[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Findependent-schools-agreement-general-conditions-salary-2021-2023":3,"menu:\u002Fsv-se:":116,"sites:htmlblocks":281,"cite-subsites":1480,"subsites":5045,"footer:root":5522,"cite-footer:root":5620,"suggested:root":5659},{"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":96,"content_type_view":97,"extra_breadcrumbs":98,"body":100,"body_blocks":111,"related_pages":115},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":94,"translations":95},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"independent-schools-agreement-general-conditions-salary-2021-2023","0bbbe07c-2ef8-11ef-a190-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Findependent-schools-agreement-general-conditions-salary-2021-2023\u002Findependent-schools-agreement-general-conditions-salary-2021-2023\u002F","independent_schools_agreement_-_general_conditions__salary_2021-2023","SWE Almega Service Employer Association - 2021","Sweden - SWE Almega Service Employer Association - 2021","SWE Almega Service Employer Association - 2021 - Utbildning, forskning",{"name":39,"data":40},"independent_schools_agreement_-_general_conditions__salary_2021-2023.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>independent_schools_agreement_-_general_conditions__salary_2021-2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>COLLECTIVE BARGAINING AGREEMENT Independent Schools \u003C\u002Fh1>\n\n\u003Ch1>2021-09-01-2023-08-31\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>This is an unofficial translation The original Swedish wording of\nthe conditions in the agreement shall prevail in case of dispute\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>List of separate agreements that are not included in the printed\nagreement\u003C\u002Fh2>\n\n\u003Cp>•ITP retirement pension agreement\u003C\u002Fp>\n\n\u003Cp>•Agreement on group life insurance (TGL)\u003C\u002Fp>\n\n\u003Cp>•Work injury insurance (TFA)\u003C\u002Fp>\n\n\u003Cp>•SAF-PTK end of employment assistance agreement\u003C\u002Fp>\n\n\u003Cp>The above-mentioned collective insurance arrangements apply unless the\nparties to the collective agreement have agreed otherwise in individual\ncases.\u003C\u002Fp>\n\n\u003Cp>In schools\u002Fpreschools where the contract entered into force before 1 July\n1996, other rules on collective agreement insurance may apply.\u003C\u002Fp>\n\n\u003Cp>•Development agreement\u003C\u002Fp>\n\n\u003Cp>•Agreement on social security for administrators during service abroad\u003C\u002Fp>\n\n\u003Cp>•Agreement on the right to employees' inventions (SN-PTK)\u003C\u002Fp>\n\n\u003Cp>•Agreement on the use of non-competition clauses in employment contracts\n(SN-PTK)\u003C\u002Fp>\n\n\u003Cp>•Agreement on arbitration in invention and non-competition disputes\n(SN-PTK)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1 Scope\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement covers all employees at recreational activities, pre-schools,\nschools and commissioned education companies affiliated to the Almega Service\nEmployers Association that have become bound by this agreement in accordance\nwith the following procedure for affiliation.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Shaded sections of the collective agreement refer to specific\nemployment terms for teachers with recess pay.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1:1 Affiliation procedure\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A written request by either party is required for the agreement to enter\ninto effect with respect to a company. The agreement enters into force as of\nthe first day of the following month and shall apply between the parties\nspecified in the request.\u003C\u002Fp>\n\n\u003Cp>Comment\u003C\u002Fp>\n\n\u003Cp>This applies on the condition that the employee organisation has members at\nthe company.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1:2 Travel and service abroad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The terms and conditions for travel or service abroad shall be governed by a\nseparate agreement or special rules.\u003C\u002Fp>\n\n\u003Cp>Furthermore, the ‘Agreement on social security for employees during\nservice abroad’ shall apply to those employees covered by that agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1:3 Exceptions to the agreement\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The agreement does not apply to employees in managerial or similar positions\n(who are exempt from the LAS, the Swedish Employment Protection Act).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>2 General conditions\u003C\u002Fh2>\n\n\u003Ch3>2:1 Definitions\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following definitions apply throughout this agreement.\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Monthly salary\u003C\u002Fstrong> = fixed monthly salary in cash + any\nfixed supplements.\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Weekly working hours\u003C\u002Fstrong> = average number of hours worked\nper normal business week.\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Weekly working hours for teachers with recess pay\u003C\u002Fstrong> = 40\nhours on average per normal business week. Weekly working hours for\ncalculations under this agreement (sick pay, etc.) are the same as the\nregulated working hours, i.e. 35 hours.\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Daily salary\u003C\u002Fstrong> = monthly salary x 12\u002F365.\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Hourly salary\u003C\u002Fstrong> = monthly salary x 12\u002F52 x weekly working\nhours.\u003C\u002Fp>\n\n\u003Cp>Hourly salary may be calculated using the divisor 167 in cases where the\nemployment is for certain work where annual working hours are less than 40% of\nannual working hours for full-time employment.\u003C\u002Fp>\n\n\u003Cp>•Working year for teachers with recess pay = the period during the year\nwhen the teacher is obliged to work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2:2 Obligations of employee and employer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and the employee shall demonstrate mutual respect, loyalty and\ntrust. The employee shall observe discretion regarding the company’s affairs.\nEmployees shall not perform work, on their own behalf or on behalf of others,\nthat competes with the company. Furthermore, employees shall not undertake any\nassignments or conduct any activities that may adversely influence their work.\nEmployees shall first consult the employer before proposing to undertake\nincidental employment of a more extensive kind.\u003C\u002Fp>\n\n\u003Cp>Employees are entitled to undertake state, municipal and union commissions\nof trust.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2:3 Duty of confidentiality\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The certificate of employment should note, when applicable, any special duty\nof confidentiality that may apply, depending on the nature of the activity.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3 Types of employment\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement makes a distinction between two main types of employment:\nindefinite-term employment and fixed-term employment.\u003C\u002Fp>\n\n\u003Cp>The basic rule is that employment is on an indefinite term basis unless\notherwise agreed with the employee.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3:1 Probationary employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Probationary employment may be for no more than six months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Probationary employment shall cease one month after written notice from\neither party. The employment shall automatically be transformed into\nindefinite-term employment if such notice has not been given within six\nmonths.\u003C\u002Fp>\n\n\u003Cp>Advance notice shall be given to the union organisation to which the\nemployee belongs 14 days before the employment ceases.\u003C\u002Fp>\n\n\u003Cp>If the employee is absent for more than six days, the employer and the\nemployee may agree on a corresponding extension. A recess period or vacation is\nalso considered to be absence. Probationary periods may not be extended by\nreference to the recess period if the probationary period has been in effect\nand the employee has been present for at least five months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3:2 Other fixed-term employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer and employee may agree on fixed-term employment when:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Substitute post\u003C\u002Fh4>\n\n\u003Cp>Such employment consists of a substitute post during the absence of another\nemployee. A substitute post shall automatically convert into indefinite-term\nemployment if the employee has been employed for 24 months over the past five\nyears. A substitute post does not become indefinite-term employment for\nemployees hired as substitute teachers who are not qualified under the Swedish\nEducation Act.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If a need arises for a substitute post, it should first be investigated\nwhether the situation could be resolved by increasing the working hours of\npart¬time employees. Any such increase in working hours shall not be regarded\nas extra hours in accordance with the Swedish Working Hours Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Fixed-term during recruitment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such employment consists of a specific period during the recruitment process\npending the position being filled.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.General fixed-term contract\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such appointment is for a general fixed-term contract. If the employee has\nbeen employed by the employer on a fixed-term contract for a total of more than\n24 months over a five-year period, the employment is converted into an\nindefinite-term contract. A general fixed-term contract does not convert into\nan indefinite-term contact period where the special terms stated in the Swedish\nEducation Act concerning employment as a teacher, a pre-school teacher or a\nleisure-time pedagogue have not been satisfied.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Fixed-term for minor part-time period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Such employment consists of work where annual working hours are at most 40%\nof annual working hours for full-time employment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Fixed-term on attainment of retirement age\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The appointment is for employees who have reached the normal retirement age\nunder the ITP plan (currently 65 years).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.Special needs teaching appointment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employment in the case of a special subsidy being paid for students with\nspecial needs to the pre-school\u002Fschool or for employees with a direct\nconnection to a specific student with special needs. Such employment does not\nafford any preferential right under Section 25 of the Swedish Employment\nProtection Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.Fixed-term for unqualified teachers\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Appointment concerns employees employed for a fixed term, where the special\nconditions of the Swedish Education Act regarding employment as a teacher,\npre-school teacher or recreation instructor have not been satisfied. Such\nemployment does not afford any preferential right under Section 25 of the\nSwedish Employment Protection Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.Fixed term by local agreement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A local agreement may be concluded for fixed-term employment other than as\nstated above.\u003C\u002Fp>\n\n\u003Cp>In connection with the above-mentioned forms of fixed-term employment, a\nfurther form of fixed-term employment applies to teachers employed for work\ninvolving commissioned education activities:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.Project employment\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employer and employee may agree on fixed-term employment to satisfy the\nparticular needs in the education sector for education or project-related\nassignments. In such cases, the term of the project\u002Fsub-project may not exceed\ntwelve months. This period may be extended further by a local agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3:3 Premature cessation of fixed-term employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fixed-term employment may cease before the time intended at the time of\nemployment. The employment shall cease one month, or other period agreed by the\nparties, upon written notice by either party. However, the employer may not\ngive such notice after six months have elapsed since the start of employment.\nIf the employer wishes for a fixed-term employment contract to cease after six\nmonths of employment, an objective reason is required under Section 7 of the\nSwedish Employment Protection Act. For this provision to apply, the individual\ncertificate of employment must state that such employment may be terminated by\ngiving notice in the manner stated above.\u003C\u002Fp>\n\n\u003Cp>Advance notice shall be given to the union organisation to which the\nemployee belongs 14 days before the employment ceases.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If an employee obtains several fixed-term contracts in direct succession,\ntermination may be made during the first six months of employment. This does\nnot apply if the employee is employed in a different unit or in a different\nposition.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3:4 3:4 Certificate of health\u003C\u002Fh3>\n\n\u003Cp>If requested by the employer, the employee shall provide a certificate of\nhealth from a physician appointed by the employer prior to the start of\nemployment.\u003C\u002Fp>\n\n\u003Cp>The employer shall pay the costs of the certificate.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3:5 Opting out from indefinite-term employment\u003C\u002Fh3>\n\n\u003Cp>Employees may, by written agreement with the employer, waive the right to\nconvert from fixed-term to indefinite-term employment. Any such agreement is\nvalid for six months. Employees may thereafter again waive their right to\nindefinite-term employment in accordance with this rule.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. Working hours\u003C\u002Fh2>\n\n\u003Ch3>4:1 Regular working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Regular working hours for full-time employment are 40 hours on average per\nnormal business week for a calculation period of six months, unless otherwise\nstipulated in the following.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>A different calculation period may be agreed locally.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of term-time activities, the calculation period starts at the\nbeginning of the working period following the particular term.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4:2 Longer working hours duringpart of the year\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Regular working hours may exceed 50 hours per week if a local agreement has\nbeen concluded to that effect. Average working hours per calendar year\u002Fworking\nyear may not exceed 40 hours on average per normal business week (see 4:1).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4:3 Working hours schedule\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A working hours schedule shall be drawn up following consultation between\nthe employer and employee, specifying the beginning and end of the working\nhours, as well as the scheduling of rest periods.\u003C\u002Fp>\n\n\u003Cp>A new working hours schedule should be posted no later than two weeks before\nentering into force, unless otherwise agreed with the local union organisation\nat the workplace or, if there is none, with the employees concerned.\u003C\u002Fp>\n\n\u003Cp>If a full-time employee, or a part-time employee with average working hours\nof at least 16 hours\u002Fweek, who works according to a certain schedule, is\nordered to work according to a different schedule, the working hours of the\nlatter schedule shall constitute regular working hours.\u003C\u002Fp>\n\n\u003Cp>This will also apply if the working hours in the employee’s own schedule\nare staggered or if the scheduling of free days is changed.\u003C\u002Fp>\n\n\u003Cp>Any change in accordance with the above shall be made no later than the day\nbefore the intended change.\u003C\u002Fp>\n\n\u003Cp>If it is not possible to post a new working hours schedule no later than two\nweeks before it is to enter into force, a special salary supplement will be\npaid for the working hours scheduled outside the times of the old schedule. The\nsalary supplement will include holiday pay and will be for ten days from the\ninstruction, as shown below:\u003C\u002Fp>\n\n\u003Cp>1 September 2021: SEK 17.20 per hour \u003C\u002Fp>\n\n\u003Cp>1 November 2022: SEK 17.60 per hour\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4:4 Teachers' working hours and job content\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Scheduling of working hours and structuring of job content will be planned\nbefore each working year or term and must be carried out in consultation\nbetween the employer and the teacher\u002Fteam of employees concerned (see also\nsection 4:3 regarding working hours schedules).\u003C\u002Fp>\n\n\u003Cp>When determining the working hours and job content, the conditions of\nindividual teachers, the subjects they teach, tasks in addition to teaching,\nthe nature of the post, trade union duties, competence development etc. shall\nbe taken into account. It is in both the interest of teacher and employer to\nallocate sufficient time to planning and followup work so that the teacher can\nperform his\u002Fher tasks in the best way possible. This enables good quality in\nactivities to be achieved.\u003C\u002Fp>\n\n\u003Cp>It is important that employers and teacher maintain continuous dialogue as\nto how working hours are used in relation to the teacher’s tasks, in order to\nensure that teachers are able to perform their tasks within the limits of their\ntotal working hours, including both regulated and non-regulated hours. In the\nevent of a change in circumstances, the need for reprioritisation is to be\nagreed in discussions between manager and employee. This is part of the\nemployer's responsibility for systematic work environment management, which\naims to prevent illhealth and ensure a good working environment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4:4:1 Working hours models\u003C\u002Fh4>\n\n\u003Cp>Local working hours agreement\u003C\u002Fp>\n\n\u003Cp>Local parties are fully at liberty to conclude a local working hours\nagreement.\u003C\u002Fp>\n\n\u003Cp>Holiday service\u003C\u002Fp>\n\n\u003Cp>Regular working hours for full-time employment for teachers employed with\nholiday service are 40 hours on average per normal business week over a\ncalculation period of six months.\u003C\u002Fp>\n\n\u003Cp>A different calculation period may be agreed locally, e.g. per month or\nquarter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Recess service\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>The following applies to teachers at compulsory and upper secondary\nschools (also applies to education for pupils with learning disabilities), who\nare employed with recess service, unless a local agreement to other effect is\nconcluded. See also Appendix 2 to this agreement.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Working hours are 1,807 hours per year. This corresponds to 40 hours\nper normal business week on an annual basis for full-time employees. The\nemployer is to schedule 1,360 of the 1,807 hours over 194 days per working year\n(regulated working hours). When scheduling the 1,360 hours, working hours may\nnot exceed 35 hours per week on average, calculated over a period of six\nmonths. These working hours shall be allocated so that teachers have, to the\ngreatest extent possible, an even workload over the working year. The remaining\nworking hours (non-regulated) are primarily intended to be used for planning\nand follow-up work, unplanned parent and student contacts, competence\ndevelopment and other similar duties.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>In the case of term-time activities, the calculation period starts\nat the beginning of the working period following the particular\nterm.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4:4:2 Regular working hours for teachers within commissioned education\u003C\u002Fh4>\n\n\u003Cp>Regular working hours shall amount to 40 hours per normal business week for\na calculation period of six months, unless an individual or local agreement is\notherwise concluded.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4:4:3 Working hours for teachers working both within commissioned education\nand at schools\u003C\u002Fh4>\n\n\u003Cp>A written agreement between employer and employee is to be concluded prior\nto each academic year, or if necessary, each term. Such agreement shall\nregulate, among other things, the scheduling and allocation of working hours,\nleave, etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4:5 Deviations from the Swedish Working Hours Act (ATL)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees are subject to collective agreements concluded between the\nemployer and local employee organisation with respect to deviations from ATL in\nthe following respects:\u003C\u002Fp>\n\n\u003Cp>-Section 5, second paragraph concerning limitation periods of more than four\nweeks.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Current schedules may be maintained unchanged regardless of the provision\nthat a collective agreement is required in the case of limitation periods of\nmore than four weeks.\u003C\u002Fp>\n\n\u003Cp>-Section 6 concerning on-duty hours\u003C\u002Fp>\n\n\u003Cp>-Section 7, second paragraph (Section 10, first paragraph) concerning\nequating compensatory leave with time worked\u003C\u002Fp>\n\n\u003Cp>-Section 8 concerning different ways of taking overtime and other limitation\nperiod for overtime\u003C\u002Fp>\n\n\u003Cp>-Section10 re extra hours\u003C\u002Fp>\n\n\u003Cp>-Section13, first paragraph concerning diurnal rest\u003C\u002Fp>\n\n\u003Cp>-Section14, first paragraph concerning weekly rest\u003C\u002Fp>\n\n\u003Cp>-Section15, third paragraph concerning scheduling of rest periods\u003C\u002Fp>\n\n\u003Cp>-Section16 concerning exchanging rest periods for mealbreaks in cases other\nthan those stated in this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4:6 Compensation during regular working hours for work during\n‘inconvenient working hours’\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>However, this does not apply to other time for teachers (non-regulated\nhours).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>\u003Cstrong>Scheduling times\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>\u003Cstrong>Compensati\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>on\u002F\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>hour\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>01\u002F09\u002F2021\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003Cp>\u003Cstrong>Compensat\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>ion\u002F\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>hour\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>01\u002F11\u002F2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>Monday to Thursday 19.00 to 22.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>23.60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003Cp>24.20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Monday to Thursday 22.00 to midnight and Tuesday to\n        Friday from midnight to 06.00\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>47.40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003Cp>48.50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>Monday midnight to 07.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>58.50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003Cp>59.90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Friday 19.00 to midnight and from midnight to midnight\n        Saturday, Sunday, public holiday or day preceded and followed by a\n        Sunday or a public holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>58.50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceamount1\">\u003Cp>59.90\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>From 16.00 to midnight on a business day immediately\n        preceding Epiphany, 1 May, All Saints’ Day and Ascension Day and from\n        midnight to 07.00 the business day immediately following Epiphany, 1\n        May, or Ascension Day.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>58.50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003Cp>59.90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"297\">\u003Cp>From 18.00 on Maundy Thursday, Midsummer’s Eve,\n        Christmas Eve or New Year’s Eve to 07.00 on the business day\n        immediately following the public holiday.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>117.10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003Cp>119.90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The compensation as above includes holiday pay.\u003C\u002Fp>\n\n\u003Cp>Comment\u003C\u002Fp>\n\n\u003Cp>By individual agreement, compensation for inconvenient working hours may be\nexchanged for a fixed monthly supplement, or agreed in conjunction with\ndetermination of salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4:7 Overtime\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Overtime work, which entitles a right to overtime compensation, means work\nthat the employee has performed outside regular working hours for full-time\nemployment applicable to the employee if\u003C\u002Fp>\n\n\u003Cp>-the overtime work has been requested in advance or\u003C\u002Fp>\n\n\u003Cp>-in cases where the work could not be requested in advance - the overtime\nwork has subsequently been approved by the employer.\u003C\u002Fp>\n\n\u003Cp>Any employee who is excluded from special overtime compensation under 4:7:1\nis also excluded from the provisions of the Swedish Working Hours Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4:7:1 Exception from special compensation for overtime work\u003C\u002Fh4>\n\n\u003Cp>An agreement may be concluded with a manager or with employees who are free\nto schedule their own working hours, to the effect that overtime compensation\nshall be paid instead through a higher salary and\u002For through three or five\nadditional holiday days. Any such agreement shall be in writing.\u003C\u002Fp>\n\n\u003Cp>Unless otherwise agreed, such agreement shall apply for one holiday year at\na time. If a party wishes to terminate the agreement, that party shall notify\nthe other party no later than two months before the end of the holiday year.\u003C\u002Fp>\n\n\u003Cp>Furthermore, a person employed in a substitute post under a ‘revolving\nholiday schedule’ or in other similar situations is not entitled either to\novertime compensation when transferring between substitute posts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4:7:2 Calculation of overtime\u003C\u002Fh4>\n\n\u003Cp>If the overtime work has been performed before as well as after regular\nworking hours on a particular day, the two overtime periods shall be added\ntogether. The calculation shall include half-hours started.\u003C\u002Fp>\n\n\u003Cp>Compensation for inconvenient working hours and overtime compensation cannot\nbe paid for the same period of time.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4:7:3 Compensation\u003C\u002Fh4>\n\n\u003Cp>Overtime work will be paid in cash or as leave, if the employee so wishes\nand, following consultation, the employer considers that this is possible in\nview of the needs of the activity. In the event of consultation, the\nemployee’s wishes as regards when the leave is to be taken into account as\nfar as possible.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>\u003Cstrong>Two hours immediately before and after In other hours: regular daily\nworking hours for a full-time employee:\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Compensation in cash (incl. holiday pay)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Monthly salary\u002F94\u003C\u002Ftd>\n      \u003Ctd>Monthly salary\u002F72\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Compensation in leave: \n\n        \u003Cp>1.5 hours\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2 hours for each hour of overtime\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If a local agreement has been concluded as per Appendix 2, overtime\ncompensation in accordance with the table above will be paid for the hours in\nexcess of 34 for each settlement period and for the hours in excess of 1,360 at\nthe annual settlement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4:7:4 Compensation for extra hours for part-time employees\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a part-time employee has performed work in addition to the regular daily\nworking hours applicable for the part-time employment, each of these hours\nshall be compensated (including holiday pay) as follows:\u003C\u002Fp>\n\n\u003Cp>Monthly salary\u003C\u002Fp>\n\n\u003Cp>____________________________________________________\u003C\u002Fp>\n\n\u003Cp>3.5 x the number of part-time working hours per week\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Both periods of extra hours shall be added together if extra hours of work\nhave been performed both before and after regular working hours on a particular\nday. Only full half-hours are included in the calculation.\u003C\u002Fp>\n\n\u003Cp>Part-time employees will receive overtime compensation for working hours\nthat exceed standard working hours for full-time employees in an equivalent\npost. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Cash compensation for each excess hour for teachers with recess pay\nincluding holiday pay will be paid as follows:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Monthly salary\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>________________________________\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.5 x level of employment x 40\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Following agreement between employee and employer, extra hours may be\ncompensated by compensatory leave and in that case by one hour for each extra\nhour worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4:8 Travelling time allowance\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Normal salary is paid for travelling time during regular working hours. A\ntravelling time allowance is paid for travelling time outside regular working\nhours. The period between 22.00 and 08.00 shall not be included in the\ncalculation if the employer has paid for a sleeping berth on a train or boat.\nPayment is only made for full half-hours. The two periods of time shall be\nadded together if the travelling time occurs both before and after regular\nworking hours on a particular day.\u003C\u002Fp>\n\n\u003Cp>Travelling time conferring an entitlement to compensation is defined as the\ntime it takes to travel to the work destination during business travel that has\nbeen requested. Travel shall be deemed to have commenced and concluded in\naccordance with the provisions applicable to calculating subsistence allowance\nor the like at the pre-school\u002Fschool.\u003C\u002Fp>\n\n\u003Ch4>4:8:1 Amount of travelling time allowance (including holiday pay)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Scheduling of travelling time\u003C\u002Ftd>\n      \u003Ctd>Compensation\u002Fhour\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>18.00 on the day before a non-working day until 06.00 after a\n        non-working day \n\n        \u003Cp>Other hours \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Monthly salary\u002F190 \n\n        \u003Cp>Monthly salary\u002F240 (Maximum of 6 hours\u002Fcalendar day)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>The salary for part-time employees will be adjusted to the salary\ncorresponding to full regular working hours as follows:\u003C\u002Fp>\n\n\u003Cp>Current fixed monthly salary\u003C\u002Fp>\n\n\u003Cp>_________________________\u003C\u002Fp>\n\n\u003Cp>level of occupation\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exceptions\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>•The employer and the employee may agree that compensation for travelling\ntime shall be paid in another form, e.g. that the incidence of travelling time\nshall be considered when setting the salary.\u003C\u002Fp>\n\n\u003Cp>•An employee with a position that normally requires business travel is\nentitled to a travelling time allowance only if employer and employee have\nagreed on this.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>5. Vacation\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Holidays will be earned and scheduled according to the law and this\nagreement. An employee is entitled to 25 days of holiday in accordance with the\nmain rule of the Swedish Annual Leave Act. In addition, there may be additional\nholidays by agreement.\u003C\u002Fp>\n\n\u003Cp>The calendar year shall constitute the holiday year and the qualifying year\nunless otherwise agreed locally or the pre-school\u002Fschool has complied with the\nprovisions of the Swedish Annual Leave Act with respect to the qualifying year\nand holiday year.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>See also Appendix 3 as regards other terms and conditions for holidays.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>\u003Cstrong>5:1 Holidays for teachers with recess pay\u003C\u002Fstrong>\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Unless otherwise agreed, the period around mid-August in Year 1 to\nthe corresponding point in time in Year 2 constitutes the holiday year for\nteachers and also the qualifying year.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Annual leave for teachers according to the Swedish Annual Leave\nAct\u002Fthe agreement shall be deemed to be scheduled from the first working day of\nthe summer recess.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Teachers who, owing to absence credited for the purposes of holiday\npay, have not benefited from the annual leave during the summer recess to which\nthey are entitled under the Swedish Annual Leave Act\u002Fthe agreement shall\nreceive holiday compensation after the end of the holiday year, provided an\napplication for such compensation is made without delay; see 5:8.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Teachers with recess pay are not entitled to save days of\nholiday.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5:2 Employment for less than three months\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employment, that is not intended to - or does not - last for a period of\nmore than three months does not entitle the employee to annual leave, but\ninstead for holiday compensation, as provided for in section 5:8. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>5:3 Salary during holidays\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salary during holidays is the current monthly salary. In addition, a\n\u003Cstrong>holiday supplement\u003C\u002Fstrong> shall be paid at an amount of 0.8% of the\nmonthly salary for each paid day of holiday (for intermittent part-time\nworking, this is calculated on the number of gross days; see 5:6). This also\napplies when taking saved holiday.\u003C\u002Fp>\n\n\u003Cp>The holiday supplement will be paid no later than in the month after the\nholiday.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5:4 Overpaid holiday pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>holiday pay paid will be considered as a payment on account and may be\ndeducted from both holiday compensation and salary. This means, for example,\nthat employees who have received more paid days of holiday than they have\nearned during the year must repay the overpaid holiday pay\u002Fsupplement. A\ncorresponding deduction will be made if the level of employment is changed\nduring the holiday year.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5:5 Change in degree of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employee has had a different level of employment during the\nqualifying year than the holiday taken, monthly salary at the time of the\nholiday shall be proportioned accordingly. This also applies when taking saved\ndays of holiday.\u003C\u002Fp>\n\n\u003Cp>If the employment level has changed in the course of a calendar month, the\ncalculation shall be based on the level of employment that applied in the\noverwhelming number of the calendar days of the month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5:6 Holidays in the case of intermittent working\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The number of net days of holiday for employees only working on some days of\nthe week will be calculated as the average number of weekly working days x the\nnumber of gross days of holiday\u002F5. This will be rounded up to full days.\u003C\u002Fp>\n\n\u003Cp>The average shall be calculated as the average number of working days per\nnormal business week per four-week period (or such other period that comprises\na full scheduling cycle).\u003C\u002Fp>\n\n\u003Cp>Example: The net holiday shall be 15 days in the case of 25 days’ gross\nholiday and three working days\u002Fweek.\u003C\u002Fp>\n\n\u003Cp>In holidays taken, one full net day is used for each day the employee would\notherwise have worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5:7 Saved holidays\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Paid holiday that exceeds 20 days may be saved for no more than five years\n(does not apply to teachers with recess pay; see 5:1). The number of days of\nholiday saved may not at any one time exceed 25.\u003C\u002Fp>\n\n\u003Cp>The employer and the employee should agree on how saved holidays are to be\ntaken.\u003C\u002Fp>\n\n\u003Cp>Saved days of holiday shall be taken in the order they have been saved. It\nis not possible to take saved days of holiday and save new ones in the same\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5:8 Compensation in lieu of annual leave for holidays not taken\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Holiday compensation constitutes 5.4% (i.e. 4.6 + 0.8) of current monthly\nsalary for each paid day of holiday not taken. However, holiday compensation is\nonly 0.8% in cases where compensation for recess pay is paid.\u003C\u002Fp>\n\n\u003Cp>Holiday compensation for each saved holiday day is calculated as if the\nsaved day had been taken in the holiday year in which employment ceased.\u003C\u002Fp>\n\n\u003Cp>Holiday compensation for those employed for certain work or for a certain\ntime shall constitute 13% of the salary on which holiday pay is based. Absence\ncredited for the purposes of holiday pay shall also be included in the\ncalculation basis.\u003C\u002Fp>\n\n\u003Cp>Holiday compensation will be paid in conjunction with final salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5:9 Unpaid days of holiday\u003C\u002Fh3>\n\n\u003Cp>A deduction shall be made from the employee’s current monthly salary at\nthe rate of 4.6% of the monthly salary for each unpaid day of holiday taken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>6. Recess pay\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following applies to teachers with recess pay:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6:1 Payment of recess pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>recess pay shall be paid during the Christmas and summer recesses. recess\npay is the same as monthly salary, unless the teacher has been absent for any\nreason other than absence credited for the purposes of holiday pay under\nSections 17, 17 a and 17 b of the Swedish Annual Leave Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6:2 Earning of recess pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the teacher has been absent for any reason that is not absence credited\nfor the purposes of holiday pay or has only been employed for part of the year,\nthe recess pay earned shall be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>- 26.3% of monthly salary for work for a full calendar month.\u003C\u002Fp>\n\n\u003Cp>- 1.25% of monthly salary for work for a full working day.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Absence credited for the purposes of holiday pay is counted as time worked\nin this respect.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6:3 Short-term absence\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Deductions from salary shall be made from recess pay (i.e. monthly salary\nduring the recess period) if the teacher has been absent for no more than 60\ncalendar days during the year for reasons that are not credited for the\npurposes of holiday pay. This deduction will be made as follows:\u003C\u002Fp>\n\n\u003Cp>-26.3% of monthly salary for absence for a full calendar month.\u003C\u002Fp>\n\n\u003Cp>-1.25% of monthly salary for absence for a full working day.\u003C\u002Fp>\n\n\u003Cp>Deductions from salary exceeding half monthly salary shall be spread over\nseveral salary payments.\u003C\u002Fp>\n\n\u003Ch3>6:4 Holiday supplement when recess pay is paid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A holiday supplement of 0.8% for each day of holiday paid shall be paid in\naddition to recess pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6:5 Leave with sick pay etc. during recess period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of leave during the recess period with sickness benefit,\nparental benefit or rehabilitation benefit, the teacher retains the recess\npay.\u003C\u002Fp>\n\n\u003Cp>If a sick pay period as provided for in the Swedish Sick Pay Act falls\nwithin the first 35 calendar days of the summer recess period, sick pay shall\nalso be paid calculated on the basis of the recess pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6:6 Payment of recess pay on cessation of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employment ceases in conjunction with the summer recess, recess pay\nshall be paid during the recess, as if the employment were still ongoing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6:7 Total annual salary\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The total annual salary can never exceed twelve months' salary plus holiday\npay when calculating holiday pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6:8 Return to duty during holiday while on parental leave and study\nleave\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees on parental leave or study leave who interrupt their leave to\nreturn to work later than seven calendar days before the sports, Easter and\nautumn holidays and who intend to continue their leave after the holidays are\nnot entitled to salary during this period, if they have not actually worked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>7. Illness\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee has a statutory entitlement to sick pay from the employer for\nthe first 14 days of an illness period. Under the Swedish Social Insurance\nCode, sick pay will be paid by the Social Insurance Office from day 15 for\nabsence owing to illness that lasts for a period longer than 14 calendar days.\nSupplementary compensation is normally payable by the employer for days\n15-90\u002F45 under this agreement. No sick pay is paid after day 90\u002F45 of the\nperiod of sickness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7:1 Duration of sick pay period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee is entitled to sick pay under the provisions of this\nagreement, the employer shall pay such as of the 15th calendar day of the\nsickness period.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>•For category 1:up to and including the 90th calendar day of the illness\nperiod\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•For category 2:up to and including the 45th calendar day of the illness\nperiod\u003C\u002Fp>\n\n\u003Cp>Category 1 = employees who have been continuously employed by the employer\nfor at least one year or who have come directly from employment where they were\nentitled to sick pay for at least 90 days.\u003C\u002Fp>\n\n\u003Cp>Category 2 = other employees\u003C\u002Fp>\n\n\u003Cp>However, sick pay from the 15th day will not be paid for more than 105\u002F45\ncalendar days per twelve-month period.\u003C\u002Fp>\n\n\u003Cp>A person who has been on fixed term employment for less than one month shall\nnot receive sick pay for the first 14 days of the employment.\u003C\u002Fp>\n\n\u003Cp>A person awarded a disability pension under the ITP Plan will no longer be\nentitled to sick pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7:2 Notifications\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who becomes sick or a disease carrier shall notify the employer\nas soon as possible, or if such notification is prevented by a legal\nimpediment, as soon as the impediment has ceased. Sick pay will only be paid\nfor days when the notification is made in accordance with the above. The\nemployer shall be informed as soon as possible as to when the employee is\nexpected to be able to return to work.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7:3 Declaration of sickness and medical certificate\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee shall provide the employer with a declaration of sickness,\nstating the time and extent of the absence. The employer or the Swedish Social\nInsurance Agency may ask the employee to provide a medical certificate showing\nthe level of incapacity to work and the length of the period of sickness. A\nmedical certificate must always be provided from the eighth day of sickness.\nThe employer does not have to pay sick pay if a declaration and certificate\nhave not been provided or if the information is incorrect and of significance\nin terms of the entitlement to sick pay.\u003C\u002Fp>\n\n\u003Cp>If the employer so requests, the employee shall provide evidence of the\nreduction in their capacity to work with a medical certificate from an earlier\ndate. The employer has the right to nominate the certifying doctor.\u003C\u002Fp>\n\n\u003Cp>It is of mutual interest - as a rehabilitation measure - that the cause\nshould be clarified as early as possible, particularly in the case of recurring\nillness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7:4 Amount of sick pay\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sick pay to be paid by the employer will be calculated by making deductions\nfrom salary in accordance with the following (see 2:1 for a definition of\n‘hourly salary’ and ‘daily salary’). When daily salary is calculated as\nprovided for in 2:1 for an employee with weekly salary, monthly salary = 4.3 x\nweekly salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:4:1 Illness up to and including 14 calendar days per illness period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For each hour an employee is absent as a result of illness, an hourly\nillness deduction shall be made as follows:\u003C\u002Fp>\n\n\u003Cp>For sickness absence up to 20% of average weekly working hours (qualifying\nperiod) in the sickness period:\u003C\u002Fp>\n\n\u003Cp>Monthly salary x 12.2 \u003C\u002Fp>\n\n\u003Cp>____________________________\u003C\u002Fp>\n\n\u003Cp>52 x weekly working hours\u003C\u002Fp>\n\n\u003Cp>For sickness absence exceeding 20% of average weekly working hours, up to\nand including day 14 of the sickness period:\u003C\u002Fp>\n\n\u003Cp>20% x Monthly salary x 12.2 \u003C\u002Fp>\n\n\u003Cp>______________________________\u003C\u002Fp>\n\n\u003Cp>52 x weekly working hours\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In addition, if the employee would have worked during scheduled inconvenient\nworking hours, sick pay after the qualifying period is also paid at 80% of the\nunsocial hours compensation otherwise payable.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>The employee’s average weekly working hours shall be understood as the\nweekly working time in hours for a regular week without public holidays.\u003C\u002Fp>\n\n\u003Cp>For employees who are entitled to sick pay (as providedfor in Section 3 of\nthe Swedish Sick Pay Act) and who work varying hours without a working time\nschedule or fixed working hours, the average weekly working hours over a\nrepresentative period are calculated so that the average fairly reflects the\nemployee's working hours situation.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>7:4:3 specifies that a new illness period starting within five calendar days\nfrom the end of an earlier illness period shall be deemed to be a continuation\nof the earlier illness period, as providedfor in the recurring illness rule in\nthe Swedish Sick Pay Act. This means that a further qualifying period deduction\nmay need to be made for up to 20% of average weekly working hours in the\ncontinued illness period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:4:2 Illness from the 15th calendar day\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For each day of illness (including non-working business days, Sundays and\npublic holidays) a sick pay deduction will be made as follows:\u003C\u002Fp>\n\n\u003Cp>The sick pay deduction is calculated differently, depending on whether the\nemployee’s monthly salary is higher or lower than a specific salary limit.\nThis salary limit is calculated as:\u003C\u002Fp>\n\n\u003Cp>8 x price base amount\u003C\u002Fp>\n\n\u003Cp>___________________\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>Example for 2021:\u003C\u002Fp>\n\n\u003Cp>The price base amount for 2021 is SEK 47,600\u003C\u002Fp>\n\n\u003Cp>The salary limit is therefore:\u003C\u002Fp>\n\n\u003Cp>8 x 47,600 = SEK 31,733 \u003C\u002Fp>\n\n\u003Cp>_______________\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>For employees with a monthly salary not exceeding the salary\nlimit:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>A sick pay deduction is made as follows:\u003C\u002Fp>\n\n\u003Cp>90% x monthly salary x 12\u003C\u002Fp>\n\n\u003Cp>_______________________\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For salaried employees with a monthly salary exceeding the salary limit:\u003C\u002Fp>\n\n\u003Cp>A sick pay deduction is made as follows:\u003C\u002Fp>\n\n\u003Cp>90% x 8 x price base amount + 10% x (monthly salary x 12 - 8 x price base\namount)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">************************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>The deduction as of the 15th day of illness may not exceed the daily salary\nfor each day of illness.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:4:3 Recurring illness\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the employee falls ill again within five calendar days after a period of\nsickness, the periods shall be counted as one.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:4:4 When ten qualifying period deductions have been made\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>By law, the number of occasions of qualifying period deductions may not\nexceed ten during a twelve-month period. If, in a new illness period, it\nemerges that the employee has had ten occasions of qualifying period deductions\nwithin the twelve months counting back from the start of the new illness\nperiod, the deduction for the first 20% of the illness absence shall be\ncalculated in accordance with the provisions applicable to illness absence\nexceeding 20% of the average weekly working hours, up to and including day 14\nof the illness period.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>All qualifying period deductions made, as providedfor in 7:4:1, in a total\namount of no more than 20% of the average weekly working hours in the same\nillness period shall be regarded as one occasion, even if the deductions are\nmade for different days. 7:4:3 states that a new illness period that starts\nwithin five calendar days from the end of an earlier illness period shall be\ndeemed to be a continuation of the earlier illness period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7:4:5 Sick pay without qualifying period\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of an employee who in accordance with a decision by the Swedish\nSocial Insurance Agency is entitled to sick pay without a qualifying period, a\nsick pay deduction is made in accordance with the provisions that apply to sick\nleave exceeding 20% of the average weekly working hours up to and including day\n14 of the sickness period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7:5 Changes to salary or weekly working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall not make deductions for illness based on old salary or\nworking hours for longer than the month in which the employee was notified of\nhis or her new salary or changed working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7:6 Limitations on right to sick pay\u003C\u002Fh3>\n\n\u003Cp>•If an employee is receiving an annuity instead of sickness benefit owing\nto an occupational injury and this is during a period when he\u002Fshe is entitled\nto sick pay, the sick pay from the employer shall comprise the difference\nbetween 85% of the monthly salary and the annuity.\u003C\u002Fp>\n\n\u003Cp>•If the employee receives compensation from the State, from insurance for\nwhich the employer has paid the premium or from a third party who caused the\ninjury, the employer may decide to reduce the sick pay entirely or in part in\norder to avoid over-compensation in relation to the sick pay levels provided\nfor in this agreement. However, this shall not apply to compensation from the\nSwedish Social Insurance Agency.\u003C\u002Fp>\n\n\u003Cp>•If the employee has been entirely or partly excluded from health\ninsurance benefits under the Swedish Social Insurance Code, sick pay shall be\nreduced to a corresponding extent.\u003C\u002Fp>\n\n\u003Cp>•If the employee has been injured following an accident in the course of\ngainful employment with another employer, or in conjunction with his\u002Fher own\nbusiness, or the injury is self-inflicted, the employer shall only pay sick pay\nas of the 15th calendar day if the employer has specifically undertaken to do\nso.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7:7 Sickness benefit granted\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees who have been granted sick pay must notify the employer of such\ndecision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>8.Parental leave supplement and temporary care of children\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>8:1Parental leave supplement\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>8:1:1 Conditions for parental leave supplement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee who is on a leave of absence in conjunction with the birth or\nadoption of a child is entitled to a parental leave supplement from the\nemployer if the employee has been continuously employed by the employer for no\nless than a year.\u003C\u002Fp>\n\n\u003Cp>The term ‘in conjunction with’ shall be understood as meaning that the\nleave of absence shall take place within 18 months from the birth of the child\nor award of custody in the case of adoption.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8:1:2 Amount of parental leave supplement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parental leave supplements are calculated differently, depending on whether\nthe employee’s monthly salary is higher or lower than a certain salary limit.\nThis salary limit is calculated as:\u003C\u002Fp>\n\n\u003Cp>(10 x price base amount)\u002F12\u003C\u002Fp>\n\n\u003Cp>Example 2021: the price base amount is SEK 47 600\u003C\u002Fp>\n\n\u003Cp>The salary limit is therefore:\u003C\u002Fp>\n\n\u003Cp>(10 x SEK 47,600)\u002F12 = SEK 39,667\u003C\u002Fp>\n\n\u003Cp>The parental leave supplement is calculated as follows:\u003C\u002Fp>\n\n\u003Cp>For salary components lower than the salary limit 10% of daily salary per\ncalendar day\u003C\u002Fp>\n\n\u003Cp>For salary components higher than the salary limit 90% of daily salary per\ncalendar day\u003C\u002Fp>\n\n\u003Cp>One daily salary is calculated as: monthly salary x 12\u002F365\u003C\u002Fp>\n\n\u003Cp>The employee is entitled to a parental leave supplement on the following\nbasis:\u003C\u002Fp>\n\n\u003Cp>-for 120 days if the employee has been continuously employed for one but not\ntwo consecutive years\u003C\u002Fp>\n\n\u003Cp>-for 150 days if the employee has been continuously employed for no less\nthan two years\u003C\u002Fp>\n\n\u003Cp>-for 180 days if the employee has been continuously employed for no less\nthan three years.\u003C\u002Fp>\n\n\u003Cp>Parental leave supplement is only paid for a continuous period of leave, and\nnot for a period longer than encompassed by the leave. The parental leave\nsupplement is paid in proportion to the extent of the leave, i.e. full or\nparttime.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8:1:3 Payment of parental leave supplement\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parental leave supplement is paid monthly during the period of parental\nleave, unless the employer and the employee agree otherwise. The amount\nincludes holiday pay.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8:2 Benefit for temporary care of children\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>One hourly salary is deducted for each hour of absence in the case of leave\nwith temporary parental benefit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>9.Leave of absence with and without salary\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>9:1 Paid leave of absence\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Paid leave of absence is at the discretion of the employer. Such leave may\nbe granted for one or more days in exceptional circumstances, for example in\nthe case of the death of a close relative or a sudden serious illness in the\nemployee’s family.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.2 Unpaid leave of absence\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unpaid leave of absence is leave with deductions from salary and is granted\nby agreement or according to law. Such leave may not commence or conclude on a\nSunday or public holiday.\u003C\u002Fp>\n\n\u003Cp>•The deduction for unpaid leave of absence for part of a day shall be one\nhourly salary per hour, calculated using the formula monthly salary\u002F4.3 x the\nnumber of weekly working hours.\u003C\u002Fp>\n\n\u003Cp>•The deduction per working day for unpaid leave of absence not exceeding\nfive working days is 1\u002F21 of monthly salary.\u003C\u002Fp>\n\n\u003Cp>•The deduction per calendar day for longer unpaid leaves of absence is one\ndaily salary.\u003C\u002Fp>\n\n\u003Cp>•The entire monthly salary will be deducted for unpaid leave of absence\nfor an entire calendar month or salary period.\u003C\u002Fp>\n\n\u003Cp>Deductions from salary for intermittent part-time working will be made for\neach hour during which work would otherwise have been performed.\u003C\u002Fp>\n\n\u003Cp>The following deductions for unpaid leave of absence will be made for\npart-time employees who only work full regular working hours during certain\nworking days of the week (‘intermittent part-time working’):\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************************\u003C\u002Fspan>Number of\nworking days per week\u003C\u002Fp>\n\n\u003Cp>Monthly salary divided by____________________________________x 21\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****************************************\u003C\u002Fspan>5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.3 Swedish National Day\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In years when 6 June falls on a Saturday or Sunday, full-time employees with\nworking hours scheduled from Monday to Friday are entitled to one day’s paid\nleave (part-time employees in proportion). It is a precondition that the\nemployee is employed on 6 June of that year. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>10.Salary for part of a salary period\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee commences or ends his or her employment or changes level of\nemployment during a current calendar month\u002Fsettlement period, the employee’s\nsalary shall be calculated as follows:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>X x Z = L\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>__\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Y\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>X\u003C\u002Fstrong> = current monthly salary\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Y\u003C\u002Fstrong>= number of calendar days during the current\nmonth\u002Fsettlement period Z = number of working days in the month\u002Fsettlement\nperiod\u003C\u002Fp>\n\n\u003Cp>\u003Cem>L\u003C\u002Fem> = salary for the calculation period\u003C\u002Fp>\n\n\u003Cp>In the event of any change to the level of employment, each period and level\nof employment shall be calculated separately.\u003C\u002Fp>\n\n\u003Cp>Example:\u003C\u002Fp>\n\n\u003Cp>The settlement period is the time up to and including the 20th of each\nmonth. Employee’s full-time salary is SEK 40,000.\u003C\u002Fp>\n\n\u003Cp>Full time up to and including 16 June Part time (50 % as of 17 July) \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>X = SEK 40,000 \n\n        \u003Cp>Y = 31 days\u003C\u002Fp>\n\n        \u003Cp>Z = 27 days\u003C\u002Fp>\n\n        \u003Cp>L = SEK 34,839\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>X = SEK 20,000 \n\n        \u003Cp>Y = 31 days\u003C\u002Fp>\n\n        \u003Cp>Z = 4 days\u003C\u002Fp>\n\n        \u003Cp>L = SEK 2,581\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>11. Termination\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Certain periods of notice apply if an employee or an employer wishes to\nterminate an indefinite-term employment. The main rule for indefinite-term\nemployment is that the employment terminates at the end of the agreed period,\nwhen the work has been completed or the season is over, unless the employee and\nthe employer have otherwise agreed. The employee is entitled to salary and\nother employment benefits during the period of notice. The employee is also\nobliged to work during the period of notice.\u003C\u002Fp>\n\n\u003Cp>The periods of notice for people with indefinite-term employment are shown\nin the following tables. The employer and the employee may agree on longer\nperiods of notice.\u003C\u002Fp>\n\n\u003Cp>A mutual period of notice of one month applies to those working after having\nreached retirement age (currently 67 years).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:1 Period of notice in the case of notice of termination on the part of\nthe employee\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employee’s period of employment and period of notice in months:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Term of employment with the company <2 years 2-6 years >6 years\u003C\u002Fp>\n\n\u003Cp>Period of notice in months\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>1\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>2\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For employees employed before 1 July 2001, 1 month's notice applies unless\notherwise agreed at the time of employment. This rule expires on the last day\nof December 2021.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:2 Period of notice in the case of notice of termination on the part of\nthe employer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Period of employment less than 2 years\u003Cspan style=\"color:#ffffff\">*****************\u003C\u002Fspan>1 month\u003C\u002Fp>\n\n\u003Cp>Minimum period of employment no less than 2 years but less than 4 years\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>2\nmonths\u003C\u002Fp>\n\n\u003Cp>Minimum period of employment no less than 4 years but less than 6 years\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>3\nmonths\u003C\u002Fp>\n\n\u003Cp>Minimum period of employment no less than 6 years but less than 8 years\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>4\nmonths \u003C\u002Fp>\n\n\u003Cp>Minimum period of employment no less than 8 years but less than 10 years\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>5\nmonths\u003C\u002Fp>\n\n\u003Cp>Period of employment no less than 10 years\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******************************************************\u003C\u002Fspan>6\nmonths\u003C\u002Fp>\n\n\u003Cp>The period of notice in the event of redundancy is one year for people who\nhave reached the age of 55 and have been continuously employed by the company\nfor at least ten years.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>As from 1 July 2022:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of employees who have reached the age of 58 - but at most up to\nthe day the employee reaches the age of 68 years - and have been continuously\nemployed by the company for a period of no less than ten years, the period of\nnotice in the event of redundancy is one year.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>As from 1 January 2023:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>In the case of employees who have reached the age of 59 - but at most up to\nthe day the employee reaches the age of 69 years - and have been continuously\nemployed by the company for a period of no less than ten years, the period of\nnotice in the event of redundancy is one year.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>The rule changes will apply in the context of redundancy negotiations\ninitiated at the earliest (when the notice is sent) on 1 July 2022 and 1\nJanuary 2023 respectively.\u003C\u002Fp>\n\n\u003Cp>Notice of termination by the employer shall be given in writing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:3 Order of priority in the case of staff cutbacks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>See Appendix 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:4 Special rules for employees caring for children with special needs\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sections 22 and 25-27 of the Swedish Employment Protection Act, regarding\norder of priority for notices of termination owing to redundancy and priority\nrights for new employment, do not apply to employees caring for children with\n‘special needs’ as provided for in this agreement (3:2).\u003C\u002Fp>\n\n\u003Cp>Employment shall cease following a mutual period of notice of 14 days.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:5 Employees aged 68 or more (after 1 January 2023, 69 years)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Irrespective of any previously agreed notice of termination period, the\nfollowing applies to employees reaching the age specified in Section 32 a of\nthe Swedish Employment Protection Act.\u003C\u002Fp>\n\n\u003Cp>The employment may be terminated at the end of the month in which the\nemployee reaches the age specified in Section 32 a of the Swedish Employment\nProtection Act by notification in writing one month earlier by the employer or\nthe employee.\u003C\u002Fp>\n\n\u003Cp>Employment that continues after the employee has reached the age specified\nabove may be terminated by the employer or the employee by giving notice. The\nemployment then terminates one month after either party gives notice in writing\nto the other party of their intention to terminate the employment.\u003C\u002Fp>\n\n\u003Cp>Advance notice to a union organisation is not required in connection with\ntermination of the employment.\u003C\u002Fp>\n\n\u003Cp>It is possible to reach agreement on a period of termination longer than one\nmonth after the employee has reached the age specified above. Such must be\nexpressly stated in the agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>The age specified in Section 32 a of the Swedish Employment Protection Act\nis 68 years in 2020 and will be 69 years as of 1 January 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:6 Damages for those failing to observe the period of notice\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Employees who leave their employment before the end of the period of notice\nshall pay damages for the financial loss and inconvenience thereby caused, by\npaying an amount at least corresponding to the salary during the part of the\nperiod of notice that was not observed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:7 References\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall provide employees having served a minimum period of\nemployment of six months with a reference showing the period of employment,\ntasks and, if the employee so wishes, a testimonial and the reason for\ntermination. The employer shall provide a certificate of service for short-term\nemployment.\u003C\u002Fp>\n\n\u003Cp>The reference shall be issued within one week of being requested.\u003C\u002Fp>\n\n\u003Cp>Both reference and certificate of service should include information about\nthe number of days of holiday taken by the employee during the current holiday\nyear.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:8 Certificate of employment\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall issue, upon request, a certificate of employment no later\nthan 14 days after the employment has ceased. Such a certificate of employment\nrepresents a condition for unemployed employees being entitled to employment\nbenefit or labour market assistance in cash.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11:9 Preferential rights\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The priority right to new employment does not apply to new fixed-term\nemployment, which at the time it came into being was not intended to last for\nmore than one month.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. Negotiation procedure for legal disputes\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is a precondition that the employer and the employees should, through\nmutual consideration, attempt to resolve joint matters through consensus.\u003C\u002Fp>\n\n\u003Cp>Any legal dispute that arises shall be made the subject of negotiations\nbetween the parties according to the rules set out below.\u003C\u002Fp>\n\n\u003Cp>The parties concerned shall avoid any action that may impede or delay\nresolution of the dispute.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Limitation of negotiation\u003C\u002Fh4>\n\n\u003Cp>If a party wishes to request damages or other performance according to law,\ncollective agreement or a separate agreement, the party shall request\nnegotiations within four months from when the party became aware of the\ncircumstance on which the claim is founded and no later than within one year of\nfrom the occurrence of such circumstance unless otherwise provided by a local\ncollective agreement. Such party shall lose the right to negotiations if not\ncalling for negotiations within the time prescribed.\u003C\u002Fp>\n\n\u003Ch4>Local negotiations\u003C\u002Fh4>\n\n\u003Cp>Negotiations shall in the first instance be conducted between the employer\nand the local employee organisation to which the employee is affiliated.\u003C\u002Fp>\n\n\u003Cp>‘Local organisation’ shall be understood as meaning the local branch,\ndistrict or the workplace representative appointed by the union organisation,\nor other arrangement that the union organisation concerned has notified to the\nemployer.\u003C\u002Fp>\n\n\u003Cp>Local negotiations shall commence as soon as possible and no later than\nwithin 21 days from the day on which the second party received the request for\nnegotiations, unless the parties otherwise agree.\u003C\u002Fp>\n\n\u003Ch4>Central negotiations\u003C\u002Fh4>\n\n\u003Cp>If agreement cannot be reached in local negotiations as above, a party who\nwishes to pursue the matter further may call for central negotiations with the\nother party.\u003C\u002Fp>\n\n\u003Cp>A call for central negotiations shall be made within two months from the day\non which local negotiations were concluded, in writing, to the other party\nbound by the central agreement. Such party shall lose the right to negotiations\nif this is not done.\u003C\u002Fp>\n\n\u003Cp>Central negotiations shall be held within 30 days from the day on which the\nother party was informed of the request for negotiations, unless the parties\notherwise agree.\u003C\u002Fp>\n\n\u003Ch4>Legal settlement\u003C\u002Fh4>\n\n\u003Cp>A party may institute proceedings at a court of law if it has not been\npossible to resolve a legal dispute that has been the subject of central\nnegotiations. In such cases, proceedings must be instituted within three months\nfrom the day on which negotiations were terminated. If this is not done, the\nright to institute proceedings lapses.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If an issue at dispute is based on the Swedish Employment Protection Act,\nthe time limits set out in the Act shall apply instead of the time limits\nstated in this negotiation procedure. Furthermore, this negotiation procedure\ndoes not affect the rules concerning time limits and the obligation of the\nemployer to call for negotiations under Sections 34, 35 and 37 of the Swedish\nEmployment (Co- Determination at the Workplace) Act.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>13. Term\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement applies between Almega Service Employers’ Association, the\nSwedish Teachers’ Union and the National Union of Teachers in Sweden as of 1\nSeptember 2021 and up to and including 31 August 2023. Unless the Agreement is\nterminated by either party no later than three months before the end of its\nterm, it shall be renewed for one year at a time. If the agreement has been\nterminated for renegotiation, the agreement will run with seven days' mutual\nnotice from 1 September 2023, inclusive, unless the parties have previously\nconcluded a new agreement.\u003C\u002Fp>\n\n\u003Cp>Stockholm, 28 April 2021\u003C\u002Fp>\n\n\u003Cp>Almega Service Employer Association \u003C\u002Fp>\n\n\u003Cp>Asa Ramel\u002F Maria Eriksson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>On behalf of the Joint Council of the Swedish Teachers' Union\n(Lararforbundet) and the National Union of Teachers in Sweden (Lararnas\nRiksforbund)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>Swedish Teachers' Union (Lararforbundet)the National Union of Teachers in\nSweden (Lararnas Riksforbund) \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Jens Ranta\u003Cspan style=\"color:#ffffff\">********************************************\u003C\u002Fspan>Jessica\nOlsson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Appendix 1\u003C\u002Fh3>\n\n\u003Ch3>Order of priority in the case of staff cutbacks\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The local parties shall evaluate the company’s staffing requirements and\nneeds when staff cutbacks are being made. If these needs cannot be fulfilled by\napplication of the law, the order of termination shall be determined by\nderogating from the provisions of the law.\u003C\u002Fp>\n\n\u003Cp>If it is necessary to derogate from the provisions of the law concerning\norder of priority and selection of employees, the local parties shall make an\nassessment of competence and the requirements that may be imposed on the basis\nof, among others, the Swedish Education Act and the rules contained in other\nordinances on qualification, etc. The competence requirement to enable\ncompetitive activities to be conducted should be taken into account.\u003C\u002Fp>\n\n\u003Cp>It is a precondition that the local parties will, at the request of either\nparty, conclude an agreement determining the order of priority in the case of\ntermination, with application of Section 22 of the Swedish Employment\nProtection Act and derogation from the Act as necessary.\u003C\u002Fp>\n\n\u003Cp>The local parties may also deviate from the provisions of Sections 25-27 of\nthe Swedish Employment Protection Act in order to agree on the order of\npriority in the case of reemployment. In this connection, the above- mentioned\ncriteria shall apply. The local parties are obliged, upon request, to conduct\nnegotiations, as provided in the preceding paragraph and to confirm any\nagreements concluded in writing.\u003C\u002Fp>\n\n\u003Cp>If the local parties cannot agree, the union parties are entitled at the\nrequest of either party to enter into an agreement in accordance with the above\nguidelines.\u003C\u002Fp>\n\n\u003Cp>It is a precondition that the employer provides the local or central parties\nto this agreement with the relevant evidence base before examining the issues\ndiscussed in this clause.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>In the absence of a local or central agreement as above, notice of\ntermination may, on the grounds of redundancy or reemployment, be considered in\naccordance with law, subject to the applicable negotiation procedure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 2\u003C\u002Fh2>\n\n\u003Ch2>Example of agreement for settlement periods in the case of recess\nservice\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A local joint-party settlement of regulated working hours shall be\nconducted four times per working year, which means that each settlement period\ncomprises 340 hours.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>From the settlements, it should be clear whether the regulated hours\namount to more than 340 hours. The permitted variation for each period is 34\nhours. Overtime compensation shall be paid in accordance with section 4:7:3 for\nhours in excess of 34. At the fourth settlement, the remaining overtime\nremuneration shall be paid for the component that exceeds 1,360 hours in\ntotal.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Either party may request central negotiations if a local agreement\nhas not been concluded regarding the allocation and scheduling of annual\nworking hours.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 3\u003C\u002Fh2>\n\n\u003Ch2>Vacation\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties note that terms and conditions for holidays vary in the labour\nmarket. For example, employees in the private sector may have longer holidays\nthan prescribed by law as compensation for overtime work.\u003C\u002Fp>\n\n\u003Cp>It is common practice in the public sector to have longer holidays than\nprescribed by law after a certain age is attained.\u003C\u002Fp>\n\n\u003Cp>For example, the number of days of holidays in co-operative and municipal\nactivities may amount to 31 at the age of 40 and 32 at the age of 50.\u003C\u002Fp>\n\n\u003Cp>The parties also note that the collective agreement provides scope for\nindividual agreements regarding the length of the holiday, for example related\nto position, age, whether there is unpaid overtime, unregulated conditions for\nworking hours, personal salary, etc.\u003C\u002Fp>\n\n\u003Cp>It may be mentioned in this context that each day of paid holiday may be\nestimated at approximately 0.5% of the annual salary calculated.\u003C\u002Fp>\n\n\u003Cp>Finally, the parties note that individually earned holidays that are longer\nthan governed by collective agreement shall be retained unless otherwise agreed\nbetween employer and employee. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 2\u003C\u002Fh2>\n\n\u003Ch2>Compensation for on-duty service\u003C\u002Fh2>\n\n\u003Ch3>Clause 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>‘On-duty’ shall be understood as meaning that an employee is at the\nemployer’s disposal at the workplace during hours in addition to the regular\nworking hours laid down, to perform work if required.\u003C\u002Fp>\n\n\u003Cp>The arrangement of on-duty service should be included in a schedule or the\nlike following consultation with the local union organisation at the\nworkplace.\u003C\u002Fp>\n\n\u003Cp>On-duty hours may also be calculated per calendar month.\u003C\u002Fp>\n\n\u003Cp>In the case of work during on-duty time, a rest break may be exchanged for a\nmeal break.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Clause 2 Compensation in cash\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compensation will be paid as follows\u003C\u002Fp>\n\n\u003Cp>monthly salary\u003C\u002Fp>\n\n\u003Cp>___________________SEK per on-duty hour, incl. holiday pay\u002Fallowance.\u003C\u002Fp>\n\n\u003Cp>650\u003C\u002Fp>\n\n\u003Cp>Compensation will be paid as follows for on-duty service or part thereof\nthat falls between 22.00 on the day before a Saturday\u002Feve of a public holiday\nand 07.00 on the day after a Sunday or public holiday:\u003C\u002Fp>\n\n\u003Cp>monthly salary\u003C\u002Fp>\n\n\u003Cp>___________________SEK per on-duty hour\u003C\u002Fp>\n\n\u003Cp>325\u003C\u002Fp>\n\n\u003Cp>including holiday pay\u002Fcompensation in lieu of annual leave.\u003C\u002Fp>\n\n\u003Cp>Monthly salary shall be understood as meaning fixed cash monthly salary.\u003C\u002Fp>\n\n\u003Cp>When applying the divisors, the salary for part-time employees is to be\nadjusted to salary corresponding to full regular working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Clause 3 When compensation is not paid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compensation for on-duty service is not paid for time when work has been\nperformed; it is also not paid when compensation for on-duty service is\nexplicitly included in the salary or when compensation for this is granted in\nthe form of leave or shortened working hours, or if employer and employee have\nconcluded a separate agreement for onduty compensation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Clause 4 Local agreements\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The local parties may conclude an agreement for full-time employees and\npart-time employees with monthly salaries, who work according to a special\nworking hours schedule, whereby the compensation will instead be paid as a\nfixed supplement per month or other period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Clause 5 Hours worked while on duty\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Compensation for time worked during on-duty hours will be paid according to\nthe rules on overtime and extra hours, unless compensation for this is\nexplicitly included in the salary, or alternatively unless the employer and the\nemployee have concluded a separate agreement concerning compensation for time\nworked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 5\u003C\u002Fh2>\n\n\u003Ch2>Standby duty\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>‘Standby duty’ shall be understood as meaning time outside regular\nworking hours when the employee must be contactable so that he\u002Fshe can report\nfor work at the workplace within the period stipulated.\u003C\u002Fp>\n\n\u003Cp>Standby duty shall be allocated such that individual employees are not\nunreasonably overburdened. Standby duty shall be arranged such that individual\nemployees do not have to perform more than seven days of standby duty at a\ntime, and such that each employee receives at least two weeks free from standby\nduty between each standby period, unless otherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Compensation\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Compensation for standby duty:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1September 2021: SEK 15.50 per hour including holiday pay.\u003C\u002Fp>\n\n\u003Cp>1 November 2022: SEK 15.80 per hour including holiday pay.\u003C\u002Fp>\n\n\u003Cp>Compensation shall be paid as follows for standby service or part thereof\nthat falls between 22.00 on the day before a Saturday\u002Feve of a public holiday\nand 07.00 on the day after a Sunday or public holiday:\u003C\u002Fp>\n\n\u003Cp>1 September 2021: SEK 30.80 per hour including holiday pay.\u003C\u002Fp>\n\n\u003Cp>1 November 2022: SEK 31.50 per hour including holiday pay.\u003C\u002Fp>\n\n\u003Cp>Compensation for standby duty is not paid for time when work has been\nperformed; it is also not paid when compensation for standby duty is explicitly\nincluded in the salary, or when compensation for this is granted in the form of\nleave, shortened working hours, or if the employer and the employee have\nconcluded a separate agreement for standby duty compensation.\u003C\u002Fp>\n\n\u003Cp>Time when work is performed will be compensated according to the rules on\novertime and extra hours, unless the employer and the employee have otherwise\nagreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 6\u003C\u002Fh2>\n\n\u003Ch2>Official lodgings and staff accommodation\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1A rental relationships that is dependent on employment will be regulated in\naccordance with applicable law, unless otherwise provided for by this\nsection.\u003C\u002Fp>\n\n\u003Cp>2‘Official accommodation’ shall be understood as meaning a residential\napartment that the employer owns or has use of and that the employer provides\nfor the employee as accommodation necessary for the performance of duties\nassociated with the employment and is therefore let to the employee in\nconnection with employment associated with a residential requirement.\u003C\u002Fp>\n\n\u003Cp>The rent for official accommodation shall be set by the employer at an\namount that is reasonable taking into account the inconvenience that may ensue\nfrom the nature of the apartment as official accommodation and its location.\u003C\u002Fp>\n\n\u003Cp>3‘Staff accommodation’ shall be understood as meaning a residential\napartment that the employer owns or has use of and which the employer lets to\nan employee in connection with employment.\u003C\u002Fp>\n\n\u003Cp>4The following is not permitted without the employer’s consent:\u003C\u002Fp>\n\n\u003Cp>a)assignment of the tenancy right to official\u002Fstaff accommodation,\u003C\u002Fp>\n\n\u003Cp>b)subletting of official\u002Fstaff accommodation.\u003C\u002Fp>\n\n\u003Cp>5. Notice terminating a rental agreement for official\u002Fstaff accommodation\nmay be given by the employer subject to a minimum notice period of one month in\nthe following cases:\u003C\u002Fp>\n\n\u003Cp>a)when the employee’s employment is to cease,\u003C\u002Fp>\n\n\u003Cp>b)when the employee has not paid rent,\u003C\u002Fp>\n\n\u003Cp>c)when the employee has acted in breach of clause 4,\u003C\u002Fp>\n\n\u003Cp>d)when the employee has been granted a long period of study leave and the\npurpose of the studies is other employment.\u003C\u002Fp>\n\n\u003Cp>However, the following provisions apply in cases stated in item a) above:\u003C\u002Fp>\n\n\u003Cp>-if the employee, at the time of notice of termination for the tenancy\nagreement, is entitled to a period of notice in respect of the termination of\nemployment that is longer than one month, the employer shall observe the\ncorresponding period of notice with respect to termination of the tenancy\nagreement,\u003C\u002Fp>\n\n\u003Cp>-if the employment ceases owing to the death of the employee, the periods of\nnotice under the Swedish Tenancy Act will apply.\u003C\u002Fp>\n\n\u003Cp>The period of notice as per this clause applies to tenancy agreements with\nfixed rental terms that are longer than three months and for rental agreements\nwith an indefinite term.\u003C\u002Fp>\n\n\u003Cp>6. The tenant or co-tenant is not entitled to an extension of the agreement\nif the employer has given notice terminating the tenancy agreement for the\nofficial\u002Fstaff accommodation in conjunction with the cessation of\nemployment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 7\u003C\u002Fh2>\n\n\u003Ch2>Quality of pre-school and recreational activities\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The parties’ common view is that pedagogical work with children requires\ntime for individual planning, planning in teams, competence development,\ndocumentation and evaluation. Parental contacts, meetings with parents and\nother contacts take time. All such tasks must be included within the basis of\nworking hours planning, alongside the activities directly working with the\nchildren. Planning time is an important instrument for guaranteeing quality in\nthe activity. This must be considered during the scheduling of working hours,\nso that the tasks may be performed within the framework of regular working\nhours.\u003C\u002Fp>\n\n\u003Cp>Pre-school teachers and recreational instructors who work at compulsory\nschools should be provided with the opportunity for planning together with\nother teachers at the compulsory school.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>With regard to planning at compulsory schools as per the preceding\nparagraph, it is noted that the opportunity for planning together with the\nteachers at compulsory school should also be provided to other staff in the\nwork team.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 8\u003C\u002Fh2>\n\n\u003Ch2>The parties’ joint vision for quality in the school of the future\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>The knowledge society requires lifelong learning, in which schools are\nneeded as a driver and a model.\u003C\u002Fh3>\n\n\u003Cp>Knowledge is currently the most important factor in creating value in\nsociety and for future prosperity. Society, trade and industry, and individuals\nare becoming increasingly dependent on knowledge for their success,\ncompetitiveness and survival.\u003C\u002Fp>\n\n\u003Cp>To individuals, this means a continued need for good basic knowledge but\nwith an increased capacity to find their way in a rapidly changing world. It\nalso means a requirement, from a very early age, to continually learn new\nthings and to join with others in developing knowledge to solve new problems.\nThat involves personal development and a capacity for active learning that will\ncontinue throughout life.\u003C\u002Fp>\n\n\u003Cp>Society, trade and industry are bringing new demands to bear on the\ndevelopment of knowledge by requiring greater communication skills,\ncooperation, creativity and responsibility.\u003C\u002Fp>\n\n\u003Cp>Schools are one of society’s most important tools for creating a shared\nbase of values and knowledge and for bridging gaps - between men and women, as\nwell as between people from different walks of life and different cultures.\u003C\u002Fp>\n\n\u003Cp>The demands of the knowledge society and the rapid changes in society and\nworking life also mean that adults need continuous competence development.\u003C\u002Fp>\n\n\u003Cp>This is leading to great expectations being placed on schools. The\nschools’ internal work, organisation, teachers’ learning etc. need to be\ndeveloped into a model for both trade and industry as well as for the public\nsector in order to live up to these expectations.\u003C\u002Fp>\n\n\u003Ch3>Students’ learning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Acquiring knowledge is the central focus of schools. This has always been\nthe case and will continue to be so. However, the term is currently being\nexpanded from focussing on a traditional teacher-centred approach, towards a\nchanged way of working, where students take more independent responsibility for\ntheir own learning, in other words, lifelong learning. Planning, setting goals\nand evaluating are becoming an important part of this teaching.\u003C\u002Fp>\n\n\u003Cp>As a result, students are working more independently and as they grow older\nwill learn to take advantage of more options and increasingly-free forms and\nmethods of working.\u003C\u002Fp>\n\n\u003Ch3>Teachers’ learning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>A decentralised and dynamic school must create the scope for teachers to\nassume responsibility for continuously reflecting on and evaluating their work\nwith students. This can be done alone or with other teachers and other school\nstaff, with or without the aid of a supervisor. Through dialogue with other\nteachers and other school staff, teachers can make use of important experience,\nreflect on the present teaching situation and prepare for how, together, they\ncan meet the demands of the future. A natural forum for this is different\ngroups of teachers working together toward different goals at the individual\nschool. New perspectives through exchanges, external courses and research\nfindings are also important.\u003C\u002Fp>\n\n\u003Cp>Experience teaches us that only competence development based on the\nperceived needs of both teacher and school management yields results. Teachers\nhave a right, but also a responsibility, for continually developing in their\nwork. Individual and collective planning discussions between school management\nand teachers should clarify the competence development required for individual\nteachers and the teaching team to better develop students’ learning.\u003C\u002Fp>\n\n\u003Ch3>School management and employer responsibility\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The school management\u002Femployer has a crucial role in both today’s schools\nand those of the future in enabling teachers and students to develop better\nmethods and forms of working.\u003C\u002Fp>\n\n\u003Cp>The school management\u002Femployer shall organise the school’s work and\ninternal activities following consultation with the teachers’ organisations\nto enable it to operate efficiently. In a teaching organisation, management is\nunder considerable pressure to achieve consensus among employees around a joint\nvision. To achieve this, management must be able to stimulate, motivate,\nsupport, enthuse and otherwise help to develop learning environments. The\nquality process for creating a better school that encourages development must\nbe continuously measured and evaluated.\u003C\u002Fp>\n\n\u003Cp>The school's activities are generally planned by term or academic year,\nbased on factors such as budget, student numbers in different grades, students\nin need of special support, optional subjects and course offerings, etc.\nTeaching and other tasks are allocated to employees on this basis. This\nprocess, often referred to as job allocation or job planning, takes place at\nboth overall and individual level, with the aim of ensuring an appropriate\norganisation of work that balances tasks and conditions and is based on the\nneeds of the activity.\u003C\u002Fp>\n\n\u003Ch3>The parties’ shared vision\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In order to meet the needs of the new school, the central parties have\namended the provisions regarding working hours for teachers in favour of\nregulated working hours. The intention is not to increase or reduce teachers’\ntraditional teaching time, but to increase the opportunities for teachers and\nthe school management to create a flexible work organisation that promotes\nstudent learning. Nor is it the intention to reduce the opportunity for\nteachers to set aside time for individual preparation and finishing work, but\nto give them a chance to adapt their use of time and to employ time within\ntheir annual working hours for different tasks in a manner that best\ncontributes to the development of student knowledge.\u003C\u002Fp>\n\n\u003Cp>A school's development is dependent on everyone contributing.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 9\u003C\u002Fh2>\n\n\u003Ch2>School trips with overnight stays\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following provisions apply unless otherwise agreed between local\nparties:\u003C\u002Fp>\n\n\u003Ch3>Working hours\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Time spent on school trips should be planned so that it is included in the\naverage regular working hours. As far as possible, the working hours on school\ntrips should be aggregated and stated before the trip begins.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>The Swedish Working Hours Act's rules on rest breaks and meal breaks also\napply during school trips.\u003C\u002Fp>\n\n\u003Ch3>Rest per 24-hour period\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employee shall be provided with 11 hours’ continuous rest per 24-hour\nperiod. However, the 11-hour daily rest period may be waived if the employee's\nattention\u002Fsupervision is required on the school trip. The employee shall, at\nthe end of the trip, be provided with an amount of rest equivalent to the\namount lost. If this time off is arranged for regular working hours, no\ndeduction from salary shall be made. During the journey, rest periods are to be\nplanned such that the employee is, as far as possible, provided with sufficient\nrest per 24-hour period.\u003C\u002Fp>\n\n\u003Ch3>Rest per week\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the case of school trips exceeding seven days, the employee should be\nprovided with a rest period per week of at least 36 hours before the trip.\nDuring the trip, the employee shall be provided with a rest period of at least\n24 hours per seven-day period. In cases where the trip has lasted more than 14\ndays, a rest period per week of at least 36 hours shall be taken immediately\nafter the end of the trip. If the employee is not provided with the necessary\nrest, he\u002Fshe shall, at the end of the trip, be provided with an amount of rest\nequivalent to the amount lost. If this time off is arranged for regular working\nhours, no deduction from salary shall be made.\u003C\u002Fp>\n\n\u003Cp>During the trip, rest periods are to be planned such that the employee is,\nas far as possible, provided with sufficient rest per week.\u003C\u002Fp>\n\n\u003Ch3>Compensation for school trips\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For each day on duty with an overnight stay, the employee receives\ncompensation of SEK 500. Deviations are permitted via local agreements. This\ncompensation is paid instead of overtime, inconvenient working hours allowance,\nand on-call and standby duty pay. The compensation includes holiday pay and\nholiday compensation.\u003C\u002Fp>\n\n\u003Ch3>Staffing and responsibilities\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Planning for staffing and responsibilities is to be carried out prior to the\ntrip.\u003C\u002Fp>\n\n\u003Ch3>Insurance\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The employer shall make clear what insurance cover is valid for the trip\nbefore departure.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Collective Agreement concerning Wage Formation at Independent Schools and\nPre-schools as well as concerning Commissioned Education between Almega Service\nEmployers Association and the Swedish Teachers’ Union and the National Union\nof Teachers in Sweden\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This agreement applies to members of the Swedish Teachers’ Union and the\nNational Union of Teachers in Sweden who are employed by companies affiliated\nto the Almega Service Employers Association. Appendix 1 states who are to fall\nwithin the scope of the agreement.\u003C\u002Fp>\n\n\u003Ch3>1.The importance of wage formation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wage formation is a positive force in the company’s activities and helps\nto create opportunities for individuals to develop and be encouraged to perform\nwell. Wage formation can thus help to achieve high quality, efficiency and\nprofitability. This enables positive salary progression and security of\nemployment.\u003C\u002Fp>\n\n\u003Ch3>2.Fundamental principles for salary setting and the salary process at\ncompanies\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Salaries shall be set on the basis of the specific circumstances at each\ncompany. Salaries are affected not only by goals and performance, but also by\nmarket forces, job content and the striving for a certain salary structure at\nthe company. Other factors affecting salary are the national economy and the\nresources that are made available by municipalities for the type of activity\ncovered by the agreement.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Salaries shall be individual-based and differentiated. This is to take\naccount of the importance of greater salary differentiation, in terms of good\nperformance. Each employee shall be aware of the principles on which salary is\nset and the requirements required for a good salary progression. An improved\nlevel of knowledge and experience means that employees can develop and perform\ntasks that are more advanced and require greater responsibility. Employers and\nemployees have a joint responsibility for competence development.\u003C\u002Fp>\n\n\u003Cp>It is essential that factors affecting the salary of employees are assessed\non grounds that are as clear as possible. Discussions regarding goals,\ndevelopment and performance are a means of achieving a basis for assessing\ndevelopment activities and setting salary for employees. The principles for\nsalary setting shall not be discriminatory. Non-objective salary differentials\nshall be eliminated. Employees on parental leave are included within the annual\nsalary review. The same valuation and application of salary setting shall apply\nto both women and men.\u003C\u002Fp>\n\n\u003Cp>Each employee contributes to the performance of the company through their\nefforts and the results they have achieved in relation to goals set. This means\nthat all employees should benefit from salary progression. If an employee would\nnot benefit from salary progression, the parties concerned should specifically\nconsider the reasons for this and come to an agreement as to the measures that\nshould be taken in order to bring about a change.\u003C\u002Fp>\n\n\u003Cp>Parties at the workplace shall work together to identify forms of\ncooperation and negotiation that support an active local salary process, to\nwhich all parties can contribute their knowledge about the activity.\u003C\u002Fp>\n\n\u003Ch4>2.1 Remuneration policy with criteria for individual salary setting\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The company needs to have a salary policy that reflects its values, and that\nis clear and well known, if it is to achieve the goal of positive wage\nformation.\u003C\u002Fp>\n\n\u003Cp>Knowledge and information about circumstances at the company that relate to\nwage formation can be obtained at the individual company, as well as from\ncorporate management, employees and union representatives. It is therefore of\ngreat importance that each company draws up its own remuneration policy,\nincluding criteria for individual salary setting. This includes each employee\nbeing made aware of the basis on which salary is set and how employees can\naffect their salary progression. In that way, salaries can be set in a way that\nis acceptable for both employers and individual employees.\u003C\u002Fp>\n\n\u003Cp>The following may be considered when producing criteria for salary\nsetting:\u003C\u002Fp>\n\n\u003Cp>•the content of the tasks, the level of difficulty and the responsibility\nconnected therewith\u003C\u002Fp>\n\n\u003Cp>•the employee’s performance and means of satisfying the requirements\nset\u003C\u002Fp>\n\n\u003Cp>•the employee's resourcefulness, teaching skills and ability to provide\ngood teaching\u003C\u002Fp>\n\n\u003Cp>The original Swedish wording of the conditions in the agreement shall\nprevail in case of dispute.\u003C\u002Fp>\n\n\u003Cp>•the ability to lead, take initiative and work with others\u003C\u002Fp>\n\n\u003Cp>•education, training, knowledge and experience, and\u003C\u002Fp>\n\n\u003Cp>•financial responsibility, operational responsibility and responsibility\nwith regard to personnel matters\u003C\u002Fp>\n\n\u003Cp>Good salary criteria shall be clear, linked to the needs of the activity,\nknown by employees and managers and applied to all employees concerned by this\nagreement. Personal goals may also be necessary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.2 Goals, performance and salary discussions\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>For individual and differential salary setting to be effective, employer and\nemployee must every year hold a discussion regarding goals,\ndevelopment\u002Fperformance and salary.\u003C\u002Fp>\n\n\u003Cp>The goals\u002Fdevelopment discussion is the dialogue that is conducted between\nemployer and employee that clarifies the goals that employees are to be working\ntowards over the next financial year and the development activities that will\nbe required to achieve these goals.\u003C\u002Fp>\n\n\u003Cp>The performance discussion is the dialogue that is conducted between\nemployer and employee, where the individual’s performance is set in relation\nto goals established, and feedback is given regarding the criteria for\nindividual salary setting stated in the company’s salary policy.\u003C\u002Fp>\n\n\u003Cp>Dialogue on the reviewed salary is an important prerequisite for this\ndiscussion. It is important that both employee and manager are prepared for the\ndiscussion.\u003C\u002Fp>\n\n\u003Cp>Information on reviewed salary and the reasons for it is provided by the\nemployer in accordance with the company's negotiating rules.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>It is not the number of discussions that is decisive, but their content. The\nparties are aware that the best forms of collaboration, as well as the content\nof discussion(s), are established locally.\u003C\u002Fp>\n\n\u003Ch3>3.Salary progression\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>It is in the spirit of this agreement that salary agreements are concluded\nlocally and that local parties seek to reach an agreement.\u003C\u002Fp>\n\n\u003Cp>Salaries are decided by local wage formation.\u003C\u002Fp>\n\n\u003Cp>If, despite the intentions of this agreement, the local parties fail to\nreach an agreement, the central parties should be consulted in accordance with\nclause 4, with a view to resuming the local salary negotiation process.\nOtherwise, the negotiation procedure applies (see section 5).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Central consultation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If either party considers that the local process is not working\nsatisfactorily, a request for central consultation may be made to the central\nparty in order to clarify the content and intentions of the agreement.\nFollowing the salary consultation, the intention is for local parties to be\nable to carry out a salary review in line with the intentions of the central\nagreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Negotiation procedure\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salary reviews take place on 1 September each year. The local parties may\nagree on a different date for the salary review each year.\u003C\u002Fp>\n\n\u003Cp>The following negotiation procedure will apply unless the employer and local\nunion organisation agree otherwise. The local trade union organisation shall be\nunderstood as meaning the trade union representatives appointed at the\nworkplace with a mandate to handle local salary negotiations.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>If there are no elected representatives at the workplace with a mandate to\nnegotiate salaries, the local party is the national organisation within the\nSwedish Teachers' Union, or its national branch (Lararforbundets\nriksorganisation\u002Friksavdelning). For the National Union of Teachers in Sweden\n(Lararnas Riksforbund), the local party is the local LR association\n(LR-forening). The local LR association appoints representatives with a mandate\nto negotiate.\u003C\u002Fp>\n\n\u003Cp>1.Information on the content of this agreement is provided to the members of\nthe Swedish Teachers' Union (Lararforbundet) and the National Union of Teachers\nin Sweden (Lararnas Riksforbund), respectively.\u003C\u002Fp>\n\n\u003Cp>2.The local parties are to review section 2 of the salary agreement,\nincluding as regards to basic conditions, joint analysis of the environment,\nmarket forces, job content and the salary structure - both current and desired\n- in the company. The parties review the previous year's evaluation (if any)\nwith a view to developing the process for the current year. A timetable for the\nsalary review should be established.\u003C\u002Fp>\n\n\u003Cp>The local parties should also review the salary policy against criteria, to\nensure it is up to date and known.\u003C\u002Fp>\n\n\u003Cp>Prior to the salary review, each union will confirm which members are\ncovered by the salary review. Each union will inform the employer as to whom is\nmandated to negotiate and will be the recipient of the new salaries.\u003C\u002Fp>\n\n\u003Cp>3.During the salary discussion, the employer will inform the employee of the\nnew salary, with reasons for the new salary.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Comment\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>This is based on the assumption that the dialogue as described in 2.2 has\ntaken place.\u003C\u002Fp>\n\n\u003Cp>4.The employer shall provide the union concerned with a basis for settlement\nof the new salaries for the members of the Swedish Teachers' Union and the\nNational Union of Teachers in Sweden. (See clause 2.)\u003C\u002Fp>\n\n\u003Cp>5.If the local union organisations call for local negotiations, these shall\nbe held within 14 days from when the employer submitted its basis for\nsettlement to the union concerned.\u003C\u002Fp>\n\n\u003Cp>6.If an agreement cannot be reached, either party may request central\nnegotiations within 14 days from the conclusion of local negotiations.\u003C\u002Fp>\n\n\u003Cp>7.Local parties will evaluate the current year's salary negotiation process,\nincluding outcomes, with a view to developing and improving the next salary\nnegotiation process. This should be done at conclusion of the salary review.\nThe evaluation should be documented.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Central evaluation of the salary agreement\u003C\u002Fh3>\n\n\u003Cp>The central parties will evaluate the salary agreement annually, or at a\ntime agreed by the parties, in terms of how the salary negotiation processes\nhave worked and how the salary agreement has been applied during the year and\nthe agreement period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 1\u003C\u002Fh2>\n\n\u003Ch3>1.Scope\u003C\u002Fh3>\n\n\u003Ch4>\u003Cstrong>1.1\u003C\u002Fstrong> \u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>This salary agreement covers employees who started work at the company no\nlater than the day prior to the salary review for the particular year, unless\notherwise agreed.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.2 Exceptions for certain categories\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>This salary agreement does not cover employees who, on the day before the\nsalary review for the particular year\u003C\u002Fp>\n\n\u003Cp>-had not reached the age of 18, or\u003C\u002Fp>\n\n\u003Cp>-are employed in a substitute post,or otherwise on a fixed term and whose\nemployment has not been continuous for 6 months, or\u003C\u002Fp>\n\n\u003Cp>-are in employment that constitutes a secondary occupation, or\u003C\u002Fp>\n\n\u003Cp>-remain in a post at the company after reaching retirement age or have been\nemployed at the company after reaching the retirement age applied there.\u003C\u002Fp>\n\n\u003Cp>An agreement may be made to the effect that an employee, who is excluded\nfrom the salary agreement in accordance with the above, shall nevertheless be\ncovered by this agreement.\u003C\u002Fp>\n\n\u003Cp>If an employee, who was employed in a substitute post or on probation on the\nday before the salary review for the respective year and who is not covered by\nthe salary agreement in accordance with the first paragraph above, is given\nindefinite-term employment at the company during the period of the agreement,\nthe provisions of this agreement shall serve as guidance when determining the\nsalary for that employee.\u003C\u002Fp>\n\n\u003Cp>An employee, who is on leave of absence for reasons other than sickness or\nparental leave for at least the next three months on the day before the salary\nreview for the respective year, is excluded from this salary agreement unless\nan agreement is concluded otherwise. When that person returns to work, their\nsalary shall be determined according to the same criteria as apply to other\nemployees at the company under this agreement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.3 Employees who are no longer employed\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If an employee is no longer employed on the date of the salary review in the\nyear concerned, or later, and has not benefited from any salary progression as\nper application of Clause 3 (Salary progression), he\u002Fshe shall notify the\ncompany of their claim no later than one month after employees at the company\nhave been notified that the salary review has been held. If the employee\nneglects to do so, the salary agreement no longer provides any right to salary\nprogression.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.4 Agreement concerning exclusion from the next salary review\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>An employee shall not be covered by this salary agreement if the company and\nthe employee have concluded an employment agreement six months or later before\nthe salary review date in a particular year and have also explicitly agreed\nthat the salary agreed shall apply irrespective of the next salary review.\nLocal parties may agree on a period of time other than six months.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.5 Salary review already completed\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If the company has already granted salary increases pending this salary\nagreement, these shall be deducted from what the employee receives on\napplication of Clause 3 (Salary progression), unless a local agreement has been\nconcluded otherwise.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Rules on application\u003C\u002Fh3>\n\n\u003Ch4>2.1 Retroactive recalculation\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>In the event that this salary agreement is applied retroactively, the\nfollowing shall apply regarding deductions for sickness, deductions for leave\nof absence, overtime compensation paid, etc.\u003C\u002Fp>\n\n\u003Cp>Sick pay deductions etc. shall be recalculated individually as follows:\u003C\u002Fp>\n\n\u003Cp>-Deductions for sickness up to and including the 14th calendar day shall be\nrecalculated retroactively.\u003C\u002Fp>\n\n\u003Cp>-Sick pay deductions shall not be recalculated retroactively as of the 15th\ncalendar day, other than to the extent that the salary increase is taken into\naccount when determining sickness benefit.\u003C\u002Fp>\n\n\u003Cp>Deductions for leave of absence shall be recalculated retroactively. These\nshall be recalculated on an individual basis.\u003C\u002Fp>\n\n\u003Cp>Overtime payments shall be recalculated retroactively. These shall be\nrecalculated on an individual basis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.2 Change in working hours\u003C\u002Fh4>\n\n\u003Cp>If the length of employees’ working hours at the company, or certain among\nthe employees, are changed on the review date or later in the particular year,\nthe salary for the employees affected shall be adjusted in proportion to the\nchange in working hours.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Certain pension issues\u003C\u002Fh3>\n\n\u003Ch4>3.1 Pensionable salary progression (applies to ITP plan)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>If a salary progression is awarded, as provided for in Clause 1.3, to\nemployees who are entitled to a pension, the increase shall not be pensionable.\nThe salary progression shall be pensionable if employment has ceased owing to\nretirement.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.2 Notification of pensionable salary\u003C\u002Fh4>\n\n\u003Cp>Companies shall notify Collectum\u002FPRI of salary progressions. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\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",{"CBA_MEMTRAD4_1":42,"contracttrial":46,"hourspweek":50,"OVERTIME_trigger":54,"PAIDLEAV_trigger":58,"ANNLEAVE_trigger":61,"sicknessmaxdays":64,"childcare":68,"deathrelatives":71,"paidmaternityleave":73,"CONSIGN_trigger":76,"WAGES_determined":79,"SUNDAY_trigger":83,"sundayallowanceamount1":87,"NOCTPREM_trigger":90},{"bindId":43,"name":44,"text":45},"CBA_MEMTRAD4_1","Swedish Teachers' Union (Lararforbundet)","Swedish Teachers' Union (Lararforbundet)the National Union of Teachers in\nSweden (Lararnas Riksforbund) ",{"bindId":47,"name":48,"text":49},"contracttrial","Probationary employment may be for no mo","Probationary employment may be for no more than six months.",{"bindId":51,"name":52,"text":53},"hourspweek","Regular working hours for full-time empl","Regular working hours for full-time employment are 40 hours on average per\nnormal business week for a calculation period of six months, unless otherwise\nstipulated in the following.",{"bindId":55,"name":56,"text":57},"OVERTIME_trigger","Two hours immediately before and after I","Two hours immediately before and after In other hours: regular daily\nworking hours for a full-time employee:",{"bindId":59,"name":60,"text":60},"PAIDLEAV_trigger","5. Vacation",{"bindId":62,"name":63,"text":63},"ANNLEAVE_trigger","5:3 Salary during holidays",{"bindId":65,"name":66,"text":67},"sicknessmaxdays","•For category 1:up to and including the ","•For category 1:up to and including the 90th calendar day of the illness\nperiod",{"bindId":69,"name":70,"text":70},"childcare","9:1 Paid leave of absence",{"bindId":72,"name":70,"text":70},"deathrelatives",{"bindId":74,"name":75,"text":75},"paidmaternityleave","8:1Parental leave supplement",{"bindId":77,"name":78,"text":78},"CONSIGN_trigger","Compensation for standby duty:",{"bindId":80,"name":81,"text":82},"WAGES_determined","Salaries shall be set on the basis of th","Salaries shall be set on the basis of the specific circumstances at each\ncompany. Salaries are affected not only by goals and performance, but also by\nmarket forces, job content and the striving for a certain salary structure at\nthe company. Other factors affecting salary are the national economy and the\nresources that are made available by municipalities for the type of activity\ncovered by the agreement.",{"bindId":84,"name":85,"text":86},"SUNDAY_trigger","Friday 19.00 to midnight and from midnig","Friday 19.00 to midnight and from midnight to midnight\n        Saturday, Sunday, public holiday or day preceded and followed by a\n        Sunday or a public holiday.",{"bindId":88,"name":89,"text":89},"sundayallowanceamount1","59.90",{"bindId":91,"name":92,"text":93},"NOCTPREM_trigger","Monday to Thursday 22.00 to midnight and","Monday to Thursday 22.00 to midnight and Tuesday to\n        Friday from midnight to 06.00","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SWE Almega Service Employer Association - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2021-09-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-08-31\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: → Utbildning, forskning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Förskoleutbildning, Grundskoleutbildning, Studieförberedande gymnasial utbildning\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: → Almega\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LR - Lärarnas Riksförbund, TCO - Lärarförbundet\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 90 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → \u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -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: 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