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charset=UTF-8\">\n  \u003Ctitle>22bil116\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>Huvudöverenskommelse om lön och allmänna anställningsvillkor samt\nrekommendation om lokalt kollektivavtal m.m. – HÖK 22\u003C\u002Fh1>\n\n\u003Ch1>2022-04-03\u003C\u002Fh1>\n\n\u003Ch2>Parter\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>Sveriges Kommuner och Regioner och Sobona - Kommunala företagens\narbetsgivarorganisation å ena sidan, samt\u003C\u002Fp>\n\n\u003Cp>OFRs förbundsområde Hälso- och sjukvård jämte i förbundsområdet\ningående organisationer å den andra.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Innehåll m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna träffar detta kollektivavtal Huvudöverenskommelse om lön och\nallmänna anställningsvillkor m.m. - HÖK 22 - för arbetstagare för vilka\ngäller Allmänna bestämmelser - AB.\u003C\u002Fp>\n\n\u003Cp>Till avtalet hör även bestämmelser enligt följande bilagor 1-6 a.\u003C\u002Fp>\n\n\u003Cp>a)Löneavtal (bilaga 1),\u003C\u002Fp>\n\n\u003Cp>b)Allmänna bestämmelser - AB 20 - i lydelse fr.o.m. 2022-01-01 (bilaga 2)\nmed följande underbilagor:\u003C\u002Fp>\n\n\u003Cp>D, anställning i personalpool,\u003C\u002Fp>\n\n\u003Cp>L, lägerverksamhet m.m.,\u003C\u002Fp>\n\n\u003Cp>U, uppehållsanställning,\u003C\u002Fp>\n\n\u003Cp>c)Centrala och lokala protokollsanteckningar (bilaga 3),\u003C\u002Fp>\n\n\u003Cp>d)Centrala protokollsanteckningar (bilaga 4),\u003C\u002Fp>\n\n\u003Cp>e)Centrala parters syn på förutsättningar för en väl fungerande\nindividuell lönesättning (bilaga 5)\u003C\u002Fp>\n\n\u003Cp>f)Centrala parters syn på förutsättningar för en väl fungerande\narbetstidsförläggning (bilaga 5 a), samt \u003C\u002Fp>\n\n\u003Cp>g)LOK 22 (bilaga 6 och 6 a).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Parternas avsikt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna vill fortsätta på den sedan lång tid inslagna vägen att stödja\nvarje arbetsgivares arbete med att få den individuella lönesättningen att\nvara den grund för individuell löneutveckling som är en förutsättning för\nen god verksamhet. Detta kommer att gynna individerna men även kollektivet.\u003C\u002Fp>\n\n\u003Cp>En lång avtalsperiod ger förutsättningar för ett strategiskt och\nlångsiktigt arbete. Frågor av stor betydelse för verksamhetens utveckling\när den långsiktiga kunskapsutvecklingen och kompetensförsörjningen. Detta\när viktiga grunder för att kunna garantera hög kvalitet, effektivitet och\nmåluppfyllelse. Parterna avser därför att föra en kontinuerlig dialog med\nsyfte att gemensamt verka för att grundutbildning och specialisering på ett\nbättre sätt svarar upp mot behoven av kunskap och kompetens inom hälso- och\nsjukvården.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Ändringar och tillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I kollektivavtalet ska också ingå de ändringar och tillägg till avtalets\nbestämmelser som parterna under avtalets giltighetsperiod träffar\növerenskommelse om.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Fredsplikt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhandlingar under avtalsperioden enligt denna överenskommelse ska föras\nunder fredsplikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Rekommendation om LOK 22 m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna rekommenderar berörda arbetsgivare som utgör region, kommun eller\nkommunalförbund och berörda arbetstagarorganisationer att träffa\nkollektivavtal - LOK 22 - med den utformning och det innehåll som framgår av\nbilaga 6.\u003C\u002Fp>\n\n\u003Cp>För övriga arbetsgivare anslutna till Sobona och berörda\narbetstagarorganisationer träffas härmed det lokala kollektivavtalet - LOK 22\n- enligt bilaga 6 a.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Giltighet och uppsägning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Såvida inte särskilt anges gäller HÖK 22 för perioden\n2022-04-01-2024-03-31, med en ömsesidig uppsägningstid av 3\nkalendermånader.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Har avtalet inte sagts upp inom föreskriven tid, förlängs avtalets\ngiltighet för en tid av 12 kalendermånader i sänder med en ömsesidig\nuppsägningstid av 3 kalendermånader.\u003C\u002Fp>\n\n\u003Cp>Uppsägning ska vara skriftlig och åtföljd av förslag till nytt\nkollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Avslutning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhandlingarna förklaras avslutade. \u003C\u002Fp>\n\n\u003Cp>Vid protokollet\u003C\u002Fp>\n\n\u003Cp>..........................................\u003C\u002Fp>\n\n\u003Cp>Justeras\u003C\u002Fp>\n\n\u003Cp>För \u003Cstrong>Sveriges Kommuner och Regioner\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>........................................................\u003C\u002Fp>\n\n\u003Cp>För \u003Cstrong>Sobona - Kommunala företagens\narbetsgivarorganisation\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För \u003Cstrong>OFRs förbundsområde Hälso- och sjukvård\u003C\u002Fstrong> jämte i\nförbundsområdet ingående organisationer\u003C\u002Fp>\n\n\u003Cp>............................................................\u003C\u002Fp>\n\n\u003Cp>Vårdförbundet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-WAGES_trigger\">\u003Ch2>Löneavtal\u003C\u002Fh2>\n\n\u003Ch3>§ 1 Grundläggande principer för lönesättningen\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarna har enligt detta avtal fortsatt stort ansvar för\nlönebildningen.\u003C\u002Fp>\n\n\u003Cp>Lönebildning och lönesättning ska bidra till att arbetsgivaren når\nmålen för verksamheten. Lönen ska stimulera till förbättringar av\nverksamhetens effektivitet, produktivitet och kvalitet. Därför ska lönen\nvara individuell och differentierad och avspegla uppnådda mål och resultat.\nÄven förutsättningarna för att rekrytera och behålla personal påverkar\nlöne- och anställningsvillkoren.\u003C\u002Fp>\n\n\u003Cp>Syftet är att skapa en process där arbetstagarens resultat och\nlöneutveckling knyts samman så att det positiva sambandet mellan lön,\nmotivation och resultat uppnås. Det är därför av stor vikt att dialog förs\nmellan chef och medarbetare om mål, förväntningar, krav, uppnådda resultat\noch lön.\u003C\u002Fp>\n\n\u003Cp>Det är särskilt viktigt att lönen för chefer på alla nivåer tydligt\navspeglar hur satta mål uppfylls och de resultat som vederbörande uppnår.\nChefer är arbetsgivarens företrädare och har ett stort ansvar för att\nuppsatta mål nås och att uppföljning av resultat sker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Löneöversyner\u003C\u002Fh3>\n\n\u003Cp>Inför löneöversyn\u003C\u002Fp>\n\n\u003Cp>1.Överläggningar med arbetstagarorganisationen ska genomföras om\narbetsgivarens planerade åtgärder vid varje löneöversyn. Vid\növerläggningen ska arbetsgivaren redovisa motiven för de planerade\nåtgärderna. Dessa ska grundas på arbetsgivarens lönepolitik.\u003C\u002Fp>\n\n\u003Cp>Det ligger i respektive parts ansvar att medverka genom egna förberedelser\noch aktivt deltagande. De lokala parterna ska eftersträva att finna\nsamarbetsformer som stödjer ett aktivt arbete med de lönepolitiska\nfrågorna.\u003C\u002Fp>\n\n\u003Cp>I bilaga 5 till HÖK 22 har de centrala parterna angivit ”Centrala parters\nsyn på förutsättningarna för en väl fungerande individuell\nlönesättning”. Denna bilaga tjänar som vägledning till vad som ska\ndiskuteras i överläggningen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Resultatet av överläggningarna ska inte ha kollektivavtals\nställning.\u003C\u002Fp>\n\n\u003Cp>2.Löneöversyn ska genomföras som förhandling om lokal part så\nbegär.\u003C\u002Fp>\n\n\u003Cp>Lönestruktur\u003C\u002Fp>\n\n\u003Cp>2.Då Löneavtalet inte anger en nivå för det garanterade utfallet, ges\narbetsgivaren ökade förutsättningar att arbeta strategiskt med att\nåstadkomma en önskvärd lönestruktur. Detta möjliggör en löneutveckling\nsom premierar kompetens, specialistkunskap och erfarenhet som leder till\nförbättrade resultat och bidrag till verksamhetens mål sett över tid.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens syn på de övergripande lönestrukturfrågorna blir därmed\nen viktig del i överläggningen.\u003C\u002Fp>\n\n\u003Cp>Prioritering avgörs utifrån behov och förutsättningar hos respektive\narbetsgivare. Arbetstagare lönesätts individuellt och differentierat med\ndenna prioritering som grund. På detta sätt ges möjlighet att uppnå syftet\nmed att öka lönespridningen.\u003C\u002Fp>\n\n\u003Cp>Löneöversyn\u003C\u002Fp>\n\n\u003Cp>3.Löneöversyn sker genom att arbetsgivaren, efter avslutad överläggning\nenligt punkt 1, lämnar förslag i dialog om ny lön till berörd arbetstagare.\nFörslagen utformas med beaktande av en ökad lönespridnings betydelse för\ngoda resultat och ska ha sin grund i väl kända kriterier. De grundläggande\nprinciperna för lönesättning som framgår av § 1 ska beaktas liksom\növerläggningarna enligt ovan.\u003C\u002Fp>\n\n\u003Cp>Under avtalsperioden ska lönenivåer och lönespridning inom respektive\nyrken särskilt uppmärksammas. Målet är en prioritering av särskilt\nyrkesskickliga för att öka möjligheten till lönekarriär inom yrket över\ntid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Särskilt yrkesskickliga arbetstagare bedöms utifrån kriterierna i punkt 2\novan (se första stycket). Lokala lönekriterier är också ett naturligt\nverktyg för att stödja prioriteringen av dessa arbetstagare utifrån lokala\nförutsättningar och behov.\u003C\u002Fp>\n\n\u003Cp>Avstämning\u003C\u002Fp>\n\n\u003Cp>4.Arbetsgivaren ska till arbetstagarorganisationen meddela sitt samlade\nförslag till ny lön på individnivå. Förslaget avstäms mellan arbetsgivare\noch arbetstagarorganisation. Speciell uppmärksamhet ska dock ägnas gjorda\nerfarenheter av den genomförda löneöversynsprocessen i syfte att lägga\ngrund för nästa.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Avstämningen sker senast två veckor efter meddelat förslag.\nÖverenskommelse kan träffas om annan tidsfrist.\u003C\u002Fp>\n\n\u003Cp>2.Resultatet av avstämningen ska inte ha kollektivavtals ställning.\u003C\u002Fp>\n\n\u003Cp>Resultat av löneöversyn\u003C\u002Fp>\n\n\u003Cp>5.Efter avstämningen anses arbetsgivarens förslag fastställt och de\nfastställda lönerna ingår i det lokala kollektivavtalet om lön och\nallmänna anställningsvillkor - LOK 22.\u003C\u002Fp>\n\n\u003Cp>Löneöversynstidpunkt\u003C\u002Fp>\n\n\u003Cp>6.Resultat av löneöversyn gäller fr.o.m. 1 april respektive år, såvida\ninte annat överenskoms.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>7.Lokala parter kan träffa överenskommelse om att hantera lönesättnings\nfrågorna på annat sätt än som beskrivs i denna paragraf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Övriga överenskommelser om lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhandlingar om lön upptas då part så begär.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om lön får träffas med enskild arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Central förhandling kan påkallas i fall som framgår av § 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Fredsplikt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhandlingar som avses i §§ 2 och 3 ska föras under fredsplikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>§ 5 Klassificering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Klassificering sker i enlighet med bilaga 3 till Överenskommelse om\nlönestatistik. För att säkerställa kvaliteten i de centrala partsgemensamma\nstatistikunderlagen krävs en kontinuerlig lokal översyn av de anställdas kod\nenligt klassificeringssystemet Arbetsidentifikation, AID. Ansvaret åligger\nlokala parter.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Central förhandling\u003C\u002Fp>\n\n\u003Cp>1.Central part får påkalla central förhandling senast en månad efter det\natt den lokala förhandlingen avslutats enligt § 2 punkt 1 anmärkning 2\nenbart i fråga om fördelning enligt respektive löneöversyn.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnd\u003C\u002Fp>\n\n\u003Cp>2.Enas inte de centrala parterna ska frågan bindande avgöras av särskild\nskiljenämnd, om central part begär prövning av frågan genom skriftlig\nframställan inom en månad från den dag, då den centrala förhandlingen\nanses avslutad.\u003C\u002Fp>\n\n\u003Ch3>Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Se särtryck\u003C\u002Fp>\n\n\u003Ch3>Centrala och lokala protokollsanteckningar\u003C\u002Fh3>\n\n\u003Ch4>Anteckningar till Löneavtal\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förbundsområdet Hälso- och sjukvård\u003C\u002Fp>\n\n\u003Cp>1.I förbundsområdet Hälso- och sjukvård ingår Vårdförbundet.\u003C\u002Fp>\n\n\u003Cp>Annan åtgärd än lön\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>2.Om löneöversyn innebär annan åtgärd än lön ska detta för berörd\narbetstagare särskilt anges. Sådan åtgärd ska även beaktas när\narbetsgivaren enligt diskrimineringslagen genomför kartläggning och analys av\nlöner och andra anställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>Innehåller överenskommelse enligt ovan avkortad arbetstid ska den för\njämförelse enligt diskrimineringslagen i lönehänseende beräknas på\nföljande sätt:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>arbetstagarens fasta kontanta lön efter arbetstidsförkortning delas med\nkvoten av ordinarie arbetstid för arbetstagaren efter arbetstidsförkortning\nper vecka genom ordinarie arbetstid för heltid enligt centralt\nkollektivavtal.\u003C\u002Fp>\n\n\u003Cp>Proportionering av belopp\u003C\u002Fp>\n\n\u003Cp>3.Överenskomna belopp i centralt eller lokalt kollektivavtal proportioneras\nmed hänsyn till arbetstagarens sysselsättningsgrad samt i förekommande fall\nmed tillämplig uppehållslönefaktor enligt vid varje tidpunkt gällande\nbilaga U till Allmänna bestämmelser.\u003C\u002Fp>\n\n\u003Cp>Uppföljning av målet att prioritera särskilt yrkesskickliga\u003C\u002Fp>\n\n\u003Cp>4.Efter avstämningen ska en särskild uppföljning och analys göras av\nlönenivåer och lönespridning inom respektive yrke. Detta för att lokala\nparter ska kunna analysera och följa målsättningen med en prioritering av\nsärskilt yrkesskickliga (se bilaga 1, § 2, punkt 3).\u003C\u002Fp>\n\n\u003Cp>Denna uppföljning och analys är också ett viktigt underlag i parternas\növerläggning.\u003C\u002Fp>\n\n\u003Cp>Samtal om arbetsuppgifter och lön efter utbildning\u003C\u002Fp>\n\n\u003Cp>5.När arbetstagare slutfört längre utbildning eller längre\nvidareutbildning som efterfrågas av arbetsgivaren, ska samtal föras mellan\nmedarbetare och chef.\u003C\u002Fp>\n\n\u003Cp>Detta om hur arbetsuppgifter och lön påverkas med hänsyn till\nmedarbetarens nya kompetens.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avser utbildning till barnmorska och specialistsjuksköterska. Kan också\navse längre vidareutbildningar (högskoleutbildning motsvarande minst en\ntermin) för barnmorskor, biomedicinska analytiker, röntgensjuksköterskor och\nsjuksköterskor.\u003C\u002Fp>\n\n\u003Cp>Central konsultation\u003C\u002Fp>\n\n\u003Cp>6.För att värna avtalskonstruktionen är centrala parter beredda att på\ninitiativ från lokala parter, bistå vid diskussioner om principiella och\növergripande frågor rörande Löneavtalets tillämpning.\u003C\u002Fp>\n\n\u003Ch3>Anteckningar till AB\u003C\u002Fh3>\n\n\u003Cp>Arbetstid\u003C\u002Fp>\n\n\u003Cp>1.Tillämpning av § 13 mom. 6 förutsätter lokalt kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>Förlängs beräkningsperioden med stöd av § 13 mom. 7 g) och arbete\ndärmed förläggs till lördagsöndag i större utsträckning än tidigare\nfordras lokalt kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>2.Arbetstagare som har ordinarie arbetstid förlagd till vardag såväl som\nsöndagar och\u002Feller helgdag ska tillförsäkras 9 fridagar per\nfyraveckorsperiod. Motsvarande ska gälla vid längre beräkningsperioder.\nMöjlighet att avstå enstaka fridag finns för arbetstagare som så\nönskar.\u003C\u002Fp>\n\n\u003Cp>Arbetstid natt\u003C\u002Fp>\n\n\u003Cp>3.Vid tillämpning av § 13 gäller vid ständig nattjänstgöring följande\nför heltidsanställd arbetstagare:\u003C\u002Fp>\n\n\u003Cp>är den ordinarie arbetstiden förlagd till vardag såväl som sön- och\nhelgdag eller till vardag och helgdag ska den genomsnittliga veckoarbetstiden\nutgöra 34 timmar och 20 minuter per vecka under beräkningsperioden.\u003C\u002Fp>\n\n\u003Cp>4.Om en arbetstagares arbetspass sträcker sig över dygnsgränsen (midnatt)\nska arbetspasset hänföras till det dygn under vilket den övervägande delen\nav arbetspasset infaller.\u003C\u002Fp>\n\n\u003Cp>Rotationstjänstgöring\u003C\u002Fp>\n\n\u003Cp>5.Bestämmelsen avser verksamheter med krav på en arbetstidsförläggning\ndär arbetstagare roterar mellan dag- och nattjänstgöring. För\nheltidsanställd i sådan verksamhet med ordinarie arbetstid förlagd till\nvardag såväl som sön- och helgdag eller till vardag och helgdag, som har\narbetstid förlagd till såväl dag som natt s.k. rotationstjänstgöring\ngäller följande under aktuell beräkningsperiod:\u003C\u002Fp>\n\n\u003Cp>när nattpassen utgör minst 20 procent av den totala arbetstiden för\nheltidsanställd arbetstagare, ska den genomsnittliga veckoarbetstiden inom\nberäkningsperioden utgöra 36 timmar och 20 minuter.\u003C\u002Fp>\n\n\u003Cp>när nattpassen utgör minst 30 procent av den totala arbetstiden för\nheltidsanställd arbetstagare ska den genomsnittliga veckoarbetstiden inom\nberäkningsperioden utgöra 34 timmar och 20 minuter.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som ingår i rotationstjänstgöringen och som utifrån\nverksamhetens krav arbetar enbart nattpass under beräkningsperioden ska den\ngenomsnittliga veckoarbetstiden för heltidsanställd arbetstagare inom\nberäkningsperioden utgöra 34 timmar och 20 minuter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Då ordinarie arbetstid är förlagd till vardag såväl som sön- och\nhelgdag eller till vardag och helgdag, görs beräkningen ovan utifrån ett\ngenomsnittligt heltidsmått på 38 timmar och 15 minuter per vecka under\nberäkningsperioden. Vid beräkningen av andelen nattpass av den totala\narbetstiden avrundas tiondelar upp till närmaste heltal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Avvikelser från bestämmelser om ständig natt och\nrotationstjänstgöring\u003C\u002Fp>\n\n\u003Cp>6.Lokala kollektivavtal kan träffas om avvikelser från bestämmelserna\navseende ständig natt och rotationstjänstgöring.\u003C\u002Fp>\n\n\u003Cp>Redan träffade lokala kollektivavtal gäller om inte annat framgår eller\növerenskoms mellan lokala parter.\u003C\u002Fp>\n\n\u003Cp>Överläggning inför uttag av extra övertid och extra mertid\u003C\u002Fp>\n\n\u003Cp>7.Inför beslut om uttag av extra övertid och extra mertid enligt 8 a och\n10 a §§ arbetstidslagen (ATL) ska arbetsgivaren genomföra överläggning med\nlokal arbetstagarorganisation. Arbetsgivaren kan beordra extra övertid och\nextra mertid innan överläggningsskyldigheten fullgjorts om synnerliga skäl\nföranleder det.\u003C\u002Fp>\n\n\u003Cp>Lokalt kollektivavtal om arbetstid\u003C\u002Fp>\n\n\u003Cp>8.Parterna konstaterar att lokalt kollektivavtal om arbetstid syftar till\natt anpassa arbetstidens förläggning till såväl verksamhetens krav som till\nde anställdas olika önskemål och behov. Därvid bör beaktas verksamhetens\nkrav på en effektivare och mer flexibel organisation samt de anställdas krav\npå mer flexibla och individuella lösningar. Det är naturligt att utveckling\noch effektivisering av verksamheten bygger på en förtroendefull och\nändamålsenlig samverkan mellan de lokala parterna och på att den enskilde\nfår ett ökat ansvar och inflytande över sin egen arbetssituation.\u003C\u002Fp>\n\n\u003Cp>9.Innan lokalt kollektivavtal om arbetstid träffas ska en konsekvensanalys\ngöras av effekter på verksamheten och arbetsmiljön. I analysen är det t.ex.\nviktigt att beakta att avtalet främjar en verksamhetsanpassad och hälsosam\narbetstidsförläggning samt att avtalet inte strider mot bestämmelser i lag\noch centrala kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>I lokalt kollektivavtal ska anges när avtalets effekter på verksamhet och\narbetsmiljö ska följas upp samt giltighets- och uppsägningstider.\u003C\u002Fp>\n\n\u003Cp>Viktiga åtgärder för en verksamhetsanpassad och hälsosam\narbetstidsförläggning\u003C\u002Fp>\n\n\u003Cp>10.Det behövs många olika åtgärder för att klara vårdens\nkompetensförsörjning. En viktig åtgärd är att åstadkomma en\nverksamhetsanpassad och hälsosam arbetstidsförläggning. Det är en\nförutsättning för att kunna främja heltidsarbete och stödja ett långt,\nutvecklande och hållbart arbetsliv. Samtidigt finns utmaningar med en hög\narbetsbelastning i flera av vårdens verksamheter, vilket påverkar\narbetstidsförläggningen och riskerar ge negativa effekter på medarbetares\narbetsmiljö. Åtgärder behöver därför vidtas för att minska övertids-\noch mertidsuttag, undvika tillämpning av långa arbetspass (ordinarie\narbetstid) över 10 timmar, säkerställa att jour- och beredskap enbart\nförekommer i den omfattning som är absolut nödvändig samt att värna en\ndygnsvila på 11 timmar. Mot bakgrund av detta:\u003C\u002Fp>\n\n\u003Cp>- Ska arbetsgivaren vid två tillfällen per år följa upp övertids- och\nmertidssaldo enligt ATL. Uppföljningen avser den övergripande utvecklingen\noch omfattningen av övertid- och mertid i arbetsgivarens verksamhet. Utifrån\nuppföljningens resultat ska arbetsgivaren vid behov ta fram en handlingsplan.\nDetta för att minska övertids-\u002Fmertidsuttag i verksamheten och\u002Feller om\nmöjligt verka för en jämnare fördelning av sådan tid. Uppföljning och\nhandlingsplan samverkas med lokal part.\u003C\u002Fp>\n\n\u003Cp>-Ska arbetsgivaren årligen följa upp förekomst av arbetspass (ordinarie\narbetstid) som är längre än 10 timmar och som regelbundet förekommer som en\ndel av ordinarie arbetstidsförläggning, eller förekommer under vissa\nperioder av året. Om så är fallet ska arbetsgivaren ta fram en handlingsplan\nför hur sådan förläggning kan upphöra, alternativt om förläggningen i\nsärskilda fall kan motiveras och hur en god arbetsmiljö ändå säkras.\nUppföljning och handlingsplan samt eventuella särskilda fall, samverkas med\nlokal part.\u003C\u002Fp>\n\n\u003Cp>-Ska arbetsgivaren årligen följa upp förekomst och omfattning av jour och\nberedskap. Ett mål är att säkerställa att jour och beredskap endast\nförekommer i den omfattning som är absolut nödvändig (bestämmelserna i AB\n§ 22, mom. 1). I uppföljningen ingår främst att se över tillämpningen av\njour och beredskap på natten samt frekvens och omfattning av arbetad tid.\nUppföljningen samverkas med lokal part.\u003C\u002Fp>\n\n\u003Cp>-Ska arbetsgivaren årligen följa upp arbetstidsförläggningen med fokus\npå dygnsvila. Uppföljningen tar sin utgångspunkt i att kartlägga\nförekomsten av arbetstidsförläggning med kortare dygnsvila än 11 timmars\nsammanhängande ledighet. I de fall arbetstidsförläggning med kortare\ndygnsvila regelbundet förekommer som en del av ordinarie arbetstidsplanering\neller förekommer under vissa delar av året, ska åtgärder identifieras för\natt minska sådan förläggning när det inte särskilt kan motiveras.\nUppföljningen samverkas med lokal part.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ansvarar för att uppföljningarna kring\narbetstidsförläggning enligt ovan genomförs. Uppföljningar kan om möjligt\nsamordnas. Detsamma gäller den samverkan som ska ske med lokal part. Centrala\nparter understryker vikten av att lokala parter för en partsgemensam dialog\nmed ömsesidigt ansvarstagande. Samverkan om uppföljningarna sker inom ramen\nför parternas ordinarie samverkanssystem eller, när lokalt samverkansavtal\nsaknas, enligt medbestämmandelagen (MBL).\u003C\u002Fp>\n\n\u003Cp>Med lokala parter avses övergripande nivå hos respektive kommun, region\nsamt medlem i Sobona. Parterna har där att komma överens om var i\nverksamheten uppföljningarna och i förekommande fall, handlingsplaner ska\nsamverkas. Om parterna inte kommer överens avgör arbetsgivaren.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Övertid\u003C\u002Fp>\n\n\u003Cp>11.Vid behov av att beordra arbete på övertid eller mertid ska\narbetsgivaren eftersträva att fördela sådant arbete jämnt mellan\narbetstagare med adekvat kompetens i syfte att undvika en för hög belastning\npå enskilda arbetstagare.\u003C\u002Fp>\n\n\u003Cp>12.Om sådan heltidsanställd arbetstagare som avses i § 20 mom. 1 och som\nenligt bestämmelserna i momentet inte har rätt till kompensation för\növertidsarbete utför annat arbete än deltagande i sammanträde på tid\növerstigande den fastställda arbetstiden, får arbetstagaren om så är\nmöjligt ledigt från arbetet för motsvarande tid.\u003C\u002Fp>\n\n\u003Cp>13.För arbetstagare som fullgjort fler än 200 timmars övertid eller\nmertid under ett kalenderår ska överskjutande timmar ersättas med 100 % av\nmånadslönen delat i 165. För en deltidsanställd arbetstagare ska\nmånadslönen uppräknas till lön som om arbetstagaren är heltidsanställd\nmed full ordinarie arbetstid. Förhöjd ersättning gäller utöver\nersättningar enligt § 20 mom. 4. I förhöjd ersättning ingår semesterlön\noch semesterersättning med belopp som förutsätts i semesterlagen.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren har arbetat både övertid och mertid under kalenderåret\nska timmarna räknas samman och den förhöjda ersättningen utges efter totalt\n200 timmar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vid summeringen av antalet arbetade övertidstimmar och\u002Feller mertidstimmar\nska eventuella timmar som arbetstagaren tagit ut som kompensationsledig tid\nunder kalenderåret räknas av i enlighet med § 13 mom. 7 c).\u003C\u002Fp>\n\n\u003Cp>Förhöjd ersättning omfattar endast arbetstagare med rätt till\nkompensation för övertidsarbete eller mertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Övertid\u003C\u002Fp>\n\n\u003Cp>För regionsektorn gäller\u003C\u002Fp>\n\n\u003Cp>14.Förvaltningschef eller avdelningschef direkt underställd\nregiondirektör eller regionstyrelse har inte rätt till kompensation för\növertidsarbete, såvida inte annat överenskoms.\u003C\u002Fp>\n\n\u003Cp>Jour och beredskap\u003C\u002Fp>\n\n\u003Cp>15.Organisatoriska och andra åtgärder bör vidtas så att jouruttag\nbegränsas till vad som sägs i ATL.\u003C\u002Fp>\n\n\u003Cp>Där detta av bl.a. verksamhetsmässiga skäl inte går att genomföra är\nparterna beredda att träffa överenskommelse om erforderligt överuttag av\njour i kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>Avvikelser från bestämmelser i §§ 20-24 i AB\u003C\u002Fp>\n\n\u003Cp>16.Arbetsgivaren och arbetstagaren kan, i samband med anställningens\ningående eller under pågående anställning, träffa överenskommelse om\navvikelse från §§ 20-24 utöver vad som följer av bestämmelserna i AB.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse kan innehålla en reglerad uppsägningstid. I\nsamband med överenskommelsen ska arbetsgivaren tydliggöra vilka grunder\növerenskommelsen bygger på. Om förutsättningarna ändras bör en översyn\nske av överenskommelsen av lönesättningen och ersättningen eller en\ndiskussion upptas om återgång till AB:s bestämmelser. Ändrade\nförutsättningar skulle exempelvis kunna vara att arbetstagaren arbetar\növertid i högre utsträckning än förväntat eller att arbetstagare som inte\ntidigare haft beredskap beordras att ha det. Sådan översyn kan initieras av\nsåväl arbetsgivare som arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Avvikelse kan även ske genom kollektivavtal. Om kollektivavtalet reglerar\nsamma fråga som den enskilda överenskommelsen gäller den enskilda\növerenskommelsen.\u003C\u002Fp>\n\n\u003Cp>För vissa arbetsgivare anslutna till Sobona gäller\u003C\u002Fp>\n\n\u003Cp>17.Följande arbetsgivare ska tillämpa § 27 mom. 21 a).\u003C\u002Fp>\n\n\u003Cp>-Capio S:t Görans sjukhus AB\u003C\u002Fp>\n\n\u003Cp>-Danderyds sjukhus\u003C\u002Fp>\n\n\u003Cp>-Södersjukhuset\u003C\u002Fp>\n\n\u003Cp>-Södertälje sjukhus\u003C\u002Fp>\n\n\u003Cp>Detsamma ska gälla för eventuella ytterligare akutsjukhus som ansluter sig\ntill Sobona.\u003C\u002Fp>\n\n\u003Cp>Sjuklön m.m.\u003C\u002Fp>\n\n\u003Cp>18.Har arbetsgivare och arbetstagarorganisation träffat överenskommelse,\nsom komplement till lön enligt §§ 16-17 och bilaga U om prestationslön,\nackordslön, resultatlön eller liknande eller andra alternativa löneformer,\nfår parterna även träffa kollektivavtal om huruvida och på vilket sätt\nsådan lön ska ingå i beräkningsunderlag för sjuklön enligt 6 § SjLL.\nSådan förhandling får endast föras som lokal förhandling.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>19.Arbetsgivaren kan efter prövning medge att ersätta arbetstagare för\ninkomstbortfall, i form av lön och andra anställningsförmåner enligt § 28\nmom. 5, som uppstått i samband med personskada genom våld och\u002Feller\nmisshandel i arbetet. Ersättning utges endast för den del av lönebortfallet\nsom inte ersätts på annat sätt. Ersättningen inbegriper semesterlön och\nsemesterersättning enligt avtalet och semesterlagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Uppsägningstider för arbetsgivare som är medlem i Sobona\u003C\u002Fp>\n\n\u003Cp>20.Arbetsgivare som är medlem i Sobona kan besluta att § 33 mom. 1 a) ska\ngälla för verksamheten.\u003C\u002Fp>\n\n\u003Cp>För vissa arbetsgivare anslutna till Sobona gäller\u003C\u002Fp>\n\n\u003Cp>21.Följande arbetsgivare ska tillämpa uppsägningstiderna i § 33, mom. 1\na)\u003C\u002Fp>\n\n\u003Cp>-Capio S:t Görans sjukhus AB\u003C\u002Fp>\n\n\u003Cp>-Danderyds sjukhus\u003C\u002Fp>\n\n\u003Cp>-Södersjukhuset\u003C\u002Fp>\n\n\u003Cp>-Södertälje sjukhus\u003C\u002Fp>\n\n\u003Cp>Detsamma ska gälla för eventuella ytterligare akutsjukhus som ansluter sig\ntill Sobona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Övriga anteckningar\u003C\u002Fh3>\n\n\u003Cp>Distansarbete\u003C\u002Fp>\n\n\u003Cp>1.Parterna konstaterar att vissa frågor kan behöva regleras i samband med\narbete på distans. Vid införande av distansarbete är det därför av vikt\natt t.ex. följande frågor beaktas: omfattning av distansarbetet,\narbetstagarens tillgänglighet, anställningsvillkor, arbetsuppgifter, teknisk\nutrustning, säkerhets- och skyddsfrågor, arbetsmiljöfrågor, uppföljning\noch utvärdering.\u003C\u002Fp>\n\n\u003Cp>Vid sådan reglering är det även av vikt att följande frågor beaktas\nenligt ramavtalet på europeisk nivå: definition, frivillighet, privatliv och\nutbildning.\u003C\u002Fp>\n\n\u003Cp>Sammanläggning av anställningar\u003C\u002Fp>\n\n\u003Cp>2.Är arbetstagare anställd samtidigt i flera anställningar hos samma\narbetsgivare kan lokala förhandlingar upptas syftande till att\nanställningarna sammanläggs till en anställning. Tvist om sammanläggning i\nenskilt fall kan inte hänskjutas till central förhandling. Uppstår tvist om\nden principiella innebörden av denna rekommendation kan sådan tvist däremot\nföras som central förhandling.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Förtydligande om förmån vid utbildning\u003C\u002Fp>\n\n\u003Cp>3.Vid specialistutbildning eller utbildning till barnmorska, där\nsjuksköterskor erhåller avlöningsförmåner eller andra förmåner av\narbetsgivaren, är villkor om krav på arbetstagaren om återbetalning av\nförmånen inte giltiga. En viktig orsak är behoven av att klara\nkompetensförsörjningen till vården och de statsbidrag som arbetsgivare\ndärmed erhåller för att stimulera sjuksköterskor till specialistutbildning\neller utbildning till barnmorska.\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse träder i kraft den 15 april 2022. Tidigare ingångna\navtal omfattas inte av bestämmelsen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Punkt 4 nedan gäller t.o.m 2022-09-30\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Lön vid annan anställning på grund av organisatoriska skäl eller\nsjukdom\u003C\u002Fp>\n\n\u003Cp>4.Om inte annat överenskoms mellan arbetsgivare och arbetstagare och\u002Feller\narbetstagarorganisation gäller följande.\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare på grund av organisatoriska skäl eller sjukdom\nomplaceras till en annan anställning utanför anställningsavtalet och\növerenskommelse träffats om lägre lön utges ett tillägg till\narbetstagaren. Tillägget utgörs av mellanskillnaden mellan den gamla och den\nnya lönen. De första 12 månaderna utbetalas hela tillägget. Därefter\nminskas tillägget med 1\u002F12 av tillägget per kalendermånad.\u003C\u002Fp>\n\n\u003Cp>Om den nya anställningen innebär lägre sysselsättningsgrad reduceras\ntillägget enligt följande\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(a - b) x c = d\u003C\u002Fp>\n\n\u003Cp>a = ursprunglig lön vid heltid \u003C\u002Fp>\n\n\u003Cp>b = ny lön vid heltid \u003C\u002Fp>\n\n\u003Cp>c = ny sysselsättningsgrad \u003C\u002Fp>\n\n\u003Cp>d = tillägg\u003C\u002Fp>\n\n\u003Cp>Vid stadigvarande förflyttning enligt AB § 6 tillämpas inte denna\nreglering.\u003C\u002Fp>\n\n\u003Cp>För det fall avvikande lokal överenskommelse har träffats som reglerar\novanstående äger dessa fortsatt giltighet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Punkt 4 nedan gäller fr.o.m. 2022-10-01\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lön vid annan anställning på grund av organisatoriska skäl eller\nsjukdom\u003C\u002Fp>\n\n\u003Cp>4.Om inte annat överenskoms mellan arbetsgivare och arbetstagare och\u002Feller\narbetstagarorganisation gäller följande:\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare på grund av organisatoriska skäl eller sjukdom\nomplaceras till en annan anställning utanför anställningsavtalet och\növerenskommelse träffats om lägre lön utges ett tillägg till\narbetstagaren. Tillägget utgörs av mellanskillnaden mellan den gamla och den\nnya lönen. Tillägget utbetalas de första 6 månaderna.\u003C\u002Fp>\n\n\u003Cp>Om den nya anställningen innebär lägre sysselsättningsgrad reduceras\ntillägget enligt följande\u003C\u002Fp>\n\n\u003Cp>(a - b) x c = d\u003C\u002Fp>\n\n\u003Cp>a = ursprunglig lön vid heltid \u003C\u002Fp>\n\n\u003Cp>b = ny lön vid heltid \u003C\u002Fp>\n\n\u003Cp>c = ny sysselsättningsgrad \u003C\u002Fp>\n\n\u003Cp>d = tillägg\u003C\u002Fp>\n\n\u003Cp>Vid stadigvarande förflyttning enligt AB § 6 tillämpas inte denna\nreglering.\u003C\u002Fp>\n\n\u003Cp>För det fall avvikande lokal överenskommelse har träffats som reglerar\novanstående äger dessa fortsatt giltighet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Punkt 5 nedan gäller t.o.m 2022-12-31\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Löneväxling enligt KAP-KL och AKAP-KL\u003C\u002Fp>\n\n\u003Cp>5.Sedan lokalt kollektivavtal om löneväxling träffats kan arbetsgivaren\noch arbetstagaren överenskomma om att arbetstagaren får avsätta del av\navlöningsförmåner till avgiftsbestämd ålderspension enligt KAP-KL § 14\nsamt bilaga 2 punkt 12 och AKAP-KL § 5 a samt bilaga 2 punkt 6.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Punkt 5 nedan gäller fr.o.m 2023-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Löneväxling enligt KAP-KL och AKAP-KR\u003C\u002Fp>\n\n\u003Cp>5.Sedan lokalt kollektivavtal om löneväxling träffats kan arbetsgivaren\noch arbetstagaren överenskomma om att arbetstagaren får avsätta del av\navlöningsförmåner till avgiftsbestämd ålderspension enligt KAP-KL § 14\nsamt bilaga 2 punkt 12 och AKAP-KR § 5 a samt bilaga 2 punkt 7.\u003C\u002Fp>\n\n\u003Cp>Pensionsavgifter\u003C\u002Fp>\n\n\u003Cp>För kommunsektorn gäller\u003C\u002Fp>\n\n\u003Cp>6.Utöver vad som följer av PB § 8 i PFA 98 avsätts för varje\narbetstagare, för vilken PFA 98 gäller, en årlig pensionsavgift som\ntillförs arbetstagarens individuella del. Avgiften är 0,1 procent av\navgiftsunderlaget enligt PB § 11 i PFA 98.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Krislägesavtalet\u003C\u002Fp>\n\n\u003Cp>7.För den arbetstagare som vid krisläge anvisas att arbeta under\nförutsättningarna som anges i Krislägesavtalet gäller Krislägesavtalets\nvillkor under den tid arbetstagaren utför arbete enligt det avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Centrala protokollsanteckningar\u003C\u002Fh3>\n\n\u003Ch4>Anteckningar till Löneavtal\u003C\u002Fh4>\n\n\u003Cp>Skiljenämnd\u003C\u002Fp>\n\n\u003Cp>1.Skiljenämnden består av tre ledamöter, av vilka Sveriges Kommuner och\nRegioner utser en, berörd arbetstagarorganisation (den centrala\narbetstagarorganisationen) en och nämnda parter gemensamt en, tillika\nordförande.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna svarar envar för sina representanters kostnader för\nmedverkan i nämnden. Kostnaderna för ordförandens medverkan delas lika\nmellan parterna.\u003C\u002Fp>\n\n\u003Ch4>Anteckningar till AB\u003C\u002Fh4>\n\n\u003Cp>Arbetstid\u003C\u002Fp>\n\n\u003Cp>1.Arbetsgivare som tillämpar en kortare kontorsarbetstid än i genomsnitt\n40 timmar per helgfri vecka, får bibehålla denna oberoende av bestämmelser i\n§ 13 mom. 2.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>2.Dygnsvila enligt arbetstidslagen (ATL) bör så långt det är möjligt\nföljas vid förläggning av ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Om dygnsvila enligt ATL utifrån ett verksamhetsperspektiv inte kan uppnås\nså bedömer parterna att objektiva skäl finns till att tillämpa de\navvikelser från ATL som anges i AB § 13 mom. 7 h)-i). Parterna anser att\narbetstagare därigenom erhåller lämpligt skydd enligt EG:s\narbetstidsdirektiv 2003\u002F88\u002FEG, artikel 18, genom gällande\nkollektivavtalsreglering och lagstiftning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Medbestämmandelagen\u003C\u002Fp>\n\n\u003Cp>3.33 § MBL är inte tillämplig på bestämmelserna i AB § 27, på lokal\növerenskommelse som kan ha träffats med stöd av AB § 5 mom. 1b) eller på\n§ 27 mom. 9.\u003C\u002Fp>\n\n\u003Cp>4.Bestämmelserna i AB innebär inte någon reglering av MBL:s dispositiva\nregler med undantag av § 4 mom. 2, § 10 mom. 7, § 11, § 12 mom. 1, § 13\nmom. 5, § 22 mom. 6 och § 27 mom. 9.\u003C\u002Fp>\n\n\u003Cp>Lokal företrädare för arbetstagarorganisation\u003C\u002Fp>\n\n\u003Cp>5.I AB anges att arbetsgivaren och arbetstagarorganisation får träffa\nkollektivavtal i vissa i avtalet angivna frågor. Sådant kollektivavtal får\nendast träffas med lokal företrädare för arbetstagarorganisationen, om inte\nden centrala arbetstagarorganisationen skriftligen meddelar arbetsgivaren\nannat.\u003C\u002Fp>\n\n\u003Cp>Detta gäller även lokalt kollektivavtal som träffas om avvikelse från\nbestämmelser om ständig natt och rotationstjänstgöring samt §§ 20-24\nenligt bilaga 3, Anteckningar till AB punkt 16.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Övriga anteckningar\u003C\u002Fh4>\n\n\u003Cp>Ändringar i lagstiftning\u003C\u002Fp>\n\n\u003Cp>1.Genomförs under avtalsperioden ändringar i lagstiftning kan\nförhandlingar påkallas.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>2.Parterna konstaterar att bilagan ”Kompetensutvecklingsavtal” till ÖLA\n00 fortsätter att gälla till annat överenskoms.\u003C\u002Fp>\n\n\u003Cp>3.De centrala parterna konstaterar beträffande fortbildning att det är\nsjukvårdshuvudmannen som svarar för att varje medarbetare har den kompetens\nsom krävs för fullgörande av arbetsuppgifterna och som ska ge\nförutsättningar för kompetensutveckling. Detta är något som ingår i\nåterkommande utvecklingssamtal mellan medarbetare och chef och som formuleras\ni individuella utvecklingsplaner som inkluderar fortbildning.\u003C\u002Fp>\n\n\u003Cp>Förhandlingar rörande ändringar i AB m.m.\u003C\u002Fp>\n\n\u003Cp>4.Endera part kan påkalla förhandling rörande ändringar i AB under\navtalsperioden.\u003C\u002Fp>\n\n\u003Cp>Partsgemensamt arbete om önskvärd lönestruktur\u003C\u002Fp>\n\n\u003Cp>5.Centrala parter är överens om att under avtalsperioden följa upp och\nstödja lokalt arbete med att utveckla löneöversynsprocessen. Viktiga frågor\nrör förutsättningar för att öka lönespridningen och nå en önskvärd\nlönestruktur. Målet är en löneutveckling som premierar kompetens,\nspecialistkunskap och erfarenhet som leder till förbättrade resultat och\nbidrag till verksamhetens mål.\u003C\u002Fp>\n\n\u003Cp>Partsarbetet utgår från HÖK 22 där prioriteringen av särskilt\nyrkesskickliga är en viktig fråga. Centrala parter ska därför fortsätta\ndet gemensamma arbetet med att ta fram och tillgängliggöra metodstöd. Det\navser både lönestatistisk uppföljning och stöd för dialog om särskilt\nyrkesskickliga. En gemensam konferens ska också genomföras för lokala parter\noch arbetsgivar- respektive fackliga företrädare i alla regioner med fokus\npå metodstöd.\u003C\u002Fp>\n\n\u003Cp>Centrala parter ska fortsätta följa löneavtalets tillämpning t.ex. genom\nuppföljning av lokala parters och chefers syn på tillämpningen.\u003C\u002Fp>\n\n\u003Cp>Centrala parter ska också årligen göra en fördjupad analys av den\npartsgemensamma statistiken. Detta för att följa upp hur lönestruktur,\nlöneutveckling, lönenivåer och lönespridning utvecklas för\nVårdförbundets yrkesgrupper.\u003C\u002Fp>\n\n\u003Cp>Partsgemensamt arbete om karriärmodeller\u003C\u002Fp>\n\n\u003Cp>6.Parterna ser möjligheterna att klara kompetensförsörjningen som en av\nvälfärdens största utmaningar. Strukturerade och välfungerande\nkarriärmodeller kan bidra till verksamhetens utveckling samtidigt som de\nattraherar, motiverar och bidrar till att behålla medarbetare genom att skapa\ntydligare förutsättningar för kompetensutveckling, karriär- och\nlöneutveckling.\u003C\u002Fp>\n\n\u003Cp>Mot bakgrund av ovanstående avser centrala parter att under\navtalsperioden:\u003C\u002Fp>\n\n\u003Cp>-Stödja lokalt arbete för att ta fram, utveckla och implementera\nkarriärmodeller i regioner och kommuner.\u003C\u002Fp>\n\n\u003Cp>-Stödja lokalt arbete med att utvärdera och utveckla redan implementerade\nkarriärmodeller.\u003C\u002Fp>\n\n\u003Cp>-Stödja samarbete och erfarenhetsutbyte mellan regioner och kommuner. Detta\nmed hänsyn till vårdens utveckling och omställningen till Nära vård.\u003C\u002Fp>\n\n\u003Cp>-Verka för att samtliga regioner samt ett urval av större kommuner senast\ni december 2022 utvecklat karriärmodeller och börjat implementera dessa för\nVårdförbundets yrkesgrupper.\u003C\u002Fp>\n\n\u003Cp>-Under 2023 verka för att öka andelen kommuner som utvecklat\nkarriärmodeller och börjat implementera dessa för Vårdförbundets\nyrkesgrupper.\u003C\u002Fp>\n\n\u003Cp>Partsarbetet innebär t.ex. att:\u003C\u002Fp>\n\n\u003Cp>-En tidplan för partsarbetet ska tas fram, där årlig uppföljning av\ninförda karriärmodeller och pågående projekt ska ingå.\u003C\u002Fp>\n\n\u003Cp>-Forum ska skapas för kunskapsspridning och erfarenhetsutbyte mellan lokala\nparter.\u003C\u002Fp>\n\n\u003Cp>-Verka för vissa gemensamma grunder i modellerna, t.ex. vad gäller\ntjänster för specialistsjuksköterskor på avancerad nivå, följa upp lokal\nhantering av tjänster och tjänstestruktur för barnmorskor, biomedicinska\nanalytiker, röntgensjuksköterskor och sjuksköterskor samt hur detta kan\nföljas i AID.\u003C\u002Fp>\n\n\u003Cp>Partsgemensamt arbete om utbildningsfrågor\u003C\u002Fp>\n\n\u003Cp>7.Centrala parter ser möjligheterna att klara kompetensförsörjningen som\nen av välfärdens största utmaningar. Parterna enas därför om att gemensamt\nunder avtalsperioden:\u003C\u002Fp>\n\n\u003Cp>-Verka för att utbildning på grundnivå och reglerad specialistutbildning\nsvarar mot nuvarande och framtida behov av kunskap och kompetens inom hälso-\noch sjukvården samt omsorgen.\u003C\u002Fp>\n\n\u003Cp>-Utforska möjligheter till vidareutbildningar och reglerad specialistexamen\nför barnmorskor, biomedicinska analytiker och röntgensjuksköterskor.\u003C\u002Fp>\n\n\u003Cp>-Följa upp och utvärdera formen för och utvecklingen av\nutbildningsanställningar samt antal, fördelning och inriktning. Fokus ska\näven läggas på hur utbildningsanställningar kan bidra till att stärka\nspecialistsjuksköterskans roll i vården. Uppföljningar ska göras årligen\nunder avtalsperioden med start 2022. Frekvensen kan komma att påverkas med\nhänsyn till de uppföljningar som kan komma att göras av myndigheter.\u003C\u002Fp>\n\n\u003Cp>-Stödja det lokala arbetet med utbildningsanställningar i enlighet med\nparternas samsynsdokument. Vid behov se över samsynsdokumentet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Centrala parters syn på förutsättningar för en väl fungerande\nindividuell lönesättning\u003C\u002Fh3>\n\n\u003Cp>Denna bilaga anknyter till Löneavtalet och dess överläggning. En\nförutsättning för att överläggningen ska leda till önskvärd samsyn om\narbetsgivarens planerade åtgärder och bidra till en bra löneöversynsprocess\när att bilagans olika delar, lokala förutsättningar och praktiska\ntillämpning diskuteras.\u003C\u002Fp>\n\n\u003Cp>Löneavtalet utgår från en lönesättning som är individuell och\ndifferentierad. En förutsättning för att en sådan lönesättning ska kunna\nfungera väl är att arbetsgivaren arbetat fram grundläggande och långsiktiga\nlönepolitiska riktlinjer för lönesättningen. Dessa riktlinjer måste vara\nkända och diskuterade med medarbetarna i organisationen för att bidra till\ndet positiva sambandet mellan lön, motivation och resultat.\u003C\u002Fp>\n\n\u003Cp>Lönepolitiken visar arbetsgivarens värderingar och varje arbetsplats\nmåste diskutera vad lönepolitiken innebär för den egna verksamheten.\nLönestrukturen ska stimulera till kompetensutveckling för att individen under\nhela yrkeslivet ska kunna bidra till verksamhetens utveckling. Det är i detta\nsammanhang naturligt att också uppmärksamma arbetstagare som är frånvarande\npå grund av sjuk- eller föräldraledighet.\u003C\u002Fp>\n\n\u003Cp>Lönekriterier för lönesättning ska tydligt visa hur arbetsinsatserna\nvärderas och måste därför utgå från verksamhetens uppdrag och mål.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen och löneökningsbehovet ska kopplas till arbetsgivarens\narbete med verksamhetsmål och verksamhetsutveckling, prioriteringar och\nekonomiska förutsättningar och vara en integrerad del av samverkanssystemet\nmellan parterna. Olika arbetsgivare har på grund av skillnader i storlek och\norganisation olika förutsättningar för lönebildningsprocessens\nutformning.\u003C\u002Fp>\n\n\u003Cp>Härvid ska följande särskilt beaktas:\u003C\u002Fp>\n\n\u003Ch4>Rollfördelning\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivare har olika förutsättningar för hur lönebildningsprocessen\ndrivs. Oavsett storlek och organisatoriska indelningar förutsätts dock en\ntydlighet i uppdrag och ansvar för respektive nivå. I detta ligger också att\nchefens uppdrag och ansvar i löneprocessen tydliggörs.\u003C\u002Fp>\n\n\u003Ch4>Tidplan för löneöversynsarbetet\u003C\u002Fh4>\n\n\u003Cp>Ett individuellt lönesystem förutsätter avstämningar och uppföljningar.\nDärför är det naturligt att även löneöversynen återkommer årligen.\u003C\u002Fp>\n\n\u003Cp>Genom en god planering kan respektive löneöversyn slutföras innan\ntidpunkten för ikraftträdande.\u003C\u002Fp>\n\n\u003Ch4>Analys av löner\u003C\u002Fh4>\n\n\u003Cp>Löneavtalet förutsätter att arbetsgivaren bl.a. kartlägger och\nanalyserar sina löner som underlag till överläggning inför löneöversyn.\nDärutöver kräver diskrimineringslagen kartläggning och analys ur\njämställdhetssynpunkt.\u003C\u002Fp>\n\n\u003Cp>Lönerelationerna mellan och inom olika yrkesgrupper avspeglar\narbetsgivarens ställningstaganden. Därför är det en viktig förutsättning\natt de förtroendevalda diskuterar och tar ställning till rådande och\nönskvärda lönerelationer.\u003C\u002Fp>\n\n\u003Cp>Kartläggning och analys av olika arbeten\u002Fyrken som visar\nlönenivåer\u002Flönespridningar mellan grupper och lönespridningar inom grupper\ngörs utifrån lönepolitisk synpunkt, samt utifrån skillnader i lön\nkvinnor\u002Fmän respektive skillnader i lön kvinno-\u002Fmansdominerade grupper. I\ndetta ingår också kartläggning och analys som visar\nlönenivåer\u002Flönespridning mellan olika åldersgrupper inom ett yrke. Syftet\när att följa möjligheter till lönekarriär inom yrket över tid.\u003C\u002Fp>\n\n\u003Cp>Kartläggning och analys följs sedan av en handlingsplan grundad på\narbetsgivarens ställningstaganden. Handlingsplanen med koppling till den egna\nlöne-politiken utvisar arbetsgivarens önskvärda lönerelationer och\nlönespridningar inför kommande löneöversyner utifrån verksamhetens mål\noch behov.\u003C\u002Fp>\n\n\u003Cp>Det är väsentligt att se analys av löner och den därpå bestämda\nhandlingsplanen tillsammans med arbetsgivarens övriga ambitioner och\nprioriteringar samt konsekvenser av diskrimineringslagstiftning som en helhet.\nDetta möjliggör för arbetsgivaren att redan i budgetarbetet ta ett\nhelhetsgrepp på olika verksamheters totala behov av åtgärder.\u003C\u002Fp>\n\n\u003Cp>Grunden för att få acceptans för lönebilden hänger både samman med en\nkonsekvent tillämpning av lönepolitiken och delaktighet för de\nanställda.\u003C\u002Fp>\n\n\u003Ch4>Inför löneöversyn\u003C\u002Fh4>\n\n\u003Cp>Inför löneöversyn är det angeläget att genomföra en analys av vilka\nbehov av löneökningar som finns med avseende på arbetstagarnas bidrag till\nverksamhetsförbättringar, behov av nyrekrytering, möjlighet att behålla\npersonal, graden av måluppfyllelse, behov av lönerelationsförändringar osv.\nMed utgångspunkt från resultatet av denna analys, Löneavtalets § 1 och den\negna lönepolitiken görs en samlad lönepolitisk bedömning av arbetsgivaren.\nDet är först därefter, med ovan angivna seriösa prövning som grund,\nmöjligt att göra en bedömning av löne ökningsbehovet.\u003C\u002Fp>\n\n\u003Ch4>Överläggning\u003C\u002Fh4>\n\n\u003Cp>En överläggning som är väl förberedd av arbetsgivaren ökar graden av\ntydlighet och därmed tilltron till arbetsgivaren som lönesättare. Exempel\npå inslag i en överläggning kan vara arbetsgivarens syn på\nlönestrukturfrågorna, dvs. önskade lönerelationer mellan grupper såväl\nsom lönespridningen inom en grupp. Vidare är det angeläget att klargöra de\nolika stegen i kommande löneöversyn, speciellt med hänsyn till\nsamarbetsformer med dels fackliga organisationer, dels chefer på olika nivåer\nsåväl som arbetstagare. Ett aktivt deltagande av såväl arbetsgivar- som\narbetstagarpart bidrar verksamt till att önskvärd tydlighet uppnås.\u003C\u002Fp>\n\n\u003Ch4>Samtal\u003C\u002Fh4>\n\n\u003Cp>Individuell lönesättning i allmänhet och Löneavtalet i synnerhet\nförutsätter att samtal förs med arbetstagare om uppställda mål, resultat\noch koppling till lön. Detta förutsätter att arbetsgivaren tydliggör krav,\nförväntningar, uppsatta mål och följer upp resultatet. Likaså att\nverksamhetsmålen är diskuterade i organisationen och bland medarbetarna.\u003C\u002Fp>\n\n\u003Cp>I samtalet formulerar chef och medarbetare bl.a. de individuella mål och de\nkrav och förväntningar som finns från bådas sidor. Vidare sker en\nuppföljning av åstadkomna resultat så att kopplingen till lön kan\ngöras.\u003C\u002Fp>\n\n\u003Cp>I en löneöversyn enligt modellen chef-medarbetare är det av särskild\nbetydelse att tydlighet finns om det samtalstillfälle där arbetsgivaren\nlämnar förslag till ny lön.\u003C\u002Fp>\n\n\u003Cp>En individuell lönesättning kräver chefer med tydlighet såväl i\nmålbeskrivningen som sitt sätt att sätta lön.\u003C\u002Fp>\n\n\u003Ch4>Avstämning\u003C\u002Fh4>\n\n\u003Cp>I en löneöversyn enligt modellen chef-medarbetare är avstämningen det\ntillfälle där arbetsgivarpart och arbetstagarpart analyserar\nlöneöversynsprocessen. Som en del i denna eftersträvas samsyn kring\nsambandet mellan överläggning och resultat av löneöversyn t.ex. gällande\ndiskrimineringsfrågor.\u003C\u002Fp>\n\n\u003Ch4>Löneutveckling för äldre arbetstagare\u003C\u002Fh4>\n\n\u003Cp>I ett personalförsörjningsläge där verksamheterna står inför stora\npensions-avgångar och därmed sammanhängande rekryteringssituation är det av\nstor vikt att arbetsgivarna tar till vara och utvecklar samtliga arbetstagare.\nGenom att söka bibehålla engagemang och motivation även för\u002Fhos de äldre\narbetstagarna ökar förutsättningarna för fortsatt verksamhetsutveckling.\nDärvid kommer deras erfarenhet och kompetens att öka möjligheterna att nå\nmålen för verksamheterna.\u003C\u002Fp>\n\n\u003Cp>Det är därför väsentligt att såväl ur lönespridnings- som\npersonalförsörjningssynpunkt uppmärksamma de äldre arbetstagarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Centrala parters syn på förutsättningar för en väl fungerande\narbetstidsförläggning\u003C\u002Fh3>\n\n\u003Ch4>Syfte\u003C\u002Fh4>\n\n\u003Cp>Syftet med denna bilaga är att stödja arbetet med en väl fungerande\narbetstidsförläggning. En förutsättning är att dialog förs mellan chefer\noch medarbetare samt mellan lokala parter om hur arbetstidsförläggningen\nplaneras och hanteras lokalt. Dialogen kan med fördel föras inom ramen för\nsamverkanssystemet, där forum finns för att hantera inflytande och\ndelaktighet i frågor om verksamhet och arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Centrala parters syn på förutsättningar för en väl fungerande\narbetstidsförläggning är avsedd som ett stöd i det lokala arbetet. Bilagan\ninnebär inga nya bestämmelser eller avsteg från gällande regelverk om\narbetsmiljö och arbetstider.\u003C\u002Fp>\n\n\u003Ch4>Bakgrund\u003C\u002Fh4>\n\n\u003Cp>Utgångspunkten för arbetstidens förläggning är invånarnas behov av\nvälfärdstjänster. Det innebär att många verksamheter i välfärden\nbehöver bedrivas oavsett tidpunkt på dygnet, veckodag eller årstid.\u003C\u002Fp>\n\n\u003Cp>Utveckling av verksamhet, organisation, arbetssätt, digitalisering och\ndemografiska förändringar ställer krav på kompetensförsörjningen och hur\nvälfärdens resurser används på bästa och effektivaste sätt. En viktig\nförutsättning för att klara dessa krav är en verksamhetsanpassad och\nhälsosam arbetstidsförläggning som främjar heltidsarbete och stödjer ett\nlångt, utvecklande och hållbart arbetsliv.\u003C\u002Fp>\n\n\u003Ch4>Ansvar för arbetstidsförläggningen\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren ansvarar för arbetstidsförläggningen. Chefen företräder\narbetsgivaren och ansvarar för att förläggningen motsvarar verksamhetens\nbehov, att resurserna används effektivt och att kraven på en god arbetsmiljö\ntillgodoses.\u003C\u002Fp>\n\n\u003Cp>Även om arbetsgivaren har det yttersta ansvaret behöver varje medarbetare,\nutifrån de möjligheter som finns att påverka arbetstidsförläggningen,\nsjälv vara uppmärksam på verksamhetens behov och hur den egna arbetsmiljön\noch hälsan påverkas.\u003C\u002Fp>\n\n\u003Ch4>Förutsättningar för en väl fungerande arbetstidsförläggning\u003C\u002Fh4>\n\n\u003Cp>-Att det finns kunskap hos chefer om verksamhetsmål, ekonomi, arbetsmiljö,\nrelevanta lagar och kollektivavtal samt hur detta påverkar\narbetstidsförläggningen. En förutsättning är att arbetsgivaren ger chefer\nstöd, rådgivning och utbildning även i frågor som rör\narbetstidsförläggning.\u003C\u002Fp>\n\n\u003Cp>-Att chefer informerar och för dialog om arbetstidsförläggningen och de\nfrågor som påverkar denna med medarbetarna. Ett viktigt forum för dialog med\nindividen är medarbetarsamtalet och ett viktigt forum för dialog med\narbetsgruppen är arbetsplatsträffen (APT).\u003C\u002Fp>\n\n\u003Cp>-Att arbetsgivaren beaktar att det också finns kunskap om\narbetstidsförläggning hos medarbetare, fackliga företrädare och\nskyddsombud. Det är särskilt viktigt när medarbetarna själva förutsätts\nta aktiv del i planering och hantering av arbetstidsförläggningen.\u003C\u002Fp>\n\n\u003Cp>-Att arbetsgivaren tillhandahåller verktyg som stödjer en\narbetstidsförläggning som är verksamhetsanpassad, effektiv och hälsosam.\nDet kan t.ex. vara i form av lokala riktlinjer, metoder och IT-stöd.\u003C\u002Fp>\n\n\u003Cp>-Att det i verksamheter som bedrivs dygnet runt kan behövas särskild\ninformation och stöd för hur arbetstiden förläggs hälsosamt vid skift- och\nnattarbete. Här kan lokala riktlinjer om hälsosam arbetstidsförläggning\nvara en vägledning för chefer, medarbetare, fackliga företrädare och\nskyddsombud.\u003C\u002Fp>\n\n\u003Cp>-Att arbetsgivaren i sitt systematiska arbetsmiljöarbete t.ex. inför\nstörre verksamhetsförändringar och vid skyddsronder, följer upp och tar\nhänsyn till arbetstidsförläggningens effekter på arbetsmiljö, verksamhet\noch resurser.\u003C\u002Fp>\n\n\u003Cp>Att information och dialog sker på APT samt partsgemensamt, t.ex. i\nsamverkansgruppen.\u003C\u002Fp>\n\n\u003Ch4>Att beakta vad gäller arbetstidsförläggning och arbetsmiljö\u003C\u002Fh4>\n\n\u003Cp>En välfungerande arbetstidsförläggning ska också tillgodose kraven på\nen god arbetsmiljö. I forskningen lyfts flera viktiga frågor fram. Nedan ges\nexempel som kan vara underlag för dialog i medarbetarsamtal, på APT eller i\nsamverkansgrupp.\u003C\u002Fp>\n\n\u003Cp>Hur fungerar planeringen av arbetstiden? Vilka möjligheter har medarbetarna\ntill delaktighet och påverkan?\u003C\u002Fp>\n\n\u003Cp>Hur fungerar förläggningen av arbetstiden?\u003C\u002Fp>\n\n\u003Cp>-Hur motsvarar bemanningen vid olika tidpunkter verksamhetens behov och\nkraven på en god arbetsmiljö?\u003C\u002Fp>\n\n\u003Cp>-Hur långa är vanligen arbetspassen och vilka möjligheter finns till rast\noch paus?\u003C\u002Fp>\n\n\u003Cp>-Hur tillgodoses behoven av dygns- och veckovila?\u003C\u002Fp>\n\n\u003Cp>-Vilka möjligheter finns att, under arbetstid, delta i\nutvecklingsaktiviteter, arbetsmöten och APT?\u003C\u002Fp>\n\n\u003Cp>-Hur är omfattningen av mertid\u002Fövertid och hur jämn är fördelningen\nmellan medarbetare och verksamheter?\u003C\u002Fp>\n\n\u003Cp>-Vilka krav finns på tillgänglighet utanför ordinarie arbetstid, t.ex.\nvad gäller mertid\u002Fövertid samt att delta i jour och beredskap?\u003C\u002Fp>\n\n\u003Cp>-Hur fungerar gränsdragningen mellan arbete och fritid, t.ex. effekter av\ndigitaliseringen och möjligheter att vara ständigt nåbar?\u003C\u002Fp>\n\n\u003Cp>-Ges tillräckligt med möjlighet till vila och återhämtning? Tas då\nhänsyn till helheten i arbetstidsförläggningen, t.ex. även de krav som kan\nfinnas på tillgänglighet utanför ordinarie arbetstid? Hur påverkas vila och\nåterhämtning av eventuella bisysslor?\u003C\u002Fp>\n\n\u003Cp>Finns kunskap hos chefer och medarbetare om hur förläggningen kan påverka\narbetsmiljö och hälsa, samt om metoder och råd för att hantera detta?\u003C\u002Fp>\n\n\u003Ch4>Lokala kollektivavtal om arbetstidsförläggning\u003C\u002Fh4>\n\n\u003Cp>I lagstiftning och centrala kollektivavtal finns bestämmelser som rör\narbetstider och arbetstidens förläggning. I de centrala kollektivavtalen\nframgår också vilka möjligheter som finns att träffa lokala kollektivavtal\nom dessa frågor.\u003C\u002Fp>\n\n\u003Cp>Ett syfte med lokala kollektivavtal kan vara att öka möjligheterna att\nverksamhetsanpassa arbetstidsförläggningen. Den lokala hanteringen och\nutformningen ger också möjlighet att öka medarbetarnas delaktighet i frågor\nom arbetstider och arbetstidsförläggning.\u003C\u002Fp>\n\n\u003Cp>Det är lokala parter som ansvarar för avtalens utformning och innehåll\noch att dessa stödjer en välfungerande arbetstidsförläggning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Lokalt kollektivavtal om lön och allmänna anställningsvillkor m.m. - LOK\n22\u003C\u002Fh3>\n\n\u003Ch4>§ 1 Innehåll m.m.\u003C\u002Fh4>\n\n\u003Cp>Nedan nämnd arbetsgivare och arbetstagarorganisation träffar denna dag\ndetta kollektivavtal - LOK 22 - om lön och allmänna anställningsvillkor m.m.\nför arbetstagare för vilka gäller Allmänna bestämmelser - AB.\u003C\u002Fp>\n\n\u003Cp>Till avtalet hör\u003C\u002Fp>\n\n\u003Cp>1.mellan de centrala parterna överenskomna bestämmelserna enligt HÖK 22,\n§ 1 - bilagorna 4, 5, 5 a, 6 och 6 a undantagna - §§ 3 och 4 samt\u003C\u002Fp>\n\n\u003Cp>2.de bestämmelser i övrigt som parterna nedan träffar överenskommelse om\nska ingå i kollektivavtalet.\u003C\u002Fp>\n\n\u003Ch4>§ 2 Giltighet och uppsägning\u003C\u002Fh4>\n\n\u003Cp>Kollektivavtalet avlöser gällande kollektivavtal och gäller t.o.m.\n2024-03-31 med en ömsesidig uppsägningstid av 3 kalendermånader. Har avtalet\ninte sagts upp inom föreskriven tid förlängs dess giltighet för en tid av\n12 kalendermånader i sänder med en ömsesidig uppsägningstid av 3\nkalendermånader.\u003C\u002Fp>\n\n\u003Cp>Uppsägning ska vara skriftlig och åtföljd av förslag till nytt\nkollektivavtal i frågor som avses i HÖK 22.\u003C\u002Fp>\n\n\u003Cp>Säger central part upp HÖK 22 upphör LOK 22 att gälla vid samma tidpunkt\nsom HÖK 22 om inte annat överenskoms mellan de centrala parterna. \u003C\u002Fp>\n\n\u003Ch4>§ 3 Övrigt\u003C\u002Fh4>\n\n\u003Cp>Förhandlingen förklaras avslutad.\u003C\u002Fp>\n\n\u003Cp>…………………………………………………..den………………………2022\u003C\u002Fp>\n\n\u003Cp>För………………………………………………………………………………...\u003C\u002Fp>\n\n\u003Cp>(arbetsgivarparten)\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>(underskrift)\u003C\u002Fp>\n\n\u003Cp>För………………………………………………………………………………...\u003C\u002Fp>\n\n\u003Cp>(arbetstagarparten)\u003C\u002Fp>\n\n\u003Cp>…………………………………………………………………………………….\u003C\u002Fp>\n\n\u003Cp>(underskrift)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Lokalt kollektivavtal om lön och allmänna anställningsvillkor m.m. - LOK\n22\u003C\u002Fh3>\n\n\u003Ch4>§ 1 Innehåll m.m.\u003C\u002Fh4>\n\n\u003Cp>Till kollektivavtalet mellan de lokala parterna - LOK 22 - hör mellan de\ncentrala parterna överenskomna bestämmelserna enligt HÖK 22, § 1 -\nbilagorna 4, 5, 5 a, 6 och 6 a undantagna - §§ 3 och 4.\u003C\u002Fp>\n\n\u003Ch4>§ 2 Giltighet och uppsägning\u003C\u002Fh4>\n\n\u003Cp>Säger central part upp HÖK 22 upphör LOK 22 att gälla vid samma tidpunkt\nsom HÖK 22 om inte annat överenskoms mellan de centrala parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":46,"jobclassifaction1":48,"trainingprogrammes":52,"pensionfund":56,"sicknessmaxdays":60,"discrimination":64,"violence":68,"hourspweek_select":72,"schedulesrestpw":76,"WAGES_trigger":80,"OVERTIME_trigger":84},{"bindId":43,"name":44,"text":45},"cbadate_start","Såvida inte särskilt anges gäller HÖK 22","Såvida inte särskilt anges gäller HÖK 22 för perioden\n2022-04-01-2024-03-31, med en ömsesidig uppsägningstid av 3\nkalendermånader.",{"bindId":47,"name":44,"text":45},"cbadate_end",{"bindId":49,"name":50,"text":51},"jobclassifaction1","§ 5 Klassificering Klassificering sker i","§ 5 Klassificering\n\n\n\nKlassificering sker i enlighet med bilaga 3 till Överenskommelse om\nlönestatistik. För att säkerställa kvaliteten i de centrala partsgemensamma\nstatistikunderlagen krävs en kontinuerlig lokal översyn av de anställdas kod\nenligt klassificeringssystemet Arbetsidentifikation, AID. Ansvaret åligger\nlokala parter.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","Förtydligande om förmån vid utbildning 3","Förtydligande om förmån vid utbildning\n\n3.Vid specialistutbildning eller utbildning till barnmorska, där\nsjuksköterskor erhåller avlöningsförmåner eller andra förmåner av\narbetsgivaren, är villkor om krav på arbetstagaren om återbetalning av\nförmånen inte giltiga. En viktig orsak är behoven av att klara\nkompetensförsörjningen till vården och de statsbidrag som arbetsgivare\ndärmed erhåller för att stimulera sjuksköterskor till specialistutbildning\neller utbildning till barnmorska.\n\nDenna bestämmelse träder i kraft den 15 april 2022. Tidigare ingångna\navtal omfattas inte av bestämmelsen.",{"bindId":57,"name":58,"text":59},"pensionfund","Löneväxling enligt KAP-KL och AKAP-KR 5.","Löneväxling enligt KAP-KL och AKAP-KR\n\n5.Sedan lokalt kollektivavtal om löneväxling träffats kan arbetsgivaren\noch arbetstagaren överenskomma om att arbetstagaren får avsätta del av\navlöningsförmåner till avgiftsbestämd ålderspension enligt KAP-KL § 14\nsamt bilaga 2 punkt 12 och AKAP-KR § 5 a samt bilaga 2 punkt 7.\n\nPensionsavgifter\n\nFör kommunsektorn gäller\n\n6.Utöver vad som följer av PB § 8 i PFA 98 avsätts för varje\narbetstagare, för vilken PFA 98 gäller, en årlig pensionsavgift som\ntillförs arbetstagarens individuella del. Avgiften är 0,1 procent av\navgiftsunderlaget enligt PB § 11 i PFA 98.",{"bindId":61,"name":62,"text":63},"sicknessmaxdays","Lön vid annan anställning på grund av or","Lön vid annan anställning på grund av organisatoriska skäl eller\nsjukdom\n\n4.Om inte annat överenskoms mellan arbetsgivare och arbetstagare och\u002Feller\narbetstagarorganisation gäller följande.\n\nOm en arbetstagare på grund av organisatoriska skäl eller sjukdom\nomplaceras till en annan anställning utanför anställningsavtalet och\növerenskommelse träffats om lägre lön utges ett tillägg till\narbetstagaren. Tillägget utgörs av mellanskillnaden mellan den gamla och den\nnya lönen. De första 12 månaderna utbetalas hela tillägget. Därefter\nminskas tillägget med 1\u002F12 av tillägget per kalendermånad.\n\nOm den nya anställningen innebär lägre sysselsättningsgrad reduceras\ntillägget enligt följande",{"bindId":65,"name":66,"text":67},"discrimination","2.Om löneöversyn innebär annan åtgärd än","2.Om löneöversyn innebär annan åtgärd än lön ska detta för berörd\narbetstagare särskilt anges. Sådan åtgärd ska även beaktas när\narbetsgivaren enligt diskrimineringslagen genomför kartläggning och analys av\nlöner och andra anställningsvillkor.\n\nInnehåller överenskommelse enligt ovan avkortad arbetstid ska den för\njämförelse enligt diskrimineringslagen i lönehänseende beräknas på\nföljande sätt:",{"bindId":69,"name":70,"text":71},"violence","19.Arbetsgivaren kan efter prövning medg","19.Arbetsgivaren kan efter prövning medge att ersätta arbetstagare för\ninkomstbortfall, i form av lön och andra anställningsförmåner enligt § 28\nmom. 5, som uppstått i samband med personskada genom våld och\u002Feller\nmisshandel i arbetet. Ersättning utges endast för den del av lönebortfallet\nsom inte ersätts på annat sätt. Ersättningen inbegriper semesterlön och\nsemesterersättning enligt avtalet och semesterlagen.",{"bindId":73,"name":74,"text":75},"hourspweek_select","Då ordinarie arbetstid är förlagd till v","Då ordinarie arbetstid är förlagd till vardag såväl som sön- och\nhelgdag eller till vardag och helgdag, görs beräkningen ovan utifrån ett\ngenomsnittligt heltidsmått på 38 timmar och 15 minuter per vecka under\nberäkningsperioden. Vid beräkningen av andelen nattpass av den totala\narbetstiden avrundas tiondelar upp till närmaste heltal.",{"bindId":77,"name":78,"text":79},"schedulesrestpw","2.Dygnsvila enligt arbetstidslagen (ATL)","2.Dygnsvila enligt arbetstidslagen (ATL) bör så långt det är möjligt\nföljas vid förläggning av ordinarie arbetstid.\n\nOm dygnsvila enligt ATL utifrån ett verksamhetsperspektiv inte kan uppnås\nså bedömer parterna att objektiva skäl finns till att tillämpa de\navvikelser från ATL som anges i AB § 13 mom. 7 h)-i). Parterna anser att\narbetstagare därigenom erhåller lämpligt skydd enligt EG:s\narbetstidsdirektiv 2003\u002F88\u002FEG, artikel 18, genom gällande\nkollektivavtalsreglering och lagstiftning.",{"bindId":81,"name":82,"text":83},"WAGES_trigger","Löneavtal § 1 Grundläggande principer fö","Löneavtal\n\n§ 1 Grundläggande principer för lönesättningen",{"bindId":85,"name":86,"text":87},"OVERTIME_trigger","Övertid 11.Vid behov av att beordra arbe","Övertid\n\n11.Vid behov av att beordra arbete på övertid eller mertid ska\narbetsgivaren eftersträva att fördela sådant arbete jämnt mellan\narbetstagare med adekvat kompetens i syfte att undvika en för hög belastning\npå enskilda arbetstagare.\n\n12.Om sådan heltidsanställd arbetstagare som avses i § 20 mom. 1 och som\nenligt bestämmelserna i momentet inte har rätt till kompensation för\növertidsarbete utför annat arbete än deltagande i sammanträde på tid\növerstigande den fastställda arbetstiden, får arbetstagaren om så är\nmöjligt ledigt från arbetet för motsvarande tid.\n\n13.För arbetstagare som fullgjort fler än 200 timmars övertid eller\nmertid under ett kalenderår ska överskjutande timmar ersättas med 100 % av\nmånadslönen delat i 165. För en deltidsanställd arbetstagare ska\nmånadslönen uppräknas till lön som om arbetstagaren är heltidsanställd\nmed full ordinarie arbetstid. Förhöjd ersättning gäller utöver\nersättningar enligt § 20 mom. 4. I förhöjd ersättning ingår semesterlön\noch semesterersättning med belopp som förutsätts i semesterlagen.\n\nOm arbetstagaren har arbetat både övertid och mertid under kalenderåret\nska timmarna räknas samman och den förhöjda ersättningen utges efter totalt\n200 timmar.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Huvudöverenskommelse om lön och allmänna anställningsvillkor samt rekommendation om lokalt kollektivavtal m.m. – HÖK 22 2022-04-03 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2022-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2024-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Sjukvård, omsorg, socialt arbete\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Sjukvårdsverksamhet\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den offentliga sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Landsorganisationen i Sverige\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Namn på andra undertecknare från arbetstagares sida: → \n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → Not specified dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Nej\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: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → 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: → 38.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → -10.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → -10.0 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[93],{"title":35,"slug":31},[95],{"type":96,"data":97},"call_to_action_body_block",{"title":98,"description":99,"variant":100,"link":101},"Jämför kollektivavtal","Jämför artiklarna med kollektivavtal från Sverige genom olika sektorer, ämnen och 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