u003Cp>Med ingångslöner avses lönesättning vid nyanställning, vid befordran\noch när tjänste-mannen får nya arbetsuppgifter i företaget.\u003C\u002Fp>\n\n\u003Cp>• Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget.\u003C\u002Fp>\n\n\u003Cp>• Hänsyn ska därvid tas till omvärlden, tjänstemannens kunskaper och\nerfarenheter samt de krav som ställs i den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>• Ingångslönen ska fastställas enligt utgångspunkterna för det\nindividuella lönesy-stemet och principerna för ingångslöner som framgår\novan. Ökad förmåga och er-farenhet ska medföra löneutveckling.\u003C\u002Fp>\n\n\u003Cp>1.2 Beräkning av utrymme för individuella lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Ett allmänt utrymme beräknas som;\u003C\u002Fp>\n\n\u003Cp>2,0 % av summan av de fasta kontanta lönerna för tjänstemän den 30 april\n2017 och 2,0 % av summan av de fasta kontanta lönerna för tjänstemän den 30\napril 2018 samt 2,0 % av summan av de fasta kontanta lönerna för tjänstemän\nden 30 april 2019.\u003C\u002Fp>\n\n\u003Cp>Heltidsanställd garanteras, om ej annat överenskommes lokalt, vid\nrevisionen;\u003C\u002Fp>\n\n\u003Cp>den 1 maj 2017 lönehöjning med 285 kr per månad och den 1 maj 2018\nlönehöjning med 291 kr per månad samt den 1 maj 2019 lönehöjning med 297\nkr per månad.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd ska beloppet omräknas i proportion till vad deltiden\nutgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän avlönade med såväl fast som rörlig lön gäller att\nbeloppet ska nedräk-nas i proportion till den fasta lönens förhållande till\nden totala lönen. Med total lön av-ses - om företaget och tjänstemannen\ninte överenskommer om annat - genomsnittet av rörlig och fast lön under\n2016, 2017 och 2018.\u003C\u002Fp>\n\n\u003Cp>Fördelning av individuella lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Det utrymme som bildats enligt ovan ska fördelas individuellt med beaktande\nav de grundläggande principerna för den individuella och differentierade\nlönesättningen en-ligt “Regler för lönesättning” punkt 1.1.\u003C\u002Fp>\n\n\u003Cp>Individuell lönehöjning ska utges fr.o.m. den 1 maj 2017, den 1 maj 2018\noch den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-LOWWAGE_provision\">\u003Cp>1.3 Lägsta löner\u003C\u002Fp>\n\n\u003Cp>Lägsta löner för anställd som fyllt 18 år med kortare anställningstid\nän ett år är under tiden\u003C\u002Fp>\n\n\u003Cp>den 1 maj 2017 – 30 april 2018 .....17.519 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2018 – 30 april 2019 .....17.869 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2019 – 30 april 2020 .....18.226 kr\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För tjänsteman med ett års sammanlagd anställningstid i företaget är\nlägsta lönen un-der tiden\u003C\u002Fp>\n\n\u003Cp>den 1 maj 2017 – 30 april 2017 .....19.378 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2018 – 30 april 2019 ......19.766 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2019 – 30 april 2020 ......20.161 kr\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För att uppnå tillämpligt lönebelopp används tjänstemannens bidrag\ntill utrymmet. Om summan härav inte räcker för att uppnå lönebeloppet ska\nresterande del tillskjutas utom den tillgängliga ramen för\nlönehöjningar.\u003C\u002Fp>\n\n\u003Cp>Angivna lägsta löner avser tjänsteman med heltidsanställning. Vid\ntillämpningen av dessa belopp för deltidsanställda gäller att beloppen ska\nomräknas i proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>Med \"lön\" avses här\u003C\u002Fp>\n\n\u003Cp>• fast kontant lön\u003C\u002Fp>\n\n\u003Cp>• naturaförmåner i form av kost eller bostad enligt Skatteverket.\u003C\u002Fp>\n\n\u003Cp>• vid provision, tantiem och liknande rörliga löneformer:\ngenomsnittsvärdet härav enligt de normer som enligt ITP-avtalet gäller för\nbestämmande av pensionsmed-förande lön.\u003C\u002Fp>\n\n\u003Cp>De angivna lönebeloppen gäller även för vikarier, som i övrigt enligt\npunkt 2.2 är un-dantagna från löneavtalets tillämpning.\u003C\u002Fp>\n\n\u003Cp>1.4 Introduktionslön\u003C\u002Fp>\n\n\u003Cp>Introduktionslön kan tillämpas under förutsättning att\u003C\u002Fp>\n\n\u003Cp>• introduktions- och utbildningsprogram samt tidsplan har godkänts av den\nlokala fackliga organisationen och\u003C\u002Fp>\n\n\u003Cp>• att tjänsteman saknar erfarenhet av aktuella arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Introduktionslön gäller för nyanställda som vid tillträdet är i\nåldern 18 – 23 år och som ska genomgå planerad utbildning i anslutning\ntill arbetet.\u003C\u002Fp>\n\n\u003Cp>Lönen för sådan tjänsteman ska uppgå till lägst 75 % av lägsta lön\nför tjänsteman som fyllt 18 år. Introduktionslön får utgå under högst 12\nmånader, dock längst under den överenskomna introduktionstiden.\u003C\u002Fp>\n\n\u003Ch3>2. Omfattning\u003C\u002Fh3>\n\n\u003Cp>2.1\u003C\u002Fp>\n\n\u003Cp>Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 30 april 2017, den 30 april 2018 eller den 30 april\n2019.\u003C\u002Fp>\n\n\u003Cp>2.2 Undantag av vissa kategorier\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen omfattar ej tjänsteman som den 30 april 2017, den 30 april\n2018 eller den 30 april 2019\u003C\u002Fp>\n\n\u003Cp>• ej har fyllt 18 år\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• är anställd för vikariat eller avtalad visstid och vars anställning\nej har varat fortlö-pande under 6 månader\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• är anställd på prov och antingen ej har övergått direkt från\ntidigare anställning, i vilken han har omfattats av tjänstemannaavtal om\nallmänna villkor, eller vars an-ställning ej har varat fortlöpande under 6\nmånader\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• innehar anställning som utgör bisyssla\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• tjänsteman som fyllt 67 år.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan träffas om att lönehöjning ska utges till\ntjänsteman, som enligt ovan är undantagen från löneavtalet. Därvid ska\nbestämmelserna i detta vara vägle-dande.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman, som den 30 april 2017, den 30 april 2018 eller den 30 april\n2019, var anställd som vikarie eller på prov och som enligt första stycket\nej omfattas av lönere-visionen, under avtalsperioden erhåller\ntillsvidareanställning vid företaget ska bestäm-melserna i detta avtal vara\nvägledande vid fastställandet av tjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som den 30 april 2017, den 30 april 2018 eller den 30 april\n2019, är tjänstle-dig för minst tre månader framåt i tiden, av annat skäl\nän sjukdom eller föräldraledighet, är undantagen från detta löneavtal om\nej överenskommelse träffas om annat. När tjänste-mannen återgår i tjänst\nska lönen bestämmas efter samma normer som gällt för övriga tjänstemän\nvid företaget enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>2.3 Tjänstemän som slutat sin anställning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har slutat sin anställning den 1 maj 2017, den 1 maj 2018\neller den 1 maj 2019 eller senare och ej har fått lönehöjning enligt punkt\n1.2 ska han till företa-get anmäla sitt krav härpå senast inom en månad\nefter det att tjänstemännen vid företa-get har underrättats om att\nlönerevisionen är genomförd. Om tjänstemannen försum-mar detta, medför\ndetta löneavtal ej längre någon rätt för honom till lönehöjning.\u003C\u002Fp>\n\n\u003Cp>2.4 Anställningsavtal den 1 november året före lönerevision\u003C\u002Fp>\n\n\u003Cp>Om företaget och en tjänsteman den 1 november eller senare har träffat\navtal om an-ställning och därvid även om viss lön och de vidare\nuttryckligen har överenskommit att den avtalade lönen ska gälla oberoende av\nnästkommande lönerevision ska tjänste-mannen ej omfattas av löneavtalet\nifrågavarande år.\u003C\u002Fp>\n\n\u003Cp>2.5 Redan genomförd lönerevision\u003C\u002Fp>\n\n\u003Cp>Om företaget i avvaktan på detta löneavtal redan har utgett generella\noch\u002Feller indivi-duella lönehöjningar ska dessa avräknas mot vad\ntjänstemannen erhåller vid tillämp-ning av punkt 1.2 såvida ej uttrycklig\nlokal överenskommelse om annat har träffats.\u003C\u002Fp>\n\n\u003Ch3>3. Tillämpningsregler\u003C\u002Fh3>\n\n\u003Cp>3.1 Begreppet företag\u003C\u002Fp>\n\n\u003Cp>I det fall ett företag har sin verksamhet förlagd till olika orter eller\nom det på samma ort har flera enheter gäller följande vid beräkningen av\nramen för lönehöjningar enligt punkt 1.2. Om så har varit klar praxis vid\nföretaget vid tillämpningen av tidigare löne-avtal eller om lokal\növerenskommelse härom träffas, avses med \"företag\" företaget som helhet, i\nannat fall tillämpas avtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Cp>3.2 Retroaktiv omräkning\u003C\u002Fp>\n\n\u003Cp>I det fall detta löneavtal tillämpas retroaktivt gäller följande\nbeträffande sjukavdrag, tjänstledighetsavdrag och utbetalade\növertidsersättningar.\u003C\u002Fp>\n\n\u003Cp>Individuell omräkning av sjukavdrag ska ske enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag t o m 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>Retroaktiv omräkning ska ej ske för sjukavdrag fr o m 15:e kalenderdagen\nannat än i den mån lönehöjningen beaktats vid fastställande av\nsjukpenningen.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Omräkningen ska ske med\nden genom-snittliga lönehöjningen för tjänstemännen vid företaget,\nsåvida inte lokal överenskom-melse träffas om att omräkningen ska ske\nindividuellt för varje tjänsteman.\u003C\u002Fp>\n\n\u003Cp>3.3 Arbetstidsförändring\u003C\u002Fp>\n\n\u003Cp>Om arbetstidens längd för tjänstemännen vid företaget eller vissa av\ndessa förändras den 1 maj 2017, den 1 maj 2018 eller den 1 maj 2019 eller\nsenare ska lönerna för be-rörda tjänstemän ändras i proportion till\narbetstidsförändringen.\u003C\u002Fp>\n\n\u003Ch3>4. Provision\u003C\u002Fh3>\n\n\u003Cp>4.1\u003C\u002Fp>\n\n\u003Cp>Garanterat provisionsbelopp till tjänsteman helt avlönad med provision\nhöjs med 285 kr per månad den 1 maj 2017, med 291 kr per månad den 1 maj\n2018 och 297 kr den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>4.2\u003C\u002Fp>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas - med\nbeaktande av att det ligger i nämnda löneformers natur att årsförtjänsten\nför den enskilde tjänste-mannen kan variera - att förtjänstutvecklingen på\nsikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>4.3\u003C\u002Fp>\n\n\u003Cp>För tjänsteman avlönad med provision eller andra rörliga lönedelar\ngaranteras att utgå-ende lön per månad, beräknad på ett genomsnitt av\nnärmast föregående tremånaders-period, uppgår till tillämplig lägstlön.\nDenna bestämmelse utgör inte hinder för lägre garantilön eller motsvarande\nenligt tillämpligt system för provisionslön eller andra rör-liga\nlönedelar.\u003C\u002Fp>\n\n\u003Ch3>5. Vissa pensionsfrågor\u003C\u002Fh3>\n\n\u003Cp>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensionsberät-tigad, ska höjningen ej vara pensionsmedförande. Om\nanställningen har upphört på grund av pensionsfall ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fp>\n\n\u003Cp>Företagen ska till Collectum respektive PRI såsom pensionsmedförande lön\nanmäla lönehöjning enligt punkt 1.2 fr.o.m. den 1 maj 2017, den 1 maj 2018\noch den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning vid lönerevision - Unionen\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om följande förhandlingsordning för lönerevision per\nden 1 maj 2017, den 1 maj 2018 och den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>Om part så begär i samband med fastställandet av tidsplan inleds\nförhandlingarna med en genomgång av avtalets innebörd i syfte att undanröja\neventuella oklarheter.\u003C\u002Fp>\n\n\u003Cp>a) Tjänstemännen ska till företaget senast den 28 juni 2017, den 19 mars\n2018 re-spektive 19 mars 2019, lämna skriftlig uppgift på berörda medlemmar\noch av dem utsedda representanter.\u003C\u002Fp>\n\n\u003Cp>Företaget ska senast den 1 september 2017, den 30 april 2018 respektive den\n30 april 2019, till den eller de utsedda representanterna lämna skriftligt\nmeddelande om de nya löner som avses utgå till berörda tjänstemän.\u003C\u002Fp>\n\n\u003Cp>b) Om tjänstemännen önskar påkalla lokala förhandlingar rörande den\nsålunda med-delade lönesättningen, ska meddelande härom, med\nrevisionsförslag av represen-tanter för tjänstemännen inlämnas till\nföretaget senast den 20 september 2017, den 15 maj 2018 respektive den 15 maj\n2019. De lokala förhandlingarna om lönesätt-ningen ska upptagas snarast och\nvara avslutade senast den 6 oktober 2017, den 30 maj 2018 respektive den 30 maj\n2019.\u003C\u002Fp>\n\n\u003Cp>c) Om den lokala förhandlingen enligt b) ej leder till uppgörelse, må\nfrågan hänskju-tas till central förhandling mellan Svensk Handel och\nUnionen. Begäran om sådan central förhandling ska ske skriftligen och\npåkallas hos Svensk Handel respektive Unionen senast den 20 oktober 2017, den\n13 juni 2018 respektive den 13 juni 2019, varefter det ankommer på Svensk\nHandel och Unionen att utan dröjsmål fastställa för parterna lämplig dag\nför central förhandling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna äger träffa överenskommelse om avvikelse från den\nunder punk-terna a) och b) angivna förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>I de fall denna förhandlingsordning ej sätts i kraft enligt a) därför\natt det saknas lokal facklig representation äger den anställde begära\nförhandling om ny lön senast den 28 juni 2017, den 19 mars 2018 respektive\nden 19 mars 2019. Arbetsgivaren ska sen-ast inom 14 dagar härefter lämna\nmeddelande om den nya lön som avses utgå. Tjäns-temannen har rätt att\nsenast inom 14 dagar begära förhandling. Vid förhandlingen kan\ntjänstemannen biträdas av ombudsman.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Cp>Centralt löneavtal med löneöversyn\u003C\u002Fp>\n\n\u003Cp>Svensk Handel och Unionen har i detta kollektivavtal tre skilda\nlönemodeller, bilaga 3 (centralt löneavtal), bilaga 4 (centralt löneavtal\nmed löneöversyn) och bilaga 5 (lokalt löneavtal). De centrala parterna är\növerens om att det är av särskild vikt att företagen iakttar en\nlångsiktighet i val av lönemodell.\u003C\u002Fp>\n\n\u003Cp>Företag har efter förhandling enligt medbestämmandelagen möjlighet att\nbyta lönemo-dell. Sådan förhandling ska ske minst sex månader innan\nnästkommande lönerevis-ionsdatum. Härvid ska företaget med\ntjänstemannaklubben gå igenom aktuell löne-struktur för vid företaget\nanställda tjänstemän. Det är av vikt att parterna försöker att komma\növerens i valet av lönemodell. Byte av lönemodell kan endast ske en gång\ninom avtalsperioden.\u003C\u002Fp>\n\n\u003Cp>Vid byte från lönemodell enligt bilaga 3 till lönemodell enligt bilaga 4\neller 5 förut-sätts att lokal tjänstemannaklubb finns. För byte av\nlönemodell från bilaga 3 eller 4 till bilaga 5 krävs dessutom lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Upphör tjänstemannaklubb kan lönemodell enligt bilaga 4 genomföras med\nUnionens regionkontor vid kommande lönerevision. Har ingen ny\ntjänstemannaklubb bildats därefter ska företaget tillämpa lönemodell\nenligt bilaga 3.\u003C\u002Fp>\n\n\u003Cp>För det fall arbetsplatsombud med förhandlingsmandat finns på företaget\nkan lönemo-dell enligt bilaga 4 fortsätta tillämpas.\u003C\u002Fp>\n\n\u003Cp>1 Den 1 maj 2017, den 1 maj 2018 och den 1 maj 2019\u003C\u002Fp>\n\n\u003Cp>1.1 Gemensamma utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Lönesättning och löneutveckling sker mot bakgrund av de förhållanden\nsom skapar fö-retagets ekonomiska förutsättningar. Därigenom skapas\nuthålliga förutsättningar för en real löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha medar-betare med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Här ska\nuppmärksamhet riktas mot tjänstemän med en ogynnsam kompetens- och\nlöneutveckling.\u003C\u002Fp>\n\n\u003Cp>• Lönerna ska vara individuella och differentierade.\u003C\u002Fp>\n\n\u003Cp>• Lönerna ska bestämmas med hänsyn till ansvaret och svårighetsgraden\ni befatt-ningen och tjänstemannens sätt att uppfylla dessa krav.\u003C\u002Fp>\n\n\u003Cp>• Lönen bör öka när ansvaret och svårighetsgraden ökar och då\ntjänstemannens pre-station och duglighet blir större.\u003C\u002Fp>\n\n\u003Cp>• Varje medarbetare ska veta på vilka grunder lönen sätts och vad\nmedarbetaren kan göra för att öka lönen. Varje chef bör hålla utvecklings\n– och lönesamtal som ett medel för att erhålla en grund för bedömning av\nutvecklingsinsatser och lönesätt-ning för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>• Marknadskrafterna och de lokala parternas önskan om en viss\nlönestruktur i före-taget påverkar också lönerna.\u003C\u002Fp>\n\n\u003Cp>Ökad kunskap och erfarenhet gör att tjänstemännen kan utvecklas för att\nutföra ar-betsuppgifter som är mer kvalificerade och mer ansvarskrävande.\nDetta ska ge ut-slag i lönen, varvid löneökning utges utöver det allmänna\nutrymmet.\u003C\u002Fp>\n\n\u003Cp>• För högre tjänstemän, såväl chefer som arbetsledare och\nspecialister, är följande faktorer av särskild betydelse vid\nlönesättningen: Ledningsförmåga, omdöme och initiativförmåga, ekonomiskt\nansvar, samarbetsförmåga, idérikedom och innovat-ionskraft samt pedagogisk\nförmåga.\u003C\u002Fp>\n\n\u003Cp>• Män och kvinnor ska ha lika lön för arbete som är lika eller som är\natt betrakta som likvärdigt. Parterna enas om att de lokala parterna inför de\nlöneförhandlingar som ska ske enligt avtalen, ska analysera kvinnornas löner\ni förhållande till män-nens. Framgår det av dessa analyser att omotiverade\nlöneskillnader finns i företa-get ska dessa justeras i samband med\nförhandlingarna.\u003C\u002Fp>\n\n\u003Cp>• Vid lönekartläggning enligt diskrimineringslagen bör de lokala\nparterna hitta och utveckla former för samverkan.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän som har varit eller är föräldralediga ska ingå i\nordinarie lönerevision och ska inte, på grund av ledigheten, ha en ogynnsam\nlöneutveckling i förhållande till övriga tjänstemän på företaget.\u003C\u002Fp>\n\n\u003Cp>• För äldre tjänstemän gäller samma principer som för yngre.\u003C\u002Fp>\n\n\u003Cp>1.2 Löneöversyn\u003C\u002Fp>\n\n\u003Cp>De lokala parterna skall under vart och ett av avtalsåren 2017, 2018 och\n2019 utöver nedan angivet utrymme förhandla om löneökningar i syfte att\nför tjänstemannagruppen bibehålla eller uppnå önskad lönestruktur.\u003C\u002Fp>\n\n\u003Cp>I samband med löneöversynen ska företaget och tjänstemannaklubben gå\nigenom föl-jande.\u003C\u002Fp>\n\n\u003Cp>• Nuvarande lönestruktur och framtida behov av förändring.\u003C\u002Fp>\n\n\u003Cp>• Mål och prioriteringar samt därtill hörande lönekriterier för den\nkommande löne-revisionen.\u003C\u002Fp>\n\n\u003Cp>Vid överväganden beträffande lönestrukturen skall beaktas de i gruppen\ningående tjänstemännens ökade erfarenheter i sina befattningar, mer\nkvalificerade arbetsuppgif-ter, höjda krav i arbetet, större befogenheter och\nansvar, befordran, bättre arbetsinsat-ser samt sådan utveckling av egen och\nandras kompetens som är av vikt för verksam-heten.\u003C\u002Fp>\n\n\u003Cp>Särskilda hänsyn skall vidare tas till individer med ogynnsamt löneläge\neller ogynn-sam löneutveckling. Skulle en sådan individ likväl inte få del\nav löneökning vid över-synen skall – på endera parts begäran –\nsärskild överläggning föras om dennes förut-sättningar för\narbetsuppgifterna, behov av kompetenshöjning eller andra ända-målsenliga\nåtgärder.\u003C\u002Fp>\n\n\u003Cp>Löneökningar till följd av löneöversyn gäller, om inte annat\növerenskommes, med ver-kan från den 1 maj 2017, den 1 maj 2018 respektive den\n1 maj 2019.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>1.3 Beräkning av utrymme för individuella lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Ett allmänt utrymme beräknas som 1,5 % av summan av de fasta kontanta\nlönerna för tjänstemän den 30 april 2017, 1,5 % den 30 april 2018 och 1,5 %\nden 30 april 2019.\u003C\u002Fp>\n\n\u003Cp>Heltidsanställd garanteras, om ej annat överenskommes lokalt, vid\nrespektive lönere-vision 285 kr, 291 kr och 297 kr per månad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För deltidsanställd ska beloppet omräknas i proportion till vad deltiden\nutgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän avlönade med såväl fast som rörlig lön gäller att\nbeloppet ska nedräk-nas i proportion till den fasta lönens förhållande till\nden totala lönen. Med total lön av-ses - om företaget och tjänstemannen\ninte överenskommer om annat - genomsnittet av rörlig och fast lön under\nföregående avtalsår.\u003C\u002Fp>\n\n\u003Cp>Individuell lönehöjning ska utges fr o m den 1 maj 2017, den 1 maj 2018\noch den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>1.4 Lägsta löner\u003C\u002Fp>\n\n\u003Cp>Lägsta löner för anställd som fyllt 18 år med kortare anställningstid\nän ett år är under tiden\u003C\u002Fp>\n\n\u003Cp>den 1 maj 2017 – 30 april 2018 .....17.519 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2018 – 30 april 2019 .....17.869 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2019 – 30 april 2020 .....18.226 kr\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med ett års sammanlagd anställningstid i företaget är\nlägsta lönen un-der tiden\u003C\u002Fp>\n\n\u003Cp>den 1 maj 2017 – 30 april 2018 -----19.378 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2018 – 30 april 2019 -----19.766 kr \u003C\u002Fp>\n\n\u003Cp>den 1 maj 2019 – 30 april 2020 -----20.161 kr\u003C\u002Fp>\n\n\u003Cp>För att uppnå tillämpligt lönebelopp används tjänstemannens bidrag\ntill utrymmet. Om summan härav inte räcker för att uppnå lönebeloppet ska\nresterande del tillskjutas utom den tillgängliga ramen för\nlönehöjningar.\u003C\u002Fp>\n\n\u003Cp>Angivna lägsta löner avser tjänsteman med heltidsanställning. Vid\ntillämpningen av dessa belopp för deltidsanställda gäller att beloppen ska\nomräknas i proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>Med \"lön\" avses här\u003C\u002Fp>\n\n\u003Cp>• fast kontant lön\u003C\u002Fp>\n\n\u003Cp>• naturaförmåner i form av kost eller bostad enligt Skatteverket\u003C\u002Fp>\n\n\u003Cp>• vid provision, tantiem och liknande rörliga löneformer:\ngenomsnittsvärdet härav enligt de normer som enligt ITP-avtalet gäller för\nbestämmande av pensionsmed-förande lön.\u003C\u002Fp>\n\n\u003Cp>De angivna lönebeloppen gäller även för vikarier, som i övrigt enligt\npunkt 2.2 är un-dantagna från löneavtalets tillämpning. Så kallade\nsommarvikarier och motsvarande omfattas dock ej.\u003C\u002Fp>\n\n\u003Cp>1.5 Introduktionslön\u003C\u002Fp>\n\n\u003Cp>Introduktionslön kan tillämpas under förutsättning att\u003C\u002Fp>\n\n\u003Cp>• introduktions- och utbildningsprogram samt tidsplan har godkänts av den\nlokala fackliga organisationen och\u003C\u002Fp>\n\n\u003Cp>• att tjänsteman saknar erfarenhet av aktuella arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Introduktionslön gäller för nyanställda som vid tillträdet är i\nåldern 18 – 23 år och som ska genomgå planerad utbildning i anslutning\ntill arbetet.\u003C\u002Fp>\n\n\u003Cp>Lönen för sådan tjänsteman kan uppgå till lägst 75 % av lägsta lön\nför tjänsteman som fyllt 18 år. Introduktionslön får utgå under högst 12\nmånader, dock längst under den överenskomna introduktionstiden.\u003C\u002Fp>\n\n\u003Cp>2 Omfattning\u003C\u002Fp>\n\n\u003Cp>2.1\u003C\u002Fp>\n\n\u003Cp>Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 30 april 2017, den 30 april 2018 respektive den 30 april\n2019.\u003C\u002Fp>\n\n\u003Cp>2.2 Undantag av vissa kategorier\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen omfattar ej tjänsteman som vid under 2.1 angivna datum\u003C\u002Fp>\n\n\u003Cp>• ej har fyllt 18 år\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• är anställd för vikariat eller avtalad visstid och vars anställning\nej har varat fortlö-pande under 6 månader\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• är anställd på prov och antingen ej har övergått direkt från\ntidigare anställning, i vilken han har omfattats av tjänstemannaavtal om\nallmänna villkor, eller vars an-ställning ej har varat fortlöpande under 6\nmånader\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• innehar anställning som utgör bisyssla\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• tjänsteman som fyllt 67 år.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan träffas om att lönehöjning ska utges till\ntjänsteman, som enligt ovan är undantagen från löneavtalet. Därvid ska\nbestämmelserna i detta vara vägle-dande.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman, som vid under 2.1 angivna datum var anställd som vikarie\neller på prov och som enligt första stycket ej omfattas av lönerevisionen,\nunder avtalsperioden erhåller tillsvidareanställning vid företaget ska\nbestämmelserna i detta avtal vara väg-ledande vid fastställandet av\ntjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vid under 2.1 angivna datum är tjänstledig för minst tre\nmånader framåt i tiden av annat skäl än sjukdom eller föräldraledighet\när undantagen från detta löneavtal om ej överenskommelse träffas om annat.\nNär tjänstemannen återgår i tjänst ska lönen bestämmas efter samma\nnormer som gällt för övriga tjänstemän vid företa-get enligt detta\navtal.\u003C\u002Fp>\n\n\u003Cp>2.3 Tjänstemän som slutat sin anställning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har slutat sin anställning den 1 maj 2017, den 1 maj 2018\neller den 1 maj 2019 eller senare och ej har fått lönehöjning enligt punkt\n1.3 ska han till företa-get anmäla sitt krav härpå senast inom en månad\nefter det att tjänstemännen vid företa-get har underrättats om att\nlönerevisionen är genomförd. Om tjänstemannen försum-mar detta, medför\ndetta löneavtal ej längre någon rätt för honom till lönehöjning.\u003C\u002Fp>\n\n\u003Cp>2.4 Anställningsavtal den 1 november året före lönerevision\u003C\u002Fp>\n\n\u003Cp>Om företaget och en tjänsteman den 1 november eller senare har träffat\navtal om an-ställning och därvid även om viss lön och de vidare\nuttryckligen har överenskommit att den avtalade lönen ska gälla oberoende av\nnästkommande lönerevision ska tjänste-mannen ej omfattas av löneavtalet\nför ifrågavarande år.\u003C\u002Fp>\n\n\u003Cp>2.5 Redan genomförd lönerevision\u003C\u002Fp>\n\n\u003Cp>Om företaget i avvaktan på detta löneavtal redan har utgett generella\noch\u002Feller indivi-duella lönehöjningar ska dessa avräknas mot vad\ntjänstemannen erhåller vid tillämp-ning av punkt 1.3 såvida ej uttrycklig\nlokal överenskommelse om annat har träffats.\u003C\u002Fp>\n\n\u003Cp>2.6 Kontraktslön\u003C\u002Fp>\n\n\u003Cp>Löneavtalet tillämpas även för en tjänsteman med kontraktslön, om det\nej framgår av omständigheterna att så ej varit avsikten då kontraktet\nupprättades eller förnyades.\u003C\u002Fp>\n\n\u003Cp>3. Tillämpningsregler\u003C\u002Fp>\n\n\u003Cp>3.1 Begreppet företag\u003C\u002Fp>\n\n\u003Cp>I det fall ett företag har sin verksamhet förlagd till olika orter eller\nom det på samma ort har flera enheter gäller följande vid beräkningen av\nramen för lönehöjningar enligt punkt 1.3. Om så har varit klar praxis vid\nföretaget vid tillämpningen av tidigare löne-avtal eller om lokal\növerenskommelse härom träffas, avses med \"företag\" företaget som helhet, i\nannat fall tillämpas avtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Cp>3.2 Retroaktiv omräkning\u003C\u002Fp>\n\n\u003Cp>I det fall detta löneavtal tillämpas retroaktivt gäller följande\nbeträffande sjukavdrag, tjänstledighetsavdrag och utbetalade\növertidsersättningar.\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag ska omräknas enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag t o m 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>Retroaktiv omräkning ska ej ske för sjukavdrag fr o m 15:e kalenderdagen\nannat än i den mån lönehöjningen beaktats vid fastställande av\nsjukpenningen.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Omräkningen ska ske med\nden genom-snittliga lönehöjningen för tjänstemännen vid företaget,\nsåvida inte lokal överenskom-melse träffas om att omräkningen ska ske\nindividuellt för varje tjänsteman.\u003C\u002Fp>\n\n\u003Cp>3.3 Arbetstidsförändring\u003C\u002Fp>\n\n\u003Cp>Om arbetstidens längd för tjänstemännen vid företaget eller vissa av\ndessa förändras den 1 maj 2017, den 1 maj 2018 eller den 1 maj 2019 eller\nsenare ska lönerna för be-rörda tjänstemän ändras i proportion till\narbetstidsförändringen om inte annat överens-kommes lokalt.\u003C\u002Fp>\n\n\u003Cp>4. Provision\u003C\u002Fp>\n\n\u003Cp>4.1\u003C\u002Fp>\n\n\u003Cp>Garanterat provisionsbelopp till tjänsteman helt avlönad med provision\nhöjs med 285 kr per månad den 1 maj 2017, med 291 kr per månad den 1 maj\n2018 och med 297 kr per månad den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>4.2\u003C\u002Fp>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas - med\nbeaktande av att det ligger i nämnda löneformers natur att årsförtjänsten\nför den enskilde tjänste-mannen kan variera - att förtjänstutvecklingen på\nsikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>5. Vissa pensionsfrågor\u003C\u002Fp>\n\n\u003Cp>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensionsberät-tigad, ska höjningen ej vara pensionsmedförande. Om\nanställningen har upphört på grund av pensionsfall ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fp>\n\n\u003Cp>Företagen ska till Collectum eller PRI såsom pensionsmedförande lön\nanmäla lönehöj-ning enligt punkt 1.3 fr o m den 1 maj 2017, den 1 maj 2018\noch den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning vid lönerevision - Unionen\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om följande förhandlingsordning för lönerevision per\nden 1 maj 2017, den 1 maj 2018 respektive den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>Om part så begär i samband med fastställandet av tidsplan inleds\nförhandlingarna med en genomgång av avtalets innebörd i syfte att undanröja\neventuella oklarheter.\u003C\u002Fp>\n\n\u003Cp>a) Tjänstemännen ska till företaget senast den 28 juni 2017, den 19 mars\n2018 re-spektive den 19 mars 2019, lämna skriftlig uppgift på berörda\nmedlemmar och av dem utsedda representanter.\u003C\u002Fp>\n\n\u003Cp>Företaget ska senast den 1 september 2017, den 30 april 2018 respektive den\n30 april 2019 till den eller de utsedda representanterna lämna skriftligt\nmeddelande om de nya löner som avses utgå till berörda tjänstemän.\u003C\u002Fp>\n\n\u003Cp>b) Om tjänstemännen önskar påkalla lokala förhandlingar rörande den\nsålunda med-delade lönesättningen, ska meddelande härom, med\nrevisionsförslag av represen-tanter för tjänstemännen inlämnas till\nföretaget senast den 20 september 2017, den 15 maj 2018 respektive den 15 maj\n2019. De lokala förhandlingarna om lönesätt-ningen ska upptas snarast och\nvara avslutade senast den 6 oktober 2017, den 30 maj 2018 respektive den 30 maj\n2019.\u003C\u002Fp>\n\n\u003Cp>c) Om den lokala förhandlingen enligt b) ej leder till uppgörelse, må\nfrågan hänskju-tas till central förhandling mellan Svensk Handel och\nUnionen. Begäran om sådan central förhandling ska ske skriftligen och\npåkallas hos Svensk Handel respektive Unionen senast den 20 oktober 2017, den\n13 juni 2018 respektive den 13 juni 2019, varefter det ankommer på Svensk\nHandel och Unionen att utan dröjsmål fastställa för parterna lämplig dag\nför central förhandling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna äger träffa överenskommelse om avvikelse från den\nunder punk-terna a) och b) angivna förhandlingsordningen\u003C\u002Fp>\n\n\u003Cp>Lokalt löneavtal\u003C\u002Fp>\n\n\u003Cp>Inledning\u003C\u002Fp>\n\n\u003Cp>Det traditionella centrala löneavtalet anger hur löneökningarna ska\nräknas fram, t ex i kronor, procent och fördelning av potter. Detta avtal är\nett alternativ och anger inte så-dana regler. Det är arbetsgivaren och den\nlokala fackliga organisationen som tillsam-mans kommer överens om hur\nförhandlingarna ska gå till, löneutrymme, samt den in-dividuella\nfördelningen.\u003C\u002Fp>\n\n\u003Cp>Förutsättningar\u003C\u002Fp>\n\n\u003Cp>Tillämpning av detta avtal inleds genom att arbetsgivaren enligt nedan\nangivna för-handlingsordning begär det hos den lokala tjänstemannaparten på\nföretaget senast de datum som framgår av förhandlingsordning för lokalt\nlöneavtal.\u003C\u002Fp>\n\n\u003Cp>Med lokal tjänstemannapart enligt detta avtal förstås tjänstemannaklubb\neller där så-dan saknas facklig förtroendeman med behörighet att\nlöneförhandla.\u003C\u002Fp>\n\n\u003Cp>En information om avtalets innebörd lämnas till samtliga tjänstemän.\nArbetsgivaren och berörd lokal tjänstemannapart anordnar en sådan\ninformation.\u003C\u002Fp>\n\n\u003Cp>Inför varje lönerevision ska arbetsgivaren och berörd lokal\ntjänstemannapart göra en gemensam bedömning av de ekonomiska\nförutsättningarna för företaget. Berörd lokal tjänstemannapart ska\nerhålla all relevant information som behövs i förhandlingarna, t ex\nföretagets resultat och framtidsutsikter, ekonomin för de olika\nresultatenheterna, försäljningsstatistik m.m.\u003C\u002Fp>\n\n\u003Cp>En gemensam bedömning ska också omfatta lönesituationen i företaget.\nT.ex. löneut-vecklingen de senaste två åren, ”intern lönestatistik”\nsamt löneskillnader mellan olika grupper exempelvis mellan män och\nkvinnor.\u003C\u002Fp>\n\n\u003Cp>Efter varje genomförd lönerevision enligt detta avtal ska arbetsgivaren\noch lokal tjäns-temannapart gemensamt göra en utvärdering av revisionen.\u003C\u002Fp>\n\n\u003Cp>Lokalt löneavtal har samma giltighetstid som det centrala löneavtalet och\nupphör att gälla vid samma tidpunkt som det centrala avtalet oavsett lokal\nreglering.\u003C\u002Fp>\n\n\u003Cp>Regler för lönesättning\u003C\u002Fp>\n\n\u003Cp>Utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en real löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha medar-betare med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kom-petens- och löneutveckling ska\nsärskild uppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Cp>Det individuella lönesystemet\u003C\u002Fp>\n\n\u003Cp>Lönerna ska vara individuella och differentierade. Marknadskrafterna och de\nlokala parternas uppfattning om en viss lönestruktur i företaget påverkar\nockså lönerna. Varje tjänsteman ska veta på vilka grunder lönen sätts och\nvad tjänstemannen kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska medverka till tjänstemännens\nkompetensut-veckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att ut-föra arbetsuppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjäns-temännen sker på så objektiva grunder som möjligt.\nUtvecklingssamtal kan vara ett medel för att erhålla en grund för bedömning\nav utvecklingsinsatser och lönesättning för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>Lönesättning\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till\u003C\u002Fp>\n\n\u003Cp>• arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav,\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens prestation och sätt att uppfylla kraven som ställs,\u003C\u002Fp>\n\n\u003Cp>• ekonomiskt ansvar.\u003C\u002Fp>\n\n\u003Cp>Viktiga faktorer som också ska vägas in vid lönesättningen är\ntjänstemannens\u003C\u002Fp>\n\n\u003Cp>• kunskaper och erfarenheter,\u003C\u002Fp>\n\n\u003Cp>• förmåga att leda, ta initiativ och samarbeta,\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens idérikedom och pedagogiska färdigheter.\u003C\u002Fp>\n\n\u003Cp>Löneökningar\u003C\u002Fp>\n\n\u003Cp>• Det är av stor vikt att företaget har en väl utvecklad och förankrad\nlönepolicy.\u003C\u002Fp>\n\n\u003Cp>• Om tjänsteman fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge utslag i lönen.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneök-ning ska i normalfallet ske i samband med befordran.\u003C\u002Fp>\n\n\u003Cp>• Löneökningar som ska fördelas individuellt enligt avtal ska fördelas\nmed ovanstå-ende utgångspunkter som grund.\u003C\u002Fp>\n\n\u003Cp>Löneförhållanden\u003C\u002Fp>\n\n\u003Cp>• Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid\nlönesättning och lönejämfö-relse ska även förmåner utöver lön\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>• Män och kvinnor ska ha lika lön för arbete som är lika eller som är\natt betrakta som likvärdigt om inte löneskillnaderna beror på faktorer som\ngäller för den indi-viduella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän med lång erfarenhet i företaget inom sitt\narbete\u002Fyrkesområde ska inte ha en ogynnsam löneutveckling i förhållande\ntill tjänstemän med kortare erfaren-het.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän som har varit eller är föräldralediga ska inte, på\ngrund av ledigheten, ha en ogynnsam löneutveckling i förhållande till\növriga tjänstemän i företaget.\u003C\u002Fp>\n\n\u003Cp>• Med tjänsteman, som inte erhåller godtagbar lönehöjning, bör\nsärskilda överlägg-ningar föras mellan lönesättande chef och medarbetare\nom dennes förutsättningar för arbetsuppgifterna och\narbetsförutsättningarna, behov av kompetenshöjande in-satser eller andra\nändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>Ingångslöner\u003C\u002Fp>\n\n\u003Cp>Med ingångslöner avses lönesättning vid nyanställning, vid befordran\noch när tjänste-mannen får nya arbetsuppgifter i företaget.\u003C\u002Fp>\n\n\u003Cp>• Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget.\u003C\u002Fp>\n\n\u003Cp>• Hänsyn ska därvid tas till omvärlden, tjänstemannens kunskaper och\nerfarenheter samt de krav som ställs i den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>• Ingångslönen ska fastställas enligt utgångspunkterna för det\nindividuella lönesy-stemet och principerna för ingångslöner som framgår\novan. Ökad förmåga och er-farenhet ska medföra löneutveckling\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Nedanstående förhandlingsordning gäller.\u003C\u002Fp>\n\n\u003Cp>1) Senast den 28 juni 2017, 1 mars 2018 respektive 1 mars 2019, ska\narbetsgivaren till lokal tjänstemannapart anmäla sitt önskemål om att\ntillämpa lokalt löneavtal. Med lokal tjänstemannapart enligt detta avtal\nförstås tjänstemannaklubb, eller där sådan saknas facklig förtroendeman\nmed behörighet att löneförhandla.\u003C\u002Fp>\n\n\u003Cp>2) Arbetsgivaren och lokal tjänstemannapart ska gemensamt informera\nsamtliga be-rörda tjänstemän om innebörden av och syftet med avtalet.\nSkulle parterna i sam-band med informationen inte finna fortsatt tillämpning\nmeningsfull ska denna av-brytas och snarast övergå till förhandlingar enligt\ndet centrala löneavtalets bestäm-melser.\u003C\u002Fp>\n\n\u003Cp>3) Om de lokala parterna kommer överens om att fortsätta att tillämpa\nLokalt löneav-tal ska en förhandlingsordning upprättas, d.v.s. när\nförhandlingarna ska starta och när de ska vara avslutade. I samband därmed\nska lokal tjänstemannapart informera arbetsgivaren om vilka tjänstemän som\nman företräder i förhandlingen.\u003C\u002Fp>\n\n\u003Cp>Förhandlingarna ska dock genomföras på ett sådant sätt att de kan vara\navslutade före den tidpunkt som anges i punkt 5 nedan.\u003C\u002Fp>\n\n\u003Cp>4) Under förhandlingen kan de lokala parterna hos de centrala parterna\nbegära råd\u002Fbiträde.\u003C\u002Fp>\n\n\u003Cp>5) Om de lokala parterna med eller utan rådgivning från centrala parterna\ninte kan träffa överenskommelse ska förhandlingarna enligt detta avtal\navbrytas. Därefter ska arbetsgivaren och lokal tjänstemannapart snarast, dock\nsenast den 1 september 2017, 30 april 2018 respektive 30 april 2019, inleda\nförhandlingar enligt det cen-trala löneavtalet.\u003C\u002Fp>\n\n\u003Cp>Träffas ingen lokal överenskommelse ska central förhandling påkallas\nsenast inom tio dagar från den lokala förhandlingens avslutande.\u003C\u002Fp>\n\n\u003Cp>Arbetsgång och chefernas ansvar\u003C\u002Fp>\n\n\u003Cp>Chef ska diskutera arbetsresultat och sambandet med lönesättningen med var\noch en av sina medarbetare. Berörda centrala parter ska utarbeta ett gemensamt\nmaterial som kan vara till hjälp vid sådana samtal.\u003C\u002Fp>\n\n\u003Cp>Varje chef ska ägna särskild omsorg åt de medarbetare som enligt\nföretagets uppfatt-ning inte når upp till de mål som överenskommits och\ndärför får mindre löneökning än vad flertalet i gruppen\u002Fföretaget får.\nSådan medarbetare ska erhålla möjlighet att för-bättra sina arbetsinsatser\ngenom t.ex. utbildning, förändringar i arbetsfördelning och\narbetsorganisation. En särskild plan för sådana insatser ska upprättas.\u003C\u002Fp>\n\n\u003Cp>Om lokal tjänstemannapart eller berörd medlem begär det ska den lokala\ntjänsteman-naparten medverka vid sådana förändringar\u002Futvecklingsinsatser\nsom kan behövas för att få en positiv förändring av arbetsresultatet.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen ska fortlöpande följas av chef och facklig representant.\nStora krav ställs särskilt på att analysera orsakerna till att vissa\ntjänstemän får mindre löneökningar än flertalet i gruppen\u002Fföretaget.\nArbetsgivaren kan inte hävda brist i måluppfyllelse hos enskild tjänsteman\nom inte möjligheter till utvecklingsinsatser givits.\u003C\u002Fp>\n\n\u003Cp>Utvärdering av lönerevisionen\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och lokal tjänstemannapart ska göra en gemensam utvärdering\nefter av-slutad lönerevision. Följande punkter bör beaktas:\u003C\u002Fp>\n\n\u003Cp>• De anställdas och ledningens allmänna reaktioner om försöket med\nlokal lönesätt-ning utan traditionella centrala löneavtal.\u003C\u002Fp>\n\n\u003Cp>• Chefernas förmåga att informera medarbetarna om den nya lönen i\nförhållande till arbetsuppgifter och prestationer.\u003C\u002Fp>\n\n\u003Cp>• Resultat av särskilda utvecklingsinsatser för vissa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>• Har t.ex. osakliga löneskillnader mellan män och kvinnor rättats\ntill? Jämförelse med vad man vet om lönerna hos konkurrenter inom\nbranschen.\u003C\u002Fp>\n\n\u003Cp>• Jämförelse med löneutvecklingen tidigare år i företaget.\u003C\u002Fp>\n\n\u003Cp>• Förändringar som behöver göras för att man ska fortsätta med\nLokalt löneavtal nästa avtalsperiod.\u003C\u002Fp>\n\n\u003Cp>Respektive part kan dessutom göra en egen utvärdering för att få reda\npå hur de egna målen och förväntningarna har blivit uppfyllda.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 7\u003C\u002Fh2>\n\n\u003Cp>Utdrag ur förhandlingsprotokoll 2013-05-21, Svensk Handel-Unionen\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>För de företag som träffat lokala eller enskilda överenskommelser enligt\ntidigare Sif avtal äger dessa fortsatt giltighet.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>För företag som den 30 april 2013 var bundna av f d Sif avtalet gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>a) företag som tidigare omfattats av f d Sifs lönemodell kan om\ntjänstemannaklubb saknas tillämpa den modellen längst till och med\nlönerevisionen 2014 och därefter tillämpas lönemodell enligt bilaga 3.\u003C\u002Fp>\n\n\u003Cp>b) regeln om begränsningsperiod för ordinarie arbetstid § 2.1 i\narbetstidsavtalet gäller från och med den 1 januari 2014.\u003C\u002Fp>\n\n\u003Cp>c) regeln om begränsningsperiod avseende sammanlagd arbetstid § 6 i\narbetstidsavta-let gäller från och med den 1 januari 2014.\u003C\u002Fp>\n\n\u003Cp>d) regeln om allmän övertid om 200 timmar gäller från och med den 1\njanuari 2014.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 8\u003C\u002Fh2>\n\n\u003Cp>Överenskommelse mellan Svensk Handel och Unionen avseende system för\nkollektivavtalad deltid i pensionssyfte\u003C\u002Fp>\n\n\u003Cp>Överenskommelse rörande avsättningar till deltidspension\u003C\u002Fp>\n\n\u003Cp>Generella regler\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Parterna har träffat överenskommelse om att införa ett system för\ndeltidspension på avtalsområdet. Detta innebär bland annat att arbetsgivaren\nska betala en komplette-rande premie till ITP-planen, jfr p 7.2 i avdelning 1\nrespektive p 6.4 i avdelning 2 av ITP-planen.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att de angivna åldersgränserna för betalning av\npremie ska an-passas till eventuella framtida förändringar i ITP-planens\navdelningar 1 och 2.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Den kompletterade premien ska betalas till Collectum och enligt de rutiner\nsom gäller för kompletterande premier (avgifter) till ITP1 respektive ITPK.\nPremien ska komplet-tera den försäkring för ITP1 eller ITPK som\ntjänstemannen har i anställningen hos ar-betsgivaren.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att bistå Collectum så långt det är möjligt\nmed uppgifter om vilka arbetsgivare som omfattas av denna överenskommelse.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att systemet byggs ut till samma nivå som för\nmärkessät-tande förbund inom industrin med tre års fördröjning, dock\ntotalt max 2,0 procent. Det betyder att när märkessättande förbund inom\nindustrin upphör med avsätt-ningar, eller uppnått 2 procent, ska ytterligare\navsättningar göras till deltidspens-ion under de tre efterföljande åren så\natt premienivåerna blir lika. Parterna kan dock komma överens om att skjuta\nfram avsättningen om löneökningsutrymmet blir lågt. Parterna konstaterar\natt premieskillnaden är 0,5 procent i förhållande till märkessättande\nförbund inom industrin.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Premien som ska betalas till Collectum ska vara:\u003C\u002Fp>\n\n\u003Cp>0,2 procent fr.o.m. 1 maj 2016 \u003C\u002Fp>\n\n\u003Cp>0,4 procent fr.o.m. 1 maj 2017 \u003C\u002Fp>\n\n\u003Cp>0,7 procent fr.o.m. 1 maj 2019\u003C\u002Fp>\n\n\u003Cp>Kostnader för premiebefrielseförsäkring i Alecta respektive\npremieöverföringen till Collectum och försäkringsbolagen, samt\nförvaltningskostnader ska belasta premierna.\u003C\u002Fp>\n\n\u003Cp>Ersättning från premiebefrielseförsäkringen betalas enligt Collectums\noch Alectas vill-kor för kompletterande premier till ITP1 alternativt ITPK.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>För företag som blir bundna av kollektivavtalet genom medlemskap i Svensk\nHandel och som inte tidigare omfattats av deltidspensionssystemet eller har\nhaft lägre sådan premienivå än som gäller medlemmar i Svensk Handel\ngäller följande:\u003C\u002Fp>\n\n\u003Cp>Vid första lönerevisionen efter att företaget blivit bundet av\nkollektivavtalet, utges lö-neökningsutrymme enligt gällande löneavtal, samt\nårets eventuella premieavsättning till deltidspension.\u003C\u002Fp>\n\n\u003Cp>Under det andra till och med det femte årets lönerevisioner efter det att\nföretaget blivit bundet av kollektivavtalet, utges löneökningsutrymmet\nenligt gällande löneavtal, samt respektive års eventuella premieavsättning\ntill deltidspension. Därutöver, vilket inte medför avräkning från\nlöneökningsutrymmet, utges vid revisionstidpunkten en fjärde-del av den\nkollektiva premienivån för deltidspension som gällde vid tidpunkten då\nbundenhet av kollektivavtalet uppstod.\u003C\u002Fp>\n\n\u003Cp>Företaget kan välja att för samtliga tjänstemän vid företaget införa\navsättning till del-tidspension i en snabbare takt än vad som anges i denna\nparagraf, vilket inte får med-föra någon avräkning från\nlöneökningsutrymmet i gällande löneavtal.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITP1\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska betalas från och med den månad\ntjänstemannen fyll-ler 25 år och till och med månaden före den under vilken\ntjänstemannen fyller 65 år.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensionsmedförande lönen\nför ITP1.\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien debiteras arbetsgivaren av Collectum på det\nunderlag som ligger till grund för premien för ITP1.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITPK\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska betalas, för tjänsteman som är född 1978\neller tidi-gare, till och med månaden före den under vilken tjänstemannen\nfyller 65 år.\u003C\u002Fp>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensionsmedförande lönen\nför pens-ionsförmåner enligt ITP-planens avdelning 2 p 3.\u003C\u002Fp>\n\n\u003Cp>När tjänsteman beviljats deltidstjänstgöring i syfte att gå i\ndeltidspension ska arbetsgi-varen även fortsättningsvis anmäla inkomst\nutifrån tjänstemannens tidigare sysselsätt-ningsgrad.\u003C\u002Fp>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har rätt att avanmäla tjänsteman som är föräldraledig.\nEftersom sådan tid med föräldrapenning är pensionsgrundande rekommenderar\nSvenskt Näringsliv och PTK arbetsgivaren att fortsätta betala premierna till\nITP (avdelning 2) under de 11 första månaderna av föräldraledigheten.\nParterna är därför ense om att denna rekom-mendation även ska gälla för\nkompletterande premier till ITPK.\u003C\u002Fp>\n\n\u003Cp>Utbetalningsregler\u003C\u002Fp>\n\n\u003Cp>§ 11\u003C\u002Fp>\n\n\u003Cp>Uttag av pensionsförsäkring som baseras på de kompletterande premierna\nför deltids-pension, kan göras i enlighet med de villkor som gäller för\nuttag av ITP1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att gemensamt begära att Svenskt Näringsliv och\nPTK gör nödvändiga förändringar i ITP-planen så att de som omfattas av\ndenna överenskom-melse kan finansiera sin deltidspension med uttag av ITP1,\nITPK och \u002Feller komplette-rande premier.\u003C\u002Fp>\n\n\u003Cp>§ 12\u003C\u002Fp>\n\n\u003Cp>Tolkning och tillämpning av dessa villkor sker i ITP-nämnden när det\ngäller frågor där tillämpningen följer av ITP-planens regler.\u003C\u002Fp>\n\n\u003Cp>Kompletterande anmärkning för anställda som inte har ITP1 eller ITPK\u003C\u002Fp>\n\n\u003Cp>För anställd som är mellan 25 och 65 år och som omfattas av\növerenskommelsen om ett system för deltidspension men inte har något\npågående intjänande av ITP1 eller ITPK hos arbetsgivaren gäller att\narbetsgivaren träffar enskild överenskommelse med den anställde om\navsättning till denna förmån och de administrativa förutsättningarna för\ndenna. Sådan överenskommelse kan också träffas mellan arbetsgivaren och\nlokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse rörande rätt till deltid i pensionssyfte\u003C\u002Fp>\n\n\u003Cp>Tjänsteman och arbetsgivare kan komma överens om att tjänsteman från 62\nårs ålder ska gå ner i arbetstid, s.k. deltidspension.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vill gå i deltidspension skall skriftligen ansöka om detta\nsex kalender-månader före önskad tidpunkt för deltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>En ansökan om deltidspension skall behandlas sakligt och objektivt.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall inom två kalendermånader från ansökan underrätta\ntjänstemannen om ansökan kan beviljas eller ej.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren beviljar ansökan om deltidspension blir anställningen,\nfrån det da-tum då tjänstemannen går ner i arbetstid, en deltidstjänst med\nden sysselsättningsgrad som följer av deltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>För det fall arbetsgivaren inte beviljar ansökan skall en skriftlig\nmotivering överläm-nas till såväl tjänstemannen som till lokal facklig\npart. Tjänstemannen och lokal fack-lig part har då rätt till överläggning\nmed arbetsgivaren om beslutet.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § lagen om an-ställningsskydd gäller inte för tjänsteman som har\ndeltidsanställning genom deltids-pensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattnings-regler rörande pension.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Protokoll Tilläggsöverenskommelse om tillämpning av deltidspension\u003C\u002Fp>\n\n\u003Cp>Ärende: Tilläggsöverenskommelse om tillämpning av deltidspension\u003C\u002Fp>\n\n\u003Cp>Parter: Svensk Handel, Unionen, Akademikerförbunden gm Jusek\u003C\u002Fp>\n\n\u003Cp>Tid: 30 oktober 2018\u003C\u002Fp>\n\n\u003Cp>Plats: Svensk Handels lokaler i Stockholm\u003C\u002Fp>\n\n\u003Cp>Närvarande för arbetsgivarpart: Stefan Myrefelt, Svensk Handel\u003C\u002Fp>\n\n\u003Cp>Närvarande för arbetstagarpart: Kristina Fanberg,Unionen, Mattias\nNiinisaari, Jusek\u003C\u002Fp>\n\n\u003Cp>I syfte att precisera \" Överenskommelse avseende system för kollektivavtal\nad deltid i pensionssyfte träffad 2017-06-07 avseende Handelns\nTjänstemannaavtal, har parterna idag kommit överens om följande\ntilläggsöverenskommelse.\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>För företag som blir medlemmar i Svensk Handel och som inte tidigare\nomfattats av system med deltidspension eller som haft lägre sådan premienivå\nän som gäller för medlemmar i Svensk Handel gäller följande:\u003C\u002Fp>\n\n\u003Cp>Företaget har fem (5) år på sig att stegvis komma upp till den\npremienivå för deltids-pension som enligt avtal gäller för medlemmar i\nSvensk Handel (full premie). Härvid ska företaget följa nedanstående\ninfasningsramp.\u003C\u002Fp>\n\n\u003Cp>Med premienivå avses den nivå som gällde på anslutningsdagen.\u003C\u002Fp>\n\n\u003Cp>Eventuella överenskommelserom höjning av premienivån efter\nanslutningsdagen gäl-ler fr.o.m. resp. överenskommelse.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>ÅR EFTER ANSLUTNINGSDAG\u003C\u002Ftd>\n \u003Ctd>PREMIENIVÅ TILL DELTIDSPENSIONSFÖRSÄKRING (PROCENT AV GÄLLANDE\n PREMIE ENLIGT AVTAL PÅ ANSLUTNINGSDA )\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>10\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>30\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>50\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>75\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5\u003C\u002Ftd>\n \u003Ctd>100\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Infasningen gäller fr.o.m. I oktober 2018.\u003C\u002Fp>\n\n\u003Cp>Svensk Handel -----Unionen -----Jusek \u003C\u002Fp>\n\n\u003Cp>Stefan Myrefelt----- Kristina Fanberg----- Mattias Niinisaari\u003C\u002Fp>\n\n\u003Ch2>Bilaga 9\u003C\u002Fh2>\n\n\u003Cp>Överenskommelse om ersättning för övertid, restid, förskjuten\narbetstid, och beredskaps-tjänst för Tjänstemän inom Svensk Handel\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning vid övertid kompenseras på\nföljande sätt:\u003C\u002Fp>\n\n\u003Cp>Högre lön med ----------kr\u002Fmånad, och\u002Feller\n------------------------semesterdagar utöver lagstadgad semester.(Se\nkollektivavtalet § 4.1.1)\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning för restid kompenseras på följande\nsätt: (Se kollektivavtalet § 8.1.undantag 1-3 samt § 4.1.1, 4.1.2)\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning för förskjuten arbetstid\nkompenseras med skälig ersättning på annat sätt enligt följande: (Se\nkollektivavtalet § 5.5)\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning för beredskapstjänst kompenseras\nmed skälig er-sättning på annat sätt enligt följande: (Se kollektivavtalet\n§ 7.5)\u003C\u002Fp>\n\n\u003Cp>Den part som vill att någon av dessa överenskommelser ska ändras eller\nupphöra ska underrätta den andra parten senast två månader före nästa\nlönerevison.\u003C\u002Fp>\n\n\u003Cp>I annat fall gäller överenskommelserna tillsvidare.\u003C\u002Fp>\n\n\u003Cp>Ort och datum\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens underskrift---------------------------------------------\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens underskrift------------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n ",{"OVERTIME_trigger":42,"disabilitypay":46,"sicknessmaxdaysnr":50,"NOCTPREM_trigger":54,"maxsicknesspay":58,"LOWWAGE_trigger":62,"LOWWAGE_provision":66,"PAIDLEAV_trigger":69,"ANNLEAVE_trigger":73,"contracttrial":77,"sicknesspay":81,"hourspweek_select":85,"sicknessmaxdays":89,"paidmaternityleave":91,"SCHEDULE_trigger":95,"schedulesrestpw":99,"annleaveallowanceperc1":102,"STRUCINCR_trigger":106,"CONSIGN_trigger":110,"WAGES_determined":114},{"bindId":43,"name":44,"text":45},"OVERTIME_trigger","4.3.1 Pengar ledighet Övertidsarbete kom","4.3.1 Pengar ledighet\n\nÖvertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\n\nVid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänstemannens önske-mål om när kompensationsledigheten ska tas ut.\n\n4.3.2 Ersättningens storlek\n\nÖvertidsersättning per timme ges enligt följande:\n\nÖvertidsarbete kl. 06-20 helgfria måndagar-fredagar\n\n\n\n\n\n \n månadslönen\n 94\n \n\n\neller efter överenskommelse",{"bindId":47,"name":48,"text":49},"disabilitypay","10.5.6 Olycksfall hos annan arbetsgivare","10.5.6 Olycksfall hos annan arbetsgivare\n\nOm tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgi-vare eller i samband med egen rörelse, ska arbetsgivaren betala\nsjuklön fr.o.m. den 15:e kalenderdagen i sjukperioden endast om han särskilt\nhar åtagit sig detta.",{"bindId":51,"name":52,"text":53},"sicknessmaxdaysnr","Huvudregel Om tjänstemannen enligt detta","Huvudregel\n\nOm tjänstemannen enligt detta avtal har rätt till sjuklön fr.o.m. den\n15:e kalenderda-gen i sjukperioden, ska arbetsgivaren betala sådan enligt\nföljande:\n\nSjuklön betalas t.o.m. den 90:e kalenderdagen i sjukperioden till den\nsom\n\n• varit anställd minst ett år i följd hos arbetsgivaren eller\n\n• gått över direkt från en anställning med rätt till sjuklön under\n90 dagar (grupp 1).\n\nSjuklön betalas t.o.m. den 45:e kalenderdagen i sjukperioden till övriga\n(grupp 2).\n\nI sjukperioden ingår samtliga dagar med sjukavdrag (även tid med\nkarensavdrag), och arbetsfria dagar under perioden.\n\nHögsta antal dagar med sjuklön\n\nOm tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\n\nRätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.",{"bindId":55,"name":56,"text":57},"NOCTPREM_trigger","Med nattarbetande avses tjänsteman som n","Med nattarbetande avses tjänsteman som normalt utför minst tre timmar av\nsitt arbets-pass nattetid samt tjänsteman som troligen kommer att fullgöra en\ntredjedel av sin års-arbetstid på natten. Med natt avses perioden mellan kl.\n22.00 - 06.00.\n\nArbetstiden för nattarbetande tjänsteman får under varje period om 24\ntimmar inte överstiga åtta timmar i genomsnitt under en beräkningsperiod om\nfyra månader. Vid genomsnittsberäkningen ska från beräkningsperioden\navräknas 24 timmar för varje på-börjad period om sju dagar. Avvikelse får\ngöras i lokal överenskommelse under förut-sättning att tjänstemannen\nkompenseras med ledighet eller lämpligt skydd.\n\nNattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental an-strängning får inte arbeta mer än åtta timmar inom den\n24-timmarsperiod när de utför nattarbete. Avvikelse får göras\ntillfälligtvis om det föranleds av något särskilt förhål-lande som inte\nhar kunnat förutses av arbetsgivaren. Sådan avvikelse får göras endast\nunder förutsättning att tjänstemannen ges motsvarande\nkompensationsledighet.\n\nSemester och sjukfrånvaro under tid då tjänstemannen annars skulle ha\narbetat skall likställas med fullgjord arbetstid.",{"bindId":59,"name":60,"text":61},"maxsicknesspay","Tjänstemän som skulle ha arbetat på sche","Tjänstemän som skulle ha arbetat på schemalagd förskjuten arbetstid får\ndessutom sjuklön efter tid med fullt karensavdrag med 80 procent av den\nersättning för förskju-ten arbetstid som de gått miste om.",{"bindId":63,"name":64,"text":65},"LOWWAGE_trigger","1.3 Lägsta löner Lägsta löner för anstäl","1.3 Lägsta löner\n\nLägsta löner för anställd som fyllt 18 år med kortare anställningstid\nän ett år är under tiden\n\nden 1 maj 2017 – 30 april 2018 .....17.519 kr \n\nden 1 maj 2018 – 30 april 2019 .....17.869 kr \n\nden 1 maj 2019 – 30 april 2020 .....18.226 kr\n\nFör tjänsteman med ett års sammanlagd anställningstid i företaget är\nlägsta lönen un-der tiden\n\nden 1 maj 2017 – 30 april 2017 .....19.378 kr \n\nden 1 maj 2018 – 30 april 2019 ......19.766 kr \n\nden 1 maj 2019 – 30 april 2020 ......20.161 kr",{"bindId":67,"name":64,"text":68},"LOWWAGE_provision","1.3 Lägsta löner\n\nLägsta löner för anställd som fyllt 18 år med kortare anställningstid\nän ett år är under tiden\n\nden 1 maj 2017 – 30 april 2018 .....17.519 kr \n\nden 1 maj 2018 – 30 april 2019 .....17.869 kr \n\nden 1 maj 2019 – 30 april 2020 .....18.226 kr",{"bindId":70,"name":71,"text":72},"PAIDLEAV_trigger","9.3.1 Antal semesterdagar • 25 semesterd","9.3.1 Antal semesterdagar\n\n• 25 semesterdagar enligt semesterlagen\n\n• 3 eller 5 semesterdagar utöver lag genom överenskommelse mellan\narbetsgivaren och tjänstemannen enligt § 4 i detta avtal.\n\nMed semesterdagar avses både betalda och obetalda semesterdagar.\n\n9.3.2 Antal betalda semesterdagar\n\nAntalet intjänade semesterdagar med lön beräknas på följande sätt:\n\n\n \n AxB\n C\n \n =\n D\n\n\nA = antal avtalade semesterdagar (enligt 9.3.1)\n\nB = antal anställningsdagar under intjänandeåret, minus frånvaro som\ninte är semester-lönegrundande\n\nC = antal kalenderdagar under intjänandeåret\n\nD = antal intjänade, betalda semesterdagar (brutet tal avrundas uppåt till\nheltal).",{"bindId":74,"name":75,"text":76},"ANNLEAVE_trigger","9.4.1 Semesterlön och semestertillägg Se","9.4.1 Semesterlön och semestertillägg\n\nSemesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och se-mestertillägg.\n\nSemestertillägget för varje betald semesterdag är\n\n• 0,8 % av tjänstemannens månadslön som är aktuell vid\nsemestertillfället och even-tuella fasta lönetillägg per månad.\nBeträffande ändrad sysselsättningsgrad, se 9.4.6.\n\n• 0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\n\nOm tjänstemannen inte tjänat in full semester ska semestertillägget 0,5 %\njusteras upp enligt följande:\n\n\n \n \n 0,5\n x\n det\n antal\n semesterdagar\n som\n tjänstemannen\n har\n rätt\n till\n \n \n Antalet\n betalda\n semesterdagar\n som\n tjänstemannen\n har\n tjänat\n in\n .",{"bindId":78,"name":79,"text":80},"contracttrial","Avtal om provanställning får träffas när","Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå till en tillsvidareanställning. Avtalet får\nomfatta högst sex månader. Om tjäns-temannen varit frånvarande under\nprovperioden, kan anställningen efter överenskom-melse förlängas med\nmotsvarande tid.\n\nOm provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren mo-tivera sitt ställningstagande, om tjänstemannen begär\ndet.",{"bindId":82,"name":83,"text":84},"sicknesspay","10.3.1 Sjuklönens storlek Sjuklönen berä","10.3.1 Sjuklönens storlek\n\nSjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\n\n10.3.2 Sjukdom t.o.m. 14:e kalenderdagen per sjukperiod\n\nFör varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\n\nFör sjukfrånvaro upp till 20 % av veckoarbetstiden (karensavdrag)\n\n\n \n \n månadslönen\n x\n 12,2\n \n \n 52\n x\n veckoarbetstiden\n \n \n\n\nFör sjukfrånvaro överstigande 20 % av veckoarbetstiden till och med dag\n14\n\n\n \n \n 20\n %\n x\n månadslönen\n x\n 12,2\n \n \n 52\n x\n veckoarbetstiden\n \n \n\n\nTjänstemän som skulle ha arbetat på schemalagd förskjuten arbetstid får\ndessutom sjuklön efter tid med fullt karensavdrag med 80 procent av den\nersättning för förskju-ten arbetstid som de gått miste om.\n\nAnmärkning\n\nVeckoarbetstiden definieras i 10.3.5\n\nAv 10.1.1 framgår att sjukperiod som börjar inom 5 kalenderdagar från att\nen tidigare sjukperiod upphört ska betraktas som en fortsättning på tidigare\nsjukperiod. Det inne-bär att fortsatt karensavdrag kan behövas göras upp\ntill 20 procent av veckoarbetstid i den fortsatta sjukperioden",{"bindId":86,"name":87,"text":88},"hourspweek_select","2.1 Längd och begränsningsperiod Den ord","2.1 Längd och begränsningsperiod\n\nDen ordinarie arbetstiden får inte överstiga 40 timmar i genomsnitt per\nhelgfri vecka under en begränsningsperiod om högst fyra veckor eller en\nkalendermånad. Veckan räknas från och med måndag om inte annan beräkning\ntillämpas på arbetsstället.\n\nFör tjänstemän i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.",{"bindId":90,"name":52,"text":53},"sicknessmaxdays",{"bindId":92,"name":93,"text":94},"paidmaternityleave","11.5.2 Föräldralönens storlek Föräldralö","11.5.2 Föräldralönens storlek\n\nFöräldralön är det som blir kvar av månadslönen när avdrag gjorts\nenligt denna para-graf. Modellen utgår från att tjänstemannen får 10 % i\nföräldralön upp till nedan angi-ven lönegräns och 90 % för lönedelar\növer lönegränsen upp till ett maxtak om 15 pris-basbelopp genom 12.",{"bindId":96,"name":97,"text":98},"SCHEDULE_trigger","9.2 Veckovila Tjänstemannen skall bereda","9.2 Veckovila\n\nTjänstemannen skall beredas minst 36 timmars sammanhängande ledighet under\nvarje period om sju dagar (veckovila). Till veckovila räknas inte\nberedskapstid.\n\nLedigheten skall så långt möjligt förläggas till veckoslut. Ledigheten\nkan dock förläg-gas såväl i början som i slutet av en sjudagarsperiod.\nLedigheterna för två perioder kan sammanföras till ett veckoskifte, vilket\ngör det möjligt att anpassa ledigheten vid ex-empelvis beredskapstjänst.\n\nOm sakliga, tekniska eller arbetsorganisatoriska förhållanden motiverar\ndet får genom lokal överenskommelse en veckovila om lägst 24 timmar\ntillämpas.\n\nAvvikelse från första stycket får göras tillfälligtvis, om det\nföranleds av något särskilt förhållande, som inte har kunnat förutses av\narbetsgivaren, under förutsättning att tjänstemannen kompenseras med\nmotsvarande ledighet.\n\nAnnan avvikelse från första stycket får göras genom lokal\növerenskommelse, under förutsättning att tjänstemannen kompenseras med\nledighet eller ges lämpligt skydd.",{"bindId":100,"name":97,"text":101},"schedulesrestpw","9.2 Veckovila\n\nTjänstemannen skall beredas minst 36 timmars sammanhängande ledighet under\nvarje period om sju dagar (veckovila). Till veckovila räknas inte\nberedskapstid.",{"bindId":103,"name":104,"text":105},"annleaveallowanceperc1","Ersättning för varje betald semesterdag ","Ersättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella må-nadslönen samt semestertillägg enligt 9.4.1 och 9.4.2.\n\nFör sparad semesterdag beräknas semesterersättning som om den sparade\ndagen tagits ut det semesterår anställningen upphör.",{"bindId":107,"name":108,"text":109},"STRUCINCR_trigger","1.3 Beräkning av utrymme för individuell","1.3 Beräkning av utrymme för individuella lönehöjningar\n\nEtt allmänt utrymme beräknas som 1,5 % av summan av de fasta kontanta\nlönerna för tjänstemän den 30 april 2017, 1,5 % den 30 april 2018 och 1,5 %\nden 30 april 2019.\n\nHeltidsanställd garanteras, om ej annat överenskommes lokalt, vid\nrespektive lönere-vision 285 kr, 291 kr och 297 kr per månad.",{"bindId":111,"name":112,"text":113},"CONSIGN_trigger","Jourtid ska fördelas så att den inte osk","Jourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänsteman.\n\nSchema för jourtid bör upprättas i god tid.\n\n6.3 Ersättning för jourtid\n\n\n \n \n \n \n \n JOURTID ERSÄTTS PER JOURTIMME MED \n\n DOCK GÄLLER FÖLJANDE:\n\n FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\n \n \n \n MÅNADSLÖNEN\n 600\n \n \n \n \n \n \n MÅNADSLÖNEN\n 400\n \n \n \n \n FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24 \n\n FRÅN KL. 18 DAGEN FÖRE TILL KL. 07 TRETTONDAGEN,1 MAJ, \n\n KRISTI HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG\n \n \n \n MÅNADSLÖNEN\n 300\n \n \n \n \n \n \n MÅNADSLÖNEN\n 400\n \n \n \n \n FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, KRISTI \n\n HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG TILL KL. 00 \n\n FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\n\n ***\n\n FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN \n\n KL. 07 PÅ PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 \n\n FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\n \n \n \n MÅNADSLÖNEN\n 300\n \n \n \n \n \n \n MÅNADSLÖNEN\n 150\n \n \n \n \n\n\nJourtidsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskat med den tid som tjänstemannen fått övertidsersättning för.",{"bindId":115,"name":116,"text":117},"WAGES_determined","Arbetsgivaren och tjänstemannen kan komm","Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning\n\n• för viss tid, viss säsong eller visst arbete om arbetsuppgifternas\nsärskilda beskaf-fenhet föranleder en sådan anställning\n\n• vid vikariat för att ersätta en tjänsteman vid t.ex. dennes ledighet\npå grund av se-mester, sjukdom, utbildning eller föräldraledighet","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>Handelns Tjänstemannaavtal - 2017 - 2017\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Startdatum: → 2017-05-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Slutdatum: → 2020-04-30\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificerat av: → Other\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificerat den: → 2017-07-06\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Namnindustri: → Detaljhandel\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-NACE2004\">\n Namnindustri: → Varuhus och stormarknader\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 \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Företagsnamn: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Namn på fackföreningar: → \n\n \n \n \u003Cspan>\n \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 \n\n \n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maxgräns för sjuklön (i 6 månader): → 80 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximalt antal dagar för betald sjukfrånvaro: → 150 dagar\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → \u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Betald föräldraledighet (mammor): → -9 veckor\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n Föräldraledighet (mammor) begränsad till 90 % av grundlönen\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n \n \n\n \n \n\n \u003C\u002Fdiv>\n \n \n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Provanställnings varaktighet: → 180 dagar\n \u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n \n\n \u003Cdiv id=\"display-hourspweek\">\n Arbetstimmar per vecka: → 40.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \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: → -9.0 veckor\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n \n \n \n \n \n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Löner bestämda av löneskalor: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Bestämmelse om att regler om minimilöner uppsatta av 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