[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fi-avtalet-kollektivavtal-1-november-2020-31-mars-2023":3,"menu:\u002Fsv-se:":197,"sites:htmlblocks":362,"subsites":1561,"cite-subsites":5126,"footer:root":5603,"suggested:root":5701,"cite-footer:root":5705},{"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":177,"content_type_view":178,"extra_breadcrumbs":179,"body":181,"body_blocks":192,"related_pages":196},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":175,"translations":176},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"i-avtalet-kollektivavtal-1-november-2020-31-mars-2023","e3408db8-c10d-11ed-a80f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fi-avtalet-kollektivavtal-1-november-2020-31-mars-2023\u002Fi-avtalet-kollektivavtal-1-november-2020-31-mars-2023\u002F","I-AVTALET Kollektivavtal 1 november 2020-31 mars 2023","I-AVTALET Kollektivavtal 1 november 2020-31 mars 2023 - 2020","Sweden - I-AVTALET Kollektivavtal 1 november 2020-31 mars 2023 - 2020","I-AVTALET Kollektivavtal 1 november 2020-31 mars 2023 - 2020 - Tillverkning",{"name":39,"data":40},"I -agreement IF metall IKEM i_avtalet-2020_2023.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>I -agreement IF metall IKEM i_avtalet-2020_2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>I-AVTALET\u003C\u002Fh1>\n\n\u003Ch1>Kollektivavtal\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>1 november 2020-31 mars 2023\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Övriga gällande avtal och överenskommelser mellan parterna\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Förhandlingsavtal, m m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch4>Huvudavtal SAF-LO (förhandlingsordning m m)\u003C\u002Fh4>\n\n\u003Cp>Regler om hur och när förhandlingar ska genomföras och vilka\npreskriptionstider som gäller vid tvister. Innehåller även regler om\nkonflikter, strejk lockout mm.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Utvecklingsavtal inkl jämställdhet, SAF-LO\u002FPTK\u003C\u002Fh4>\n\n\u003Cp>Regler om medbestämmandeformer, rätt att utse arbetstagarkonsult,\nmöjlighet till fem timmars ledighet för facklig information på betald\narbetstid. Innehåller även regel om tidsfrist för att begära central\nMBL-förhandling inom sju dagar (För en schematisk sammanställning av\ngällande förhandlingsordning se sista sidan).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Industriavtalet - Industrins samarbetsavtal och förhandlingsavtal\u003C\u002Fh4>\n\n\u003Cp>Regler för förhandlingar om kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Beredskapsavtal, SAF-LO\u002FPTK (vid krigstillstånd)\u003C\u002Fh4>\n\n\u003Cp>Avtal som ändrar vissa avtalsvillkor under krigstillstånd. Anknyter till\nde ändrade lagregler som även då träder i kraft. Gäller bara om Sverige\nhamnar i ett krigstillstånd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>Avtalsförsäkringar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Trygghetsförsäkring vid arbetsskada TFA, SAF-LO\u002FPTK\u003C\u002Fh4>\n\n\u003Cp>Ett antagande av överenskommelse om avtalsförsäkring vid arbetsskada. Se\nwww.afa.se för mer information om försäkringen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch4>Avtal om avgångsbidrag, AGB mellan SAF - LO\u003C\u002Fh4>\n\n\u003Cp>Ett antagande av avtalsförsäkring, avgångsbidrag.\u003C\u002Fp>\n\n\u003Cp>Se www.afa.se för mer information om försäkringen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch4>Avtal om avtalsgruppsjukförsäkring, AGS mellan SAF - LO\u003C\u002Fh4>\n\n\u003Cp>Ett antagande av avtalsförsäkring om ersättning vid arbetares sjukdom.\n\u003C\u002Fp>\n\n\u003Cp>Se www.afa.se för mer information om försäkringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Avtal om tjänstegrupplivförsäkring, TGL mellan SAF - LO\u003C\u002Fh4>\n\n\u003Cp>Ett antagande av avtalsförsäkring, Livförsäkring.\u003C\u002Fp>\n\n\u003Cp>Se www.afa.se för mer information om försäkringen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch4>Avtal om Avtalspension, SAF - LO\u003C\u002Fh4>\n\n\u003Cp>Ett antagande av avtalsförsäkring med tjänstepension för arbetare, se\nwww.fora.se för mer information om försäkringen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Avtal om Omställningsförsäkring\u003C\u002Fh4>\n\n\u003Cp>Ett antagande av avtalsförsäkring, avgångsbidrag AGB, se www.afa.se för\nmer information om försäkringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch4>Avtal om kompletterade föräldrapenning, Svenskt Näringsliv - LO\u003C\u002Fh4>\n\n\u003Cp>Ett antagande av avtalsförsäkring om extra ersättning vid\nföräldraledighet, se www.afa.se för mer information om försäkringen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Ch4>Trygghetsfonden TSL, SAF-LO\u003C\u002Fh4>\n\n\u003Cp>Regler med förmåner och hjälp för den som blir arbetslös. Se www.tsl.se\nför mer information om försäkringen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Övriga avtal\u003C\u002Fh3>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Ch4>Avtal om yrkesutbildning, SAF:s Allmänna Grupp - Svenska\nFabriksarbetareförbundet\u003C\u002Fh4>\n\n\u003Cp>Avtal om riktlinjer för företagsförlagd utbildning och företagsintern\nvuxenutbildning samt hur parterna ska samverka i yrkesutbildningsfrågor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Överenskommelse om riktlinjer för Truckförares kunskaper och\nfärdigheter, Innovations- och kemiarbetsgivarna - IF Metall\u003C\u002Fh4>\n\n\u003Cp>Riktlinjer och mål för truckförares kunskaper och färdigheter, bla val\nav utbild- ningsanordnare och riktlinjer för dessa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Europeiska ramavtalet av den 16 juli 2002, Svenskt Näringsliv - LO, TCO,\nSACO m fl\u003C\u002Fh4>\n\n\u003Cp>Antagande om riktlinjer för de som distansarbetar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Europeiska ramavtalet av den 8 oktober 2004, Svenskt Näringsliv och LO,\nTCO och SACO\u003C\u002Fh4>\n\n\u003Cp>Antagnade om riktlinjer för att identifiera och förebygga arbetsrelaterad\nstress.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Vissa särskilda åtgärder för arbetstagare som utsatts för\nasbest-exponering och ersättningsregler i anslutning därtill, SAF-LO\u002FPTK\u003C\u002Fh4>\n\n\u003Cp>Åtgärder för den som utsatts för asbestexponering och därvid drabbats\nav sjukdom. Då strikta regler numera gäller för asbesthantering bör dessa\nregler ytterst sällan bli tillämpliga i dag. Åtgärderna består av\nrekommendationer om medicinska undersökningar och i samband därmed\nersättning för vissa kostnader samt en överenskommelse om ideell ersättning\ni vissa fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Samarbetsavtal Innovations- och kemiarbetsgivarna - IF Metall angående\nuppbörd av fackliga medlemsavgifter\u003C\u002Fh4>\n\n\u003Cp>Regler om arbetsgivarens skyldighet att medverka till betalning av\narbetstagarnas medlemsavgift till IF Metall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Statistiköverenskommelse, Innovations- och kemiarbetsgivarna IF Metall\u003C\u002Fh4>\n\n\u003Cp>Överenskommelse om vilket statistikunderlag avseende löneuppgifter som ska\nsamlas in gemensamt. Informationen får uteslutande användas som ett underlag\ni avtalsförhandlingarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I-avtalet\u003C\u002Fh2>\n\n\u003Cp>Kollektivavtal mellan IKEM - Innovations- och kemiarbetsgivarna och IF\nMetall gällande för till IKEM anslutna företag med undantag av dem för\nvilka annat kollektivavtal upprättats mellan parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003Cspan style=\"color:#ffffff\">\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller för företag som är anslutna till IKEM - Innovations- och\nkemiarbetsgivarna, avtalsområde I-avtalet. Ansluter sig nya företag som har\narbetstagare inom IF Metalls förbundsområde och som har en verksamhet som är\njämförlig med övriga företag inom avtalsområdet, ska detta avtal träda\nikraft så snart gällande avtal löper ut.\u003C\u002Fp>\n\n\u003Cp>Avtalet kan också utgöra utgångspunkt för diskussioner angående\ntillskapande av likartade regler för samtliga anställda i företaget.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna förväntas utnyttja avtalets möjligheter att träffa\nlokala överenskommelser som är anpassade till företagets och de anställdas\nförutsättningar och behov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Att avtalet automatiskt ska tillämpas på nytillträdande arbetsgivare\nutesluter inte att förhandlingar på framställning av endera parten kan\nföras rörande särskilda frågor. Detta kan bl a ske om nytillträdande\nföretag har speciell tillverkning.\u003C\u002Fp>\n\n\u003Cp>2.Förteckning över de branscher som bland andra omfattas av avtalet, se\nbilaga 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsreglerna återfinns i särskilt arbetstidsavtal, se bilaga 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Lön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Löneform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Löneformen kan vara fast lön (timlön eller månadslön) och\u002Feller rörlig\nlön (ackord). Regler gällande timavlönade redovisas i Bilaga 3.\u003C\u002Fp>\n\n\u003Cp>Månadslön kan tillämpas för alla eller vissa grupper av arbetstagare vid\nföretaget efter lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser kan träffas om ackordsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Ch3>Mom 2 Månadslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 Tillämpning\u003C\u002Fh4>\n\n\u003Cp>Månadslön innebär att lönen utges med visst belopp per kalendermånad,\noberoende av i månaden infallande helgdagar och avtalsenliga fridagar.\u003C\u002Fp>\n\n\u003Cp>Lägsta månadsförtjänst utgör vid full arbetstid:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"183\">\u003Cp>\u003Cstrong>Arbetstagarens lägsta månadslön i kr fr o\n        m\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"183\">\u003Cp>Fyllda 18 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>23 333\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>24 021\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Nyanställd 3 månader\u003C\u002Ftd>\n      \u003Ctd>19 833\u003C\u002Ftd>\n      \u003Ctd>20 417\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minderårig\u003C\u002Ftd>\n      \u003Ctd>15 633\u003C\u002Ftd>\n      \u003Ctd>16 093\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Arbetstagare med 1 eller 2 års anställning i företaget som tillägnat sig\nökad kompetens i form av erfarenhet och yrkeskunnande skall efter genomförd\nlönerevision ha en månadslön som överstiger angivna lägsta månadslön med\nnedanstående krontal:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"184\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"184\">\u003Cp>Efter 1 års anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Efter 2 års anställning\u003C\u002Ftd>\n      \u003Ctd>1000\u003C\u002Ftd>\n      \u003Ctd>1000\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Höjningarna av avtalets lägsta månadslön ska inte påverka lokala\nlönesystem med lägsta månadslöner som bas på annat sätt än att efter\ngenomförd lönerevision ska utgående löner minst uppgå till avtalets\nlägsta löner.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.För nyanställd kan lokal överenskommelse träffas om ytterligare en\ntidsperiod om högst nio månader med ovan angiven lägsta månadslön.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>3.Parterna är överens om att avtalets lägsta månadslön inte gäller\npraktikanter. Vid lokal tvist om lönesättningen för dessa åligger det de\ncentrala parterna att enas.\u003C\u002Fp>\n\n\u003Cp>Med praktikanter avses de som såsom ett led i viss utbildning utför\npraktiskt arbete inom företaget. Företaget ska särskilt ha planlagt detta\nmed hänsyn till utbildningssyftet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Beträffande månadsförtjänst tillämpas beräkningsgrund för\ngenomsnittsförtjänst enligt följande.\u003C\u002Fp>\n\n\u003Cp>Med genomsnittsförtjänst avses såväl fast som rörlig lön som i\ngenomsnitt intjänats under de senaste tre månaderna. Lokal överenskommelse\nkan träffas om annan period eller annat beräkningssätt. Vid tillämpning av\nresultatlön med utbetalning för längre tidsperioder ska utfallet\nperiodiseras.\u003C\u002Fp>\n\n\u003Cp>5.Med anledning av arbetstagarpartens önskemål om utvidgad tillämpning av\nmånadslöneform är parterna överens om att denna löneform kan tillämpas i\nökad utsträckning.\u003C\u002Fp>\n\n\u003Cp>Övergång till månadslöner bör kunna ske vid företag, där inte, med\nhänsyn till produktionens art eller andra särskilda förhållanden vid\nföretaget, annan löneform framstår som lämpligare.\u003C\u002Fp>\n\n\u003Cp>IKEM och IF Metall ska medverka till att införandet av månadslön sker på\nsådant sätt att produktiviteten främjas och att månadslönerna avvägs med\nhänsyn till arbetets svårighetsgrad och arbetstagarnas kvalifikationer och\nprestationer.\u003C\u002Fp>\n\n\u003Cp>6.Helglön beräknas inte på rörlig lönedel. Vid införande av rörlig\nlönedel ska totallönen avvägas så att eventuell förlust av helglön på\nden rörliga delen kompenseras.\u003C\u002Fp>\n\n\u003Cp>7.De lokala parterna kan även överenskomma om yrkesintroduktions-\nanställning i enlighet med regler i Yrkesintroduktionsavtalet, bilaga 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Lön per dag och timme\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"212\">\u003Cp>Lön per dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"209\">\u003Cp>Lön per timme\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"212\">\u003Cp>Månadslönen x 12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"209\">\u003Cp>Månadslönen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"212\">\u003Cp>365\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"209\">\u003Cp>175\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid annan arbetstid än 40 timmar per vecka i genomsnitt per kalenderår\nanpassas talet 175 till detta timantal. Vid beräkning av lön per dag och\ntimme medtas inte eventuell rörlig premielönedel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:3 Lön för del av löneperiod\u003C\u002Fh4>\n\n\u003Cp>Om anställning påbörjas eller avslutas under löpande kalendermånad\nutges förutom rörlig premielönedel lön per arbetad timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:4 Löneberäkning vid annan frånvaro än sjukfrånvaro\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>1.Frånvaro del av dag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Frånvaro om högst 5 arbetsdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro utan giltig orsak i samband med helg- och avtalsenlig fridag\ngörs dessutom avdrag med lön per dag för helg- och avtalsenlig fridag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Frånvaro mer än 5 arbetsdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per dag för varje kalenderdag som frånvaron\nomfattar. Arbetsfria dagar, som inleder en frånvaroperiod, samt söndag och\nhelgdagar, som avslutar en frånvaroperiod, räknas inte som frånvarodagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Frånvaro hel kalendermånad\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med hela månadslönen oberoende av om frånvaron inleds eller\navslutas på arbetsfri dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>\u003Cstrong>5.Frånvaro på grund av tillfällig vård av barn\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning, oavsett frånvarotidens\nlängd, görs avdrag för varje frånvarotimme med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med arbetstagarens hela\nmånadslön.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>§ 4 Tillägg för obekväm och förskjuten arbetstid m m\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Mom 1 Tillägg för obekväm arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete som förläggs till följande tider utges tillägg (ob-tillägg)\ni kronor per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Kvälls- och nattetid fr o m\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 18.00 till kl 06.00 om \n\n        \u003Cp>inte högre belopp anges nedan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>43,88\u003C\u002Ftd>\n      \u003Ctd>44,93\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Sön- och helgdagstid fr o m\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 06.00 på lördag och kl 18.00 dag \n\n        \u003Cp>före helgdag till kl 06.00 dagen efter\u003C\u002Fp>\n\n        \u003Cp>sön- eller helgdagen, om inte högre belopp\u003C\u002Fp>\n\n        \u003Cp>anges nedan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>68,34\u003C\u002Ftd>\n      \u003Ctd>69,98\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Storhelgstid fr o m\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 06.00 nyårsafton \n\n        \u003Cp>till kl 06.00 den 2 januari\u003C\u002Fp>\n\n        \u003Cp>Från kl 18.00 skärtorsdag\u003C\u002Fp>\n\n        \u003Cp>till kl 06.00 tredjedag påsk\u003C\u002Fp>\n\n        \u003Cp>Från kl 06.00 den 1:a maj\u003C\u002Fp>\n\n        \u003Cp>till kl 06.00 den 2:a maj\u003C\u002Fp>\n\n        \u003Cp>Från kl 06.00 nationaldagen\u003C\u002Fp>\n\n        \u003Cp>till kl 06.00 dagen efter nationaldagen\u003C\u002Fp>\n\n        \u003Cp>Från kl 06.00 pingstafton\u003C\u002Fp>\n\n        \u003Cp>till kl 06.00 dagen efter pingstdagen\u003C\u002Fp>\n\n        \u003Cp>Från kl 06.00 midsommarafton\u003C\u002Fp>\n\n        \u003Cp>till kl 06.00 dagen efter midsommardagen\u003C\u002Fp>\n\n        \u003Cp>Från kl 06.00 julafton\u003C\u002Fp>\n\n        \u003Cp>till kl 06.00 tredjedag jul\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan> \n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fspan>*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>136,51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan> \n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>139,79\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om att månadsavlönade arbetstagare i\nstället erhåller ob-tillägg enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Kvälls- och nattetid\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Sön- och helgdagstid\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Storhelgstid\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>månadslönen \n\n        \u003Cp>480\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Söndags- och helgdagstillägg från kl 18.00 dag före helgdag gäller inte\ndag före nationaldagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tillägg vid förskjutning av den ordinarie arbetstiden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid förskjutning av den ordinarie arbetstiden samt när arbetstagaren\nbeordras övergå från en ordinarie arbetstid till en annan, betalas nedan\nangivna kronor i tillägg per timme för den arbetstid som faller utanför den\narbetstid som gällde för arbetstagaren dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Detta kan t ex gälla vid övergång från dagtid till skiftarbete eller\nfrån förmiddags- till eftermiddagsskift vid avvikelser från skiftschemat.\nTillägget betalas under högst tre arbetsdagar i följd efter övergången.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"196\">\u003Cp>\u003Cstrong>Tillägg vid förskjutning av den ordinarie\n        arbetstiden fr o m\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tillägg i kronor\u003C\u002Ftd>\n      \u003Ctd>37,77\u003C\u002Ftd>\n      \u003Ctd>38,68\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tillägget utges inte för tid som berättigar till övertidsersättning.\nDäremot utges tillägget samtidigt som eventuellt ob-tillägg.\u003C\u002Fp>\n\n\u003Cp>Om en ny övergång sker inom 14 kalenderdagar, utges inte något tillägg.\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Ersättning utges inte vid en förändring av arbetstiden med tillämpning\nav Arbetstidsavtalets § 3.\u003C\u002Fp>\n\n\u003Cp>2.Ersättning utges inte till arbetstagare i vars arbetsuppgifter ingår att\nväxla mellan olika arbetstider (t ex skiftersättare, arbetstagare i\npersonalreserv) och där överenskommelse har träffats om kompensation i annan\nform.\u003C\u002Fp>\n\n\u003Cp>Ersättning utges inte samtidigt med dubbelskiftersättning.\u003C\u002Fp>\n\n\u003Cp>3.I samband med övergångar ska arbetstiden planeras så att bortfall av\narbetstid för den enskilde arbetstagaren om möjligt undviks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Övertidsarbete m m\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Övertidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har rätt att begära arbete på övertid.\u003C\u002Fp>\n\n\u003Cp>Med övertid avses all arbetstid som i timantal per dygn överstiger det\nordinarie arbetstidsmåttet.\u003C\u002Fp>\n\n\u003Cp>Meddelande om övertidsarbete ska lämnas i god tid och om möjligt före\nsista måltidsrasten. Befrielse från övertidsarbete bör inte nekas då\narbetstagaren är förhindrad och har bärande skäl och framställning om\nbefrielse görs i samband med begäran om övertidsarbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av övertid som ska journalföras se\nArbetstidsavtalet bilaga 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Permission efter övertidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som utför övertidsarbete mellan kl 22.00 och kl 06.00 och som\nska påbörja arbete påföljande morgon har rätt till permission för vila.\nPermissionens längd utgörs av samma antal timmar som arbetstagaren arbetat\nmellan ovan angivna klockslag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom 3 Övertidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid övertidsarbete utges betalning med för månadsavlönade:\u003C\u002Fp>\n\n\u003Cp>•ordinarie timlön (månadslönen dividerad med 175),\u003C\u002Fp>\n\n\u003Cp>och eventuell rörlig lönedel, i förekommande fall ob-tillägg samt\nföljande övertidstillägg:\u003C\u002Fp>\n\n\u003Cp>•månadslön\u002F420\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses fast kontant månadslön inklusive fasta tillägg. Vid\nberäkning av utfört övertidsarbete för månadsavlönade medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Beträffande övertidsersättning vid arbetstagares övergång från en\narbetstid till en annan (exempelvis från dagarbete till skiftarbete) är\nparterna ense om att tillämpa den s k rullandedygnsregeln. Denna regel\ninnebär bl a följande: beräkningen sker inom en period av 24 timmar räknat\nfrån det klockslag, då arbetstagaren sist börjat sitt arbete före\növergången till ny arbetstid. Om arbetstagaren inom denna period utför\narbete utöver det antal timmar som gällde som ordinarie dagligt\narbetstidsmått före övergången, betalas övertidsersättning för\növerskjutande tid. Om viss del av tiden redan av annan anledning ska ersättas\nsom övertid, frånräknas denna vid beräkningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Inställelseersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som beordras inställa sig till arbete vid flera tillfällen\nper dygn än vad arbetstagarens ordinarie arbetstid fordrar, erhåller för\nvarje sådan extra inställelse, utöver ordinarie lön och eventuellt\növertidstillägg, inställelseersättning. Som dygnsgräns gäller kl\n06.00.\u003C\u002Fp>\n\n\u003Cp>Som extra inställelse räknas inte då arbetstagaren beordrats utföra\narbete direkt efter den ordinarie arbetstidens slut och därvid bereds kortare\nmåltidsrast eller på egen begäran medges återkomma senare för att utföra\narbetet i fråga.\u003C\u002Fp>\n\n\u003Cp>Ersättningen per inställelse utges i kronor med följande belopp:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vardagar\u003C\u002Ftd>\n      \u003Ctd>178\u003C\u002Ftd>\n      \u003Ctd>182\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Sön-, eller helgdag, i avtalet fastställd \n\n        \u003Cp>fridag och lördag efter 06:00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>232\u003C\u002Ftd>\n      \u003Ctd>232\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Dubbelskiftersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som i direkt anslutning till fullgjort fullt skift utfört\nytterligare ett fullt skift (s k dubbelskift) utges en särskild ersättning,\ndubbelskiftersättning i kronor med följande belopp:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fullgjort ytterligare fullt skift\u003C\u002Ftd>\n      \u003Ctd>226\u003C\u002Ftd>\n      \u003Ctd>232\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Ersättning vid övertidsarbete under veckoslut\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid övertidsarbete under veckoslut som sker utan samband med\nberedskapstjänst och som för arbetstagaren medför inställelse under både\nlördags- och söndagsdygnet eller mellan lördag kl 18.00 och söndag kl 06.00\nutges ett särskilt tillägg i kronor med följande belopp:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Inställelse under både lördags-och söndagsdygnet \u003C\u002Ftd>\n      \u003Ctd>358\u003C\u002Ftd>\n      \u003Ctd>367\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras antingen genom övertidsersättning enligt § 5\nmom 3, eller om arbetstagaren så önskar i form av ledig tid -\nkompensationsledighet. En förutsättning för kompensationsledighet är att\narbetsgivaren bedömer att verksamheten medger det. Kompensationsledigheten\nutges med en timme för varje övertidstimme.\u003C\u002Fp>\n\n\u003Cp>Dessutom utges övertidstillägg enligt § 5 mom 3, och i förekommande fall\nob-tillägg enligt § 4.\u003C\u002Fp>\n\n\u003Cp>Om kompensationsledigheten uppgår till 40 timmar utges övertidsersättning\nenligt § 5 mom 3 för överskjutande tid, om inte de lokala parterna eller\narbetsgivaren och arbetstagaren kommer överens om något annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch2>§ 6 Beredskapstjänst\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskapstjänst avses skyldighet för arbetstagaren att utanför sin\ngällande ordinarie arbetstid vara anträffbar och beredd att inom föreskriven\ntid infinna sig på arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst fördelas så att den inte oskäligt belastar enskild\narbetstagare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Beredskapstjänst ersätts per timme enligt följande (kr\u002Ftimme):\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Vardagar\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Måndag – fredag om inte \n\n        \u003Cp>högre belopp anges nedan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12,15\u003C\u002Ftd>\n      \u003Ctd>12,44\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Sön- och helgdagstid fr o m\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 07.00 på lördag \n\n        \u003Cp>till kl 07.00 på måndag respektive\u003C\u002Fp>\n\n        \u003Cp>från kl 19.00 dag före helgdag\u003C\u002Fp>\n\n        \u003Cp>till kl 07.00 dagen efter helgdagen,\u003C\u002Fp>\n\n        \u003Cp>om inte högre belopp anges nedan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan> \n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>29,59\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan> \n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>30,30\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Storhelgstid fr o m\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 07.00 nyårsafton \n\n        \u003Cp>till kl 07.00 den 2 januari\u003C\u002Fp>\n\n        \u003Cp>Från kl 19.00 skärtorsdag\u003C\u002Fp>\n\n        \u003Cp>till kl 07.00 tredjedag påsk\u003C\u002Fp>\n\n        \u003Cp>Från kl 07.00 1:a maj\u003C\u002Fp>\n\n        \u003Cp>till kl 07.00 2:a maj\u003C\u002Fp>\n\n        \u003Cp>Från kl 07.00 pingstafton\u003C\u002Fp>\n\n        \u003Cp>till kl 07.00 dagen efter pingstdagen\u003C\u002Fp>\n\n        \u003Cp>Från kl 07.00 nationaldagen\u003C\u002Fp>\n\n        \u003Cp>till kl 07.00 dagen efter nationaldagen\u003C\u002Fp>\n\n        \u003Cp>Från kl 07.00 midsommarafton\u003C\u002Fp>\n\n        \u003Cp>till kl 07.00 dagen efter midsommardagen\u003C\u002Fp>\n\n        \u003Cp>Från kl 07.00 julafton\u003C\u002Fp>\n\n        \u003Cp>till kl 07.00 tredjedag jul\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan> \n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>*\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>59,16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan> \n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>*\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>60,58\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapsersättning utges för lägst 8 timmar per pass.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Söndags- och helgdagstillägg från kl 19.00 dag före helgdag gäller inte\ndag före nationaldagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Reseersättningar och traktamenten\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna rekommenderar att en lokal överenskommelse utformas så att\nföretagets anställda omfattas av enhetliga regler. I avvaktan på att sådana\nlokala överenskommelser träffas gäller följande.\u003C\u002Fp>\n\n\u003Cp>Då arbetstagaren beordrats tjänstgöra på annan ort inom landet än den\ndär han normalt tjänstgör gäller reglerna i mom 1-6 om inte de lokala\nparterna kommer överens om något annat. Vid tjänstgöring utom landet\ngäller mom 7-8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Resekostnadsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren föreskriver transportmedel och betalar resekostnaden för\narbetstagaren samt eventuella transportkostnader för bagage och utrustning.\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivare och arbetstagare kan överenskommelse träffas om att\narbetstagaren kan använda egen bil i tjänsten. Villkoren för att\narbetstagaren kan använda egen bil överenskommes på förhand för viss tid\neller resa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Restid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med restid som ger rätt till ersättning avses den tid under en beordrad\ntjänsteresa som går åt för själva resan till bestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som ligger inom arbetstagarens ordinarie dagliga arbetstid räknas\nsom arbetstid. Vid beräkning av restid tas därför endast sådana\ntjänsteresor med som ligger utanför arbetstagarens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast fulla halvtimmar tas med. Restid såväl\nföre som efter den ordinarie arbetstiden viss dag, ska räknas ihop. \u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\nunder en del av resan, ska tiden kl 22.00-06.00 inte räknas med.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad i enlighet med de bestämmelser som\ngäller för traktamentsberäkning eller motsvarande hos arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning betalas per timme med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Vardagar\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Måndag – fredag, om inte högre belopp anges nedan\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>240\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Övrig tid\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 18.00 på fredag och kl 18.00 dag före arbetsfri\n        helgdagsafton \n\n        \u003Cp>eller helgdag fram till kl 06.00 dagen efter sön- eller\n        helgdagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>190\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restidsersättning ska deltidsanställd arbetstagares lön\nräknas upp till heltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Traktamente och researvode\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa som medfört övernattning betalas traktamente enligt\nskatteverkets regler. Arbetsgivaren betalar i normalfallet logikostnaderna.\u003C\u002Fp>\n\n\u003Cp>Därutöver betalas vid tjänsteresa som medfört övernattning ett\nresearvode som sammanräknat med dagtraktamente gör att den sammanlagda\nersättningen vart år uppgår till följande belopp i kronor:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Sammanlagd ersättning vid övernattning inklusive\n        skattefritt traktamente\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Heldagsförrättning\u003C\u002Ftd>\n      \u003Ctd>300\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Halvdagsförrättning\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa utanför den egna arbetsorten vilken inte medfört\növernattning utges en särskild ersättning i kronor per dag enligt\nföljande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Tjänsteresa utan övernattning\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Hel dag (mer än 10 timmar)\u003C\u002Ftd>\n      \u003Ctd>150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Del av dag (mer än 4 men högst 10 timmar)\u003C\u002Ftd>\n      \u003Ctd>75\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om bortovaron uppgår till högst 4 timmar betalas inte någon ersättning.\n\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren erhåller fri kost reduceras ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Hemresa vid långtidsförrättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid förrättning på annan ort inom landet betalar arbetsgivaren vartannat\nveckoslut en hemresa för arbetstagaren, om inte hemresan stör arbetets\nbehöriga gång. Traktamente och restidsersättning utges inte för tiden för\nbortovaron från förrättningsstället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Sjukdom m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid sjukdom under tjänstgöring inom landet utanför den vanliga\nverksamhetsorten utges traktamente under högst 20 dagar om inte någon annan\növerenskommelse träffats.\u003C\u002Fp>\n\n\u003Cp>För tid därutöver utges ersättning för de merkostnader som uppstår\ngenom att nedsättningen av arbetsförmågan inträffat utanför den vanliga\nverksamhetsorten.\u003C\u002Fp>\n\n\u003Cp>Vid hemresa i samförstånd med arbetsgivaren utges reskostnadsersättning\noch traktamente om inte kostnaden täcks av försäkring eller på annat\nsätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Arbete utomlands\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan arbetstagaren påbörjar en utlandsresa ska särskild överenskommelse\nträffas om villkoren.\u003C\u002Fp>\n\n\u003Cp>Vid arbete utomlands ska arbetstagaren tillförsäkras motsvarande avtals-\noch lagfästa försäkrings- och pensionsförmåner som vid arbete i\nSverige.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Med avtalsfästa försäkrings- och pensionsförmåner avses de av Svenskt\nNäringsliv och LO träffade överenskommelserna i de allmänna villkoren om\navtalsförsäkringar för arbetstagare som på arbetsgivarens uppdrag\ntjänstgör utomlands. Arbetsgivaren rekommenderas även att teckna en\nsärskild läkekostnadsförsäkring för arbetare som tjänstgör utomlands.\u003C\u002Fp>\n\n\u003Cp>Med lagfästa försäkrings- och pensionsförmåner avses de lagar och\nförordningar som enligt socialförsäkringslagen finns för arbetstagare som\npå arbetsgivarens uppdrag tjänstgör utomlands.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Vid sjukdom utomlands m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid sjukdom och olycksfall betalar arbetsgivaren uppkomna\nsjukvårdskostnader och om så krävs hemresa för arbetaren om inte dessa\nersätts på annat sätt.\u003C\u002Fp>\n\n\u003Cp>Vid dödsfall betalar arbetsgivaren hemtransport av den avlidne\narbetstagaren om inte detta ersätts på annat sätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Paragrafen har utgått \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mom 1-6 gäller för samtliga arbetstagare\u003C\u002Fp>\n\n\u003Cp>Mom 7-14 gäller för arbetstagare med lön per månad\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per timme se även Bilaga 3\u003C\u002Fp>\n\n\u003Cp>För samtliga arbetstagare\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Semesterledighet m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlagens regler gäller med de tillägg och undantag som anges i\navtalet.\u003C\u002Fp>\n\n\u003Cp>Avtalets bestämmelser hindrar inte att de lokala parterna eller\narbetsgivaren och arbetstagaren kommer överens om avvikelser i de fall\nSemesterlagen tillåter sådana överenskommelser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>För industriföretagen är det nödvändigt att huvudsemestern förläggs\nsä att störningar i produktionen och verksamheten inte uppkommer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En anställning för viss tid, viss säsong eller visst arbete som inte\navser eller pågår längre tid än tre månader ger inte arbetstagaren rätt\ntill semesterledighet utan endast till semesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Uttag av sparade semesterdagar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de sparats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Semesterförläggning vid intermittent deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare är deltidsarbetande och arbetar mindre än fem dagar i\ngenomsnitt per helgfri vecka ska för semesterförläggningen antalet;\u003C\u002Fp>\n\n\u003Cp>bruttosemesterdagar (= det antal semesterdagar som ska läggas ut under\nsemesteråret) omräknas till\u003C\u002Fp>\n\n\u003Cp>nettosemesterdagar (= det antal semesterdagar som ska förläggas på de\ndagar som annars skulle ha varit arbetsdagar för arbetstagaren).\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar ska utläggas under semesteråret omräknas de var för\nsig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Antal arbetsdagar\u002Fvecka \u003C\u002Fp>\n\n\u003Cp>------------------------------------------------------------- = antalet\nbruttosemesterdagar\u003C\u002Fp>\n\n\u003Cp>5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppstår brutet tal vid beräkningen avrundas talet uppåt till närmaste\nheltal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med ”antal arbetsdagar\u002Fvecka” avses antalet arbetsdagar per helgfri\nvecka i genomsnitt under fyra veckor eller annan förläggningsperiod enligt\narbetstagarens arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren enligt sitt arbetstidsschema arbetar såväl hel dag som\ndel av dag samma vecka räknas den delvis arbetade dagen som hel dag. När\nsemestern läggs ut konsumeras en hel semesterdag även om arbetstagaren endast\nskulle ha arbetat del av dagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>Arbetstagarens deltid är förlagd till i genomsnitt\n        följande antal arbetsdagar\u002Fvecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>Antal nettosemesterdagar (vid 25 dagars\n        bruttosemester)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>3,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>2,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"208\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens arbetstid ändras så att ”antalet arbetsdagar\u002Fvecka”\nförändras, ska antalet outtagna nettosemesterdagar räknas om så att de\nmotsvarar den nya arbetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Atmälat om sjukdom utder semesterledighet\u003C\u002Fh3>\n\n\u003Cp>En arbetstagare som blir sjuk under semesterledighet och enligt 15 §\nSemesterlagen begär att semestern ska tas ut senare ska omgående göra\nsjukanmälan till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan kräva att sjukdomen styrks med läkarintyg under\nförutsättning att detta klargjorts antingen i form av en generell\nbestämmelse eller i det enskilda fallet senast i samband med sjukanmälan.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren kräver läkarintyg från anvisad läkare ska kostnaden\nför intyget ersättas av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Ch3>Mom 6 Semesterlönegaranti\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med minst tre månaders sammanlagd anställningstid\ngäller en garanterad semesterlön per betald semesterdag med följande belopp\ni kronor:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"188\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"188\">\u003Cp>Fyllda 18 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>1 496\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>1 532\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minderåriga\u003C\u002Ftd>\n      \u003Ctd>1 123\u003C\u002Ftd>\n      \u003Ctd>1 150\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För deltidsarbete omräknas garantibeloppet i proportion till arbetstiden.\nSådan ändring görs även vid icke semesterlönegrundande frånvaro del av\ndag.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens semesterlön per dag inte uppgår till det garanterade\nbeloppet utges en extra utfyllnad som motsvarar skillnaden mellan\ngarantibeloppet och arbetstagarens semesterlön per dag.\u003C\u002Fp>\n\n\u003Cp>Semesterlönegarantin gäller även vid beräkning av semesterlön för\nuttagen sparad semesterdag och semesterersättning.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per månad\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Beräkning av semesterlön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell under semestern\nsamt semestertillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per vecka beräknas månadslönen 4,3 x\nveckolönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semestertillägg för varje betald semesterdag utgör:\u003C\u002Fp>\n\n\u003Cp>-0,8 % av arbetstagarens aktuella månadslön vid semestertillfället.\u003C\u002Fp>\n\n\u003Cp>-Med månadslön avses fast kontant månadslön och eventuella fasta\nlönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>-0,52 % av summan av rörliga lönedelar som har utbetalats under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med rörliga lönedelar avses:\u003C\u002Fp>\n\n\u003Cp>-tillägg för obekväm och förskjuten arbetstid, ersättning för\növertidsarbete, beredskapsersättningar m m\u003C\u002Fp>\n\n\u003Cp>-bonus, premie eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Summan av rörliga lönedelar ska för varje kalenderdag (hel eller delvis)\nmed semesterlönegrundande frånvaro ökas med en genomsnittlig dagsinkomst av\nde rörliga lönedelarna. Den genomsnittliga dagsinkomsten beräknas genom att\nde rörliga lönedelarna som utbetalats under intjänandeåret divideras med\nantalet anställningsdagar (enligt definition i 7 § Semesterlagen) exklusive\nsemesterledighetsdagar och hela kalenderdagar med semesterlönegrundande\nfrånvaro under intjänandeåret.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Semestertillägget per dag om 0,52 % förutsätter att arbetstagaren tjänat\nin fullbetald semester. Annars ska semestertillägget uppjusteras genom att\n0,52 % multipliceras med 25 och divideras med antalet intjänade betalda dagar.\nDetta för att semestertilläggets sammanlagda värde alltid ska motsvara 13 %\nav den ersättning som utgått för rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Semesterersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning utgörs av intjänad semesterlön som inte betalats ut i\nsamband med ledighet. Den beräknas som 4,6 % av den aktuella månadslönen per\nsemesterdag plus semestertillägg. Semesterersättning för sparad semesterdag\nberäknas som om den sparade dagen tagits ut det semesterår anställningen\nupphörde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Avdrag vid obetald semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag med 4,6 % av aktuell\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Ändrad sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av semesterlön och semesterersättning ska hänsyn tas till\narbetstagarens sysselsättningsgrad under intjänandeåret. Detta gäller även\nsparad semester.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till arbetstagarens andel av\nfull ordinarie arbetstid vid arbetsplatsen under intjänandeåret. Om\nsysselsättningsgraden har ändrats under löpande kalendermånad ska den\nsysselsättningsgrad som har gällt under flest kalenderdagar användas vid\nberäkningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Utbetalning av semestertillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semestertilläggen om 0,8 % och om 0,52 % utbetalas vid det ordinarie\nlöneutbetalningstillfället i samband med eller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Där sä är möjligt kan de lokala parterna överenskomma om att\nsemestertillägg ska utbetalas före semesterledigheten.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna träffat överenskommelse om sammanfallande\nintjänande och uttagsår utbetalas semestertillägget om 0,52 procent senast\nnärmast efter intjänande\u002Futtagsårets slut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Semesterlön vid sparad semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uttag av sparad semester beräknas semesterlönen för sparad\nsemesterdag på samma sätt som för den ordinarie semestern detta år. Vid\nberäkning av semestertillägget om 0,52 % ska dock all frånvaro under\nintjänandeåret före uttagsåret, exklusive ordinarie semester, behandlas som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 13 Semesterlön m m för intermittent deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\nvid obetald semester ska ske med utgångspunkt från antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 14 Semesterlön m m vid nettoberäkning av semester för\nskiftarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid företag där s.k. nettoberäkning av semesterdagar tillämpas för\nskiftarbete anpassas procenttalen för semestertillägg, semesterersättning\nrespektive avdrag för uttagen obetald semesterdag så att de motsvarar\nförhållandet mellan antal semesterdagar enligt Semesterlagen och antalet\nnettosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Permitteringslön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Allmänt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Då arbetsgivare, utan att anställningen upphör, på grund av arbetsbrist,\ndriftstörning eller annan sådan omständighet inte tillhandahåller något\narbete samt befriar arbetstagaren från hans närvaroskyldighet (permittering)\nutges ersättning (permitteringslön) i enlighet med moment 2-4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Permittering kan vidtas oavsett regler om turordning.\u003C\u002Fp>\n\n\u003Cp>2.Arbetstagaren är skyldig att inom skälig tid återgå i arbete när det\nhinder, som föranledde permitteringen, upphört.\u003C\u002Fp>\n\n\u003Cp>3.I permitteringsfrågor ska lagstadgad förhandlingsskyldighet iakttas. Vid\ndessa förhandlingar ska parterna eftersträva enighet om omfattning och\nförläggning av permitteringen. Parterna bör därvid ta hänsyn till\nföretagets produktions- och marknadsförhållanden samt eftersträva\nlösningar som medför minsta möjliga olägenhet för berörda\narbetstagare.\u003C\u002Fp>\n\n\u003Cp>4.Permitteringstid räknas i hela dagar (arbetsdagar). Permittering som\nföranleds av oförutsedda driftsavbrott, t ex strömavbrott och som beslutas\ninom en timme efter ordinarie arbetstidens början räknas som en\npermitteringsdag.\u003C\u002Fp>\n\n\u003Cp>5.Parterna är medvetna om att det inom det gemensamma området i\nundantagsfall finns arbeten som inte är sammanhängande till sin natur\nberoende på t ex väderleksförhållanden, och där permitteringslön för\nnärvarande endast utges om så särskilt överenskommits vid\nanställningstillfället. Parterna avser att i dessa fall varken utvidga eller\nbegränsa rådande tillämpning. Uppstår i enskilda fall tveksamhet om\ntillämpningen, av nuvarande eller tillkommande fall, ska avtalsparterna\nmedverka till rimliga lösningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Permitteringslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid permittering utges permitteringslön enligt följande:\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med fast lön per timme, vecka eller månad:\noförändrad lön,\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare som helt eller delvis avlönas med premielön, ackord\neller liknande: genomsnittsförtjänst enligt; för månadsavlönad §3, mom\n2:1, anmärkning 4; för timavlönad Bilaga 3, § 1, mom 1:1, anmärkning 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om permitteringen är förlagd till skift- eller ob-tid utges dessutom de\nob-tillägg, som skulle ha utgetts om arbetstagaren hade arbetat under\npermitteringstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permitteringslön utges inte vid permittering som föranleds av:\u003C\u002Fp>\n\n\u003Cp>1.arbetstagarens eget vållande\u003C\u002Fp>\n\n\u003Cp>2.olovlig konflikt inom LOs område\u003C\u002Fp>\n\n\u003Cp>3.semesterstängning i samband med huvudsemestern dock högst under de\nförsta 10 permitteringsdagarna\u003C\u002Fp>\n\n\u003Cp>4.offentlig myndighets beslut som arbetsgivaren inte bort räkna med. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Om arbetstagare i fall 3 ovan inte har intjänat betalda semesterdagar som\ntäcker permitteringsdagarna och inte kan beredas arbete ska företaget träffa\nskriftlig överenskommelse med arbetstagaren om ledighet med bibehållen lön\n(förskottssemester).\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens anställning upphör inom fem år från anställningens\nbörjan får avdrag från innestående lön och\u002Feller semesterersättning\ngöras enligt samma regler som för tjänstledighet men räknat på den lön\nsom gällde under förskottssemestern. För timavlönade görs avdrag på\nmotsvarande sätt men med den timlön som gällde under förskottssemestern.\u003C\u002Fp>\n\n\u003Cp>Avdrag får inte göras om anställningen upphör på grund av\u003C\u002Fp>\n\n\u003Cp>1.arbetstagarens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2.förhållande som avses i § 4 tredje stycket första meningen Lagen\n(1982:80) om anställningsskydd, eller\u003C\u002Fp>\n\n\u003Cp>3.uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Permitteringslön vid hemarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reglerna om permitteringslön gäller för sådan hemarbetare som under\nminst fem månader under den 12-månadersperiod som infaller omedelbart före\npermitteringen haft en inkomst per månad (exklusive semesterersättning,\nhemarbetstillägg och andra ersättningar för särskilda kostnader) som\nuppgår till 75 gånger avtalets timlön enligt lönegruppen nyanställd med\ntre månaders anställning.\u003C\u002Fp>\n\n\u003Cp>En hemarbetare anses permitterad då arbetsgivaren, på grund av bristande\ntillgång på arbete, inte kan lämna ut den arbetsvolym som motsvarar den som\növerenskommits eller i övrigt kan anses förutsatt.\u003C\u002Fp>\n\n\u003Cp>Detta gäller oavsett om hemarbetaren framställt begäran om att erhålla\nhemarbete i nämnd omfattning eller inte.\u003C\u002Fp>\n\n\u003Cp>Permitteringslönen per dag utgörs av genomsnittsinkomsten per dag\n(exklusive semesterersättning, hemarbetstillägg och andra ersättningar för\nsärskilda kostnader) under de senaste fem månader, som förtjänsten uppnått\ndet i ovanstående stycket angivna talet 75 gånger timlönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Lönetillägg vid förflyttning av personal\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rörande lönetillägg vid varaktig förflyttning (omplacering) gäller\nregler enligt bilaga 4.\u003C\u002Fp>\n\n\u003Cp>Rörande lönetillägg vid tillfällig förflyttning (omflyttning) har\nparterna kommit överens om vissa rekommendationer enligt bilaga 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Hemarbete\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid hemarbete gäller regler enligt Bilaga 9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Löneutbetalning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Löneutbetalning sker en gång per månad eller en gång per\n4-veckorsperiod. Lokal överenskommelse kan träffas om annan ordning.\u003C\u002Fp>\n\n\u003Cp>I samband med löneutbetalningen lämnas en specifikation över olika\nlönedelar och av gjorda avdrag.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren medverkar till att arbetstagarens lön kostnadsfritt\növerförs till den bank den enskilde arbetstagaren önskar anlita.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Permission\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Definition och permissionsorsaker\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>Med permission avses kort ledighet med bibehållen lön under högst en dag.\nVid nära anhörigs begravning kan permissionen också omfatta nödvändiga\nresdagar (högst två).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission kan beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>•Eget bröllop\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Egen 50-årsdag\u003C\u002Fp>\n\n\u003Cp>•Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall\u003C\u002Fp>\n\n\u003Cp>•Besök vid sjukvårdsinrättning efter remiss av företagsläkare eller\nav annan läkare som arbetsgivaren anvisat. Om den läkare till vilken\narbetstagaren remitterats föreskriver återbesök beviljas permission för\nhögst tre sådana återbesök.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>•Nära anhörigs frånfälle\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Nära anhörigs begravning\u003C\u002Fp>\n\n\u003Cp>•Nära anhörigs urnnedsättning\u003C\u002Fp>\n\n\u003Cp>•Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som nära anhörig räknas make\u002Fmaka, barn, syskon, föräldrar,\nsvärföräldrar samt mor- och farföräldrar. Med make\u002Fmaka jämställs person\nsom arbetstagaren sammanbor med under gemensam mantalsskrivningsadress.\u003C\u002Fp>\n\n\u003Cp>Anhållan om permission ska göras i så god tid som möjligt. Om\narbetsgivaren begär det ska arbetstagaren styrka orsaken till permissionen på\nförhand eller om detta inte är möjligt i efterhand.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Arbetsskada och olycksfall\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission beviljas vid besök efter arbetsgivarens anvisning på sjukhus\neller hos läkare för behandling av olycksfall som inträffat på\narbetsplatsen eller under färd till eller från arbetsplatsen. Permission\nbeviljas också vid återbesök som föreskrivs av läkare. En arbetstagare som\narbetat del av dag och därefter måste lämna arbetsplatsen under återstoden\nav arbetsdagen på grund av arbetsskada beviljas permission.\u003C\u002Fp>\n\n\u003Cp>En förutsättning för permission är att arbetstagaren inte uppbär eller\nkunnat uppbära ersättning för frånvaron från Försäkringskassan eller\nTFA.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ersätter även styrkta resekostnader som inte ersätts av\nallmän försäkringskassa samt kostnaden för läkarbesöket enligt\nfastställd taxa, om inte ersättning utges enligt TFA. Detta gäller även vid\nåterbesök som föreskrivs av läkare.\u003C\u002Fp>\n\n\u003Cp>Samma regler gäller vidare när en arbetstagare efter rekommendation av\nläkare kallas att genomgå yrkesmedicinsk undersökning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.För månadsavlönade arbetstagare görs inte något löneavdrag.\u003C\u002Fp>\n\n\u003Cp>2.För tim- och ackordsavlönade arbetstagare avses med bibehållen lön,\nden individuella genomsnittsförtjänsten. För beräkning av\ngenomsnittsförtjänst, se Bilaga 3, §1, mom 1:1, anmärkning 4.\u003C\u002Fp>\n\n\u003Cp>3.Vid sjukskrivning tillämpas sjuklönereglerna i § 15 mom 1-3.\u003C\u002Fp>\n\n\u003Cp>4.Vid arbetsolycksfall utgår, utöver gällande sjuklön som betalas av\narbetsgivaren, även löneutfyllnad under den första sjuklöneperioden från\nTFA-försäkringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§15 Sjuklön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätt till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön utges enligt Lagen om sjuklön.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom eller olycksfall ska arbetstagaren\nomgående göra anmälan till arbetsgivaren eller på sätt arbetsgivaren\nanvisat. Arbetstagaren har inte rätt till sjuklön för tid innan sådan\nanmälan gjorts. Vidare ska arbetstagaren så snart som möjligt meddela\narbetsgivaren när han räknar med att kunna återgå i arbete. Sådant\nmeddelande ska lämnas senast dagen före återgång. Samma gäller om\narbetstagaren blir arbetsoförmögen på grund av olycksfall eller\narbetsskada.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare skadas under arbetet så att han tvingas lämna\narbetsplatsen, anses sjukanmälan gjord vid skadetillfället i de fall\nhälsotillstånd eller sjukvårdsbehandling förhindrar arbetstagaren att göra\nsjukanmälan. Resterande del av dagen räknas då som karens i de fall\narbetstagaren är arbetsoförmögen och sjukskriven påföljande arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska lämna arbetsgivaren en skriftlig försäkran om att han\nvarit sjuk, uppgifter om i vilken omfattning hans arbetsförmåga varit nedsatt\npå grund av sjukdomen och under vilka dagar han skulle ha arbetat.\u003C\u002Fp>\n\n\u003Cp>I syfte att skapa förutsättningar för ett framgångsrikt\nrehabiliteringsarbete är det av gemensamt intresse för arbetsgivaren och\narbetstagaren att orsaken till arbetsoförmågan klarläggs så tidigt som\nmöjligt. Detta gäller särskilt vid upprepade sjukdomsfall.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren är skyldig att styrka sin arbetsoförmåga med intyg från\nläkare eller tandläkare från och med den sjunde kalenderdagen efter dagen\nför sjukanmälan. Intyget syftar vidare till att i enlighet med första\nstycket klarlägga sjukdomsbilden.\u003C\u002Fp>\n\n\u003Cp>Om den anställde ofta är sjukfrånvarande och\u002Feller när det befaras att\nandra orsaker än sjukdom ligger bakom frånvaron, kan arbetsgivaren under en\nfastställd period begära att den anställde i kommande sjukperioder styrker\nsin frånvaro med läkarintyg eller annat av arbetsgivaren godkänt intyg redan\nfrån första sjukdagen, för att ha rätt till sjuklön. Vid sådan begäran\nkan arbetsgivaren anvisa läkare eller vårdgivare som ska utfärda intyget. Om\narbetstagaren inte kan uppvisa intyg från anvisad läkare föreligger ingen\nrätt till sjuklön. Kostnaden för sådant intyg betalas av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Begäran om förstadagsintyg och\u002Feller anvisning av läkare eller\nvårdgivare ska föregås av samråd med lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Arbetsgivaren ska vid samrådet redovisa skälen till varför han avser\nålägga arbetstagaren att styrka sin sjukdom med läkarintyg och i\nförekommande fall skälen till att anvisa och att enbart intyg från vissa\nläkare godtas för att sjuklön ska betalas. Vid anvisning av läkare ska\nhänsyn tas till typ av sjukdomsbild, bostadsort, företagshälsovård och den\npraktiska möjligheten för arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>2.Med kostnader för begärt intyg menas rimliga kostnader som arbetstagaren\nhar haft för att införskaffa intyget inklusive resekostnader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Beräkning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön utges för sådan tid som arbetstagaren skulle ha utfört arbete\nunder ordinarie arbetstid om han inte varit sjuk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Parterna är ense om att innebörden av Lagen om sjuklön är avgörande\nför vilka lönedelar och ersättningar som ska ingå i\nberäkningsunderlaget.\u003C\u002Fp>\n\n\u003Cp>2.Om arbetstagaren återinsjuknar inom fem kalenderdagar från det den\ntidigare sjukperioden upphörde, utgör den nya sjukperioden fortsättning på\nden tidigare, i fråga om karenstid, ersättningens storlek och\nsjuklöneperiodens längd.\u003C\u002Fp>\n\n\u003Cp>3.Antalet karenstillfällen per 12-månadersperiod får inte överstiga 10\ntillfällen.\u003C\u002Fp>\n\n\u003Cp>4.För arbetstagare, som enligt försäkringskassans beslut är berättigade\ntill sjuklön om 80 procent under hela sjuklöneperioden tillämpas mom 2:1\navdrag efter karens.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 För månadsavlönade:\u003C\u002Fh4>\n\n\u003Cp>För varje timme arbetstagaren är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt nedan från månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den fasta kontanta månadslönen inklusive fasta\ntillägg.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>KARENSAVDRAG \n\n        \u003Cp>För sjukfrånvaro upp till 20 % av\u003C\u002Fp>\n\n        \u003Cp>genomsnittlig veckoarbetstid (karens) i\u003C\u002Fp>\n\n        \u003Cp>sjukperioden\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>AVDRAG EFTER KARENS \n\n        \u003Cp>För sjukfrånvaro överstigande 20 %\u003C\u002Fp>\n\n        \u003Cp>av genomsnittlig veckoarbetstid till och\u003C\u002Fp>\n\n        \u003Cp>med dag 14 i sjukperioden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>månadslönen x 12 \n\n        \u003Cp>-----------------------------------------\u003C\u002Fp>\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>månadslönen x 12 \n\n        \u003Cp>20 % x-----------------------------------\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dessutom utges t o m 14:e kalenderdagen i sjuklöneperioden sjuklön med 80\n% av övriga lönedelar och ersättningar som avser ersättning för ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Avdrag fr o m 15:e kalenderdagen.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs för varje kalenderdag frånvaron omfattar med\u003C\u002Fp>\n\n\u003Cp>Månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>------------------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om frånvaro med kalenderdagsavdrag omfattar en hel kalendermånad görs i\nstället avdrag med hela månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Sjukdom under semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som är sjuk under semesterledighet och enligt 15 §\nSemesterlagen begär att semestern ska tas ut senare, beräknas sjuklönen som\nom arbetstagaren utfört arbete för månadsavlönade enligt mom 2:1 och för\ntimavlönaden enligt Bilaga 3 § 7.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 16 Ordningsregler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bifogade ordningsregler (se bilaga 7) liksom andra ordningsföreskrifter,\nsom utfärdats av arbetsgivaren och som inte strider mot detta avtal, ska\nnoggrant efterföljas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Innan lokala ordnings-, skydds- och säkerhetsföreskrifter fastställs\neller ändras, ska överläggning ske i skyddskommittén eller med den lokala\nfackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 17 Ingående och upphörande av anställning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I anslutning till Lagen om anställningsskydd gäller följande särskilda\nbestämmelser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3>Mom 1 Tidsbegränsad anställning\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om tidsbegränsad anställning kan med stöd av\nanställningsskyddslagen träffas mellan arbetsgivare och arbetstagare i\nföljande fall.\u003C\u002Fp>\n\n\u003Cp>1.Avtal för viss tid, viss säsong eller visst arbete, om det föranleds av\narbetets särskilda beskaffenhet.\u003C\u002Fp>\n\n\u003Cp>2.Avtal för viss tid som avser vikariat, praktikarbete eller\nferiearbete.\u003C\u002Fp>\n\n\u003Cp>3.Avtal som gäller för tiden till dess arbetstagaren ska börja sådan\ntjänstgöring enligt Lagen om totalförsvarsplikt, som ska pågå mer än tre\nmånader.\u003C\u002Fp>\n\n\u003Cp>4.Avtal för viss tid som avser anställning efter pensionering, om\narbetstagaren uppnått den ålder som medför skyldighet att avgå från\nanställningen med ålderspension eller, om någon sådan avgångsskyldighet\ninte finns, när arbetstagaren har fyllt 65 år.\u003C\u002Fp>\n\n\u003Cp>5.Avtal om viss tid, dock högst 12 månader, med anställd som har\nkollektivavtalad förstärkt företrädesrätt. Om en sådan anställning\npågår i mer än 12 månader övergår den till en tillsvidareanställning.\nVisstidsanställning enligt denna punkt får inte vara kortare än en dag.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som träffar avtal enligt ovan, ska snarast, dock senast inom\nen vecka, enligt lagen underrätta den lokala fackliga organisationen om detta.\nNågon underrättelse behöver dock inte lämnas om anställningen är högst\nen månad.\u003C\u002Fp>\n\n\u003Cp>Utöver detta kan avtal om tidsbegränsad anställning, dock inte\növerstigande tolv månader, ske om avtalet träffas skriftligt och godkännes\nav den lokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>Med denna möjlighet avser parterna bl a att öka möjligheterna att\nsysselsätta annars svårplacerad arbetskraft samt att tillgodose företagets\nbehov av tillfällig arbetskraft på grund av ojämnheter i produktionen, som\nantingen inte kunnat förutses eller som i övrigt inte kan undvikas, t ex vid\ntillverkning av säsongvaror.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Med den nya skrivningen i paragrafen som infördes vid 1983 års\nförhandlingar avsåg parterna fortsatt tillämpning av tidigare praxis. Detta\nbetyder bl a att reglerna om prov- och arbetstoppsanställningar omfattas av\nreglerna om att avtalet ska vara skriftligt, vara godkänt av den lokala\nfackliga organisationen samt att anställningen inte får överstiga tolv\nmånader. För provanställning gäller att anställningen inte får överstiga\nsex månader.\u003C\u002Fp>\n\n\u003Cp>Träffas avtal om provanställning, som godkänts av den lokala fackliga\norganisationen, ska i provanställningsavtalet också anges den ömsesidiga tid\nför avbrytande, minst 14 dagar, som ska gälla under provperioden. Avtal om\nprovanställning kan ingås för en period om högst sex månader.\u003C\u002Fp>\n\n\u003Cp>2.Med feriearbete avses som tidigare skolungdomars arbete under ferier.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Påföljder m m då arbetstagare uteblir från arbetet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som slutar sin anställning utan att iaktta bestämd\nuppsägningstid, förlorar innestående lön och semesterersättning. Det en\narbetstagare förlorar får dock uppgå till högst ett belopp, som motsvarar\nhälften av lägsta timlön för de dagar av uppsägningstiden som\narbetstagaren inte infunnit sig på arbetet.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som uteblivit från arbetet under 10 arbetsdagar utan att ha\nanmält orsaken till sin frånvaro till arbetsgivaren, anses ha slutat sin\nanställning utan att ha iakttagit uppsägningstiden. Om arbetstagaren ändå\ninställer sig till arbetet inom rimlig tid och då som orsak till frånvaron\noch underlåtenheten att anmäla denna anger omständigheter som skäligen bör\ngodtas, ska anställningsförhållandet bestå. Vid frånvaro ska arbetstagaren\nunderrättas och överläggning ske med den lokala fackliga organisationen\ninnan underrättelsen lämnas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Belopp, som har innehållits utbetalas av arbetsgivaren till den lokala\nfackliga organisationen som ska använda detta till utbildning,\nfritidsändamål e dyl för arbetstagarna vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Turordning och företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reglerna i Lagen om anställningsskydd om turordning och återanställning\ngäller med följande ändringar och tillägg: mellan arbetsgivaren och den\nlokala fackliga organisationen vid företaget får - om så skulle bli aktuellt\nvid uppkommande fall av personalförändringar till följd av\ndriftsinskränkningar - överenskommelse träffas (lokal överenskommelse) om\nturordning vid uppsägning respektive företrädesrätt till ny anställning.\nSådan överenskommelse kan träffas avseende turordning för uppsägning och\nåteranställning vid uppsägningstillfället. Inför återanställning kan\növerenskommelse om turordning träffas även efter att uppsägningar\nverkställts.\u003C\u002Fp>\n\n\u003Cp>Centrala parter kan när synnerliga skäl föreligger begära central\nförhandling om sådan överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Kollektivavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som blivit uppsagd från en tillsvidareanställning på grund\nav arbetsbrist och som har företrädesrätt enligt mom 3, har kollektivavtalad\nförstärkt företrädesrätt under en fast förlagd sammanhängande period om\nsom regel sex månader.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt gäller under samma period\nför samtliga uppsagda och räknas från den dag då uppsägningstiden enligt\nLagen om anställningsskydd löper ut för de arbetstagare av de uppsagda som\nhar längst uppsägningstid. Genom lokal överenskommelse kan perioden med\nkollektivavtalad förstärkt företrädesrätt förläggas till annan fast\nförlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>En arbetstagare som hos arbetsgivaren tidigare haft en kollektivavtalad\nförstärkt företrädesrätt kan tjäna in en ny kollektivavtalad förstärkt\nföreträdesrätt. Det förutsätter att arbetstagaren återanställts\ntillsvidare och att arbetstagaren varit anställd sammanlagt 18 månader under\n36 månader efter den förra kollektivavtalade förstärkta\nföreträdesrätten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>För undvikande av missuppfattningar konstaterar parterna att såväl\nföreträdesrätt enligt mom 3 som kollektivavtalad förstärkt\nföreträdesrätt gäller vid driftsenheten samt förutsätter att\narbetstagaren har tillräckliga kvalifikationer för det arbete som är i\nfråga.\u003C\u002Fp>\n\n\u003Cp>Tidpunkten då perioden av kollektivavtalad förstärkt företrädesrätt\ninleds bestäms enbart med utgångspunkt i den lagstadgade uppsägningstiden.\nEventuella förlängningar av uppsägningstiden beaktas inte.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt förutsätter\nföreträdesrätt enligt mom 3. Det innebär att den kollektivavtalade\nförstärkta företrädesrätten blir fyra månader för arbetstagare med en\nmånads uppsägningstid när uppsägningstiden är sex månader för de\narbetstagare av de uppsagda som har längst uppsägningstid, om inte de lokala\nparterna kommer överens om att förlägga den kollektivavtalade förstärkta\nföreträdesrätten till annan fast förlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Inhyrning av bemanningsföretag under kollektivavtalad förstärkt\nföreträdesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under den tid då arbetstagare har kollektivavtalad förstärkt\nföreträdesrätt kan inhyrning ske under sammanlagt 30 arbetsdagar, då\ninhyrning på grund av tidsbegränsning är motiverat. Inhyrning kan också ske\nför att säkerställa produktionens behöriga gång under den tid då\narbetsgivaren, utan onödigt dröjsmål, löser bemanningsbehovet genom\nåteranställning.\u003C\u002Fp>\n\n\u003Cp>Annan inhyrning av arbetskraft från bemanningsföretag än vad som sagts i\nförsta stycket under den tid då arbetstagare har kollektivavtalad för\nstärkt företrädesrätt, ska föregås av överläggningar mellan företaget\noch den lokala fackliga organisationen. Om den lokala fackliga organisationen\nvid sådana överläggningar motsätter sig inhyrning, till förmån för att\npersonalbehovet tillgodoses genom återanställning, och arbetsgivaren då\nväljer återanställning gäller bestämmelserna i mom 6.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren, trots att den lokala fackliga organisationen motsatt sig\ndetta, väljer att hyra in ska arbetsgivaren som avlösen av den\nkollektivavtalade förstärkta företrädesrätten betala tre månadslöner\n(fast kontant lön) till envar av de arbetstagare som har företrädesrätt\ntill återanställning enligt mom 3. Avlösen ska betalas till det antal\narbetstagare som motsvarar antalet inhyrda.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en driftsenhet eller flytt av\nhela eller delar av verksamheten gäller inte några begränsningar mot\ninhyrning av arbetskraft från bemanningsföretag under den tid beslutet om\nnedläggning eller flytt verkställs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om den lokala fackliga organisationen enligt mom 5 motsatt sig inhyrning har\narbetsgivaren rätt att avseende en tredjedel av det antal arbetstagare som han\nåteranställer frångå turordningen för återanställning enligt mom 3, för\ndet fall de lokala parterna inte dessförinnan träffat lokal överenskommelse\nom turordningen för återanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>En tredjedel fastställs genom matematisk avrundning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Förfarande vid återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att skynda på återanställningsprocessen kan företaget, som ett\nkomplement till andra kontakter, per post skicka ut\nåteranställningserbjudande till hela eller delar av den krets av arbetstagare\nsom omfattas av turordningen för återanställning enligt mom 3. Erbjudandet\nskickas till senast kända adress med begäran om svar inom viss tid, dock som\nkortast fem arbetsdagar från det att meddelandet skickades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att återanställningsprocessen ska bedrivas\nskyndsamt.\u003C\u002Fp>\n\n\u003Cp>I erbjudandet ska arbetsgivaren ange att antalet platser är begränsat och\natt en accept således inte innebär att återanställning är garanterad.\u003C\u002Fp>\n\n\u003Cp>När svar från arbetstagarna inkommit sker urvalet enligt mom 6 för\nåteranställning bland de arbetstagare som meddelat företaget att de är\nberedda att acceptera återanställningserbjudandet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Kollektivavtalad deltid i pensioneringssyfte\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 8:1 Deltid i pensioneringssyfte (Deltidspension)\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare kan ansöka om rätt till deltidspension från och med den\nmånad arbetstagaren fyller 60 år.\u003C\u002Fp>\n\n\u003Cp>Om deltidspension beviljas är anställningen från det att deltidspensionen\nbörjar gälla, en deltidstjänst med den sysselsättningsgrad som följer av\ndeltidspensionen.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § anställningsskyddslagen gäller inte för arbetstagare som har\ndeltidsanställning genom deltidspensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension, t. ex. skatteregler avseende uttag av\npensionsförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 8:2 Ansökan och underrättelse\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren ska hos arbetsgivaren skriftligen ansöka om deltidspension\nsex kalendermånader före det att deltidspensionen ska börja gälla. Av\nansökan ska tydligt framgå vilken sysselsättningsgrad som avses.\u003C\u002Fp>\n\n\u003Cp>Samtidigt som ansökan lämnas till arbetsgivaren ska arbetstagaren\nunderrätta den lokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>Senast två månader från det att arbetsgivaren mottagit ansökan ska\narbetsgivaren skriftligen till arbetstagaren och den lokala fackliga\norganisationen meddela svar om ansökan beviljas eller inte, för det fall inte\nuppskov överenskommits med arbetstagaren. Att inte svara i rätt tid utgör\nett brott mot en ordningsföreskrift och har därmed inte innebörden att\nansökan ska anses beviljad. För det fall ansökan inte senare beviljas ska\narbetsgivaren i förekommande fall betala 2.000 kr1 för åsidosättandet av\nordningsföreskriften till berörd arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan avslå ansökan om deltidspension om ett beviljande vid en\nobjektiv bedömning skulle medföra en beaktansvärd störning i\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>Kommentar1: Beloppet räknas årligen upp med KPI.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 8:3 Förhandling och tvist\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om ansökan om deltidspension har avslagits och arbetstagaren vill få\nansökan prövad i förhandlingsordningen ska arbetstagaren underrätta lokal\nfacklig organisation som har att begära lokal förhandling. Tvisten ska då\nanses gälla deltidspension med sysselsättningsgraden 50 procent och ska\nbehandlas enligt § 19 I-avtalet enligt följande.\u003C\u002Fp>\n\n\u003Cp>Frågan om deltidspension ska beviljas kan behandlas i lokal förhandling\noch därefter, om frågan inte lösts, slutligt i central förhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna varken i lokal eller central förhandling kan komma överens i\nfrågan om deltidspension enligt avtal kan beviljas utan beaktansvärd\nstörning i verksamheten, ska den lokala fackliga organisationen om\narbetstagaren vill driva saken vidare, begära lokal förhandling om skyldighet\nför arbetsgivaren att betala skadestånd för felaktig avtalstillämpning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Arbetsgivarintyg m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I samband med att arbetaren slutar sin anställning ska arbetsgivaren enligt\nförordning (1997:835) om arbetslöshetsförsäkring på begäran utfärda ett\nintyg om den arbetssökandes arbetsförhållanden och de uppgifter i övrigt\nsom behövs för att bedöma sökandens rätt till ersättning\n(arbetsgivarintyg).\u003C\u002Fp>\n\n\u003Cp>Om den anställde särskilt begär det ska även ett tjänstgöringsintyg\nskrivas. Intyget ska innehålla uppgift om anställningstid och\narbetsuppgifter. Intyget kan även, efter begäran, innehålla vitsord om hur\narbetsuppgifterna utförts.\u003C\u002Fp>\n\n\u003Cp>De originalhandlingar (kopia i de fall originalhandlingar inte kan lämnas\nut) som finns avseende arbetaren och som innehas av arbetsgivaren t.ex.\ncertifikat, licenser och utbildningsintyg som erhållits i anställningen ska\növerlämnas till arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 18 Arbetets ledning och fördelning m m\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med iakttagande av avtalets bestämmelser i övrigt har arbetsgivaren rätt\natt leda och fördela arbetet och att använda arbetstagare, oavsett om dessa\när organiserade eller inte.\u003C\u002Fp>\n\n\u003Cp>Föreningsrätten ska på ömse sidor lämnas okränkt. Arbetsgivarens krav\natt arbetsledare inte får tillhöra IF Metall ska inte anses såsom en\nkränkning av föreningsrätten. Med arbetsledare menas den som är anställd\natt som arbetsgivarens ställföreträdare leda, fördela och kontrollera\narbete, vilket utförs av personal som är underställd arbetsledaren och i\nvilket arbetsledaren inte deltar själv annat än tillfälligtvis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i denna paragraf liksom avtalets övriga bestämmelser\ninnebär inte någon reglering av Medbestämmandelagens dispositiva regler\neller tillämpning av lagens 32 §.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 19 Meningsskiljaktigheter\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om det uppstår meningsskiljaktigheter mellan de lokala parterna om\nbestämmelserna i detta avtal ska lokal förhandling först upptas. Om de\nlokala parterna inte kan enas ska central förhandling äga rum.\u003C\u002Fp>\n\n\u003Cp>Om det av annan anledning uppstår meningsskiljaktigheter mellan de lokala\nparterna, får detta inte omedelbart föranleda något som helst störande\ningrepp i arbetets gång vare sig genom strejk, blockad, bojkott, lockout eller\ndylikt utan lokal förhandling ska först upptas. Om de lokala parterna inte\nkan enas ska central förhandling äga rum.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Stridsåtgärd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Enligt lag tillåten stridsåtgärd ska inte företas om sådan åtgärd\ninte beslutats eller medgetts av berörd huvudorganisation.\u003C\u002Fp>\n\n\u003Cp>Part som avser att vidta stridsåtgärd är skyldig att minst en vecka i\nförväg meddela motparten om detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Rörande behandling av tvister, preskription och rätt att vidta\nstridsätgärder gäller dessutom vad som är föreskrivet i kap. II i\nhuvudavtalet mellan SAF och LO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 20 Avtalets giltighetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller fr o m 1 november 2020 t o m 31 mars 2023. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Part äger rätt att senast den 30 september 2021 säga upp detta avtal att\nupphöra den 31 mars 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 31 oktober 2020\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>IKEM - Innovations- och kemiarbetsgivarna i Sverige\u003C\u002Ftd>\n      \u003Ctd>IF Metall\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Henrik Stävberg\u003C\u002Ftd>\n      \u003Ctd>Tomas With\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Cp>Förteckning över branscher som bland andra omfattas av I-avtalet\u003C\u002Fp>\n\n\u003Cp>Fabriker för tillverkning av:\u003C\u002Fp>\n\n\u003Cp>acetylen och syrgas\u003C\u002Fp>\n\n\u003Cp>ackumulatorer och batterier\u003C\u002Fp>\n\n\u003Cp>bearbetning av friktionsmaterial\u003C\u002Fp>\n\n\u003Cp>betongtillsatsmedel\u003C\u002Fp>\n\n\u003Cp>bioteknikprodukter\u003C\u002Fp>\n\n\u003Cp>bil- och säkerhetsglasrutor\u003C\u002Fp>\n\n\u003Cp>blue-ray, cd och dvd-skivor, kassettband och grammofonskivor\u003C\u002Fp>\n\n\u003Cp>essenser och extrakter\u003C\u002Fp>\n\n\u003Cp>fiskredskap\u003C\u002Fp>\n\n\u003Cp>fältspats- och kvartsindustrin\u003C\u002Fp>\n\n\u003Cp>färger, lacker, fernissor, rostskyddsmedel och andra impregnerings och\nytbehandlingsmedel\u003C\u002Fp>\n\n\u003Cp>Förpacknings-, emballage- och konverteringsindustri\u003C\u002Fp>\n\n\u003Cp>glasögon\u003C\u002Fp>\n\n\u003Cp>glödlampor och elektronrör\u003C\u002Fp>\n\n\u003Cp>golvbeläggning och väggbeklädnad\u003C\u002Fp>\n\n\u003Cp>gummi- och regummeringsfabriker\u003C\u002Fp>\n\n\u003Cp>hygien- och kosmetikprodukter\u003C\u002Fp>\n\n\u003Cp>impregneringsverk\u003C\u002Fp>\n\n\u003Cp>kemikalier för processindustrin och vattenbehandling\u003C\u002Fp>\n\n\u003Cp>knappar\u003C\u002Fp>\n\n\u003Cp>kolborstar\u003C\u002Fp>\n\n\u003Cp>konstblommor\u003C\u002Fp>\n\n\u003Cp>kontraktspaketering och kontraktsfyllning\u003C\u002Fp>\n\n\u003Cp>kopiepapper o dyl\u003C\u002Fp>\n\n\u003Cp>kork\u003C\u002Fp>\n\n\u003Cp>laminatprodukter\u003C\u002Fp>\n\n\u003Cp>lim\u003C\u002Fp>\n\n\u003Cp>ljus\u003C\u002Fp>\n\n\u003Cp>läderindustri, skinn, läder och pälsskinnsframställning\u003C\u002Fp>\n\n\u003Cp>läderindustri skor, handskar, skinnkläder, damväskor, reseeffekter, andra\nlädervaror\u003C\u002Fp>\n\n\u003Cp>läkemedel och sjukvårdsartiklar\u003C\u002Fp>\n\n\u003Cp>markiser och persiennfabriker\u003C\u002Fp>\n\n\u003Cp>packningar och tätningselement\u003C\u002Fp>\n\n\u003Cp>plastprodukter\u003C\u002Fp>\n\n\u003Cp>porslin\u003C\u002Fp>\n\n\u003Cp>röntgen- och annan film\u003C\u002Fp>\n\n\u003Cp>sjunkboxar\u003C\u002Fp>\n\n\u003Cp>slipmaterial\u003C\u002Fp>\n\n\u003Cp>stenindustrin med undantag för monteringsverksamhet å byggen.\u003C\u002Fp>\n\n\u003Cp>soda\u003C\u002Fp>\n\n\u003Cp>sport och fritidsartiklar\u003C\u002Fp>\n\n\u003Cp>termometrar\u003C\u002Fp>\n\n\u003Cp>tjära och träkol\u003C\u002Fp>\n\n\u003Cp>torv\u003C\u002Fp>\n\n\u003Cp>trämjöl\u003C\u002Fp>\n\n\u003Cp>tvål, tvätt- och rengöringsmedel\u003C\u002Fp>\n\n\u003Cp>tändstickor\u003C\u002Fp>\n\n\u003Cp>vaxduk\u003C\u002Fp>\n\n\u003Cp>växtskydds- och jordförbättringsmedel\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Ch3>Arbetstidsavtal\u003C\u002Fh3>\n\n\u003Cp>Mellan IKEM - Innovations- och kemiarbetsgivarna och IF Metall har följande\narbetstidsavtal träffats.\u003C\u002Fp>\n\n\u003Cp>IKEM och IF Metall har i anledning av ändringarna av arbetstidslagen av den\n1 juli 2005 träffat överenskommelse om bestämmelser avseende bl a den\nsammanlagda arbetstiden, dygnsvila och arbetstid för nattarbetande. De\nkompletterande bestämmelserna har inarbetats i detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>Detta avtal ersätter arbetstidslagen i dess helhet.\u003C\u002Fp>\n\n\u003Cp>Avtalet innebär inte att någon ändring görs av Arbetsmiljölagens regler\nför minderåriga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid en förändring i Arbetstidslagen ska eventuell anpassning av detta\navtal göras senast vid nästa avtalsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Ordinarie arbetstidens längd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Årsarbetstid\u003C\u002Fh4>\n\n\u003Cp>Den ordinarie arbetstidens längd under året utgör:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Arbete\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Arbetstidens längd\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vid dagarbete\u003C\u002Ftd>\n      \u003Ctd>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear_select\">2012 timmar i genomsnitt per år; \n\n        \u003Cp>40 timmar i genomsnitt per helgfri vecka\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vid kontinuerligt tvåskiftsarbete \n\n        \u003Cp>Vid intermittent tvåskiftsarbete\u003C\u002Fp>\n\n        \u003Cp>Vid intermittent treskiftsarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1912 timmar i genomsnitt per år; \n\n        \u003Cp>38 timmar i genomsnitt per helgfri vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vid kontinuerligt treskiftsarbete \n\n        \u003Cp>och arbete under jord\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1768 timmar i genomsnitt per år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Omfördelning av den ordinarie arbetstiden efter lokal\növerenskommelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För intermittent treskiftsarbete, där s k ständigt nattskift enligt lokal\növerenskommelse tillämpas och där övriga skift har en ordinarie arbetstid\nav i genomsnitt 40 timmar per helgfri vecka, ska den ordinarie arbetstiden för\ndet ständiga nattskiftet utgöra 34 timmar per helgfri vecka i genomsnitt per\nkalenderår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kontinuerligt treskiftsarbete\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om treskiftsarbete tillfälligt bedrivs utan ett uppehåll om minst 24\ntimmar vid veckoslutet och detta fortgår mer än tre veckor i följd ska\narbetet fr o m fjärde söndagen anordnas eller betalas som kontinuerligt\ntreskiftsarbete och med den kortare arbetstiden som gäller för sådant\narbete. Om arbetsgivaren vid tidigare tillfälle kan bedöma att skiftarbetet\nmåste pågå utöver den fjärde söndagen bör detta meddelas så fort som\nmöjligt. I så fall ska treskiftsarbetet anordnas eller betalas som\nkontinuerligt från den tidpunkt då sådant meddelande lämnas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lokala överenskommelser om andra arbetstidsformer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser om andra arbetstidsformer bör träffas där detta\nfrämjar verksamheten. Sådana arbetstidsanordningar kan utformas så att den\nanställde ges möjlighet att påverka sin arbetstidsförläggning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Det angivna årsarbetstidsmåttet avser den ordinarie arbetstid som genom\nupprättat arbetstidsschema, förekommande driftsuppehåll och i övrigt\nutlagda friskift gäller vid fortlöpande tjänstgöring i en och samma\nbefattning. En följd av detta är att det angivna arbetstidsmåttet gäller\noberoende av den enskilde arbetstagarens semesterledighet och att arbetstiden i\ndet individuella fallet kan variera p g a den enskilde arbetstagarens\ntjänstgöringsförhållanden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch4>Mom 2 Veckoarbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den sammanlagda arbetstiden under varje period om sju dagar får uppgå till\nhögst 48 timmar i genomsnitt under en beräkningsperiod om 12 månader. I den\nsammanlagda arbetstiden ska ordinarie arbetstid, övertid, mertid och jourtid\ninräknas.\u003C\u002Fp>\n\n\u003Cp>Vid beräkningen av den sammanlagda arbetstiden ska perioder av årlig\nbetald semester och sjukfrånvaro vara neutrala.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Nationaldagen\u003C\u002Fh4>\n\n\u003Cp>Vid företag där arbetstiden räknas som timmar per helgfri vecka\nberättigar heltidsarbete på dagtid, i intermittent tvåskift respektive i\nintermittent treskift till två timmars kompensation per år på grund av att\nnationaldagen är en allmän helgdag som infaller på olika veckodagar.\nDetsamma ska gälla när arbetet bedrivs i kontinuerligt skiftarbete med\nstorhelgsstopp där arbete bedrivs under nationaldagen. Vid deltidsarbete eller\narbete under delar av året ges kompensation i proportion.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna träffar överenskommelse om hur kompensationen ska\nhanteras på företaget. Om de lokala parterna inte överenskommer om annat\ntillförs kompensationen arbetstidsförkortningen enligt 2004-2007 års\navtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Införandet av nationaldagen som allmän helgdag påverkar inte reglerna i\nmom 1 om den ordinarie arbetstidens längd per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Ordinarie arbetstidens förläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie årsarbetstidens förläggning fastställs genom lokal\növerenskommelse för varje arbetsställe. Sådan överenskommelse bör\nträffas i god tid före varje nytt år. Arbetstiden kan härvid också gälla\ntillsvidare och ändras efter behov.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren eller arbetstagaren önskar förlägga arbetstiden till\nannan tid än vad som gäller enligt § 3, träffas överenskommelse direkt med\nden eller de arbetstagare som berörs.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta den lokala fackliga organisationen om\növerenskommelse med enskilda arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser upphör senast en månad efter det att endera\nparten uttryckt önskemål om detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>De steg som tas mot förkortning av arbetstiden ställer ökade krav på att\nden ordinarie arbetstiden utnyttjas på mest effektiva sätt och att den även\nkan anpassas till ändrade förutsättningar.\u003C\u002Fp>\n\n\u003Cp>I samband med att de lokala parterna överenskommer om den ordinarie\narbetstidens förläggning kan på endera partens begäran förhandlingar\nföras om att arbetstiden kan anpassas till variationer i verksamheten genom\nförlängning av arbetstiden under viss period och förkortning under en annan.\nUppkommer behov av förändring av arbetstiden under året ska de lokala\nparterna omgående uppta förhandlingar i frågan. Förhandlingarna ska\ngenomföras skyndsamt.\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse inte kan nås förläggs dagarbetstiden respektive\narbetstiden vid tvåskiftsarbete enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-dayspweek\">\u003Cp>-Dagarbete: måndag t o m fredag mellan kl 07.00 och 16.00 med en sammanlagd\nrasttid av en timme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Tvåskiftsarbete: måndag t o m fredag med ett förmiddagsskift mellan kl\n05.30 och 13.36 och ett eftermiddagsskift mellan kl 13.36 och 21.42 med en\nhalvtimmes rast på vartdera skiftet.\u003C\u002Fp>\n\n\u003Cp>Vid dagarbete och intermittent skiftarbete är påsk-, pingst-, midsommar-,\njul- och nyårsafton fridagar efter kl 06.00 (vid intermittent treskiftsarbete\nräknas fridagen från nattskiftets slut på morgonen).\u003C\u002Fp>\n\n\u003Cp>Vid en förändring av den ordinarie arbetstidens förläggning ska berörd\narbetstagare få besked om förändringen minst två veckor i förväg. Besked\nfår dock lämnas kortare tid i förväg om verksamheten kräver det eller\nhändelser som inte har kunnat förutses ger anledning till det.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Arbetstidens förläggning är av väsentlig betydelse för ett effektivt\nutnyttjande av anläggningar och resurser samt för att tillgodose\narbetstagarnas önskemål. Ökad användning av flera arbetstidsformer ger\nstörre möjlighet att anpassa arbetstider till både arbetsplatsens och\narbetstagarens intressen.\u003C\u002Fp>\n\n\u003Cp>2.Den veckoarbetstid som anges för intermittent tvåskift innebär inte\nnågon begränsning av möjligheten till lokal tillämpning, t ex individuellt\nutlagd kompensationsledighet. Lokala lösningar som är anpassade till varje\narbetsställe bör eftersträvas.\u003C\u002Fp>\n\n\u003Cp>3.I en vecka med helgdag ska den ordinarie arbetstiden för övriga dagar\nvara densamma som enligt arbetstidsschemat för helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>4.Parterna har antagit överenskommelsen mellan SAF och LO av den 2 februari\n1981 angående deltidsarbete (se bilaga 3).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>§ 4 Raster, måltidsuppehåll, pauser\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med raster avses sådana avbrott i den dagliga arbetstiden under vilka\narbetstagarna inte är skyldiga att stanna kvar på arbetsstället.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska på förhand så noga som omständigheterna medger ange\nrasternas längd och förläggning. Rasterna ska förläggas så att\narbetstagarna inte utför arbete mer än fem timmar i följd. Rasternas antal,\nlängd och förläggning ska vara tillfredsställande med hänsyn till\narbetsförhållandena.\u003C\u002Fp>\n\n\u003Cp>Om det är nödvändigt med hänsyn till arbetsförhållandena eller med\nhänsyn till sjukdomsfall eller annan händelse som inte har kunnat förutses\nav arbetsgivaren, får raster bytas ut mot måltidsuppehåll vid arbetsplatsen.\nSådana måltidsuppehåll räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet så att arbetstagarna kan ta de pauser som\nbehövs utöver rasterna.\u003C\u002Fp>\n\n\u003Cp>Om arbetsförhållandena kräver det, får i stället särskilda\narbetspauser läggas ut. Arbetsgivaren ska i så fall på förhand och så noga\nsom omständigheterna medger ange arbetspausernas längd och förläggning.\nPauser räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Nattvila och nattarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Nattvila\u003C\u002Fh4>\n\n\u003Cp>Alla arbetstagare ska ha ledigt för nattvila. I ledigheten ska tiden mellan\nkl 24.00 och kl 05.00 ingå.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras, om arbetet med hänsyn till sin\nart, allmänhetens behov eller andra särskilda omständigheter måste fortgå\näven nattetid eller bedrivas före kl 05.00 eller efter kl 24.00.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket kan göras även med stöd av lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid avvikelse från nattarbetsförbudet ska förhandlingar med den lokala\narbetstagarorganisationen upptas i god tid. I normalfallet ska detta ske tre\nveckor i förväg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Ordinarie arbetstid för nattarbetande\u003C\u002Fh4>\n\n\u003Cp>Den ordinarie arbetstiden för nattarbetande ska i genomsnitt under en\nberäkningsperiod om 12 månader inte överstiga åtta timmar per\n24-timmarsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Om veckovilan faller inom beräkningsperioden ska veckovilan inte\ninkluderas vid beräkningen av genomsnittet. Perioder av årlig betald semester\noch sjukfrånvaro ska vara neutrala vid beräkningen av den genomsnittliga\narbetstiden.\u003C\u002Fp>\n\n\u003Cp>2.Det är parternas avsikt att beräkningsperiodens längd inte ska\ntilllämpas på ett sådant sätt att det leder till en arbetstids\nförläggning där extremt långa arbetspass utan tillräcklig mellanvarande\nviloperiod läggs ut under en längre tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Nattarbete som innebär särskilda risker\u003C\u002Fh4>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental ansträngning ska inte arbeta mer än åtta timmar inom en\n24-timmarsperiod när de utför nattarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Dygnsvila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Varje arbetstagare ska ha minst elva timmars sammanhängande viloperiod\nunder varje 24-timmarsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>§ 7 Veckovila\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska ha minst 36 timmars sammanhängande ledighet under varje\nperiod om sju dagar. Tid med beredskapstjänst, då arbetstagaren är skyldig\natt utanför sin gällande ordinarie arbetstid vara anträffbar och beredd att\ninom föreskriven tid infinna sig på arbetsplatsen, räknas inte som\nveckovila.\u003C\u002Fp>\n\n\u003Cp>För att kunna upprätta ändamålsenliga skiftscheman avseende\nkontinuerligt skiftarbete respektive scheman för jour- och\nberedskapstjänstgöring samt vid övertidsarbete kan avsteg från\nveckovilobestämmelsen göras i erforderlig omfattning. Om avsteg görs ska\ndock en veckovila om minst 30 timmar per sjudygnsperiod iakttas och\nkompenserande vila ges enligt § 8. Det möter dock inget hinder att enligt\nlokal överenskommelse tilllämpa skiftscheman där veckovilan i vissa fall\nbegränsas till 24 timmar. Genom en sådan lokal överenskommelse anses\narbetstagarens veckovila om 36 timmar hanterad mellan parterna. Veckovilan ska\nså långt möjligt förläggas till veckoslut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Ledighet för två sjudagarsperioder kan sammanföras till en ledighet. Vid\navsteg kan ledighet för en sjudagarsperiod flyttas till nästkommande\nsjudagarsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om avvikelser från reglerna i § 2\nmom 2, § 4 stycke 2-3, § 5 mom 2 samt §§ 6-7, under förutsättning att\narbetstagaren kompenseras med motsvarande viloperiod i enlighet med\nnedanstående regler om förläggning av sådan viloperiod.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får även göras tillfälligtvis om det föranleds av något\nsärskilt förhållande som arbetsgivaren inte kunnat förutse, som exempelvis\noplanerat skiftbyte eller övertidsarbete, under förutsättning att\narbetstagaren kompenseras med motsvarande viloperiod.\u003C\u002Fp>\n\n\u003Cp>Vidare är avvikelse tillåten vid övertidsarbete eller arbete under jour\neller beredskap, under förutsättning att arbetstagaren kompenseras med\nmotsvarande viloperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Förläggning av kompenserande vila\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid avvikelse enligt stycke 1 - 3 ovan, av sakliga skäl\ninte kan ge den motsvarande viloperioden i anslutning till det arbetspass som\navbrutit viloperioden, ska den motsvarande viloperioden för veckovila\nkompenseras senast under nästkommande fasta sjudagarsperiod, för dygnsvila\nförläggas inom sju kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Vid avvikelse från veckovila enligt ovan ska den kompenserande vilan\nförläggas sammanhängande med veckovilan enligt § 7 under nästkommande\nfasta 7 dagarsperiod. Vilan ska motsvara det antalet timmar som kvarstår från\nden längsta viloperioden under veckovilan och upp till 36 timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Vid avvikelser från reglerna om dygns- och veckovila ska kompenserande\nvila utgöras av de kvarvarande timmar av viloperioden som på grund av\navbrottet inte kunnat ges enligt § 6-7.\u003C\u002Fp>\n\n\u003Cp>Exempelvis ska, om övertidsarbete uttagits under dagar avsatta för\nveckovila vilket inneburit att den längsta sammanhängande perioden av\nveckovila begränsats till 24 timmar, avbrottet kompenseras genom att\nveckovilan under nästkommande 7 dagarsperiod utökas med 12 timmar från 36\ntill 48 timmar sammanhängande ledighet.\u003C\u002Fp>\n\n\u003Cp>2.Vid arbete under beredskap under flera på varandra följande dagar kan\nden motsvarande viloperioden för dessa dagar läggas samman och förläggas\ninom nästkommande fasta sjudagarsperiod efter det sista beredskapspasset.\nDetta förutsätter att arbetstagaren trots avbrott i vilan ändå erhållit\ntillräcklig vila under beredskapsperioden.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren förlägger den motsvarande viloperioden till ordinarie\narbetstid görs inget löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande viloperiod inte kan ges inom nästkommande fasta\nsjudagarsperiod kan de lokala parterna överenskomma om annat lämpligt\nskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Med annat lämpligt skydd avses inte ekonomisk kompensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att arbetstagaren\nstår till arbetsgivarens förfogande på arbetsstället för att vid behov\nutföra arbete får, om de lokala parterna inte enas om något annat, jourtid\ntas ut med högst 48 timmar under en tid av fyra veckor eller 50 timmar under\nen kalendermånad. Den tid under vilken arbetstagaren utför arbete för\narbetsgivarens räkning räknas inte som jourtid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Definition m m\u003C\u002Fh4>\n\n\u003Cp>Med övertid avses sådan arbetstid som överstiger det ordinarie\narbetstidsmåttet enligt § 2 och jourtid enligt § 9.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av övertid ska kompensationsledighet eller annan ledighet\nsom förläggs till arbetstagarens ordinarie arbetstid eller jourtid\nlikställas med fullgjord ordinarie arbetstid respektive jourtid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Uttag av övertid\u003C\u002Fh4>\n\n\u003Cp>Övertid får tas ut med högst 48 timmar under en tid av fyra veckor eller\n50 timmar under en kalendermånad, dock med högst 200 timmar under ett\nkalenderår.\u003C\u002Fp>\n\n\u003Cp>När övertidsarbete kompenseras i form av ledig tid, kompensationsledig-\nhet, tillförs övertidsutrymmet de övertidstimmar som har kompenserats genom\nledigheten. Detta gäller dock högst 100 timmar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första och andra stycket får göras genom lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid behov av uttag av extra övertid ska förhandlingar med den lokala\nfackliga organisationen upptas i god tid. I normalfallet ska detta ske tre\nveckor i förväg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Nödfallsövertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om natur- eller olyckshändelse eller annan därmed jämförlig\nomständighet, som inte kunnat förutses av arbetsgivaren, har vållat avbrott\ni verksamheten eller medfört överhängande fara för sådant avbrott eller\nför skada på liv, hälsa eller egendom, ska övertid som fullgjorts med\nanledning av detta inte beaktas vid beräkning av övertid enligt mom 2.\nArbetsgivaren ska snarast underrätta den lokala fackliga organisationen om\nnödfallsövertidsarbete. Om nödfallsövertid pågår under längre tid än\ntvå dygn ska detta anmälas till Arbetstidsnämnden för I-avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 11 Mertid vid deltidsanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med mertid avses sådan arbetstid som vid deltidsanställning överstiger\narbetstagarens ordinarie arbetstid och jourtid enligt anställningsavtalet.\nBestämmelserna om beräkning av övertid i § 10 mom 1 ska tillämpas även\nvid beräkning av mertid.\u003C\u002Fp>\n\n\u003Cp>När det finns särskilt behov av ökad arbetstid, får mertid tas ut med\nhögst 200 timmar under ett kalenderår. Mertid får också tas ut med\ntillämpning av de villkor för nödfallsövertid som anges i § 10 mom 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 12 Anteckningar om jourtid, övertid och mertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra anteckningar om jourtid enligt § 9, övertid enligt\n§ 10 och mertid enligt § 11.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren, företrädare för den lokala fackliga organisationen eller\nförbundet har rätt att ta del av dessa anteckningar. Om lokal facklig\norganisation saknas har företrädare för avdelningen motsvarande rätt.\u003C\u002Fp>\n\n\u003Cp>Anteckningar ska föras på det sätt som parterna kommer överens om eller\nenligt Arbetsmiljöverkets föreskrifter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 13 Arbetstidsnämnden för I-avtalet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsnämnden för I-avtalet prövar tvister om tolkning och\ntillämpning av detta avtal samt överenskommelser träffade med stöd av detta\navtal liksom frågor angående avvikelse från nattarbetsförbudet och extra\növertidsuttag. Nämnden består av fyra ledamöter.\u003C\u002Fp>\n\n\u003Cp>Parterna utser vardera två ledamöter. En av ledamöterna är\nordförande.\u003C\u002Fp>\n\n\u003Cp>Ordförande utses växelvis av parterna för ett kalenderår åt gången.\u003C\u002Fp>\n\n\u003Cp>Varje ledamot har en röst. Vid lika röstetal kan nämnden, på ledamots\nbegäran, förstärkas med ytterligare en ledamot. Sådana ledamöter utses i\nförväg av parterna gemensamt för en tid av tre år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 14 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal ska först hänskjutas\ntill förhandling mellan de lokala parterna (lokal förhandling). Uppnår inte\nde lokala parterna enighet ska tvisten på begäran av endera parten\nhänskjutas till central förhandling.\u003C\u002Fp>\n\n\u003Cp>En tvist kan av part hänskjutas till Arbetstidsnämnden för avgörande.\nDetta ska ske inom en månad från avslutad förhandling. Nämndens beslut är\nbindande för parterna om inte tvisten hänskjutes till Arbetsdomstolen senast\ninom två månader från dagen för nämndens beslut. Frågor angående\navvikelse från nattarbetsförbudet samt extra övertidsuttag kan inte bli\nföremål för Arbetsdomstolens prövning. I övrigt gäller huvudavtalets\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 15 Skadestånd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsnämnden för I-avtalet har rätt att utdöma skadestånd för\nbrott mot detta avtal eller med stöd därav träffade överenskommelser.\u003C\u002Fp>\n\n\u003Cp>Vad gäller beslut i Arbetstidsnämnden för I-avtalet om storlek och\njämkning av skadestånd vid olovligt uttag av övertid ska Arbetstidslagens\nregler vara vägledande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 16 Avtalets giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller fr o m 1 juli 1989 på prov och kan av endera parten\nsägas upp med iakttagande av tre månaders uppsägningstid dock tidigast till\nden 31 januari 1991.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Ch2>Särskilda regler för timavlönade \u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:1 Lägsta timlöner\u003C\u002Fh4>\n\n\u003Cp>Arbetstagarens timförtjänst ska lägst uppgå till:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Arbetstagarens timförtjänst i kronor fr o m\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fyllda 18 år\u003C\u002Ftd>\n      \u003Ctd>133,33\u003C\u002Ftd>\n      \u003Ctd>137,26\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Nyanställd 3 månader\u003C\u002Ftd>\n      \u003Ctd>113,33\u003C\u002Ftd>\n      \u003Ctd>116,67\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minderårig\u003C\u002Ftd>\n      \u003Ctd>89,33\u003C\u002Ftd>\n      \u003Ctd>91,96\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med 1 eller 2 års anställning i företaget som tillägnat sig\nökad kompetens i form av erfarenhet och yrkeskunnande skall efter genomförd\nlönerevision ha en timlön som överstiger angivna lägsta timlön med\nnedanstående krontal:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F11 2020\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Efter 1 års anställning\u003C\u002Ftd>\n      \u003Ctd>3,43\u003C\u002Ftd>\n      \u003Ctd>3,43\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Efter 2 års anställning\u003C\u002Ftd>\n      \u003Ctd>5,71\u003C\u002Ftd>\n      \u003Ctd>5,71\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Höjningarna av avtalets lägsta timlöner ska inte påverka lokala\nlönesystem med lägsta timlöner\u002Fmånadslöner som bas på annat sätt än att\nefter genomförd lönerevision ska utgående löner minst uppgå till avtalets\nlägsta löner.\u003C\u002Fp>\n\n\u003Cp>2.För nyanställd kan lokal överenskommelse träffas om ytterligare en\ntidsperiod om högst nio månader med ovan angiven lägsta timlön.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprentices_excluded\">\u003Cp>3.Parterna är överens om att avtalets lägsta timlön inte gäller\npraktikanter. Vid lokal tvist om lönesättningen för dessa åligger det de\ncentrala parterna att enas.\u003C\u002Fp>\n\n\u003Cp>Med praktikanter avses de som såsom ett led i viss utbildning utför\npraktiskt arbete inom företaget. Företaget ska särskilt ha planlagt detta\nmed hänsyn till utbildningssyftet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Beträffande timförtjänst tillämpas samma beräkningsgrund som för\ngenomsnittsförtjänst enligt följande.\u003C\u002Fp>\n\n\u003Cp>Med genomsnittsförtjänst avses såväl fast som rörlig lön som i\ngenomsnitt intjänats under de senaste tre månaderna. Lokal överenskommelse\nkan träffas om annan period eller annat beräkningssätt. Vid tillämpning av\nresultatlön med utbetalning för längre tidsperioder ska utfallet\nperiodiseras.\u003C\u002Fp>\n\n\u003Cp>5.De lokala parterna kan även överenskomma om\nyrkesintroduktionsanställning i enlighet med regler i\nYrkesintroduktionsavtalet, bilaga 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Förhöjda timlöner\u003C\u002Fh4>\n\n\u003Cp>När ackord inte erbjuds kan för mer kvalificerade arbeten\u002Farbetstagare\ntills vidare tillämpas specialtidlöner eller personliga tidlöner.\u003C\u002Fp>\n\n\u003Cp>Förhöjda tidlöner kan efter lokal överenskommelse utformas som tillägg\nför enskilda arbetstagares särskilda kvalifikationer, såsom yrkeserfarenhet,\nmångkunnighet, användbarhet och utbildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Skiftformstillägg\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare med timlön erhåller skiftformstillägg per arbetad timme. \u003C\u002Fp>\n\n\u003Cp>Skiftformstillägget utgörs av följande procentuella tillägg på\ntimlönen:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>\u003Cstrong>Skiftformstillägg\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>\u003Cstrong>I procent\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>vid kontinuerligt treskiftarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>13,8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>vid intermittent treskiftarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>5,3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>vid intermittent tvåskiftarbete*\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>5,3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>vid kontinuerligt tvåskiftarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"196\">\u003Cp>5,3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"419\">\u003Cp>* gäller enbart vid en arbetstid om 38\n        timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Med timlön avses fast timlön inklusive fasta timtillägg respektive vid\ntraditionellt ackordsarbete genomsnittlig timlön plus ackord under senast\naktuella avlöningsperiod exklusive skiftformstillägg.\u003C\u002Fp>\n\n\u003Cp>När det ordinarie arbetstidsmåttet är olika fördelat mellan skiften ska\nskiftformstillägget fördelas på motsvarande sätt. Vid exempelvis\nintermittent treskift, när för- och eftermiddagsskiftens arbetstid är 40\ntimmar medan nattskiftets är 34 timmar, ska skiftformstillägget vara helt\nkoncentrerat till nattskiftets timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid övertidsarbete utges betalning med\u003C\u002Fp>\n\n\u003Cp>•ordinarie tim- eller ackordslön,\u003C\u002Fp>\n\n\u003Cp>•eventuell rörlig lönedel,\u003C\u002Fp>\n\n\u003Cp>•i förekommande fall ob-tillägg,\u003C\u002Fp>\n\n\u003Cp>•övertidstillägg motsvarande: Timlön x 0,41\u003C\u002Fp>\n\n\u003Cp>Med timlön avses fast timlön inklusive fasta timtillägg respektive vid\ntraditionellt ackordsarbete genomsnittlig timlön plus ackord under senast\naktuella avlöningsperiod exklusive skiftformstillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Resetidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning betalas per timme med:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Vardagar\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Måndag – fredag, om inte högre belopp anges nedan\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>-----------------------\u003C\u002Fp>\n\n        \u003Cp>240\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Övrig tid\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 18.00 på fredag och kl 18.00 dag före arbetsfri\n        helgdagsafton eller helgdag fram till kl 06.00 dagen efter sön- eller\n        helgdagen\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>----------------------\u003C\u002Fp>\n\n        \u003Cp>190\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med timlön uppräknas aktuell timlön med 175. Vid\nberäkning av restidsersättning ska deltidsanställd arbetstagares lön\nräknas upp till heltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Helglön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Rätt till helglön\u003C\u002Fh4>\n\n\u003Cp>Helglön utges vid tillsvidareanställning och vid sådana tidsbegränsade\nanställningar som pågår eller är avsedda att pågå längre tid än en\nmånad. För att arbetstagaren ska ha rätt till helglön krävs att\nanställningen består efter helgen.\u003C\u002Fp>\n\n\u003Cp>Helglön betalas inte till arbetstagare, som är avlönad per vecka eller\nlängre tidsenhet.\u003C\u002Fp>\n\n\u003Cp>För helg som infaller under semester utges helglön under nämnda\nförutsättningar.\u003C\u002Fp>\n\n\u003Cp>Under permittering utges helglön för helg som infaller under de första\nfyra veckorna av permitteringstiden. Under annan ledighet utges helglön under\nförutsättning att ledigheten varar högst fyra veckor.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som under ledighet överstigande fyra veckor bereds arbete i\nsamband med helg, är inte berättigad till helglön.\u003C\u002Fp>\n\n\u003Cp>Helglön utges inte om frånvaro utan giltig orsak förekommit, helt eller\ndelvis, under arbetsdag närmast före eller efter helgen. Helglön utges inte\nheller vid frånvaro utan giltig orsak under helgen avseende arbetstagare med\nordinarie arbetstid på helgen. Vid semester, permittering och annan ledighet,\nförskjuts nämnda dagar i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Helglönedagar\u003C\u002Fh4>\n\n\u003Cp>Helglön utges för följande dagar:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>nyårsdagen, trettondagen, långfredagen, annandag påsk, första maj,\nkristi himmelfärdsdag, nationaldagen, midsommarafton, julafton, juldagen,\nannandag jul och nyårsafton.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Detta gäller under förutsättning att dagen infaller på annan veckodag\nän lördag och söndag.\u003C\u002Fp>\n\n\u003Cp>Helglön utges inte för dag för vilken arbetstagaren fått eller kunnat\nfå ersättning från allmän försäkringskassa.\u003C\u002Fp>\n\n\u003Cp>Uppbär arbetstagaren i samband med ledighet för studier statligt eller\nkommunalt studiebidrag för helglöneberättigad dag minskas helglönen med\nmotsvarande belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Helglönens storlek\u003C\u002Fh4>\n\n\u003Cp>Helglönen utgör arbetstagarens genomsnittsförtjänst inklusive\nob-tillägg multiplicerat med antalet ordinarie arbetstimmar per vecka,\ndividerat med 5,0.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare, med rätt till helglön, för vilken den genomsnittliga\ntimförtjänsten inte kan beräknas, tillämpas den genomsnittliga\ntimförtjänst som arbetstagaren sannolikt skulle ha uppburit, om han utfört\narbete under senaste beräkningsperiod.\u003C\u002Fp>\n\n\u003Cp>Helglönen per dag beräknas efter övergång från heltids- till\ndeltidsarbete eller omvänt på följande sätt.\u003C\u002Fp>\n\n\u003Cp>Arbetstagarens genomsnittsförtjänst multipliceras med, det med 5,0\ndividerade antalet ordinarie arbetstimmar i genomsnitt per vecka, som gällde\nför arbetstagaren under tiden närmast före helgen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av genomsnittsförtjänst se § 1 mom 1:1\nanmärkning 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Helglönens utbetalning\u003C\u002Fh4>\n\n\u003Cp>Helglön utbetalas vid det avlöningstillfälle som avser den\navlöningsperiod inom vilken första arbetsdagen efter helgen infaller.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Beräkning av semesterlön och semesterersättning\u003C\u002Fh4>\n\n\u003Cp>För arbetstagare med lön per timme utgör semesterlön och\nsemesterersättning 13,2 % av semesterlöneunderlaget.\u003C\u002Fp>\n\n\u003Cp>Semesterlöneunderlaget ska för varje semesterlönegrundande frånvarotimme\nökas med ett belopp som motsvarar den genomsnittliga arbetsinkomsten per\narbetstimme under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Där så är möjligt kan de lokala parterna överenskomma om att\nsemesterlön ska utbetalas före semesterledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Semesterlön vid sparad semester\u003C\u002Fh3>\n\n\u003Cp>Vid uttag av sparad semester beräknas semesterlönen för sparad\nsemesterdag på samma sätt som semesterlön för den ordinarie semestern detta\når.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>§ 7 Sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklönen beräknas enligt nedan.\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av genomsnittlig veckoarbetstid i\nsjukperioden (karens) betalas ingen sjuklön.\u003C\u002Fp>\n\n\u003Cp>Därefter, för sjukfrånvaro överstigande 20 % av genomsnittlig\nveckoarbetstid till och med dag 14 i sjukperioden betalas, för varje timme\narbetstagaren är frånvarande, sjuklön med 80 % av arbetstagarens\nmedeltimförtjänst på tidlön och ackord. För arbetstagare med enbart\ntimlön utgör sjuklönen 80 % av denna timlön.\u003C\u002Fp>\n\n\u003Cp>Dessutom utges t o m den 14:e kalenderdagen i sjuklöneperioden sjuklön med\n80 % av övriga lönedelar och ersättningar som avser ersättning för\nordinarie arbetstid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>I övrigt tillämpas § 15 i tillämpliga delar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Ch2>Regler om lönetillägg vid omplacering\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Eftersom det är ett ömsesidigt intresse med enkla och lättillgängliga\nregler uppmanas de lokala parterna att träffa sådana. Lokala\növerenskommelser ska utformas så att onödigt administrativt merarbete\nundviks. De centrala parterna ska aktivt medverka till detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Definition\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med omplacering avses varaktig förflyttning från ett arbetsområde till\nett annat eller från en befattning till en annan.\u003C\u002Fp>\n\n\u003Cp>Med omplacering avses inte arbetstagarens förflyttning från en\narbetsuppgift till en annan inom ramen för hans arbetsområde (befattning).\nInte heller avses en arbetstagares förflyttning mellan olika arbetsområden\n(befattningar) när det förutsatts att han vid behov ska tjänstgöra inom\nannat arbetsområde (i annan befattning).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid behov bör ovanstående definition preciseras genom överenskommelse\nför varje företag särskilt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Rätt till omplaceringstillägg (OPT)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg utges till arbetstagare, som vid\nomplaceringstillfället har en sammanlagd anställningstid vid företaget av\nminst ett år och som på grund av omplaceringen fått en\nförtjänstminskning.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som byter anställning mellan arbetsgivare som tillhör\nsamma koncern eller arbetstagare som byter anställning i samband med en\növergång av verksamhet enl. § 6b Lagen om anställningsskydd ska, i fall då\nanställningstid från flera anställningsperioder läggs samman, endast\nmedräknas anställningstid som löpt inom fem år från\nomplaceringstillfället.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg utges inte vid omplacering, som vidtas på grund av\narbetstagarens eget vållande. Arbetsgivaren ska dock underrätta den lokala\nfackliga organisationen om en sådan situation uppkommer. Inte heller utges\nomplaceringstillägg om omplaceringen sker på arbetstagarens begäran, om inte\narbetsgivaren i det enskilda fallet medgivit att tillägg helt eller delvis ska\nutges. Vid omplacering som sker på företagsläkarens ordination utges\nomplaceringstillägg om inte överenskommelse om något annat träffats i det\nenskilda fallet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Beräkning av omplaceringstillägg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetstagarens genomsnittsförtjänst före omplaceringen jämförs med\nlönen i det arbete till vilket arbetstagaren flyttas. Konstateras en minskning\ni förtjänsten erhåller arbetstagaren för varje arbetad timme, under nedan\nangiven ersättningsperiod, ett tillägg enligt nedan motsvarande\nförtjänstminskningen. Ersättningsperioden räknas fr o m den\navlöningsperiod, som infaller närmast efter den period då omplaceringen\nsker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>\u003Cstrong>Anställning vid\n        omplaceringstillfället\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>\u003Cstrong>Ersättningsperiod\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>För arbetstagare fyllda 50 år med minst 10 års\n        sammanlagd anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>36 veckor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>För övriga arbetstagare med minst 10 års sammanlagd\n        anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>24 veckor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>För övriga arbetstagare med minst 4 års sammanlagd\n        anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>15 veckor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>För övriga arbetstagare med minst 1 års sammanlagd\n        anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>4 veckor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid upprepade omplaceringar ska dock - om mindre än 24 veckor i en följd\nförflutit mellan omplaceringarna - lönejämförelsen ske med utgångspunkt\nfrån arbetstagarens genomsnittsförtjänst före den första omplaceringen.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg ska inte utges när arbetstagaren är berättigad till\narbetsskadelivränta enligt Lag om arbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Beräkning av genomsnittsförtjänst; för månadsavlönad se §3, mom 2:1,\nanmärkning 4; för timavlönad se Bilaga 3, § 1, mom 1:1, anmärkning 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Utbetalning av omplaceringstillägg\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägget utbetalas vid det ordinarie avlöningstillfälle som\ninfaller närmast efter det avlöningstillfälle då lönejämförelsen\nsker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5\u003C\u002Fh2>\n\n\u003Ch2>Rekommendation angående lönetillägg vid omflyttning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Eftersom det är ett ömsesidigt intresse med enkla och lättillgängliga\nregler uppmanas de lokala parterna att träffa sådana. Lokala\növerenskommelser ska utformas så att onödigt administrativt merarbete\nundviks. De centrala parterna ska aktivt medverka till detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Definition\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med omflyttning avses tillfällig förflyttning från ett arbetsområde till\nett annat eller från en befattning till en annan.\u003C\u002Fp>\n\n\u003Cp>Med omflyttning avses inte en arbetstagares förflyttning från en\narbetsuppgift till en annan inom ramen för hans arbetsområde (befattning).\u003C\u002Fp>\n\n\u003Cp>Inte heller avses en arbetstagares förflyttning mellan olika arbetsområden\n(befattningar) när det förutsatts, att han vid behov ska tjänstgöra inom\nannat arbetsområde (i annan befattning).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Rätt till omflyttningstillägg (OFT)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Omflyttningstillägg utges till arbetstagare som vid omflyttningstillfället\nhar en sammanlagd anställningstid vid företaget av minst ett år och som på\ngrund av omflyttningen fått en förtjänstminskning.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som byter anställning mellan arbetsgivare som tillhör\nsamma koncern eller arbetstagare som byter anställning i samband med en\növergång av verksamhet enl. § 6b Lagen om anställningsskydd, ska i fall då\nanställningstid från flera anställningsperioder läggs samman endast\nmedräknas anställningstid som löpt inom fem år från\nomflyttningstillfället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Beräkning av omflyttningstillägg (OFT)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetstagarens genomsnittsförtjänst före omflyttningen jämförs med den\ngenomsnittsförtjänst, som uppnåtts under omflyttningsperioden. Konstateras\nen minskning i genomsnittsförtjänsten, erhåller arbetstagaren för varje\narbetad timme under den tid omflyttningen varar, dock längst under nedan\nangiven ersättningsperiod räknad från och med omflyttningstillfället, ett\nomflyttningstillägg motsvarande förtjänstminskningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>\u003Cstrong>Anställning vid\n        omplaceringstillfället\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>\u003Cstrong>Ersättningsperiod\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>För arbetstagare med minst 10 års sammanlagd\n        anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>3 veckor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>För övriga arbetstagare med minst 4 års sammanlagd\n        anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>2 veckor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>För övriga arbetstagare med minst 1 års sammanlagd\n        anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"186\">\u003Cp>1 vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Omflyttningstillägg utges inte vid omflyttning som förorsakas av att\narbetstagaren bevisligen inte följt given instruktion i arbetet. Arbetsgivaren\nska dock underrätta den lokala fackliga organisationen som har rätt att\npåkalla förhandling i ärendet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Beräkning av genomsnittsförtjänst; för månadsavlönad se §3, mom\n2:1, anmärkning 4; för timavlönad se Bilaga 3, § 1, mom 1:1, anmärkning\n4.\u003C\u002Fp>\n\n\u003Cp>2.Parterna är överens om att lokala överenskommelser i ökad omfattning\nska träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6\u003C\u002Fh2>\n\n\u003Ch2>Överenskommelse angående deltidsarbete\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagen ska tillse, att den deltidsanställdes arbetstid och\narbetsförtjänst blir så jämn som möjligt. För stadigvarande deltidsarbete\nska arbetstidsschema upprättas, såvida icke arbetsuppgifternas särskilda\nbeskaffenhet omöjliggör detta. På sådant arbetstidsschema ska all\nregelbundet återkommande arbetstid angivas.\u003C\u002Fp>\n\n\u003Cp>Sociala förmåner enligt lag och avtal är i vissa fall beroende av\narbetstidens längd och förläggning. En arbetstid understigande l6 timmar per\nvecka medför sålunda, att rätten till avgångsbidragsförsäkring och\ngrupplivförsäkring reduceras. Vidare kan pensionsförmånerna påverkas om\narbetstiden understiger 208 timmar per kalenderkvartal. Den årliga\narbetsinkomsten måste överstiga ett visst belopp - basbeloppet - för att\narbetstagaren ska tillgodoräknas pensionspoäng för ATP.\u003C\u002Fp>\n\n\u003Cp>Den deltidsanställde ska informeras om dessa bestämmelser - liksom om de\növriga anställningsvillkor - som gäller vid deltidsarbete. Där så är\npraktiskt möjligt och i fall där den anställde så önskar ska arbetstiden\nför den deltidsanställde bestämmas så att den anställde blir berättigad\ntill de ovan angivna sociala förmånerna.\u003C\u002Fp>\n\n\u003Cp>Vid utökat arbetskraftsbehov ska i första hand deltidsanställda erbjudas\nett högre antal timmar.\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att tvist rörande tillämpning av denna\növerenskommelse avgörs av SAF och LO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 7\u003C\u002Fh2>\n\n\u003Ch2>Ordningsregler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Samtliga anställda ska medverka till god ordning på arbetsplatsen och\nett gott förhållande mellan företaget och de anställda.\u003C\u002Fp>\n\n\u003Cp>2.Arbetstagaren ska utföra det arbete, som arbetsledningen anvisar, samt\niaktta de föreskrifter, som gäller för arbetet i fråga.\u003C\u002Fp>\n\n\u003Cp>3.Gällande arbetstider ska punktligt hållas. Finns regler om tidskontroll,\nska dessa iakttas.\u003C\u002Fp>\n\n\u003Cp>4.Framställning om ledighet ska göras i så god tid som möjligt till\narbetsledningen, som snarast möjligt ska lämna besked.\u003C\u002Fp>\n\n\u003Cp>5.Arbetstagaren ska sköta maskiner, verktyg och material samt hel- och\nhalvfabrikat med omsorg och aktsamhet. Uppstår skada, fel eller förlust ska\narbetstagaren genast anmäla detta till arbetsledningen, även om skadan\nbedöms som ringa och oavsett hur skadan uppstått.\u003C\u002Fp>\n\n\u003Cp>6.Föreskrifter till skydd mot arbetsskada, ohälsa och brand ska noggrant\niakttagas. Föreskriven skyddsutrustning ska användas och väl vårdas.\u003C\u002Fp>\n\n\u003Cp>7.Arbetsskador och ohälsa samt risker och tillbud ska utan dröjsmål\nanmälas till arbetsledningen, som skyndsamt ska vidta erforderliga\nåtgärder.\u003C\u002Fp>\n\n\u003Cp>8.Rusdrycker och narkotika får inte förtäras eller införas på\nfabriksområdet. Person, som är påverkad av alkohol eller narkotika, får\ninte vistas på fabriksområdet.\u003C\u002Fp>\n\n\u003Cp>9.Tobaksrökning är tillåten endast på de platser inom fabriksområdet,\ndär särskilt tillstånd meddelats.\u003C\u002Fp>\n\n\u003Cp>10.För personer, som inte är anställda i företaget, erfordras tillstånd\nför tillträde till fabriksområdet.\u003C\u002Fp>\n\n\u003Cp>11.Anslag eller dylikt får inte utan arbetsgivarens tillstånd sättas upp\ninom fabriksområdet och då endast på anvisad plats. Om en arbetstagare\nönskar sätta upp anslag, fordras dessutom avdelningsstyrelsens medgivande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 8\u003C\u002Fh2>\n\n\u003Ch2>Avtal om yrkesintroduktion\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Följande avtal gäller mellan IF Metall och Innovations- och\nkemiarbetsgivarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Avtalets syfte\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Industrin står under de kommande åren inför en betydande\ngenerationsväxling som förstärker behovet av nya medarbetare. Arbetet\nställer i dag högre krav på teoretisk utbildning och på kvalificerad\nyrkeserfarenhet än tidigare. Rekryteringsfrämjande åtgärder är därför\nväsentliga för att säkra industrins långsiktiga\nkompetensförsörjningsbehov. För att underlätta en effektiv arbetslivsstart\nhar parterna enats om att införa en introduktionsperiod kallad\nYrkesintroduktion.\u003C\u002Fp>\n\n\u003Cp>Yrkesintroduktionsavtalets syfte är att stimulera industriföretagen att\nerbjuda särskilda introduktionsanställningar åt ungdomar och andra som har\nsvårigheter att etablera sig på arbetsmarknaden, t.ex. nyanlända, för att\nunderlätta för dem att arbeta och utvecklas i sitt yrkesliv på svensk\narbetsmarknad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Tillämpningsområdet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yrkesintroduktionsanställningar riktar sig till personer som saknar\nrelevant yrkeserfarenhet eller vars erfarenheter måste prövas.\u003C\u002Fp>\n\n\u003Cp>Yrkesintroduktionsanställningar kan komma ifråga för personer som\ngenomgått industriinriktad yrkesutbildning inom Teknikcollege, gymnasieskola\neller liknande. De kan även komma ifråga för andra grupper, t.ex.\nnyanlända, som saknar sådan grundläggande teknikutbildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Anställning för yrkesintroduktion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning för yrkesintroduktion är en visstidsanställning med\nföljande särskilda reglering.\u003C\u002Fp>\n\n\u003Cp>Med stöd av lokal överenskommelse kan anställningsavtal om\nyrkesintroduktion ingås mellan arbetsgivare och anställd.\nYrkesintroduktionsanställning kan ske även om det hos arbetsgivaren finns\ntidigare anställda med företrädesrätt till återanställning. Parterna är\nsåledes överens om att yrkesintroduktionsanställning inte utgör brott mot\nföreträdesrätten.\u003C\u002Fp>\n\n\u003Cp>Varje yrkesintroduktionsanställning ska förenas med handledning och en\nindividuell utvecklingsplan ifråga om arbetsuppgifter och utbildnings- och\nintroduktionsinsatser.\u003C\u002Fp>\n\n\u003Cp>En yrkesintroduktionsanställning ska gälla under viss tid.\nAnställningstiden får uppgå till 12 månader, med möjlighet till\nförlängning i upp till 12 månader. En sådan förlängning förutsätter\nstöd i lokal överenskommelse eller lokalt godkännande.\nYrkesintroduktionsanställningen är uppsägningsbar från arbetsgivaren och\nden anställde med en månads uppsägningstid. De yrkesintroduktionsanställda\nutgör vid uppsägning på grund av arbetsbrist en egen turordningskrets.\u003C\u002Fp>\n\n\u003Cp>Vill den anställde eller arbetsgivaren att yrkesintroduktionsanställningen\ninte ska övergå i en tillsvidareanställning på sedvanliga villkor inom\navtalsområdet, ska besked om detta lämnas till motparten senast en månad\ninnan den överenskomna tiden löper ut.\u003C\u002Fp>\n\n\u003Cp>I det fall en övergång från yrkesintroduktionsanställning till en\ntillsvidareanställning innebär att en tidigare anställd med\nföreträdesrätt till återanställning inte kan prövas för\nåteranställning fordrar övergången en lokal överenskommelse. De lokala\nparterna ska därvid särskilt beakta syftet med detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under en yrkesintroduktionsanställning tillämpas lön motsvarande lägst\n75 procent av lägstalön enligt tillämpligt branschavtal. Avseende de mellan\nparterna gällande förbundsavtal som saknar lägstalöneregel (avtalet om\noljeraffinaderier och sockeravtalet) tillämpas lön som fastställs efter\nlokal överenskommelse. De lokala parterna ska därvid ta i beaktande syftet\nmed denna överenskommelse och då särskilt att förbundsparternas avsikt är\natt lönen ska kunna uppgå till lägst 75 procent av den inom avtalsområdet\ngällande lägstalönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Övrigt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall yrkesintroduktionsanställningen inte leder till fortsatt\nanställning vid företaget ska tjänstgöringsintyg utfärdas som innefattar\nuppgift om anställningstiden och de arbetsuppgifter som den\nyrkesintroduktionsanställde har utfört. Intyget ska också innefatta vitsord\nom inte den yrkesintroduktionsanställde särskilt undanber sig det.\u003C\u002Fp>\n\n\u003Cp>Förbundsparterna ska i förekommande fall genom råd och förhandlingar se\ntill att fel vid tillämpningen rättas till och att avtalets syften\nfullföljs. Med hänsyn till avtalets syfte kan eventuella fel föranleda\nskadeståndsskyldighet vid klara och allvarliga fall av missbruk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse gäller tillsvidare med en ömsesidig uppsägningstid\nav tre månader. Vid en uppsägning från någon av parterna kommer träffade\nlokala överenskommelser om visstidsanställning vid yrkesintroduktion att vara\ngiltiga till dess pågående visstidsanställningar om yrkesintroduktion löpt\nut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 1 december 2016\u003C\u002Fp>\n\n\u003Cp>IKEM - Innovations- och Kemiarbetsgivarna\u003Cspan style=\"color:#ffffff\">**********************\u003C\u002Fspan>IF Metall\u003C\u002Fp>\n\n\u003Cp>Lars Askelöf\u003Cspan style=\"color:#ffffff\">*****************************************************\u003C\u002Fspan>Veli-Pekka\nSäikkälä\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 9\u003C\u002Fh2>\n\n\u003Ch2>Regler om hemarbete\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Skyddsinformation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska noggrant informera hemarbetaren om de risker för\nolycksfall och ohälsa som kan vara förknippade med att använda de verktyg,\nmaskiner och material som arbetsgivaren tillhandahåller.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning för hemarbete ska beräknas så att arbetstagaren har\nmöjlighet att uppnå skälig förtjänst. Hänsyn ska därvid tas till de\nsärskilda omständigheter som gäller för hemarbete.\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser kan träffas om ackordsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid eventuella tvister är § 5 mom 1-5 i 1994 års avtal gällande\nAllokemisk Industri tillämpliga för hemarbete med undantag för de regler som\nför sin tillämpning förutsätter tidsredovisning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Nysättning av ackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid nysättning av hemarbetsackord, som väntas bli av större omfattning,\nska arbetsledningen meddela den lokala fackliga organisationen att ackordet\nutlämnats eller erbjudits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Information\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företag med hemarbetare anställda ska fortlöpande informera den lokala\narbetstagarorganisationen om hemarbetets omfattning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Utökning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Är utökning av hemarbetet aktuellt ska redan anställda hemarbetare, som\nuttryckt önskemål om mer arbete, i första hand erbjudas detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 10\u003C\u002Fh2>\n\n\u003Ch2>Arbetstidsregler gällande för Läder- och Sportartikelindustri\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I stället för de regler som gäller enligt I-avtalet gäller följande\nsärskilda regel avseende förläggning av dagarbetstid för företag som\ntillverkar skor, handskar, skinnkläder, damväskor, reseeffekter, andra\nlädervaror, sport och fritidsartiklar samt framställer skinn, läder och\npälsskinn, avseende förläggning av ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Ordinarie arbetstidens förläggning\u003C\u002Fh3>\n\n\u003Cp>Om överenskommelse inte kan nås förläggs dagarbetstiden enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>Dagarbete: måndag t o m fredag åtta timmar, +\u002F- 12 minuter, mellan kl\n06.00 och 18.00 med en sammanlagd rasttid av en timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Särtryck\u003C\u002Fh2>\n\n\u003Ch2>Avtal om industriell utveckling och lönebildning mellan IKEM -\nInnovations- och kemiarbetsgivarna och IF Metall för I-avtalet.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Löner\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Lönebildningens betydelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lönebildningen ska vara en positiv kraft i företagets verksamhet och skapa\nförutsättningar till att alla anställda utvecklas i arbetet och stimuleras\ntill goda insatser, engagemang och resultat. Härigenom kan lönebildningen\nbidra till ökad produktivitet, effektivitet och lönsamhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Gemensamma utgångspunkter\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är mot bakgrund av de förutsättningar som bl a finns angivna i\nIndustrins samarbetsavtal inriktade på att främja företagens utveckling,\nlönsamhet och konkurrenskraft för att därigenom även skapa bästa\nförutsättningar för en god löneutveckling och goda villkor i övrigt för\nde anställda. Den allt hårdare internationella konkurrensen kräver\nmålmedvetna satsningar vad gäller arbetsorganisation och kompetensutveckling\nhos de anställda i företagen.\u003C\u002Fp>\n\n\u003Cp>Framgång och styrka för industriföretagen är beroende av deras förmåga\natt snabbt kunna möta förändringskraven. Denna förmåga beror i hög grad\npå den framförhållning och flexibilitet företagen och de anställda har vad\ngäller nämnda frågor. Sammantaget skapar detta behov av lokala lönesystem\nsom stimulerar både till individuell utveckling och utveckling av företagets\nverksamhet.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen enligt detta avtal förutsätter att de lokala parterna gör\nen gemensam genomgång av avtalets intentioner och tillämpningen på\nföretaget. I diskussionen om arbetsorganisation och lönesystem kan IF Metalls\nplattform ”Hållbart arbete” utgöra underlag. De utgångspunkter som där\nuppställs är förenliga med parternas intressen. Parterna har även gemensamt\noch var för sig tagit fram material som kan användas. Om lokala parter så\nönskar kan centrala parter medverka i rådgivning kring det lokala\nutvecklingsarbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Riktlinjer för lönesättning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Grunden för lönesättningen utgörs av:\u003C\u002Fp>\n\n\u003Cp>•arbetsuppgifternas art och innehåll\u003C\u002Fp>\n\n\u003Cp>•de kompetenskrav som ställs\u003C\u002Fp>\n\n\u003Cp>•arbetstagarens sätt att uppfylla ställda krav\u003C\u002Fp>\n\n\u003Cp>•uppnådda resultat\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid bedömning av första punkten är t.ex. ansvar, komplexitet och\narbetsförhållandena viktigt. Vid bedömning av de övriga punkterna är t.ex.\nyrkeskunskaper, erfarenhet, mångkunnighet, social kompetens, engagemang,\nkvalitet, produktivitet och måluppfyllelse viktigt.\u003C\u002Fp>\n\n\u003Cp>Avsikten med dessa riktlinjer är att utveckling i arbetet ger utveckling i\nlön så att högre krav på ansvar, kompetens, skicklighet och prestation\nockså ger högre lön än där lägre krav ställs. Varje anställd ska veta\npå vilka grunder lönen sätts och vad de kan göra för att påverka sin\nindividuella lön.\u003C\u002Fp>\n\n\u003Cp>De som arbetar i den dagliga verksamheten är bäst lämpade att bedöma\nföretagets och de anställdas specifika förutsättningar. Det ankommer\ndärför på de lokala parterna att träffa överenskommelse om lönesystem\ndär ovan nämnda riktlinjer anpassas till de krav som ställs i den egna\nverksamheten.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Lokala parter ska kvalitetssäkra att diskriminerande eller osakliga\nlöneskillnader inte förekommer inom avtalsområdet. Lokala parter ska\ndärför gå igenom lönesättningen i syfte att upptäcka och förhindra\ndiskriminerande eller osakliga löneskillnader mellan arbetstagarna. Framgår\ndet att diskriminerande eller osakliga löneskillnader förekommer justeras\ndessa i samband med löneförhandlingarna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Arbetsorganisation och kompetensutveckling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Produktionsutvecklingen ställer krav på nya kompetenser hos alla\nanställda och ett ansvar att delta i utvecklingen. Alla anställda ska\ndärför ges möjligheter att genom olika insatser utveckla den kompetens som\nbehövs i nya, förändrade eller framtida arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Det är företagens ansvar att genomföra utvecklingsinsatser av personal,\norganisation och teknik. Vad gäller personalen kan insatserna vara av\nvarierande slag. Ett viktigt inslag är lärande i arbetet och arbetsrotation.\nAndra viktiga utbildningsinsatser kan gälla handledd utbildning i företaget,\nt ex datorstödd utbildning eller kurser. Tidsåtgången kan variera beroende\npå de anställdas förutsättningar och företagets behov. Det åvilar också\nden enskilde anställde att ta initiativ och känna engagemang och ansvar för\nsin kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>De anställdas idéer utifrån sina perspektiv om sina egna och företagets\nutvecklingsbehov ska beaktas. Det kan vara fråga om att utveckla kunskaper och\nförmåga som på sikt kan gynna både den enskilde och företaget.\u003C\u002Fp>\n\n\u003Cp>Utveckling i arbetet sker genom kombinationer av insatser som berör\narbetsinnehåll, arbetssätt, arbetsorganisation, teknikstöd och kompetens.\nEtt kontinuerligt förändringsarbete förutsätter att såväl företagets som\nde anställdas utvecklingsbehov identifieras. Härvid har cheferna en viktig\nuppgift att översätta företagets behov till den egna arbetsgruppen och dess\nmedlemmar.\u003C\u002Fp>\n\n\u003Cp>Det är en gemensam uppgift för företaget och de lokala fackliga\norganisationerna att få till stånd ett aktivt utvecklingsarbete och diskutera\noch fastställa åtgärder och insatser som leder till att utveckla individer,\narbetsorganisation och företagets konkurrenskraft utifrån intentionerna i\ndetta avtal. Lokal samverkan bygger på att de lokala parterna regelbundet\ndiskuterar hur verksamheten utvecklas och vilket personalbehov företaget\nhar.\u003C\u002Fp>\n\n\u003Cp>Vid förändring av arbetsorganisationen bör särskilt uppmärksammas\nkompetens och kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>En bra arbetsorganisation ger möjlighet till variation i arbetet så att\nför slitningsskador och utslagning från arbetslivet motverkas. En bra\narbetsorganisation tillgodoser även företagets behov av framförhållning,\nförmåga till snabba omställningar och ökat kapacitetsutnyttjande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Löneprocessen och de lokala förhandlingarna\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Löneprocessen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En viktig grund för löneprocessen och utvecklingen av de anställda och\nföretagets samlade kompetens bygger på att det sker en dialog mellan chef och\nmedarbetare om arbetssituation, utvecklingsbehov och arbetsresultat. Dialogen\nbör behandla arbetsuppgifter, arbetssituationen, kompetenskrav och\nutvecklingsmöjligheter med koppling till individuell löneutveckling genom\nlokalt lönesystem.\u003C\u002Fp>\n\n\u003Cp>Erfarenheten visar att en väl fungerande dialog kräver att det finns en\nintern policy, att dialogen är en prioriterad chefsuppgift samt att utbildning\nsker vad avser samtalens uppläggning, målformulering och uppföljning av\nresultat.\u003C\u002Fp>\n\n\u003Cp>För att uppnå önskvärda resultat är det viktigt att överenskomna\nåtgärder, exempelvis utbildningsinsatser, dokumenteras och följs upp. Detta\nkan ske exempelvis genom att personliga utvecklingsplaner upprättas och\nrevideras årligen.\u003C\u002Fp>\n\n\u003Cp>Det är parternas uppfattning att genomförande av dialog och\nkompetensutveckling i företagen samt stöd till enskilda anställdas initiativ\ntill egen utveckling ska utgå ifrån företagets affärsidé och långsiktiga\nvisioner.\u003C\u002Fp>\n\n\u003Cp>Formerna för att identifiera utvecklingsbehov, dialogen med de anställda,\ndokumentationen och personliga utvecklingsplaners utformning utgör en viktig\ndel av ett lokalt överenskommet lönesystem. En annan viktig del är att\nlönesystemet utvärderas och löpande förbättras eller anpassas till\nrådande förhållanden.\u003C\u002Fp>\n\n\u003Cp>Parterna rekommenderar att de lokala parterna diskuterar och träffar\növerenskommelse om formerna för dialogen med de anställda, dokumentationen\noch personliga utvecklingsplaners utformning. Sådan överenskommelse bör\ningå som en integrerad del i lokalt överenskommet lönesystem. Därvid kan t\nex planering, genomförande, tidsåtgång, och uppföljning av olika\nutvecklingsinsatser behandlas.\u003C\u002Fp>\n\n\u003Cp>Dialogen i löneprocessen mellan chef och anställd bildar underlag för\nlönesättningen. Överenskommelse om lön för arbetstagarna fastställs\ndärefter i förhandling mellan arbetsgivaren och lokal facklig\norganisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lokal överenskommelse\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna träffar överenskommelse om lönehöjningar med\nbeaktande av förutsättningarna för företaget, riktlinjer för\nlönesättning enligt punkt 3 ovan, gällande lönesystem samt utvecklingen av\narbetsuppgifter och kompetens.\u003C\u002Fp>\n\n\u003Cp>Lönehöjningarna gäller, om ej annat överenskommes, från den\navlöningsperiod som innehåller den 1 november 2020 samt den 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Förhandlingsordning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I förhandlingarna ska de lokala parterna eftersträva att träffa\növerenskommelse. Om lokala parter inte kan enas, kan endera parten omgående,\ndock senast inom tre veckor efter den lokala förhandlingens avslutande,\npåkalla central förhandling.\u003C\u002Fp>\n\n\u003Cp>Om enighet ej uppnås vid lokal eller central förhandling ska\nlönehöjningar om 4,40 kronor per timme i genomsnitt för 2020 samt 3,76\nkronor per timme i genomsnitt för 2022.\u003C\u002Fp>\n\n\u003Cp>Om enighet om fördelning ej uppnås utges 3,30 kronor generellt 2020 samt\n2,82 kronor generellt 2022, varefter arbetsgivaren fördelar återstoden av\nhöjningen. Fördelningen av lönehöjningarna ska ske inom ramen för lokalt\nlönesystem. Finns inget överenskommet lönesystem ska fördelning av\nlönehöjningarna ske med beaktande av riktlinjerna för lönesättning enligt\npunkt 3 ovan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Detta avtal gäller fr o m 1 november 2020 t o m 31 mars 2023. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Part äger rätt att senast den 30 september 2021 säga upp detta avtal att\nupphöra den 31 mars 2022.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 31 oktober 2020\u003C\u002Fp>\n\n\u003Cp>IKEM - Innovations- och kemiarbetsgivarna\u003Cspan style=\"color:#ffffff\">*******************************\u003C\u002Fspan>IF Metall\u003C\u002Fp>\n\n\u003Cp>Henrik Stävberg\u003Cspan style=\"color:#ffffff\">*********************************************************\u003C\u002Fspan>Tomas\nWith\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Arbetstidsförkortning 2020-2023\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>A Dagtidsarbete m m 2020-2023\u003C\u002Fh3>\n\n\u003Cp>Överläggningar mellan de lokala parterna upptas om arbetstidsfrågorna vid\nföretaget. Härvid gäller arbetstidsförkortning, om de lokala parterna inte\növerenskommer om annan fördelning av utrymmet, med sex dagar varje avtalsår\nfr o m den 1 april 2020, för skiftarbetare och deltidsanställda i proportion\nhärtill. Eventuell förkortning läggs ut i hela eller delar av dagar.\u003C\u002Fp>\n\n\u003Cp>Om lokal överenskommelse om tillämpningsregler inte kan träffats skall\nberäkningen av 6 dagar göras i proportion till arbetad tid under föregående\når, beräknad på samma sätt som för livsarbetstid (i enlighet med central\növerenskommelse mellan parterna 20 oktober 2005).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>I dessa överläggningar kan behandlas bl a flexibel arbetstidsförläggning\nutifrån verksamhetens krav och individernas önskemål.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Överenskommelse kan träffas om att i stället för lediga dagar, hela\neller delar av arbetstidsförkortningen omvandlas till höjd lön. Vid en\nsådan omvandling ökas den berörda arbetstagarens lön med 80 öre per timme\nför varje dag som omvandlas till lön. Överenskommelse kan även träffas om\natt värdet ska omvandlas till premie för pensionsförsäkring för\narbetstagaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsförkortningens\u002Fav sättningens storlek bygger på\növerenskommelserna 1998-2001, 2001-2004, 2004-2007 samt 2013-2016, om löner\noch allmänna anställningsvillkor varför tidigare förhållanden måste\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tid som under uttagsåret inte tagits ut ersätts genom kontant ersättning\neller pensionspremie motsvarande aktuell lön för tiden ifråga.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas även i andra fall än under punkt B\nKontinuerligt treskift, om att tillämpa reglerna om Livsarbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B Kontinuerligt treskift\u003C\u002Fh3>\n\n\u003Cp>Vid företag som tillämpar kontinuerligt treskift gäller följande regler\nom livsarbetstid för berörda arbetstagare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid företag där minst 20 % av de anställda arbetar kontinuerligt treskift\ntillämpas bestämmelserna om livsarbetstid för samtliga anställda, såvida\nannat inte överenskommes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Livsarbetstid\u003C\u002Fh4>\n\n\u003Cp>Parternas uppfattning är att de lokala parterna i första hand bör\neftersträva lokal överenskommelse om förkortad livsarbetstid (årsarbetstid\neller pensionspremie) eller om kontant ersättning inom de utrymmen som\nframgår av punkt 2 nedan. Träffas inte lokal överenskommelse gäller\nföljande.\u003C\u002Fp>\n\n\u003Cp>1.Individuella arbetstidskonton utvecklas för alla anställda.\u003C\u002Fp>\n\n\u003Cp>2.Till varje arbetstidskonto avsätts den 31 mars varje år under resterande\navtalsperiod 3% av den anställdes lön under respektive år (avsättningen\nberäknas enligt gällande tillämpningsföreskrifter som träffats mellan\nparterna).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>I löneunderlaget ingår ersättning vid av arbetsgivaren betald\nledighet.\u003C\u002Fp>\n\n\u003Cp>Arbetstidsförkortningens\u002Fav sättningens storlek bygger på\növerenskommelserna 1998-2001, 2001-2004, 2004-2007 samt 2013-2016 om löner\noch allmänna anställningsvillkor varför tidigare förhållanden måste\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>3.Avsättning till arbetstidskonto kan uttas som betald ledig tid, som\npensionspremie eller kontant ersättning.\u003C\u002Fp>\n\n\u003Cp>4.Möjligheten att öka tidsangivelserna i Arbetstidsavtalets § 10, mom 2\nutökas med sådan ledig tid som uttas enligt punkt 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den anställde bestämmer hur uttag ska ske enligt punkt 3. Bestämmer den\nanställde att uttaget ska ske som betald ledig tid ska ledigheten utläggas\nefter överenskommelse med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den anställde vid varje avtalsårs utgång efter avsättning av 3 % har\nen större tillgång än som motsvarar 3 %, ska den överskjutande delen enligt\nden anställdes val utges antingen som pensionspremie eller kontant\nersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Avtal om riktlinjer för arbetsmiljöfrågor\u003C\u002Fh2>\n\n\u003Cp>Parter: IKEM - Innovations- och kemiarbetsgivarna och IF Metall.\nI-avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Gemensamma utgångspunkter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att främja utvecklingen av en god arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöarbetet är därför en viktig och integrerad del av företagens\nverksamhet. En god arbetsmiljö som även omfattar de psykologiska och sociala\nförhållandena i arbetsmiljön ska syfta till låg sjukfrånvaro, bra\narbetsförhållanden samt ökad produktivitet, kvalitet och lönsamhet.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljölagen med tillhörande föreskrifter är viktiga delar i\narbetet. På varje företag ska för arbetstagarna finnas tillgängligt\nArbetsmiljölagen, Arbetsmiljöförordningen, övriga författningar\n(anvisningar, föreskrifter eller meddelanden) som har utfärdats med stöd av\nlagen eller förordningen samt lokala skyddsföreskrifter som rör den aktuella\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Lokal samverkan om arbetsmiljöarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parternas samverkan är grundläggande för arbetsmiljöarbetet.\nArbetsmiljöfrågorna handläggs i bl a linjeorganisationen av ansvariga chefer\noch ska inordnas i företagets ordinarie verksamhet. Det är viktigt att\narbetsgivarens och arbetstagarnas företrädare på olika nivåer har\ntillräckliga befogenheter och erforderlig kompetens för att fylla sin del av\ndet samlade ansvaret. Lokala överenskommelser bör därför träffas om formen\nför samverkan, där reglerna om systematiskt arbetsmiljöarbete och\nrehabilitering utgör viktiga delar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>§ 3 Företagshälsovård\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att en ändamålsenlig företagshälsovård är en\nbetydelsefull resurs för företag och anställda. Företagshälsovården bör\nutformas med utgångspunkt från olika behov och krav i de enskilda företagen.\nEn genomgång av företagens behov av företagshälsovård är av betydelse och\nbör ske årligen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>§ 4 Utbildning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna bedömer behovet av utbildning och information samt den\ntidsomfattning och det innehåll som erfordras för att åstadkomma och\nvidmakthålla en god arbetsmiljö i företaget.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Vid tvist om tolkning eller tillämpning av detta avtal samt lokal\növerenskommelse gäller förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Skiljenämnd\u003C\u002Fh4>\n\n\u003Cp>Kan tvist inte lösas genom lokal och central förhandling äger part hos\nmotparten senast två (2) månader efter avslutad central förhandling anmäla\närendet för nämndens avgörande. Nämnden avgör ärendet med bindande\nverkan för parterna.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska bestå av två ledamöter från IKEM och två ledamöter från\nIF Metall. De av parterna utsedda ledamöterna kan, om någon av parterna så\nbegär, gemensamt utse opartisk ordförande för avgörande av det aktuella\närendet.\u003C\u002Fp>\n\n\u003Cp>Parterna bär vardera sina kostnader för nämndens verksamhet. Kostnaden\nför anlitande av opartisk ordförande delas lika av IKEM och IF Metall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller tillsvidare fr o m den 1 april 2016 med tre (3)\nmånaders ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 31 mars 2016\u003C\u002Fp>\n\n\u003Cp>IKEM- Innovations- och kemiarbetsgivarna\u003Cspan style=\"color:#ffffff\">**********************\u003C\u002Fspan>IF Metall\u003C\u002Fp>\n\n\u003Cp>Lars Askelöf\u003Cspan style=\"color:#ffffff\">****************************************************\u003C\u002Fspan>Veli-Pekka\nSäikkälä\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Utdrag ur huvudprotokollet från förhandlingar avseende avtal för\n2007-2010\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 6 Medverkan vid introduktion\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna noterar att de flesta företag har rutiner som ger det lokala\nfacket möjlighet att delta vid introduktionen av nyanställd personal, samt\natt det är av vikt att nyanställd personal under sin introduktion ges\nmöjlighet att få sådan information. Parterna rekommenderar företagen att ge\nden lokala arbetstagarparten möjlighet att på lämpligt sätt delta vid\nintroduktionen av nyanställd personal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 7 Medverkan i TSL:s omställningsprogram\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar att det är av intresse för anställda som har blivit\nuppsagda på grund av arbetsbrist att de på betald arbetstid ska kunna delta i\naktiviteter enligt omställningsförsäkringen. Det är parternas uppfattning\natt arbetsgivare som på grund av arbetsbrist sagt upp arbetstagare som\nomfattas av det allokemiska avtalet bör, om det kan ske utan hinder för\nverksamheten, bereda dessa möjlighet att på betald arbetstid delta i\naktiviteter finansierade av TSL inom ramen för omställningsförsäkringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"512\">\u003Cp>Schematisk sammanställning över\n        förhandlingssystemet*\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"172\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\">\u003Cp>Begäran om lokal förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Hållande av förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"172\">\u003Cp>Avtalets förhandlingsordning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\">\u003Cp>Inom 4 månader från kännedom. Saknas kännedom inom\n        2 år. Undantag ostridiga lönefodringar.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Inom 2 veckor från begäran om inte annat\n        överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"172\">\u003Cp>Ogiltigförklaring av uppsägning eller avskedande\n        enligt LAS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\">\u003Cp>Inom 14 dagar från uppsägning­en eller\n        avskedandet\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Inom 2 veckor från begäran om inte annat\n        överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"172\">\u003Cp>Skadestånd, uppsägningslön eller permitteringslön\n        enligt LAS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\">\u003Cp>Inom 4 månader från det skadan skedde.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Inom 2 veckor från begäran om inte annat\n        överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"172\">\u003Cp>Skadestånd eller annan ersätt­ning enligt FML\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\">\u003Cp>Inom 4 månader från det skadan skedde.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Inom 2 veckor från begäran om inte annat\n        överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"172\">\u003Cp>35§ MBL för att arbetsgivaren ska undgå\n        betalningsansvar. Undantag vid oskäliga krav.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\">\u003Cp>Arbetsgivaren ska begära för­handling när tvist\n        uppstår.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Inom 2 veckor från begäran om inte annat\n        överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"172\">\u003Cp>11§ MBL\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\">\u003Cp>Arbetsgivaren begär på eget initiativ vid viktigare\n        förändring.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Inom 2 veckor från begäran om inte annat\n        överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*Särskilda regler om förhandling finns bl a i 11-14, 21, 34, och 66-67\n§§ MBL samt § 16 i utvecklingsavtalet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"168\">\u003Cp>Begäran om central förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Hållande av central förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Väckande av talan\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"168\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 3 veckor om inget annat överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 3 månader från avslutande av central\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"168\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 3 veckor om inget annat överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 14 dagar från avslutande av central\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"168\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 3 veckor om inget annat överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 4 månader från avslutande av central\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"168\">\u003Cp>Inom 2 månader från avslutande av lokal\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 3 veckor om inget annat överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 4 månader från avslutande av central\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"168\">\u003Cp>Inom 10 dagar från avslutande av lokal\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 3 veckor om inget annat överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 10 dagar från avslutande av central\n        förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"168\">\u003Cp>Inom 7 dagar från avslutande av lokal förhandling\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp>Inom 3 veckor om inget annat överenskommits\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"170\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":45,"trainingprogrammes":47,"apprenticeships":51,"pensionfund":55,"unemploymentfund":59,"tempagency":63,"apprentices_excluded":66,"sicknesspay":69,"disabilitypay":73,"healthinsurance":77,"healthandsafetypolicy":81,"paidmaternityleave":85,"childcare":89,"deathrelatives":93,"deathrelativesleave":96,"marriage":100,"discrimination":103,"hourspweek_select":107,"hourspyear_select":111,"MAXHOURS_trigger":113,"PAIDLEAV_trigger":117,"dayspweek":121,"bankholidays1":125,"SCHEDULE_trigger":129,"schedulesrestpw":132,"FLEXWORK_trigger":135,"WAGES_payscale1_start":139,"STRUCINCR_trigger":143,"NOCTPREM_trigger":147,"CONSIGN_trigger":151,"annleaveallowancetype":155,"OVERTIME_trigger":159,"SUNDAY_trigger":163,"SENIOR_trigger":167,"strikes_trigger":171},{"bindId":43,"name":44,"text":44},"cbadate_start","1 november 2020-31 mars 2023",{"bindId":46,"name":44,"text":44},"cbadate_end",{"bindId":48,"name":49,"text":50},"trainingprogrammes","§ 4 Utbildning De lokala parterna bedöme","§ 4 Utbildning\n\n\n\nDe lokala parterna bedömer behovet av utbildning och information samt den\ntidsomfattning och det innehåll som erfordras för att åstadkomma och\nvidmakthålla en god arbetsmiljö i företaget.",{"bindId":52,"name":53,"text":54},"apprenticeships","3.Parterna är överens om att avtalets lä","3.Parterna är överens om att avtalets lägsta månadslön inte gäller\npraktikanter. Vid lokal tvist om lönesättningen för dessa åligger det de\ncentrala parterna att enas.\n\nMed praktikanter avses de som såsom ett led i viss utbildning utför\npraktiskt arbete inom företaget. Företaget ska särskilt ha planlagt detta\nmed hänsyn till utbildningssyftet.",{"bindId":56,"name":57,"text":58},"pensionfund","Avtal om Avtalspension, SAF - LO Ett ant","Avtal om Avtalspension, SAF - LO\n\nEtt antagande av avtalsförsäkring med tjänstepension för arbetare, se\nwww.fora.se för mer information om försäkringen.",{"bindId":60,"name":61,"text":62},"unemploymentfund","Trygghetsfonden TSL, SAF-LO Regler med f","Trygghetsfonden TSL, SAF-LO\n\nRegler med förmåner och hjälp för den som blir arbetslös. Se www.tsl.se\nför mer information om försäkringen.",{"bindId":64,"name":65,"text":65},"tempagency","Mom 1 Tidsbegränsad anställning",{"bindId":67,"name":53,"text":68},"apprentices_excluded","3.Parterna är överens om att avtalets lägsta timlön inte gäller\npraktikanter. Vid lokal tvist om lönesättningen för dessa åligger det de\ncentrala parterna att enas.\n\nMed praktikanter avses de som såsom ett led i viss utbildning utför\npraktiskt arbete inom företaget. Företaget ska särskilt ha planlagt detta\nmed hänsyn till utbildningssyftet.",{"bindId":70,"name":71,"text":72},"sicknesspay","§ 7 Sjuklön Sjuklönen beräknas enligt ne","§ 7 Sjuklön\n\n\n\nSjuklönen beräknas enligt nedan.\n\nFör sjukfrånvaro upp till 20 % av genomsnittlig veckoarbetstid i\nsjukperioden (karens) betalas ingen sjuklön.\n\nDärefter, för sjukfrånvaro överstigande 20 % av genomsnittlig\nveckoarbetstid till och med dag 14 i sjukperioden betalas, för varje timme\narbetstagaren är frånvarande, sjuklön med 80 % av arbetstagarens\nmedeltimförtjänst på tidlön och ackord. För arbetstagare med enbart\ntimlön utgör sjuklönen 80 % av denna timlön.\n\nDessutom utges t o m den 14:e kalenderdagen i sjuklöneperioden sjuklön med\n80 % av övriga lönedelar och ersättningar som avser ersättning för\nordinarie arbetstid.",{"bindId":74,"name":75,"text":76},"disabilitypay","Avtalsförsäkringar Trygghetsförsäkring v","Avtalsförsäkringar\n\n\n\nTrygghetsförsäkring vid arbetsskada TFA, SAF-LO\u002FPTK\n\nEtt antagande av överenskommelse om avtalsförsäkring vid arbetsskada. Se\nwww.afa.se för mer information om försäkringen.",{"bindId":78,"name":79,"text":80},"healthinsurance","Avtal om avtalsgruppsjukförsäkring, AGS ","Avtal om avtalsgruppsjukförsäkring, AGS mellan SAF - LO\n\nEtt antagande av avtalsförsäkring om ersättning vid arbetares sjukdom.\n\n\nSe www.afa.se för mer information om försäkringen.\n\n\n\nAvtal om tjänstegrupplivförsäkring, TGL mellan SAF - LO\n\nEtt antagande av avtalsförsäkring, Livförsäkring.\n\nSe www.afa.se för mer information om försäkringen.",{"bindId":82,"name":83,"text":84},"healthandsafetypolicy","§ 3 Företagshälsovård Parterna är ense o","§ 3 Företagshälsovård\n\n\n\nParterna är ense om att en ändamålsenlig företagshälsovård är en\nbetydelsefull resurs för företag och anställda. Företagshälsovården bör\nutformas med utgångspunkt från olika behov och krav i de enskilda företagen.\nEn genomgång av företagens behov av företagshälsovård är av betydelse och\nbör ske årligen.",{"bindId":86,"name":87,"text":88},"paidmaternityleave","Avtal om kompletterade föräldrapenning, ","Avtal om kompletterade föräldrapenning, Svenskt Näringsliv - LO\n\nEtt antagande av avtalsförsäkring om extra ersättning vid\nföräldraledighet, se www.afa.se för mer information om försäkringen.",{"bindId":90,"name":91,"text":92},"childcare","5.Frånvaro på grund av tillfällig vård a","5.Frånvaro på grund av tillfällig vård av barn\n\nVid ledighet med tillfällig föräldrapenning, oavsett frånvarotidens\nlängd, görs avdrag för varje frånvarotimme med\n\n\n\nmånadslönen x 12\n\n----------------------------------------\n\n52 x veckoarbetstiden\n\n\n\nVid frånvaro hel kalendermånad görs avdrag med arbetstagarens hela\nmånadslön.",{"bindId":94,"name":95,"text":95},"deathrelatives","•Nära anhörigs frånfälle",{"bindId":97,"name":98,"text":99},"deathrelativesleave","Med permission avses kort ledighet med b","Med permission avses kort ledighet med bibehållen lön under högst en dag.\nVid nära anhörigs begravning kan permissionen också omfatta nödvändiga\nresdagar (högst två).",{"bindId":101,"name":102,"text":102},"marriage","•Eget bröllop",{"bindId":104,"name":105,"text":106},"discrimination","Lokala parter ska kvalitetssäkra att dis","Lokala parter ska kvalitetssäkra att diskriminerande eller osakliga\nlöneskillnader inte förekommer inom avtalsområdet. Lokala parter ska\ndärför gå igenom lönesättningen i syfte att upptäcka och förhindra\ndiskriminerande eller osakliga löneskillnader mellan arbetstagarna. Framgår\ndet att diskriminerande eller osakliga löneskillnader förekommer justeras\ndessa i samband med löneförhandlingarna.",{"bindId":108,"name":109,"text":110},"hourspweek_select","2012 timmar i genomsnitt per år; 40 timm","2012 timmar i genomsnitt per år; \n\n        40 timmar i genomsnitt per helgfri vecka",{"bindId":112,"name":109,"text":110},"hourspyear_select",{"bindId":114,"name":115,"text":116},"MAXHOURS_trigger","Mom 2 Veckoarbetstid Den sammanlagda arb","Mom 2 Veckoarbetstid\n\n\n\nDen sammanlagda arbetstiden under varje period om sju dagar får uppgå till\nhögst 48 timmar i genomsnitt under en beräkningsperiod om 12 månader. I den\nsammanlagda arbetstiden ska ordinarie arbetstid, övertid, mertid och jourtid\ninräknas.\n\nVid beräkningen av den sammanlagda arbetstiden ska perioder av årlig\nbetald semester och sjukfrånvaro vara neutrala.",{"bindId":118,"name":119,"text":120},"PAIDLEAV_trigger","Exempel: Arbetstagarens deltid är förlag","Exempel:\n\n\n  \n    \n      Arbetstagarens deltid är förlagd till i genomsnitt\n        följande antal arbetsdagar\u002Fvecka\n      \n      Antal nettosemesterdagar (vid 25 dagars\n        bruttosemester)\n      \n    \n    \n      4\n      \n      20\n      \n    \n    \n      3,5\n      \n      18\n      \n    \n    \n      3\n      \n      15\n      \n    \n    \n      2,5\n      \n      13\n      \n    \n    \n      2\n      \n      10\n      \n    \n  \n\n\n\n\nOm arbetstagarens arbetstid ändras så att ”antalet arbetsdagar\u002Fvecka”\nförändras, ska antalet outtagna nettosemesterdagar räknas om så att de\nmotsvarar den nya arbetstiden.",{"bindId":122,"name":123,"text":124},"dayspweek","-Dagarbete: måndag t o m fredag mellan k","-Dagarbete: måndag t o m fredag mellan kl 07.00 och 16.00 med en sammanlagd\nrasttid av en timme.",{"bindId":126,"name":127,"text":128},"bankholidays1","nyårsdagen, trettondagen, långfredagen, ","nyårsdagen, trettondagen, långfredagen, annandag påsk, första maj,\nkristi himmelfärdsdag, nationaldagen, midsommarafton, julafton, juldagen,\nannandag jul och nyårsafton.",{"bindId":130,"name":131,"text":131},"SCHEDULE_trigger","§ 4 Raster, måltidsuppehåll, pauser",{"bindId":133,"name":134,"text":134},"schedulesrestpw","§ 7 Veckovila",{"bindId":136,"name":137,"text":138},"FLEXWORK_trigger","I dessa överläggningar kan behandlas bl ","I dessa överläggningar kan behandlas bl a flexibel arbetstidsförläggning\nutifrån verksamhetens krav och individernas önskemål.",{"bindId":140,"name":141,"text":142},"WAGES_payscale1_start","Mom 2 Månadslön Mom 2:1 Tillämpning Måna","Mom 2 Månadslön\n\n\n\nMom 2:1 Tillämpning\n\nMånadslön innebär att lönen utges med visst belopp per kalendermånad,\noberoende av i månaden infallande helgdagar och avtalsenliga fridagar.\n\nLägsta månadsförtjänst utgör vid full arbetstid:\n\n\n\n\n  \n    \n      Arbetstagarens lägsta månadslön i kr fr o\n        m\n      \n      1\u002F11 2020\n      \n      1\u002F4 2022\n      \n    \n    \n      Fyllda 18 år\n      \n      23 333\n      \n      24 021\n      \n    \n    \n      Nyanställd 3 månader\n      19 833\n      20 417\n    \n    \n      Minderårig\n      15 633\n      16 093\n    \n  \n",{"bindId":144,"name":145,"text":146},"STRUCINCR_trigger","Arbetstagare med 1 eller 2 års anställni","Arbetstagare med 1 eller 2 års anställning i företaget som tillägnat sig\nökad kompetens i form av erfarenhet och yrkeskunnande skall efter genomförd\nlönerevision ha en månadslön som överstiger angivna lägsta månadslön med\nnedanstående krontal:\n\n\n\n\n  \n    \n       \n      \n      1\u002F11 2020\n      \n      1\u002F4 2022\n      \n    \n    \n      Efter 1 års anställning\n      \n      600\n      \n      600\n      \n    \n    \n      Efter 2 års anställning\n      1000\n      1000\n    \n  \n\n\n\n\n\n\nAnmärkning:\n\n1.Höjningarna av avtalets lägsta månadslön ska inte påverka lokala\nlönesystem med lägsta månadslöner som bas på annat sätt än att efter\ngenomförd lönerevision ska utgående löner minst uppgå till avtalets\nlägsta löner.",{"bindId":148,"name":149,"text":150},"NOCTPREM_trigger","§ 4 Tillägg för obekväm och förskjuten a","§ 4 Tillägg för obekväm och förskjuten arbetstid m m",{"bindId":152,"name":153,"text":154},"CONSIGN_trigger","§ 6 Beredskapstjänst Mom 1 Med beredskap","§ 6 Beredskapstjänst\n\n\n\nMom 1\n\n\n\nMed beredskapstjänst avses skyldighet för arbetstagaren att utanför sin\ngällande ordinarie arbetstid vara anträffbar och beredd att inom föreskriven\ntid infinna sig på arbetsplatsen.\n\nBeredskapstjänst fördelas så att den inte oskäligt belastar enskild\narbetstagare.\n\n\n\nMom 2\n\nBeredskapstjänst ersätts per timme enligt följande (kr\u002Ftimme):\n\n\n  \n  \n  \n  \n  \n    \n      Vardagar\n      1\u002F11 2020\n      1\u002F4 2022\n    \n    \n      Måndag – fredag om inte \n\n        högre belopp anges nedan\n      \n      12,15\n      12,44\n    \n    \n      Sön- och helgdagstid fr o m\n      \n      \n    \n    \n      Från kl 07.00 på lördag \n\n        till kl 07.00 på måndag respektive\n\n        från kl 19.00 dag före helgdag\n\n        till kl 07.00 dagen efter helgdagen,\n\n        om inte högre belopp anges nedan\n      \n      * \n\n        *\n\n        29,59\n      \n      * \n\n        *\n\n        30,30\n      \n    \n    \n      Storhelgstid fr o m\n      \n      \n    \n    \n      Från kl 07.00 nyårsafton \n\n        till kl 07.00 den 2 januari\n\n        Från kl 19.00 skärtorsdag\n\n        till kl 07.00 tredjedag påsk\n\n        Från kl 07.00 1:a maj\n\n        till kl 07.00 2:a maj\n\n        Från kl 07.00 pingstafton\n\n        till kl 07.00 dagen efter pingstdagen\n\n        Från kl 07.00 nationaldagen\n\n        till kl 07.00 dagen efter nationaldagen\n\n        Från kl 07.00 midsommarafton\n\n        till kl 07.00 dagen efter midsommardagen\n\n        Från kl 07.00 julafton\n\n        till kl 07.00 tredjedag jul\n      \n      * \n\n        *\n\n        *\n\n        *\n\n        **\n\n        \n\n        59,16\n      \n      * \n\n        *\n\n        *\n\n        **\n\n        *\n\n        \n\n        60,58\n\n        \n      \n    \n  \n\n\n\n\nBeredskapsersättning utges för lägst 8 timmar per pass.",{"bindId":156,"name":157,"text":158},"annleaveallowancetype","Mom 6 Semesterlönegaranti För arbetstaga","Mom 6 Semesterlönegaranti\n\n\n\nFör arbetstagare med minst tre månaders sammanlagd anställningstid\ngäller en garanterad semesterlön per betald semesterdag med följande belopp\ni kronor:\n\n\n\n\n  \n    \n       \n      \n      1\u002F11 2020\n      \n      1\u002F4 2022\n      \n    \n    \n      Fyllda 18 år\n      \n      1 496\n      \n      1 532\n      \n    \n    \n      Minderåriga\n      1 123\n      1 150\n    \n  \n\n\n\n\nFör deltidsarbete omräknas garantibeloppet i proportion till arbetstiden.\nSådan ändring görs även vid icke semesterlönegrundande frånvaro del av\ndag.\n\nOm arbetstagarens semesterlön per dag inte uppgår till det garanterade\nbeloppet utges en extra utfyllnad som motsvarar skillnaden mellan\ngarantibeloppet och arbetstagarens semesterlön per dag.\n\nSemesterlönegarantin gäller även vid beräkning av semesterlön för\nuttagen sparad semesterdag och semesterersättning.\n\nFör arbetstagare med lön per månad\n\n\n\nMom 7 Beräkning av semesterlön\n\n\n\nSemesterlönen utgörs av den månadslön som är aktuell under semestern\nsamt semestertillägg.\n\n\n\nAnmärkning:\n\nFör arbetstagare med lön per vecka beräknas månadslönen 4,3 x\nveckolönen.\n\n\n\nSemestertillägg för varje betald semesterdag utgör:\n\n-0,8 % av arbetstagarens aktuella månadslön vid semestertillfället.\n\n-Med månadslön avses fast kontant månadslön och eventuella fasta\nlönetillägg per månad.\n\n-0,52 % av summan av rörliga lönedelar som har utbetalats under\nintjänandeåret.\n\n\n\nMed rörliga lönedelar avses:\n\n-tillägg för obekväm och förskjuten arbetstid, ersättning för\növertidsarbete, beredskapsersättningar m m\n\n-bonus, premie eller liknande rörliga lönedelar.\n\n\n\nSumman av rörliga lönedelar ska för varje kalenderdag (hel eller delvis)\nmed semesterlönegrundande frånvaro ökas med en genomsnittlig dagsinkomst av\nde rörliga lönedelarna. Den genomsnittliga dagsinkomsten beräknas genom att\nde rörliga lönedelarna som utbetalats under intjänandeåret divideras med\nantalet anställningsdagar (enligt definition i 7 § Semesterlagen) exklusive\nsemesterledighetsdagar och hela kalenderdagar med semesterlönegrundande\nfrånvaro under intjänandeåret.",{"bindId":160,"name":161,"text":162},"OVERTIME_trigger","Mom 3 Övertidsersättning Vid övertidsarb","Mom 3 Övertidsersättning\n\n\n\nVid övertidsarbete utges betalning med för månadsavlönade:\n\n•ordinarie timlön (månadslönen dividerad med 175),\n\noch eventuell rörlig lönedel, i förekommande fall ob-tillägg samt\nföljande övertidstillägg:\n\n•månadslön\u002F420\n\n\n\nMed månadslön avses fast kontant månadslön inklusive fasta tillägg. Vid\nberäkning av utfört övertidsarbete för månadsavlönade medräknas endast\nfulla halvtimmar.\n\n\n\nAnmärkning:\n\nBeträffande övertidsersättning vid arbetstagares övergång från en\narbetstid till en annan (exempelvis från dagarbete till skiftarbete) är\nparterna ense om att tillämpa den s k rullandedygnsregeln. Denna regel\ninnebär bl a följande: beräkningen sker inom en period av 24 timmar räknat\nfrån det klockslag, då arbetstagaren sist börjat sitt arbete före\növergången till ny arbetstid. Om arbetstagaren inom denna period utför\narbete utöver det antal timmar som gällde som ordinarie dagligt\narbetstidsmått före övergången, betalas övertidsersättning för\növerskjutande tid. Om viss del av tiden redan av annan anledning ska ersättas\nsom övertid, frånräknas denna vid beräkningen.\n\n\n\nMom 4 Inställelseersättning\n\n\n\nArbetstagare, som beordras inställa sig till arbete vid flera tillfällen\nper dygn än vad arbetstagarens ordinarie arbetstid fordrar, erhåller för\nvarje sådan extra inställelse, utöver ordinarie lön och eventuellt\növertidstillägg, inställelseersättning. Som dygnsgräns gäller kl\n06.00.\n\nSom extra inställelse räknas inte då arbetstagaren beordrats utföra\narbete direkt efter den ordinarie arbetstidens slut och därvid bereds kortare\nmåltidsrast eller på egen begäran medges återkomma senare för att utföra\narbetet i fråga.\n\nErsättningen per inställelse utges i kronor med följande belopp:\n\n\n  \n  \n  \n  \n  \n    \n      \n      1\u002F11 2020\n      1\u002F4 2022\n    \n    \n      Vardagar\n      178\n      182\n    \n    \n      Sön-, eller helgdag, i avtalet fastställd \n\n        fridag och lördag efter 06:00\n      \n      232\n      232",{"bindId":164,"name":165,"text":166},"SUNDAY_trigger","Mom 1 Tillägg för obekväm arbetstid Vid ","Mom 1 Tillägg för obekväm arbetstid\n\n\n\nVid arbete som förläggs till följande tider utges tillägg (ob-tillägg)\ni kronor per timme:\n\n\n\n\n  \n  \n  \n  \n  \n    \n      Kvälls- och nattetid fr o m\n      1\u002F11 2020\n      1\u002F4 2022\n    \n    \n      Från kl 18.00 till kl 06.00 om \n\n        inte högre belopp anges nedan\n      \n      43,88\n      44,93\n    \n    \n      Sön- och helgdagstid fr o m\n      1\u002F11 2020\n      1\u002F4 2022\n    \n    \n      Från kl 06.00 på lördag och kl 18.00 dag \n\n        före helgdag till kl 06.00 dagen efter\n\n        sön- eller helgdagen, om inte högre belopp\n\n        anges nedan\n      \n      68,34\n      69,98\n    \n    \n      Storhelgstid fr o m\n      1\u002F11 2020\n      1\u002F4 2022\n    \n    \n      Från kl 06.00 nyårsafton \n\n        till kl 06.00 den 2 januari\n\n        Från kl 18.00 skärtorsdag\n\n        till kl 06.00 tredjedag påsk\n\n        Från kl 06.00 den 1:a maj\n\n        till kl 06.00 den 2:a maj\n\n        Från kl 06.00 nationaldagen\n\n        till kl 06.00 dagen efter nationaldagen\n\n        Från kl 06.00 pingstafton\n\n        till kl 06.00 dagen efter pingstdagen\n\n        Från kl 06.00 midsommarafton\n\n        till kl 06.00 dagen efter midsommardagen\n\n        Från kl 06.00 julafton\n\n        till kl 06.00 tredjedag jul\n      \n      * \n\n        *\n\n        *\n\n        **\n\n        *\n\n        \n\n        136,51\n      \n      * \n\n        *\n\n        *\n\n        *\n\n        *\n\n        139,79\n      \n    \n  \n",{"bindId":168,"name":169,"text":170},"SENIOR_trigger","Avtal om avgångsbidrag, AGB mellan SAF -","Avtal om avgångsbidrag, AGB mellan SAF - LO\n\nEtt antagande av avtalsförsäkring, avgångsbidrag.\n\nSe www.afa.se för mer information om försäkringen.",{"bindId":172,"name":173,"text":174},"strikes_trigger","Huvudavtal SAF-LO (förhandlingsordning m","Huvudavtal SAF-LO (förhandlingsordning m m)\n\nRegler om hur och när förhandlingar ska genomföras och vilka\npreskriptionstider som gäller vid tvister. Innehåller även regler om\nkonflikter, strejk lockout mm.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>I-AVTALET Kollektivavtal 1 november 2020-31 mars 2023 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2020-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Stål- och metallframställning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Industrifacket Metall\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → 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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -9 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betald ledighet per år för vård av anhörig: → Insufficient data dagar\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 2 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → 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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Arbetstimmar per år: → 2012.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Annandag påsk, Långfredagen, Juldagen, Nyårsdagen (1:a januari)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fasta dagar för betald årlig semester: → 1.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Löneökning: → SEK 600.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Löneökning startar: → 2022-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Tillägg för kvälls- eller nattarbete: → SEK  per månad\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Tillägg för endast nattarbete: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Ersättning för jourarbete\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Ersättning för jourarbete: → SEK 12.44\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype1\">Ersättning för jourarbete, endast söndagar: → Nej\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Ersättning för jourarbete samtliga dagar i veckan: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Semestertillägg: → SEK 38.3\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Tillägg för söndagsarbete:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Tillägg för söndagsarbete: → SEK 69.98 per söndag\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Ålderstillägg\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[180],{"title":35,"slug":31},[182],{"type":183,"data":184},"call_to_action_body_block",{"title":185,"description":186,"variant":187,"link":188},"Jämför kollektivavtal","Jämför artiklarna med kollektivavtal från Sverige genom olika sektorer, ämnen och länder","dark",{"title":185,"url":189,"description":185,"rel":190,"type":191},"\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fjamfor-kollektivavtal","follow","internal",[193],{"type":183,"data":194},{"title":185,"description":186,"variant":187,"link":195},{"title":185,"url":189,"description":185,"rel":190,"type":191},[],{"title":15,"seo_title":198,"description":7,"path":199,"redirect_url":7,"locale":16,"children":200},"WageIndicator Sverige: löner, 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