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charset=UTF-8\">\n  \u003Ctitle>New4\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>0003\u003C\u002Fp>\n\n\u003Ch1>Industriarbetsgivarna Stål- och Metallindustrin: 2017-04-01 –\n2020-03-31\u003C\u002Fh1>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Avtal om allmänna anställningsvillkor\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>För tjänstemän, som är anställda vid företag anslutna till Föreningen\nIndustriarbetsgi-varna avtalsområde Stål och Metallindustrin, gäller avtalet\nmed i mom 2 - 7 angivna tillägg och undantag.\u003C\u002Fp>\n\n\u003Cp>Begreppet ”tjänsteman” i detta avtal innefattar ”arbetsledare”.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman, som hänförs till befattningsskikt högre än 2 i\nbefattningsnomenklatu-ren, gäller ej avtalet.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som innehar anställning utgörande bisyssla gäller ej\navtalet utom § 5 i den del som avser sjuklön under de första 14\nkalenderdagarna i en sjuklöneperiod.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som fyllt 67 år eller anställts vid företaget efter det\nhan uppnått den för denne gällande ordinarie pensionsåldern enligt\nITP-planen gäller avtalet med följande inskränkningar:\u003C\u002Fp>\n\n\u003Cp>• § 5 i den del som avser sjuklön efter den 14:e kalenderdagen i en\nsjuklöneperiod gäller endast om särskild överenskommelse härom har\nträffats mellan arbetsgiva-ren och tjänstemannen\u003C\u002Fp>\n\n\u003Cp>• uppsägningstiden framgår av § 11 mom 3:4\u003C\u002Fp>\n\n\u003Cp>Samma gäller om en tjänsteman har anställts vid företaget efter det att\ndenne uppnått den ordinarie pensionsåldern, som tillämpas vid företaget.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och sådan tjänsteman som avses i detta moment kan\növerenskomma att även andra villkor ska regleras på annat sätt än avtalet\nstadgar.\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som i tillämpning av § 2 mom 2, 2:1 har anställts för\ntidsbegränsad an-ställning, gäller avtalet omedelbart med undantag dels\nenligt mom 4 och mom 6, dels av § 11 mom 1 och 2.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön enligt § 5 under de första 14 kalenderdagarna är\ndock enligt § 3 la-gen om sjuklön begränsad om den avtalade\nanställningstiden är kortare än en månad.\u003C\u002Fp>\n\n\u003Ch3>Mom 6\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som har anställts på prov gäller avtalet omedelbart.\nBeträffande upp-sägningstidens längd under provanställningen se § 11 mom\n3:3.\u003C\u002Fp>\n\n\u003Ch3>Mom 7\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman på arbetsgivarens uppdrag tjänstgör utomlands ska\nanställningsvill-koren under utlandsvistelsen regleras antingen genom\növerenskommelse mellan ar-betsgivaren och tjänstemannen eller genom särskilt\nutlandsresereglemente eller lik-nande vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring gäller ”Avtal om social trygghet för\ntjänstemän vid utlands-tjänstgöring” för de tjänstemän som anges i\nnämnda avtal.\u003C\u002Fp>\n\n\u003Ch3>Mom 8\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren har rätt att kräva, att tjänsteman som tillhör\nföretagsledningen inte får vara medlem i tjänstemannaorganisation, för vars\nmedlemmar detta avtal tillämpas.\u003C\u002Fp>\n\n\u003Cp>Till företagsledningen räknas\u003C\u002Fp>\n\n\u003Cp>• företagsledare\u003C\u002Fp>\n\n\u003Cp>• privatsekreterare till företagsledare\u003C\u002Fp>\n\n\u003Cp>• tjänstemän i vilkas tjänsteåligganden ingår att företräda\nföretaget i förhållande till tjänstemännen i frågor rörande dessas\narbetsvillkor.\u003C\u002Fp>\n\n\u003Cp>Tvister rörande omfattningen av detta moment ska avgöras av\nFörtroenderådet.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Anställning tills vidare\u003C\u002Fh3>\n\n\u003Cp>Anställning gäller tills vidare, om arbetsgivaren och tjänstemannen inte\nhar överens-kommit om annat enligt mom 2 nedan.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tidsbegränsad anställning eller provanställning\u003C\u002Fh3>\n\n\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Avtal om tidsbegränsad anställning får träffas\u003C\u002Fp>\n\n\u003Cp>1) För allmän visstidsanställning\u003C\u002Fp>\n\n\u003Cp>2) För vikariat\u003C\u002Fp>\n\n\u003Cp>3) När en tjänsteman har fyllt 67 år.\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman under en femårsperiod varit anställd hos arbetsgivaren\nantingen i allmän visstidsanställning i sammanlagt mer än tre år, eller som\nvikarie i sammanlagt mer än tre år, övergår anställningen till en\ntillsvidareanställning. Detsamma gäller om anställningstiden i allmän\nvisstidsanställning och vikariat tillsammans uppgår till fyra år under en\nfemårsperiod.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Med vikariat avses\u003C\u002Fp>\n\n\u003Cp>• att tjänstemannen ersätter en annan tjänsteman under dennes\nfrånvaro, t ex vid ledighet på grund av semester, sjukdom, utbildning, eller\nföräldraledighet eller\u003C\u002Fp>\n\n\u003Cp>• att tjänstemannen under högst sex månader eller under den längre tid\nsom över-enskommits mellan arbetsgivaren och den lokala tjänstemannaparten,\nuppehåller en ledigbliven befattning i avvaktan på en ny innehavare av\nbefattningen har ut-setts.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>Avtal får träffas om tidsbegränsad provanställning, om prövotiden är\nhögst sex måna-der. Vill inte arbetsgivaren eller arbetstagaren att\nanställningen ska fortsätta efter det att prövotiden löpt ut, ska besked om\ndetta lämnas till motparten senast vid prövoti-dens utgång. Görs inte\ndetta, övergår provanställningen i en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Om inte annat avtalats får en provanställning avbrytas även före\nprövotidens utgång.\u003C\u002Fp>\n\n\u003Cp>Då särskilda skäl föreligger kan provanställningen efter lokal\növerenskommelse för-längas, dock högst med ytterligare sex månader.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Om arbetsgivaren står i begrepp att provanställa en tjänsteman bör\narbetsgivaren dess-förinnan, om det är praktiskt möjligt, underrätta\nberörd tjänstemannaklubb vid företa-get. Underrättelse ska dock alltid\nlämnas inom en vecka efter det att anställningsöver-enskommelse har\nträffats.\u003C\u002Fp>\n\n\u003Cp>Anmärkning till moment 2:2\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelse\nsker, kan den påkalla lokal förhandling. Löses ej tvisten kan\narbetsgivarparten begära central förhandling. Begärs ej sådan förhandling\neller om tvisten efter sådan förhandling ännu ej lösts erfordras i\nfortsättningen överenskommelse med lokal organisation om-fattande det\nföretag tvisten gäller.\u003C\u002Fp>\n\n\u003Cp>Anmärkning till moment 2:\u003C\u002Fp>\n\n\u003Cp>Regeln tillämpas på anställningsavtal som träder i kraft efter 1\nfebruari 2012. För an-ställningsavtal som har ingåtts dessförinnan\ntillämpas moment 2 i sin tidigare lydelse.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp>Företrädesrätt till återanställning gäller enligt lag med följande\nkollektivavtalsregle-ring. Företrädesrätt till återanställning\nförutsätter att tjänstemannen varit anställd hos arbetsgivaren mer än tolv\nmånader under de senaste tre åren. Företrädesrätten gäller till dess att\nnio månader förflutit från den dag då anställningen upphörde på grund av\narbetsbrist.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänsteman ska iaktta\ndiskretion rörande företagets angelägen-heter, såsom prissättningar,\nkonstruktioner, experiment och undersökningar, driftsför-hållanden,\naffärsangelägenheter o.dyl.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman får ej utföra arbete eller direkt eller indirekt bedriva\nekonomisk verk-samhet för ett företag, som konkurrerar med arbetsgivaren.\nTjänstemannen får ej hel-ler åta sig uppdrag eller bedriva verksamhet, som\nkan inverka menligt på dennes ar-bete i tjänsten. Om en tjänsteman avser att\nåta sig uppdrag eller bisyssla av mera om-fattande slag, bör denne därför\nförst samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman har rätt att motta statligt, kommunalt och fackligt\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Semester\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Semester utgår enligt lag med i mom 2, 3, 5:1-5:2, 6 och 7 angivna\ntillägg, och i mom 4 och 5:3 angivna undantag. Undantag har gjorts endast i de\ndelar där så uttryckligen framgår i nämnda moment.\u003C\u002Fp>\n\n\u003Cp>Avtalets bestämmelser utgör inte hinder att lokalt träffa kollektiva\neller individuella överenskommelser i de fall semesterlagen så medger. Lokal\növerenskommelse kan ex-empelvis träffas om avsteg från semesterlagen § 12\ninnebärande att fyra veckors sam-manhängande semester kan förläggas till\nannan tid än juni-augusti.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förskjutning av semesterår och\u002Feller intjänandeår\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman eller den lokala tjänstemannaparten\nkan över-enskomma om förskjutning av semesterår och\u002Feller intjänandeår.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Semesterns längd\u003C\u002Fh3>\n\n\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Genom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 6\nmom 1 kan tjänstemannen i stället för 25 semesterdagar erhålla fem eller\ntre dagars semester utöver den lagstadgade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar. För\ntjänstemän med flera semesterdagar än 25 fastställes antal dagar med\nsemesterlön enligt princi-perna i § 7 semesterlagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Semester, som i det individuella fallet på grund av kollektivt eller\nenskilt arbetsavtal kommit att utgå med större antal dagar än detta avtal\nstadgar, ska ej röna försämring genom detta avtal.\u003C\u002Fp>\n\n\u003Cp>Denna garantiregel gäller dock inte i de fall en tjänsteman enligt § 6\nmom 1:1 andra stycket i stället för särskild övertidskompensation erhållit\nlängre semester eller inte längre har att utföra förberedelse- och\navslutningsarbete enligt bestämmelsen i § 6 mom 1:2.\u003C\u002Fp>\n\n\u003Cp>Mom 3:3\u003C\u002Fp>\n\n\u003Cp>Om vid något företag enligt före avtalets tillkomst gällande\ntjänstemannareglemente längre semester räknat i dagar per år utgår än\nhär föreskrivs, må avtalets ikraftträdande i och för sig icke föranleda\nrubbning av reglementets semesterbestämmelser.\u003C\u002Fp>\n\n\u003Cp>Uppstår vid något företag fråga om ändring av semesterbestämmelser i\ngällande regle-mente, ska meddelande härom lämnas tjänstemannaparten och,\ninnan avgörande träf-fas, förhandlingar äga rum, därest\ntjänstemannaparten så önskar.\u003C\u002Fp>\n\n\u003Cp>Mom 3:4\u003C\u002Fp>\n\n\u003Cp>För vid företaget befordrad eller nyanställd tjänsteman ska i\nintjänandeåret enligt se-mesterlagen även inräknas tid, varunder\ntjänstemannen i denna eller annan egenskap varit anställd i företaget eller,\ni fråga om koncern, i annat till koncernen hörande före-tag.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Semesterlön, semesterersättning m m\u003C\u002Fh3>\n\n\u003Cp>Mom 4:1\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den på semestertiden belöpande aktuella\nmånadslönen och semestertillägg enligt nedan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>För tjänsteman avlönad med veckolön ska månadslönen beräknas som 4,3\nx veckolö-nen.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg för varje betald semesterdag utgör\u003C\u002Fp>\n\n\u003Cp>• 0,8 % av tjänstemannens vid semestertillfället aktuella\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta sammanhang fast kontant månadslön och\neventuella fasta lönetillägg per månad (t ex fasta skift-, jour-,\nberedskaps-, övertids- och restids-tillägg, garanterad minimiprovision eller\nliknande).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad - se mom 4:4\u003C\u002Fp>\n\n\u003Cp>• 0,5 % av summan av den rörliga lönedel som har utbetalats under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>• provision, tantiem, bonus eller liknande rörliga lönedelar\u003C\u002Fp>\n\n\u003Cp>• premielön\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>• skift-, jour-, beredskaps- och ob-ersättning eller liknande rörlig\nlönedel i den mån den inte inräknats i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Till ”summan av den rörliga lönedel som har utbetalats under\nintjänandeåret” ska för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en ge-nomsnittlig dagsinkomst av\nrörliga lönedelar. Denna genomsnittliga dagsinkomst be-räknas genom att\nunder intjänandeåret utbetald rörlig lönedel divideras med antalet\nan-ställningsdagar (definierat enligt § 7 semesterlagen) exklusive\nsemesterledighetsdagar och hela kalenderdagar med semesterlönegrundande\nfrånvaro under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Beträffande skift-, jour-, beredskaps- och ob-ersättning eller liknande\ngäller att sådan ersättning ej ska medtas i ovanstående\ngenomsnittsberäkning om tjänstemannen under intjänandeåret uppburit sådan\nersättning under högst 60 kalenderdagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1) Semestertillägget 0,5 % förutsätter att tjänstemannen har tjänat in\nfull betald se-mester. Om så inte är fallet ska semestertillägget\nuppjusteras genom att 0,5 pro-cent multipliceras med det antal semesterdagar\ntjänstemannen är berättigad till enligt mom 3 och divideras med antalet\nbetalda semesterdagar som tjänsteman-nen har intjänat.\u003C\u002Fp>\n\n\u003Cp>2) Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>3) Vad övertidsersättning, ersättning för överskjutande timme vid\ndeltidsanställning och restidsersättning beträffar har divisorerna i § 6\nmom 3:2 och 4:1 respektive § 7 mom 3 nedjusterats så att de inbegriper\nsemesterlön.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas som 4,6 % av den aktuella månadslönen per\nouttagen be-tald semesterdag jämte semestertillägg beräknat enligt mom 4:1.\nSemesterersättning för sparad semesterdag beräknas som om den sparade dagen\ntagits ut det semesterår anställningen upphörde.\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad - se mom 4:4.\u003C\u002Fp>\n\n\u003Cp>Mom 4:3\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella må-nadslön med 4,6 % av månadslönen.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön - se mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Mom 4:4\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid se-mestertillfället ska den vid semestertillfället aktuella månadslönen\nproportioneras i förhållande till tjänstemannens andel av full ordinarie\narbetstid vid arbetsplatsen under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om sysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäk-ningen användas den sysselsättningsgrad som har gällt under det\növervägande antalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön - se mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Mom 4:5\u003C\u002Fp>\n\n\u003Cp>Vid utbetalning av semesterlön gäller följande:\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 % utbetalas vid det ordinarie\nlöneutbetalningstillfället i sam-band med eller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,5 % utbetalas senast vid semesterårets slut.\u003C\u002Fp>\n\n\u003Cp>Undantag 1\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens lön till väsentlig del består av rörlig lönedel har\ntjänstemannen rätt att vid det ordinarie löneutbetalningstillfället i\nsamband med semestern få utbetalt à conto ett av arbetsgivaren uppskattat\nsemestertillägg avseende den rörliga lönedelen. Arbetsgivaren ska senast vid\nsemesterårets utgång utbetala det semestertillägg som kan återstå efter\nberäkning enligt mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Undantag 2\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse träffas om att semesterår och intjänandeår ska\nsammanfalla kan arbetsgivaren utbetala s k resterande semesterlön avseende\nrörlig lönedel vid första or-dinarie löneutbetalningstillfälle där\nordinarie lönerutin kan tillämpas omedelbart efter semesterårets utgång.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Sparande av semester\u003C\u002Fh3>\n\n\u003Cp>Mom 5:1\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har rätt till flera semesterdagar med semesterlön än 25\näger tjänste-mannen efter överenskommelse med arbetsgivaren rätt att även\nspara dessa överskju-tande semesterdagar förutsatt att han inte samma år tar\nut tidigare sparad semester.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska överenskomma om hur ovannämnda\nsparade se-mesterdagar ska utläggas såväl vad beträffar semesteråret som\nförläggningen under detta.\u003C\u002Fp>\n\n\u003Cp>Mom 5:2\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska uttas i den ordning de sparats.\u003C\u002Fp>\n\n\u003Cp>Semesterdagar som sparats enligt lag ska uttas före semesterdagar som\nsparats enligt mom 5:1 under samma år.\u003C\u002Fp>\n\n\u003Cp>Mom 5:3\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt mom 4:1 (exkl\nanmärkning 1). Vid beräkning av semestertillägget om 0,5 % ska dock gälla\natt all frånvaro under in-tjänandeåret exkl ordinarie semester ska behandlas\npå samma sätt som semesterlöne-grundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska vidare anpassas till\ntjänstemannens andel av full ordinarie arbetstid under det intjänandeår som\nföregick det semesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid - se mom\n4:4.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar ej täcker tiden för\nföretagets hu-vudsemester, eller om tjänstemannen i annat fall vill ha\nlängre ledighet än som mots-varar antalet semesterdagar kan arbetsgivaren och\ntjänstemannen överenskomma om tjänstledighet eller ledighet utan löneavdrag\nunder erforderligt antal dagar.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen om tjänstledighet eller ledighet utan löneavdrag ska\nvara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag görs, om tjänstemannens anställning upphör\ninom fem år från den dag anställningen började, avdrag från innestående\nlön och\u002Feller semesterer-sättning enligt samma bestämmelser som vid\ntjänstledighet men räknat på den lön som gällde under ledigheten. Avdrag\nska ej göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1) arbetstagarens sjukdom\u003C\u002Fp>\n\n\u003Cp>2) förhållande som avses i § 4 tredje stycket första meningen lagen\n(1982:80) om an-ställningsskydd eller\u003C\u002Fp>\n\n\u003Cp>3) uppsägning från arbetsgivarens sida, som beror på förhållanden som\nej hänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har erhållit flera betalda semesterdagar än som\nmotsvarar tjänste-mannens intjänade rätt och skriftlig överenskommelse\nenligt ovan ej har träffats, gäl-ler bestämmelserna om förskotterad\nsemesterlön i § 29 tredje stycket semesterlagen.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Intyg om uttagen semester\u003C\u002Fh3>\n\n\u003Cp>Intyg om uttagen semester vid anställningens upphörande - se § 11 mom\n3:9.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Semester för intermittent deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman är deltidsanställd och det för denne gällande\narbetstidsschemat in-nebär att tjänstemannen inte arbetar varje dag varje\nvecka (intermittent deltidsarbe-tande) gäller följande. Antalet\nbruttosemesterdagar enligt mom 3 vilka ska utläggas under semesteråret ska\nproportioneras i förhållande till tjänstemannens andel av den ordinarie\narbetstid som gäller för heltidsanställda tjänstemän i motsvarande\nbefattning. Det antal semesterdagar som då erhålles (nettosemesterdagar) ska\nförläggas på de da-gar som annars skulle ha utgjort arbetsdagar för\ntjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar ska utläggas under semesteråret proportioneras de var\nför sig enligt föl-jande:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>antal\u003C\u002Fmi>\n      \u003Cmi>arbetsdagar\u003C\u002Fmi>\n      \u003Cmi>per\u003C\u002Fmi>\n      \u003Cmi>vecka\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>5\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmi>x\u003C\u002Fmi>\n  \u003Cmi>antal\u003C\u002Fmi>\n  \u003Cmi>bruttosemesterdagar\u003C\u002Fmi>\n  \u003Cmi>som\u003C\u002Fmi>\n  \u003Cmi>ska\u003C\u002Fmi>\n  \u003Cmi>utläggas\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>= antal semesterdagar som ska förläggas till dagar som annars skulle ha\nutgjort arbets-dagar (nettosemesterdagar).\u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstår brutet tal sker avrundning uppåt till\nnärmaste heltal.\u003C\u002Fp>\n\n\u003Cp>Med ”antalet arbetsdagar per vecka” avses det antal dagar som, enligt\nför tjänsteman-nen gällande arbetstidsschema, är arbetsdagar per helgfri\nvecka i genomsnitt per fyra veckor (eller annan period som omfattar hel\nförläggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat ska arbeta såväl hel som del av\ndag samma vecka ska den delvis arbetade dagen i detta sammanhang räknas som\nhel dag. När semester utläggs för sådan tjänsteman konsumeras en hel\nsemesterdag även för den dag tjänstemannen endast skulle ha arbetat del av\ndagen.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\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>TJÄNSTEMANNENS DELTID ÄR FÖRLAGD TILL I GENOMSNITT FÖLJANDE ANTAL\n        ARBETSDAGAR PER VECKA\u003C\u002Ftd>\n      \u003Ctd>ANTAL NETTOSEMESTERDAGAR (VID 25 DAGARS BRUTTOSEMESTER)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens arbetstidsschema ändras så att ”antalet arbetsdagar\nper vecka” för-ändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbets-tiden.\u003C\u002Fp>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\n(vid obetald semester) ska ske med utgångspunkt från antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Sjuklön m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till sjuklön och sjukanmälan\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>Mom 1:1\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren utges under de första 14 kalenderdagarna i\nvarje sjukperiod enligt lagen om sjuklön med tillägg i mom 2:2 andra stycket.\nDen närmare beräk-ningen av sjuklönens storlek är angiven i mom 3-6.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sjuklön från arbetsgivaren fr o m 15:e kalenderdagen i sjukperioden utges\nenligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Mom 1:2\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman blir sjuk och därför ej kan tjänstgöra ska han\nsnarast möjligt under-rätta arbetsgivaren om detta. Vidare ska han så snart\nske kan meddela arbetsgivaren när han beräknar kunna återgå i arbete.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller ar-betsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta och rätt föreligger till ersättning\nenligt lagen om ersättning åt smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska inte utges för tid innan arbetsgivaren fått anmälan om\nsjukdomsfallet. Fö-religger laga förfall som hinder för anmälan, ska\nanmälan ske så snart hindret upphört.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att han\nhar varit sjuk, uppgifter om i vilken omfattning hans arbetsförmåga varit\nnedsatt på grund av sjukdomen och under vilka dagar tjänstemannen skulle ha\narbetat.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr o m den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om tjänstemannen styrker nedsättningen\nav arbetsförmågan och sjukperiodens längd med läkarintyg.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär ska tjänstemannen styrka nedsättningen av\narbetsförmågan med läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>För den period då tjänstemannen är frånvarande på grund av sjukdom\nutbetalas ingen lön istället erhålls sjuklön.\u003C\u002Fp>\n\n\u003Cp>Sjukdom t o m 14 kalenderdagar per sjukperiod\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Mom 3:2:1 Sjukfrånvaroavdrag\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom ska ett löneavdrag göras för varje\ntimme enligt följande\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Mom 3:2:2 Karensavdrag\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av genomsnittlig ordinarie veckoarbetstid i\nsjukperi-oden betalas ingen sjuklön (karensavdrag).\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2:3 Sjuklön\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Om sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoar-betstiden betalas sjuklön per timme enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>80\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\u003C\u002Fmrow>\u003C\u002Fmfrac>\u003C\u002Fmath>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\u003Cmfrac>\u003Cmrow>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Mom 3:2:4 Sjuklön för skift- och OB-ersättning\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen skulle ha utfört arbete på schemalagd förskjuten\narbetstid utges, för sjukfrånvaro som vara längre än 20 procent av den\ngenomsnittliga ordinarie veckoar-betstiden, dessutom 80 procent av den skift-\neller OB ersättning som tjänstemannen gått miste om.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning till mom 3:2:2 – 3:2:4\u003C\u002Fp>\n\n\u003Cp>1) För tjänsteman, som enligt försäkringskassans beslut är berättigad\ntill sjuklön om 80 procent utan beaktande av karens, ska inget karensavdrag\ngöras.\u003C\u002Fp>\n\n\u003Cp>2) Ny sjukperiod som börjar inom fem kalenderdagar från det en tidigare\nsjukperiod upphörde ska betraktas som en fortsättning på den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>3) Om arbetstagaren under de senaste 12 månaderna, räknat från den\naktuella sjuk-löneperiodens början, haft tio karensavdrag, ska ytterligare\nkarensavdrag inte gö-ras.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2:5 Definition av månadslön och veckoarbetstid.\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen; se dock protokollsanteckningen\nnedan. (För tjänsteman avlönad med veckolön ska månadslönen beräknas som\n4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment\u003C\u002Fp>\n\n\u003Cp>• fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t ex fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med nämnda lönedelar bör överenskommelse\nträffas om det lönebelopp som ska ligga till grund för beräkning av\nsjukfrånvaroavdrag och sjuklön.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. Om tjänstemannen har oregelbunden arbetstid beräknas\nveckoarbetsti-den i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Beräkning av veckoarbetstiden görs med högst 2 decimaler, varvid 0-4\navrundas nedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>Om ändring av lön eller veckoarbetstid sker gäller följande.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska göra sjukavdrag med utgångspunkt från den gamla lönen\nrespektive arbetstiden under längst den månad tjänstemannen fått besked om\nsin nya lön respek-tive ändrar arbetstid.\u003C\u002Fp>\n\n\u003Cp>Sjukdom fr o m 15:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>Mom 3:3\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande varvid med månadslön avses vad som\nanges i mom 3:2.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön om högst 30.333 kronor.\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön över 30.333 kronor:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs per dag med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>8\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmo>+\u003C\u002Fmo>\n  \u003Cmn>10\u003C\u002Fmn>\n  \u003Cmo>%\u003C\u002Fmo>\n  \u003Cmi>x\u003C\u002Fmi>\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n      \u003Cmo>−\u003C\u002Fmo>\n      \u003Cmn>8\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Den angivna månadslönen gäller för 2018 och utgör 8 x gällande\nprisbasbelopp\u002F12. Prisbasbeloppet för 2018 är 45.500 kronor och månadslönen\nför 2018 följaktligen 30.333 kronor\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>8\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>45.500\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>12\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>=30.333\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får ej överstiga\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>den\u003C\u002Fmi>\n      \u003Cmi>fasta\u003C\u002Fmi>\n      \u003Cmi>kon\u003C\u002Fmi>\n      \u003Cmi>tan\u003C\u002Fmi>\n      \u003Cmi>ta\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Månadslönen = den aktuella månadslönen; se dock protokollsanteckningen\nefter mom 3:2. (För tjänsteman avlönad med veckolön ska månadslönen\nberäknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs vid tillämpningen av denna\nbegränsningsregel\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>• timberäknat tillägg för förskjuten tid\u003C\u002Fp>\n\n\u003Cp>Mom 3:4 Sjuklönetidens längd\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt bestämmelserna i detta avtal har rätt till\nsjuklön fr o m 15:e kalenderdagen i sjukperioden ska arbetsgivaren utge sådan\ntill honom t o m 90:e ka-lenderdagen i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår dels samtliga dagar med sjukavdrag (även\nkarensavdrag), dels ar-betsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Undantag 1\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under de senaste 12 månaderna, räknat från den aktuella\nsjuklöne-periodens början, har fått sjuklön från arbetsgivaren, så att\nantalet sjuklönedagar, in-klusive sjuklönedagar i den aktuella\nsjuklöneperioden, uppgår till minst 105, upphör sjuklönerätten för\nsjukdomsfallet efter 14:e kalenderdagen i sjuklöneperioden.\u003C\u002Fp>\n\n\u003Cp>Med sjuklönedagar avses dels dagar med sjukavdrag, dels arbetsfria dagar\nsom infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Undantag 2\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar utges till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Cp>Mom 4:1\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren ej beräknas enligt mom 3 utan i stället\nutgöra skillnaden mellan 90 procent av må-nadslönen och livräntan.\u003C\u002Fp>\n\n\u003Cp>Rätt till sjuklön på lönedelar upp till 8 prisbasbelopp föreligger ej\nför tid då sjukpen-ning enligt lagen om arbetsskadeförsäkring utges eller\nför tid då rehabiliteringspen-ning utges.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäk-ring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäk-ring, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>Mom 4:3\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än från den\nallmänna försäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskadeskydd, ska sjuklönen mins-kas med ersättningen.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>Mom 5:1\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har fyllt 60 år när han anställs kan arbetsgivaren och\ntjänstemannen överenskomma att han inte ska ha rätt till sjuklön fr o m\n15:e kalenderdagen i sjukpe-rioden.\u003C\u002Fp>\n\n\u003Cp>Om sådan överenskommelse har träffats ska arbetsgivaren underrätta den\nlokala tjäns-temannaparten.\u003C\u002Fp>\n\n\u003Cp>Mom 5:2\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman vid anställningen har förtegat att han lider av viss\nsjukdom, har han inte rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>Mom 5:3\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>Mom 5:4\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt lagen om allmän\nförsäkring ska arbetsgivaren reducera sjuklönen i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>Mom 5:5\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall som vållats av tredje man och\nersättning inte utges enligt trygghetsförsäkring vid arbetsskada (TFA), ska\narbetsgivaren utge sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skade-stånd för förlorad arbetsförtjänst från\nden för skadan ansvarige.\u003C\u002Fp>\n\n\u003Cp>Mom 5:6\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgi-vare eller i samband med egen rörelse ska arbetsgivaren utge\nsjuklön fr o m 15:e ka-lenderdagen i sjukperioden endast om han särskilt har\nåtagit sig detta.\u003C\u002Fp>\n\n\u003Cp>Mom 5:7\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utge sjuklön fr o m 15:e kalenderdagen i\nsjukperioden\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har undantagits från sjukförsäkringsförmåner\nenligt lagen om allmän försäkring eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannens arbetsoförmåga är självförvållad eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskom-melse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1) Beträffande inskränkning i rätten till sjuklön på grund av\nsjukpension - se mom 3:4 undantag 2.\u003C\u002Fp>\n\n\u003Cp>2) Beträffande inskränkning i rätten till sjuklön fr o m 15:e\nkalenderdagen i sjukperi-oden för tjänsteman som uppnått pensionsåldern -\nse § 1.\u003C\u002Fp>\n\n\u003Cp>3) Beträffande inskränkning i rätten till sjuklön på grund av vissa\nsamordningsregler - se mom 4.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Föräldralön\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>De lokala parterna har möjlighet att överenskomma om andra regler än\nnedanstående.\u003C\u002Fp>\n\n\u003Cp>Mom 6:1\u003C\u002Fp>\n\n\u003Cp>En tjänsteman som är föräldraledig har rätt till föräldralön från\narbetsgivaren om tjäns-temannen har varit anställd hos arbetsgivaren under\nminst ett år i följd.\u003C\u002Fp>\n\n\u003Cp>Mom 6:2\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>Föräldralön utgörs av\u003C\u002Fp>\n\n\u003Cp>• två månadslöner minus 60 avdrag beräknat per dag enligt nedan, om\ntjänsteman-nen har varit anställd i ett men ej två år i följd\u003C\u002Fp>\n\n\u003Cp>• tre månadslöner minus 90 avdrag beräknat per dag enligt nedan, om\ntjänsteman-nen har varit anställd i två år men ej tre år i följd\u003C\u002Fp>\n\n\u003Cp>• fyra månadslöner minus 120 avdrag beräknat per dag enligt nedan, om\ntjänste-mannen har varit anställd i tre år men ej fyra år i följd\u003C\u002Fp>\n\n\u003Cp>• sex månadslöner minus 180 avdrag, beräknat per dag, enligt nedan, om\ntjänste-mannen varit anställd fyra år i följd eller mer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ersättning utbetalas för en sammanhängande trettiodagarsperiod som\ninfaller inom 18 månader från barnets födelse eller när arbetstagaren\nerhåller vårdnad i samband med adoption. Ersättning utbetalas för maximalt\nsex sådana trettiodagarsperioder.\u003C\u002Fp>\n\n\u003Cp>Vid tre fjärdedels, halv, en fjärdedels eller åttondels föräldrapenning\nutbetalas tre fjär-dedelar, hälften, en fjärdedel respektive en åttondel av\nbelopp enligt ovan.\u003C\u002Fp>\n\n\u003Cp>Om tjänstledigheten skulle bli kortare än en trettiodagarsperiod utges\ninte föräldralön.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön om högst 37.333 kronor: (se anm nedan)\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön över 37.333 kronor:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmo>+\u003C\u002Fmo>\n  \u003Cmn>10\u003C\u002Fmn>\n  \u003Cmo>%\u003C\u002Fmo>\n  \u003Cmi>x\u003C\u002Fmi>\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n      \u003Cmo>−\u003C\u002Fmo>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmo>\u003C\u002Fmo>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Den angivna månadslönen gäller för 2017 och utgör 10 x gällande\nprisbasbelopp\u002F12. Prisbasbeloppet för 2017 är 44.800 kronor och månadslönen\nför 2017 följaktligen 37.333 kronor\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>44.800\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>12\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmo>=\u003C\u002Fmo>\n  \u003Cmn>37.333\u003C\u002Fmn>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Mom 6:3\u003C\u002Fp>\n\n\u003Cp>Har föräldrapenning nedsatts eller indragits enligt lagen om allmän\nförsäkring ska er-sättning enligt ovan reduceras i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>Mom 6:4\u003C\u002Fp>\n\n\u003Cp>Under tjänstledigheten görs avdrag enligt § 9 mom 2:2. Detta gäller\nbåde när tjänste-mannen har rätt till föräldralön enligt ovan och när\ntjänstemannen saknar sådan rätt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 7 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nutges enligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt lagen om allmän försäkring och lagen om\narbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning görs avdrag för varje\nfrånvarotimme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med tjänstemannens hela\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön se mom 3:2 respektive\nmom 3:3.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>Om tjänsteman måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till smittbärarpenning gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>Frånvaro t o m 14:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Fr o m 15:e kalenderdagen görs avdrag enligt mom 3:3.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön se mom 3:2 respektive\nmom 3:3.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Övertidskompensation\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till särskild övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>Mom 1:1\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har rätt till särskild övertidskompensation om inte annan\növerenskom-melse har träffats enligt detta mom, andra stycket.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan träffa överenskommelse om att\nsärskild kom-pensation för övertidsarbetet ej utgår genom att\növertidsarbetet ersätts med högre lön och\u002Feller fem eller tre semesterdagar\nutöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser ska gälla för tjänstemän i chefsställning\neller tjänstemän som har okontrollerbar arbetstid eller frihet i arbetstidens\nförläggning. I andra fall ska särskilda skäl föreligga. Överenskommelsen\nska avse en period om ett semesterår om arbetsgivaren och tjänstemannen inte\növerenskommit om annat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman efter överenskommelse enligt detta moment andra stycket\nfinner att den arbetade tiden i väsentlig grad avviker från de\nförutsättningar som överenskom-melsen vilar på, ska tjänstemannen ta upp\ndetta med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Med okontrollerbar arbetstid menas att det saknas praktiska möjligheter att\nregistrera arbetstiden på ett ändamålsenligt sätt, t ex därför att\ntjänstemannen i betydande ut-sträckning utför arbete utanför arbetsgivarens\nordinarie lokaler eller annars på olika platser. Exempel på detta kan vara\nnär arbete utförs i hemmet eller säljarbeten.\u003C\u002Fp>\n\n\u003Cp>Mom 1:2\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen överenskommit om att\ntjänsteman-nen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts eller fastställes med\nhänsyn härtill ska tjänstemannen komp-enseras för detta förhållande genom\natt tjänstemannen får tre semesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Mom 1:3\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse har träffats enligt mom 1:1 andra stycket eller moment\n1:2 ska arbetsgivaren underrätta vederbörande tjänstemannaklubb.\u003C\u002Fp>\n\n\u003Cp>Underrättelse enligt ovan ska, om tjänstemannaklubben så begär,\ninnehålla de motiv, enligt mom 1:1, som ligger till grund för\növerenskommelsen.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar för särskild övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som tjäns-temannen har utfört utöver den för denne gällande\nordinarie dagliga arbetstidens längd om\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• där beordrande på förhand ej kunnat ske - övertidsarbetet har\ngodkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete se mom 4.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas ej tid som åtgår för att utföra för\ntjänstemannens befattning nöd-vändiga och normalt förekommande\nförberedelse- och avslutningsarbeten.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av utfört övertidsarbete medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden viss dag, ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Mom 2:4\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman beordras att utföra övertidsarbete på tid som inte\nutgör en direkt fortsättning på den ordinarie arbetstiden, utges\növertidskompensation som om över-tidsarbete skulle ha utförts under minst 3\ntimmar. Detta gäller dock ej om övertidsar-betet är åtskilt från den\nordinarie arbetstiden av endast måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>Mom 2:5\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inställer sig till övertidsarbete enligt mom 2:4 och\nresekostnader därvid uppstår för denne ska arbetsgivaren ersätta dessa.\u003C\u002Fp>\n\n\u003Cp>Detta gäller även för tjänsteman som enligt mom 1 inte har rätt till\nsärskild kompen-sation för övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Mom 2:6\u003C\u002Fp>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under viss del av året (t ex sommaren)\när förkor-tad utan att motsvarande förlängning sker under annan del av\nåret, gäller följande. Be-räkning av övertidsarbete, som har utförts\nunder den del av året då den kortare arbets-tiden ska tillämpas, ska ske med\nutgångspunkt från den längre (under resten av året gällande) dagliga\narbetstiden.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Övertidskompensationens storlek\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras antingen i pengar (övertidsersättning) eller -\nom tjänste-mannen så önskar och arbetsgivaren efter samråd med\ntjänstemannen finner att så kan ske utan olägenhet för verksamheten vid\nföretaget - i form av ledig tid (kompensat-ionsledighet).\u003C\u002Fp>\n\n\u003Cp>Vid samråd mellan arbetsgivaren och tjänstemannen bör även, så långt\ndet är möjligt, beaktas tjänstemannens önskemål om när\nkompensationsledigheten ska utläggas.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme utges enligt följande:\u003C\u002Fp>\n\n\u003Cp>a) för övertidsarbete kl 06 - 20 helgfria måndagar - fredagar\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>94\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>b) för övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>72\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på för den enskilde tjänstemannen arbetsfria vardagar\nsamt midsom-mar-, jul- och nyårsafton jämställs med övertidsarbete på\n”annan tid”.\u003C\u002Fp>\n\n\u003Cp>Beträffande semesterlön se § 4 mom 4:1, anmärkning 3.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment tjänstemannens aktuella fasta kontanta\nmånads-lön. (För tjänsteman avlönad med veckolön ska månadslönen\nberäknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertidsarbete, som avses under a), utges med 1\n½ timme och för övertidsarbete, som avses under b), med 2 timmar för varje\növertidstimme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fh3>\n\n\u003Cp>Mom 4:1\u003C\u002Fp>\n\n\u003Cp>Om deltidsanställd tjänsteman har utfört arbete utöver den för\ntjänstemannens deltids-anställning gällande ordinarie dagliga arbetstidens\nlängd (mertid) utges ersättning per överskjutande timme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmrow>\n      \u003Cmn>3,5\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Beträffande semesterlön se § 4 mom 4:1, anmärkning 3.\u003C\u002Fp>\n\n\u003Cp>Med månadslönen avses här tjänstemannens aktuella fasta kontanta\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses här den deltidsanställdes arbetstid per helgfri\nvecka, räknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av överskjutande arbetstid medräknas endast\nfulla halvtim-mar.\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den för\ndeltidsanställningen gäl-lande ordinarie arbetstiden viss dag ska de båda\ntidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet pågår före och efter de klockslag som gäller\nbeträffande den ordi-narie dagliga arbetstidens förläggning för\nheltidsanställning i motsvarande befattning vid företaget, utges\növertidskompensation enligt mom 1-3.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av divisorerna i mom 3 ska tjänstemannens lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Rätt till restidsersättning gäller enligt följande huvudregel och\nundantag.\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>• Om tjänstemannen har rätt till särskild kompensation för\növertidsarbete föreligger rätt till restidsersättning enligt mom 2 och 3\nnedan.\u003C\u002Fp>\n\n\u003Cp>• Om tjänstemannen inte har rätt till särskild kompensation för\növertidsarbete före-ligger rätt till restidsersättning enligt mom 2 och 3\nnedan såvida inte arbetsgivaren och tjänstemannen enas om att tjänstemannen\nska vara undantagen bestämmel-serna om restidsersättning.\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>• Arbetsgivaren och en tjänsteman kan överenskomma om att kompensation\nför res-tid ska utgå i annan form, t ex att förekomsten av restid ska\nbeaktas vid faststäl-lande av lönen.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman som har en befattning som normalt medför tjänsteresor i\nbetydande omfattning, t ex såsom resande försäljare, servicetekniker eller\nliknande, har rätt till restidsersättning endast om arbetsgivaren och\ntjänstemannen överenskommit om sådan.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar för restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Med restid som medför rätt till ersättning avses den tid under en\nbeordrad tjänsteresa som åtgår för själva resan till bestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som faller inom klockslagen för den ordinarie dagliga arbetstid som\ngäller för tjänstemannen räknas som arbetstid. Vid beräkning av restid\nmedtas därför endast tjänsteresor utanför tjänstemannens ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast fulla halvtimmar medtas.\u003C\u002Fp>\n\n\u003Cp>Om restid föreligger såväl före som efter den ordinarie arbetstiden viss\ndag ska de båda tidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\ndel av denna, ska tiden kl 22-08 ej medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller ej.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad i enlighet med de bestämmelser som\ngäller för traktamentsberäkning eller motsvarande vid respektive\nföretag.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Restidsersättningens storlek\u003C\u002Fh3>\n\n\u003Cp>Restidsersättning utges per timme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>240\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>utom när resan har företagits under tiden från kl 18 fredag fram till kl\n06 måndag eller från kl 18 dag före arbetsfri helgdagsafton eller helgdag\nfram till kl 06 dag efter helg-dag, då ersättningen är\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>190\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Beträffande semesterlön se § 4 mom 4:1, anmärkning 3.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se § 6 mom 3:2.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorerna ska en deltidsanställd tjänstemans lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning under löpande\nkalendermånad be-räknas lönen på följande sätt: För varje kalenderdag\nsom anställningen omfattar utges en dagslön. Beträffande begreppet dagslön\n(och månadslön) se § 9 mom 2:2.\u003C\u002Fp>\n\n\u003Ch2>§ 9 Permission, tjänstledighet, annan ledighet\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Permission\u003C\u002Fh3>\n\n\u003Cp>Permission (= kort ledighet med lön) beviljas i regel endast för del av\narbetsdag. I sär-skilda fall (t ex vid hastigt påkommande sjukdomsfall inom\ntjänstemannens familj el-ler nära anhörigs frånfälle) kan dock permission\nbeviljas även för en eller flera dagar.\u003C\u002Fp>\n\n\u003Cp>Där påsk-, midsommar-, jul- och nyårsafton ej är sedvanliga fridagar\nbör permission beviljas under dessa dagar i den mån så kan ske utan\nolägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tjänstledighet\u003C\u002Fh3>\n\n\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet (= ledighet minst en dag utan lön) beviljas om\narbetsgivaren finner att så kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren beviljar tjänstledighet ska denne för tjänstemannen\nange vilken tids-period denna omfattar. Tjänstledighet får ej förläggas så\natt den inleds och\u002Feller avslu-tas på sön- och\u002Feller helgdag som är\narbetsfri för den enskilde tjänstemannen. För tjänsteman som har veckovila\nförlagd till annan dag än söndag ska motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande på grund av tjänstledighet görs\navdrag enligt föl-jande:\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är tjänstledig\u003C\u002Fp>\n\n\u003Cp>• under en period om högst 5 (6)1 arbetsdagar ska för varje arbetsdag\nsom är tjänst-ledig avdrag göras med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmn>1\u003C\u002Fmn>\n    \u003Cmn>21\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>1\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n      \u003Cmsup>\n        \u003Cmn>1\u003C\u002Fmn>\n      \u003C\u002Fmsup>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>25\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>av månadslönen\u003C\u002Fp>\n\n\u003Cp>under en period längre än 5 (6)1 arbetsdagar ska för varje\ntjänstledighetsdag (även för den enskilde tjänstemannen arbetsfri vardag\nsamt sön- eller helgdagar) avdrag göras med dagslönen.\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmi>Dagslön\u003C\u002Fmi>\n  \u003Cmo>=\u003C\u002Fmo>\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>den\u003C\u002Fmi>\n      \u003Cmi>fasta\u003C\u002Fmi>\n      \u003Cmi>kon\u003C\u002Fmi>\n      \u003Cmi>tan\u003C\u002Fmi>\n      \u003Cmi>ta\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen. (För tjänsteman avlönad med\nveckolön ska månadslönen beräknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs i detta sammanhang\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t ex fasta övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\nska tjänste-mannens hela månadslön avdras för var och en av\nkalendermånaderna. Om de avräk-ningsperioder som företaget använder vid\nlöneutbetalningen inte sammanfaller med kalendermånaderna har arbetsgivaren\nrätt att vid tillämpning av denna bestämmelse byta begreppet\n”kalendermånad” mot ”avräkningsperiod”.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar full ordinarie arbetstid\nendast under vissa av veckans arbetsdagar (s k intermittent deltidsarbete), ska\ntjänstledighetsavdrag göras enligt följande: månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>antalet\u003C\u002Fmi>\n      \u003Cmi>arbetsdagar\u003C\u002Fmi>\n      \u003Cmo>\u002F\u003C\u002Fmo>\n      \u003Cmi>vecka\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>14\u003C\u002Fmn>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>25\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>5\u003C\u002Fmn>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>6\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>TJÄNSTEMANNENS DELTID ÄR FÖRLAGD TILL FÖLJANDE ANTAL ARBETSDAGAR\n        PER VECKA\u003C\u002Ftd>\n      \u003Ctd>AVDRAG\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>16,7\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>14,7\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>12,6\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>10,5\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>8,4\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med ”antal arbetsdagar\u002Fvecka” avses antalet arbetsdagar per helgfri\nvecka beräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>Avdrag enligt ovan ska göras för varje dag under vilken tjänstemannen är\ntjänstledig och som annars skulle ha utgjort arbetsdag för denne.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se mom 2:2.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\nska tjänste-mannens hela månadslön avdras för var och en av\nkalendermånaderna. Om de avräk-ningsperioder som företaget använder vid\nlöneutbetalningen inte sammanfaller med kalendermånaderna har arbetsgivaren\nrätt att vid tillämpningen av denna bestämmelse byta ut begreppet\n”kalendermånad” mot ”avräkningsperiod”.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Annan ledighet\u003C\u002Fh3>\n\n\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>Annan ledighet kan beviljas för del av dag om arbetsgivaren finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande på grund av annan ledighet görs\navdrag för varje full halvtimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmi>Avdraget\u003C\u002Fmi>\n  \u003Cmi>pertimme\u003C\u002Fmi>\n  \u003Cmo>=\u003C\u002Fmo>\n  \u003Cmfrac>\n    \u003Cmn>1\u003C\u002Fmn>\n    \u003Cmn>175\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmi>av\u003C\u002Fmi>\n  \u003Cmi>månadslönen\u003C\u002Fmi>\n  \u003Cmo>.\u003C\u002Fmo>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se mom 2:2.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorn 175 för en deltidsanställd tjänsteman ska\ndeltidslönen först uppräknas till lön motsvarande full ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Ch2>§ 10 Tjänstemans åligganden och rättigheter vid konflikt mellan\narbetsgivare och arbetare\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Under konflikt (strejk, lockout, blockad eller bojkott) tillkommer det\ntjänsteman\u003C\u002Fp>\n\n\u003Cp>• att på vanligt sätt utföra de uppdrag och åligganden, som är med\ntjänsten förenade;\u003C\u002Fp>\n\n\u003Cp>• att utföra sådant arbete, vilket i övrigt faller inom tjänstemannens\nvid företaget ar-betsområde;\u003C\u002Fp>\n\n\u003Cp>• att utföra arbeten, som möjliggör eller underlättar driftens\nåterupptagande vid kon-fliktens slut samt\u003C\u002Fp>\n\n\u003Cp>• att utföra underhållsarbeten och reparationer av maskiner, verktyg och\nandra an-ordningar för företagets eget bruk, vilka arbetsuppgifter i första\nhand ska anförtros tjänstemän som normalt är knutna till underhålls- och\nreparationsarbeten eller ar-betsledande arbete inom berörd verksamhet.\u003C\u002Fp>\n\n\u003Cp>I den mån arbetsgivaren med egen arbetskraft verkställer lossning av gods\nför företa-gets eget bruk och vid inträffat varsel om arbetskonflikt\navbeställning av godsleveran-ser icke kunnat ske, åligger det tjänsteman att\nvid order härom delta i jämväl sådant ar-bete.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Utöver vad i föregående moment nämns åligger det tjänsteman att vid\nbehov delta i skyddsarbeten.\u003C\u002Fp>\n\n\u003Cp>Till skyddsarbete hänförs dels sådant arbete, som vid ett\nkonfliktsutbrott erfordras för att driften ska kunna avslutas på ett tekniskt\nförsvarligt sätt, dels sådant arbete, som er-fordras för avvärjande av\nfara för människor eller för skada å byggnader eller andra anläggningar,\nfartyg, maskiner eller husdjur eller för skada å sådant varulager, vilket ej\nunder konflikten tas i anspråk för uppehållande av företagets drift eller\nför avyttring i vidare mån än som erfordras till förekommande av\nförskämning eller förstöring, som varorna på grund av sin beskaffenhet är\nunderkastade.\u003C\u002Fp>\n\n\u003Cp>Lika med skyddsarbete anses arbete, som någon är pliktig att utföra på\ngrund av sär-skild föreskrift i lag eller författning, så ock arbete, vars\neftersättande kan medföra an-svar för tjänstefel.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>Skulle arbetsgivaren under konflikt ifrågasätta utförandet av visst i\ndenna paragraf ej omnämnt arbete ska överläggning därom föras med den\neller dem som är avsedda att utföra arbetet eller ock med av tjänstemännen\nutsedda representanter. Har respektive arbetsgivarförbund och\ntjänstemannapart gemensamt fattat beslut rörande här åsyftat arbete, är\ntjänstemännen skyldiga att ställa sig detta till efterrättelse. Kan\norganisation-erna icke enas, ska frågan på endera organisationens begäran\nhänskjutas till Förtroen-derådet. Rådets beslut är bindande.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>Vid konflikt, som icke är tillåten enligt lag eller kollektivavtal, är\ntjänsteman om ar-betsgivare så påfordrar skyldig att i den utsträckning så\nskäligen - mot bakgrund av rå-dande förhållanden - kan ske utföra allt\nifrågakommande arbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>Uppsägning av tjänsteman må icke företas i anledning av befarad eller\npågående kon-flikt med mindre sannolika skäl talar för att ändrade\nförhållanden kommer att göra det omöjligt att vid driftens återupptagande\nbereda tjänsteman sysselsättning.\u003C\u002Fp>\n\n\u003Cp>Har konflikt pågått under minst 3 månader och kan tjänstemännen icke\nberedas full sysselsättning, må däremot, med motsvarande genomsnittliga\nförkortning av tjänstgö-ringstiden, lönen kunna minskas med 10 %, efter en\nmånad med ytterligare 10 % osv intill dess lönen nedgått till 60 % av\nursprungligt belopp.\u003C\u002Fp>\n\n\u003Cp>Den reducering av lön, som medges enligt föregående stycke, må ej\nföranleda minsk-ning av avgift till pensions- eller annan på grund av\ntjänsten tecknad försäkring.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Uppsägning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Uppsägning från tjänstemannens sida\u003C\u002Fh3>\n\n\u003Cp>Mom 1:1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från tjänstemannens sida är följande om inte annat\nföljer av mom 3:1-5 nedan:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n      \u003Ctd>TJÄNSTEMANNENS UPPSÄGNINGSTID I MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>< 3 ÅR\u003C\u002Ftd>\n      \u003Ctd>1 MÅNAD\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3 ÅR < 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>2 MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>> 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>3 MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om beräkning av anställningstidens längd stadgas i § 3 lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Mom 1:2 Formen för uppsägning\u003C\u002Fp>\n\n\u003Cp>För att det inte ska uppstå tvist om huruvida uppsägning har skett eller\nej, bör tjänste-mannen göra sin uppsägning skriftligen. Om uppsägningen\nlikväl sker muntligen bör tjänstemannen så snart som möjligt bekräfta den\nskriftligen till arbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Uppsägning från arbetsgivarens sida\u003C\u002Fh3>\n\n\u003Cp>Mom 2:1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande om inte annat\nföljer av mom 3:1-5 nedan:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n      \u003Ctd>ARBETSGIVARENS UPPSÄGNINGSTID I MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>< 2 ÅR\u003C\u002Ftd>\n      \u003Ctd>1 MÅNAD\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2 ÅR < 4 ÅR\u003C\u002Ftd>\n      \u003Ctd>2 MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4 ÅR < 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>3 MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6 ÅR < 8 ÅR\u003C\u002Ftd>\n      \u003Ctd>4 MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>8 ÅR < 10 ÅR\u003C\u002Ftd>\n      \u003Ctd>5 MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>> 10 ÅR\u003C\u002Ftd>\n      \u003Ctd>6 MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om beräkning av anställningstidens längd stadgas i § 3 lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Har tjänsteman, som sagts upp på grund av arbetsbrist, vid\nuppsägningsdagen upp-nått 55 års ålder och då har 10 års sammanhängande\nanställningstid ska den enligt detta avtal gällande uppsägningstiden\nförlängas med sex månader. Sådan förlängning av uppsägningstiden görs\ndock längst till 65-årsdagen.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\nföretagets krav och behov i bemanningshänseende. Om dessa behov inte kan\ntillgodoses med tillämp-ning av lag ska fastställande av turordning ske med\navsteg från lagens bestämmelser.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de anställda som ska\nsägas upp så att företagets behov av kompetens särskilt beaktas liksom\nföretagets möjligheter att bed-riva konkurrenskraftig verksamhet och därmed\nbereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskom-melse om fastställande av turordning vid uppsägning med\ntillämpning av 22 § lagen om anställningsskydd och de avsteg från lagen som\nerfordras.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ lagen om anställningsskydd överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla. Det åligger\nde lokala parterna att på begäran föra för-handlingar som sägs i\nföregående stycken liksom att skriftligen bekräfta träffade\növer-enskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger förbundsparterna, om endera begär det,\nträffa över-enskommelse i enlighet med ovan angivna riktlinjer. Det\nförutsätts att arbetsgivaren inför behandlingen av frågorna som berörs i\ndetta moment tillhandahåller den lokala respektive den centrala avtalsparten\nrelevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av ar-betsbrist respektive återanställning prövas enligt lag med\niakttagande av förhand-lingsordningen.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3 Varsel\u003C\u002Fp>\n\n\u003Cp>Varsel som arbetsgivaren enligt lagen om anställningsskydd ska ge lokalt\ntill arbetsta-garorganisation ska anses ha skett, när arbetsgivaren har\növerlämnat varselskrivelse till den lokala tjänstemannaparten eller två\narbetsdagar efter det att arbetsgivaren har avsänt skrivelsen i rekommenderat\nbrev under respektive tjänstemannaförbunds adress.\u003C\u002Fp>\n\n\u003Cp>Varsel som arbetsgivaren har gett under tid, då företaget har\nsemesterstopp, anses ha skett dagen efter den då semesterstoppet upphörde.\u003C\u002Fp>\n\n\u003Cp>Mom 2:4 Lön under uppsägningstid\u003C\u002Fp>\n\n\u003Cp>I anslutning till § 12 lagen om anställningsskydd gäller följande för\ntjänstemän som ej kan beredas arbete under uppsägningstiden.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som helt eller delvis avlönas med provision, vilken har\ndirekt samband med tjänstemannens personliga arbetsinsats gäller följande.\nFör varje kalenderdag då tjänstemannen inte kan erbjudas arbete ska\ninkomsten av provisionen anses uppgå till 1\u002F365 av provisionsinkomsten under\nnärmast föregående tolvmånadersperiod.\u003C\u002Fp>\n\n\u003Cp>Motsvarande gäller tjänstemän med tantiem, produktionspremie eller\ndylikt.\u003C\u002Fp>\n\n\u003Cp>Om ersättning för förskjuten arbetstid, skift-, jour- eller\nberedskapstjänstgöring nor-malt skulle ha utgetts till tjänstemannen gäller\nföljande. För varje kalenderdag då tjänstemannen inte kan erbjudas arbete\nska sådan ersättning anses uppgå till 1\u002F365 av den närmast föregående\ntolvmånadersperiod erhållna ersättningen.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Övriga bestämmelser vid uppsägning\u003C\u002Fh3>\n\n\u003Cp>Mom 3:1 Uppsägningstid per den 30 juni 1974\u003C\u002Fp>\n\n\u003Cp>Om uppsägningstiden per den 30 juni 1974 från arbetsgivarens eller\ntjänstemannens sida i det individuella fallet på grund av kollektivt eller\nenskilt avtal är längre än den enligt mom 1 och 2 ovan ska den längre\nuppsägningstiden fortfarande gälla, om inte arbetsgivaren och tjänstemannen\növerenskommer om annat.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2 Överenskommelse om annan uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan överenskomma om att annan\nuppsägningstid ska gälla. Om så sker får emellertid uppsägningstiden från\narbetsgivarens sida ej under-stiga\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen vid anställningstillfället är arbetslös och 55 år\neller äldre: 2 må-nader. Efter 3 års anställning gäller dock\nuppsägningstid enligt tabellen i mom 2:1.\u003C\u002Fp>\n\n\u003Cp>• i övriga fall: den tid som anges i tabellen i mom 2:1.\u003C\u002Fp>\n\n\u003Cp>Mom 3:3 Tidsbegränsad anställning och provanställning\u003C\u002Fp>\n\n\u003Cp>Vid tidsbegränsad anställning är uppsägningstiden för både\ntjänstemannen och arbets-givaren en månad eller den längre uppsägningstid\nsom följer av mom 2:1, om inte an-nat överenskommits.\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som avser att ge en tjänsteman besked om att en\nprovanställning ska avbrytas i förtid eller avslutas utan att övergå i en\ntillsvidareanställning ska underrätta tjänstemannen om detta minst två\nveckor i förväg. Är tjänstemannen fackligt organise-rad, ska arbetsgivaren\nsamtidigt med underrättelsen varsla den lokala tjänstemannaor-ganisationen\nsom arbetstagaren tillhör.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen har rätt till överläggning med arbetsgivaren om\nbeskedet.\u003C\u002Fp>\n\n\u003Cp>Mom 3:4 Pensionärer\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som fyllt 67 år eller anställts vid företaget efter att\nhan har uppnått den för denne gällande ordinarie pensionsåldern enligt\nITP-planen är uppsägningstiden en månad för både arbetsgivaren och\ntjänstemannen. Samma gäller om en tjänsteman an-ställs vid företaget efter\ndet att denne har uppnått den ordinarie pensionsåldern vid detta.\u003C\u002Fp>\n\n\u003Cp>Mom 3:5 Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>Anställningen upphör utan uppsägning vid utgången av den månad som\ntjänstemannen fyller 67 år om inte arbetsgivaren och tjänstemannen kommer\növerens om annat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör i god tid före ingången av den månad då\ntjänstemannen fyller 65 år, vilken är den avtalade pensionsåldern enligt\nITP-planen, begära besked om tjäns-temannen vill sluta anställningen vid\nuppnådd pensionsålder enligt ITP-planen eller utnyttja sin rätt att kvarstå\ni anställningen till utgången av den månad då tjänsteman-nen fyller 67\når.\u003C\u002Fp>\n\n\u003Cp>Mom 3:6 Förkortning av uppsägningstid för tjänstemannen\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen på grund av särskilda omständigheter vill lämna sin\ntjänst före upp-sägningstidens slut, bör arbetsgivaren pröva om så kan\nmedges.\u003C\u002Fp>\n\n\u003Cp>Mom 3:7 Skadestånd då tjänstemannen inte iakttar uppsägningstiden\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen lämnar sin anställning utan att iaktta uppsägningstiden\neller del av denna, har arbetsgivaren rätt till skadestånd för den\nekonomiska skada och olägenhet som därigenom vållas, dock lägst med ett\nbelopp som motsvarar tjänstemannens lön under den del av uppsägningstiden\nsom tjänstemannen ej har iakttagit.\u003C\u002Fp>\n\n\u003Cp>Mom 3:8 Tjänstgöringsbetyg\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller tjänstemannens sida\nhar tjänsteman-nen rätt att erhålla tjänstgöringsbetyg, vilket utvisar\u003C\u002Fp>\n\n\u003Cp>• den tid som tjänstemannen har varit anställd och\u003C\u002Fp>\n\n\u003Cp>• de arbetsuppgifter tjänstemannen har haft att utföra samt\u003C\u002Fp>\n\n\u003Cp>• om tjänsteman så begär, vitsord beträffande det sätt på vilket\ndenne har utfört sitt arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna tjänstgöringsbetyget inom en vecka från det att\ntjänsteman-nen har begärt att få betyget.\u003C\u002Fp>\n\n\u003Cp>Mom 3:9 Intyg om uttagen semester\u003C\u002Fp>\n\n\u003Cp>När tjänstemannens anställning upphör har han rätt att erhålla intyg\nsom visar hur många av de lagstadgade 25 semesterdagarna som tagits ut under\ninnevarande seme-sterår.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna intyget till tjänstemannen senast inom en vecka\nfrån det att tjänstemannen har begärt att få intyget.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har rätt till flera semesterdagar än 25 ska den\növerskjutande se-mestern i detta sammanhang anses har uttagits först.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Förhandlingsordning, tjänstemarknadsnämnd SAF-PTK,\ntjänstemarknadskommitté SAF-PTK\u003C\u002Fh2>\n\n\u003Cp>Bestämmelser om vilken förhandlingsordning och vilka regler för\nTjänstemarknads-nämnd SAF-PTK samt Tjänstemarknadskommitté SAF-PTK som ska\ngälla finns i § 7 i avtalsuppgörelsen den 10 maj 1989 mellan SAF och PTK och\ni §§ 9 och 10 i för-handlingsprotokollet till avtalsuppgörelsen den 21 maj\n1976 mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Ch2>§ 13 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller fr.o.m. den 1 april 2017 t.o.m. den 31 mars 2020.\u003C\u002Fp>\n\n\u003Cp>Part äger rätt att senast den 30 september 2018 säga upp avtalet till\nupphörande den 31 mars 2019.\u003C\u002Fp>\n\n\u003Cp>Tidsplan för omförhandling framgår av Industriavtalet.\u003C\u002Fp>\n\n\u003Cp>Fredsplikt gäller t.o.m. den 31 mars 2020.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Löneavtal mellan Unionen och Föreningen Industriarbetsgivarna (Stål- och\nMetall-industrin)\u003C\u002Fp>\n\n\u003Cp>1 Gemensamma utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Det är Industriarbetsgivarnas och Unionens gemensamma uppfattning att ökad\nlön-samhet, produktivitet, investeringar och innovationskraft i företagen\nutgör avgörande förutsättningar för ökad konkurrenskraft och tillväxt.\nDärigenom skapas förutsätt-ningar för tjänstemännens löneutveckling i\nföretagen.\u003C\u002Fp>\n\n\u003Cp>Produktivitetsutveckling är ett resultat av en skapande process som\nförutsätter tydliga mål för företagets verksamhet och för tjänstemannen.\nFöretagets chefer har ett särskilt ansvar för att mål sätts och att\nuppföljning av resultat sker.\u003C\u002Fp>\n\n\u003Cp>Motivet för varje utvecklingsinsats ska vara att stärka företagets\nkonkurrenskraft. Tjänstemännens kompetens och kompetensutveckling är av stor\nbetydelse för företa-gets produktivitet och förnyelse. Det är därför\nviktigt att under hela deras yrkesliv ge dem tillfälle och motiv till en\nändamålsenlig kompetensutveckling vilket bör åter-speglas i den praktiska\nlönesättningen.\u003C\u002Fp>\n\n\u003Cp>2 Grundläggande principer för lönebildningen i företagen\u003C\u002Fp>\n\n\u003Cp>2:1\u003C\u002Fp>\n\n\u003Cp>Lönesättning och löneutveckling för tjänstemännen sker mot bakgrund av\nde förhål-landen som skapar företagets ekonomiska förutsättningar, främst\nproduktivitetsut-vecklingen och tjänstemännens bidrag härtill.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska därför vara en del av en produktivitets- och\nintäktsskapande pro-cess och stimulera till ökade insatser.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska grundas på systematisk och motiverad bedömning.\u003C\u002Fp>\n\n\u003Cp>I företaget bör även finnas kriterier för lönesättning för alla\nkarriärvägar t ex specia-lister\u002Fexperter och chefer.\u003C\u002Fp>\n\n\u003Cp>Samma löneprinciper ska gälla för samtliga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>2:2\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad med hänsyn till\nverksamhetens krav och arbetsuppgifternas art och innehåll, individuell\nkompetens, duglighet och uppnådda resultat samt insatser för utvecklingen av\nandras kompetens som är av vikt för verksamheten. Bestämmande för den\nindividuella lönesättningen är i första hand måluppfyllelse och faktiska\nresultat.\u003C\u002Fp>\n\n\u003Cp>Ledningsförmåga, omdöme och initiativ, ekonomiskt ansvar,\nsamarbetsförmåga samt idérikedom och innovationskraft ska beaktas vid\nlönesättningen.\u003C\u002Fp>\n\n\u003Cp>En utgångspunkt är att lönen ökar med stigande ansvar och\nsvårighetsgrad och med tjänstemannens prestation och duglighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3 Löner och löneutveckling\u003C\u002Fp>\n\n\u003Cp>(Gäller där Unionen har lokal klubb eller arbetsplatsombud med\nförhandlingsrätt på arbetsstället – i annat fall se punkten 4.)\u003C\u002Fp>\n\n\u003Cp>3:1 Gemensam genomgång\u003C\u002Fp>\n\n\u003Cp>De grundläggande principerna för lönebildningen och de gemensamma\nutgångspunk-terna enligt detta avtal förutsätter att de lokala parterna gör\nen gemensam genomgång av avtalets intentioner och tillämpningen på\nföretaget. Med sin kännedom om företa-gets förhållanden bör de lokala\nparterna komma överens om tidsplan och formerna för lönerevisionen.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska inför de löneförhandlingar som ska genomföras\nanalysera om diskriminerande eller på annat sätt omotiverade löneskillnader\nförekommer. Framgår det av dessa analyser att omotiverade löneskillnader\nfinns i företaget ska dessa justeras i samband med lönerevisionerna.\u003C\u002Fp>\n\n\u003Cp>3:2 Lönesamtal\u003C\u002Fp>\n\n\u003Cp>En genomgång av varje tjänstemans lön sker inför löneförhandlingarna.\nLönesamtalet sker mellan lönesättande chef och tjänstemannen med\nutgångspunkt från de grundläg-gande principerna för lönebildning samt de\ngemensamma utgångspunkterna i detta av-tal. Varje tjänsteman ska veta på\nvilka grunder lönen sätts och vad tjänstemannen kan göra för att öka\nlönen.\u003C\u002Fp>\n\n\u003Cp>3:3 Lönerevisioner\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annan eller andra tidpunkter under\navtalsperioden genomförs en lönerevision per den 1 april.\u003C\u002Fp>\n\n\u003Cp>Revisionen ska ske med utgångspunkt från ”Gemensamma utgångspunkter”\noch ”Grundläggande principer för lönebildningen i företagen” enligt\npunkterna 1 och 2.\u003C\u002Fp>\n\n\u003Cp>För genomförandet av förhandlingarna ställs till de lokala parternas\nförfogande för det första avtalsåret ett löneökningsutrymme om 1,5 % och\nför det andra avtalsåret 1,5 % samt för det tredje avtalsåret 1,5 % av\nlönesumman för Unionens medlemmar dagen före lönerevisionsdatum.\u003C\u002Fp>\n\n\u003Cp>Vid lönesättningen ska beaktas tjänstemannens ökade erfarenheter i sina\nbefattningar, mer kvalificerade arbetsuppgifter, höjda krav i arbetet, större\nbefogenheter och ansvar, befordran samt bättre arbetsinsatser.\u003C\u002Fp>\n\n\u003Cp>I samband med lönerevisionen ska de lokala parterna, utöver ovan angivna\nutrymme förhandla om individuella löneökningar i syfte att bibehålla eller\nuppnå önskad löne-struktur för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som erhåller liten eller ingen löneökning ska särskilda\növerläggningar föras om den enskildes förutsättningar för\narbetsuppgifterna och rådande arbetsförut-sättningar, behov av\nkompetenshöjande insatser eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>3:4 Lägsta löneökning\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte träffar annan överenskommelse ska varje\ntjänsteman, som omfattas av lönerevisionen, fr.o.m. den 1 april 2017, den 1\napril 2108 respektive den 1 april 2019 ha erhållit ett lägsta belopp om 266\nkr, 271 kr respektive 277 kr per må-nad. Beloppet avser heltidsanställd\ntjänsteman. För deltidsanställda minskas beloppet i proportion till\nanställningsgraden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>3:5 Lägsta lön\u003C\u002Fp>\n\n\u003Cp>Avtalets lägsta månadslön, för närvarande 17033 kronor, höjs från och\nmed den 1 april 2017 till 17343 kronor, fr.o.m. den 1 april 2018 till 17690 kr\nrespektive till 18044 kr fr.o.m. den 1 april 2019.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som varit anställd sammanhängande ett år i företaget\nhöjs avtalets lägsta månadslön för närvarande 18225 kronor fr.o.m. 1\napril 2017 till 18590 kronor fr.o.m. den 1 april 2018 till 18961 kr respektive\n19341 kr fr.o.m. den 1 april 2019.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Beloppen avräknas löneutrymmet vid företaget.\u003C\u002Fp>\n\n\u003Cp>Då särskilda skäl föreligger kan lägre lön tillämpas under 12\nmånader. De lokala parterna enas om innebörden och tillämpningen av\nbegreppet ”särskilda skäl” i företaget.\u003C\u002Fp>\n\n\u003Cp>4 Löner och löneutveckling\u003C\u002Fp>\n\n\u003Cp>(Gäller där Unionen saknar lokal klubb eller arbetsplatsombud med\nförhandlingsrätt på arbetsstället. Arbetsgivaren kan dock tillämpa punkten\n3 efter överenskommelse med Unionen på regional nivå.)\u003C\u002Fp>\n\n\u003Cp>4:1 Lönesamtal\u003C\u002Fp>\n\n\u003Cp>En genomgång sker årligen av varje tjänstemans lön. Lönesamtalet sker\nmellan lönesät-tande chef och tjänstemannen med utgångspunkt från de\ngrundläggande principerna för lönebildning samt de gemensamma\nutgångspunkterna i detta avtal. Varje tjänsteman ska veta på vilka grunder\nlönen sätts och vad tjänstemannen kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>4:2 Lönerevisioner\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Lönerevisionerna ska ske med utgångspunkt från ”Gemensamma\nutgångspunkter” och ”Grundläggande principer för lönebildningen i\nföretagen” enligt punkterna 1 och 2.\u003C\u002Fp>\n\n\u003Cp>För genomförandet av lönerevisionen ställs till förfogande för det\nförsta avtalsåret ett löneökningsutrymme om 2,0 % och för det andra\navtalsåret 2,0 % samt för det tredje avtalsåret 2,0 % av lönesumman för\nUnionens medlemmar dagen före lönerevisions-datum.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vid lönesättningen ska beaktas tjänstemannens ökade erfarenheter i sina\nbefattningar, mer kvalificerade arbetsuppgifter, höjda krav i arbetet, större\nbefogenheter och ansvar, befordran samt bättre arbetsinsatser.\u003C\u002Fp>\n\n\u003Cp>Individuell fördelning av löneökningsutrymmet genomförs årligen per den\n1 april och ska förberedas och påbörjas i god tid samt genomföras utan\ndröjsmål.\u003C\u002Fp>\n\n\u003Cp>I samband med att arbetsgivaren fördelar löneökningsutrymmet ska enskilda\nsamtal hållas med berörda tjänstemän.\u003C\u002Fp>\n\n\u003Cp>4:3 Lägsta löneökning\u003C\u002Fp>\n\n\u003Cp>Efter avslutad lönerevision ska varje tjänsteman, som omfattas av\nlönerevisionen, fr.o.m. den 1 april 2017, den 1 april 2018 respektive 1 april\n2019 ha erhållit ett lägsta belopp om 266 kr, 271 kr respektive 277 kr per\nmånad. Beloppet avser heltidsanställd tjänsteman. För deltidsanställda\nminskas beloppet i proportion till arbetstidens längd.\u003C\u002Fp>\n\n\u003Cp>4.4 Lägsta lön\u003C\u002Fp>\n\n\u003Cp>Avtalets lägsta månadslön, för närvarande 17003 kronor, höjs från och\nmed den 1 april 2017 till 17343 kronor, fr.o.m. den 1 april 2018 till 17690\nkronor respektive till 18044 kr fr.o.m. den 1 april 2019.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som varit anställd sammanhängande ett år i företaget\nhöjs avtalets lägsta månadslön för närvarande 18225 kronor fr.o.m. 1\napril 2017 till 18590 kronor fr.o.m. den 1 april 2018 till 18961 kr respektive\n19341 kr fr.o.m. den 1 april 2019.\u003C\u002Fp>\n\n\u003Cp>Beloppen avräknas löneutrymmet vid företaget.\u003C\u002Fp>\n\n\u003Cp>4.5 Samtal\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman upplever sig inte ha erhållit en godtagbar lönehöjning\nska samtal föras mellan lönesättande chef och tjänstemannen om dennes\nförutsättningar för ar-betsuppgifterna, behov av kompetenshöjande insatser\neller andra åtgärder. Samtal ska även föras mellan lönesättande chef och\ntjänsteman om den senare upplever att arbets-givaren inte har följt\nlöneavtalets \"Grundläggande principer för lönebildningen i före-tagen\".\nVid oenighet om tillämpningen av löneavtalet har berörd tjänsteman\nmöjlighet att vända sig till Unionens regionkontor för påkallande av lokal\nförhandling.\u003C\u002Fp>\n\n\u003Cp>5 Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>I de fall enighet om tillämpningen av detta avtal inte nås vid lokal\nförhandling kan be-rörd lokal part påkalla central förhandling. Innan\ncentral förhandling påkallas kan för-handlingen ajourneras och central\nkonsultation genomföras i syfte att klargöra avtalets intentioner.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Tekniska anvisningar\u003C\u002Fp>\n\n\u003Cp>1 Löneavtalens omfattning\u003C\u002Fp>\n\n\u003Cp>a) Löneavtalens tillämpningsområden\u003C\u002Fp>\n\n\u003Cp>Löneavtalen gäller endast medlemmar i Unionen och i Industriarbetsgivarnas\nmed-lemsföretag avtalsområde Stål- och Metallindustrin.\u003C\u002Fp>\n\n\u003Cp>Avtalet för respektive avtalsår omfattar endast de tjänstemän som\nbörjat sin anställ-ning vid företaget senast den 31 mars 2017, den 31 mars\n2018 respektive den 31 mars 2019.\u003C\u002Fp>\n\n\u003Cp>b) Undantag\u003C\u002Fp>\n\n\u003Cp>Avtalet för respektive avtalsår gäller ej för tjänsteman som påbörjat\nsin anställning vid företaget senast den 31 mars 2017, den 31 mars 2018\nrespektive den 31 mars 2019 och som,\u003C\u002Fp>\n\n\u003Cp>• är tidsbegränsad anställd (allmän visstidsanställning eller\nvikariat) och vars an-ställning ej varat fortlöpande 6 månader\u003C\u002Fp>\n\n\u003Cp>• är anställd på prov\u003C\u002Fp>\n\n\u003Cp>• innehar anställning som utgör bisyssla\u003C\u002Fp>\n\n\u003Cp>• kvarstår i tjänst vid företaget efter uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>• är tjänstledig under minst tre månader – räknat från\nlönerevisionstidpunkten - av annan orsak än sjukdom eller\nföräldraledighet.\u003C\u002Fp>\n\n\u003Cp>c) Anställningsavtal träffat senare än den 1 oktober 2016, senare än den\n1 oktober 2017, respektive senare än den 1 oktober 2018\u003C\u002Fp>\n\n\u003Cp>Om anställningsavtal träffats senare än ovan angivna tidpunkt och\növerenskommelse träffats om att den avtalade lönen ska gälla oberoende av\n2017, 2018 respektive 2019 års löneavtal ska tjänstemannen ej omfattas av\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>d) Redan genomförd lönerevision\u003C\u002Fp>\n\n\u003Cp>Har i avvaktan på 2017 års löneavtal lönehöjningar utgetts ska detta\nbeaktas om ej de lokala parterna överenskommit om annat.\u003C\u002Fp>\n\n\u003Cp>e) Kontraktslön\u003C\u002Fp>\n\n\u003Cp>Löneavtalen tillämpas även för en tjänsteman med kontraktslön, om det\nej framgår av omständigheterna att så ej varit avsikten då kontraktet\nupprättades eller förnyades.\u003C\u002Fp>\n\n\u003Cp>f) Tjänstemän som slutat\u003C\u002Fp>\n\n\u003Cp>Till tjänstemän som slutat sin anställning bör företagen, utan\nsärskild anmaning, betala ut vad dessa kan ha att fordra efter\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>g) Företag med verksamhet vid skilda enheter\u003C\u002Fp>\n\n\u003Cp>För de företag som bedriver verksamhet på flera orter eller vid flera\nenheter på en och samma ort gäller följande:\u003C\u002Fp>\n\n\u003Cp>• Företaget ska tillämpa bestämmelserna i avtalen på företaget som\nhelhet, om detta varit ”klar praxis” vid tidigare lönerevisioner eller om\nlokal överenskommelse om detta träffats i samband med tillämpningen av nu\naktuellt löneavtal.\u003C\u002Fp>\n\n\u003Cp>• I övriga fall ska företaget tillämpa löneavtalen för varje ort där\nföretaget bedriver verksamhet respektive för varje enhet av företaget på\nsamma ort\u003C\u002Fp>\n\n\u003Cp>h) Föräldralediga tjänstemän\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som är eller har varit föräldraledig ska normalt\ntillförsäkras samma all-männa löneutveckling under ledigheten som när\ndenne arbetar fullt ut enligt sin nor-mala arbetstid.\u003C\u002Fp>\n\n\u003Cp>2 Retroaktiva omräkningar m.m.\u003C\u002Fp>\n\n\u003Cp>a) Retroaktiva omräkningar\u003C\u002Fp>\n\n\u003Cp>Då löneavtalet för 2017, 2018 respektive 2019 ska tillämpas fr.o.m. den\n1 april för varje avtalsår, måste vissa ersättningar och avdrag omräknas\nretroaktivt från detta da-tum. Följande gäller beträffande utbetalade\növertidsersättningar, gjorda tjänstledig-hetsavdrag och sjukavdrag.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Om inte lokal\növerenskommelse träf-fats om att omräkningen ska ske individuellt ska en\n”schablonmetod” tillämpas som innebär omräkning med den genomsnittliga\nlönehöjningen vid företaget inom respek-tive förbund.\u003C\u002Fp>\n\n\u003Cp>De genomsnittstal som vid schablonmetoden används för de organiserade\ntjänstemän-nen bör även tillämpas för oorganiserade tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Då en långtidssjukskriven eller föräldraledig tjänsteman erhåller\nretroaktiv löneökning ska ersättning utgå för mellanskillnaden mellan\nfaktiskt utbetald sjukpenning\u002F föräld-rapenning och den\nsjukpenning\u002Fföräldrapenning som skulle utgått om beräkning skett med den\nnya lönen som underlag. Denna retroaktiva ersättning ska utgå från dagen\nför löneökningen. Detta gäller under förutsättning att retroaktiv\nersättning ej kan erhållas från Försäkringskassan.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt. Schablonmetod är inte tillåten.\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag ska omräknas enligt följande.\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag t.o.m. 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>Retroaktiv omräkning ska ej ske för sjukavdrag fr.o.m. l5:e\nkalenderdagen.\u003C\u002Fp>\n\n\u003Cp>3 Provision och premielön\u003C\u002Fp>\n\n\u003Cp>Reglerna avseende provisions- och premieavlönade är oförändrade sedan\ntidigare år.\u003C\u002Fp>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas –\nmed beaktande av att det ligger i nämnda löneformers natur att\nårsförtjänsten för den enskilde tjänste-mannen kan variera – att\nförtjänstutvecklingen på sikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med premielön gäller samma principer för\nlönehöjningar som för öv-riga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>4 Vissa pensionsfrågor\u003C\u002Fp>\n\n\u003Cp>Avtalets tillämpning vid pensionsfall.\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman, som slutat sin anställning den 1\napril 2017, 1 april 2018 respektive 1 april 2019 eller senare och som är\npensionsberättigad, ska höjningen ej vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>Om anställningen har upphört på grund av pensionsfall, ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>Anmälan om pensionsmedförande lön\u003C\u002Fp>\n\n\u003Cp>Företaget ska till Collectum\u002FPRI som pensionsmedförande lön anmäla\nlönehöjning till följd av detta avtal.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Huvudavtal - utdrag\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Det förutsättes, att arbetsgivare och tjänstemän genom ömsesidigt\nhänsynstagande sö-ker i samförstånd ordna sina gemensamma angelägenheter\noch såvitt möjligt före-bygga uppkomsten av tvist.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Påkallas från endera sidan förhandling ska följande ordning gälla:\u003C\u002Fp>\n\n\u003Cp>a) Förhandling mellan arbetsgivaren och tjänstemännens organisation vid\nföretaget (lokal förhandling). Saknas sådan organisation, föres\nförhandlingen med den eller de tjänstemän vid företaget, som\ntjänstemännen därtill utsett.\u003C\u002Fp>\n\n\u003Cp>b) Förhandling under medverkan av respektive arbetsgivarförbund och\nSif\u002FLe-darna\u002FCF (central förhandling).\u003C\u002Fp>\n\n\u003Cp>Om och i den mån det förhållande, vartill rättsanspråk enligt\nkollektivt eller enskilt av-tal hänför sig, varit känt på arbetsgivarsidan\nför vederbörande arbetsgivare eller hans organisation respektive på\ntjänstemannasidan för tjänstemännens organisation (eller enligt § 2 a\nsärskild utsedd företrädare för tjänstemännen) vid företaget eller\nSIF\u002FSALF\u002FCF i fyra månader utan att förhandling begärts enligt\nbestämmelserna i denna paragraf, har parten därefter förlorat rätten att\npåkalla förhandling rörande an-språket. Oberoende av sådan kännedom om\nförhållandet är rätten att påkalla förhand-ling försutten, om och i den\nmån förhållandet ligger mer än två år tillbaka i tiden.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling ska påbörjas snarast möjligt och senast tre veckor\nfrån dagen för dess påkallande, såframt ej parterna enas om uppskov.\u003C\u002Fp>\n\n\u003Cp>Kan uppgörelse ej ernås vid lokal förhandling rörande rättsanspråk\nenligt kollektivt el-ler enskilt avtal, ankommer det på part, som vill\nfullfölja ärendet, att hänskjuta frågan till central förhandling.\nFramställning om sådan förhandling ska göras hos motsidan senast två\nmånader från den dag den lokala förhandlingen avslutats, vid äventyr att\nve-derbörande anspråk eljest är preskriberat.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påbörjas snarast möjligt och senast tre veckor\nfrån dagen för dess påkallande, såframt ej parterna enas om uppskov.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckningar\u003C\u002Fp>\n\n\u003Cp>1) För att underlätta behandlingen av lokala frågor är det lämpligt,\natt vardera par-ten utser en företrädare med uppgift att svara för kontakten\nmed motparten; med-delande om företrädares namn bör lämnas motparten utan\ndröjsmål. Det får an-komma på de lokala parterna att avgöra, huruvida\nytterligare anordningar behö-ver vidtagas för handläggningen av de lokala\nfrågorna.\u003C\u002Fp>\n\n\u003Cp>2) Om arbetsgivare och tjänstemän enas därom, äger även lokal\nfunktionär eller för-troendeman utom företaget deltaga i lokal\nförhandling.\u003C\u002Fp>\n\n\u003Cp>3) Vid förhandling mellan arbetsgivare och arbetare, som direkt eller\nindirekt gäller tjänstemännen eller viss tjänsteman, äger tjänstemännen\nrätt att vara representerade.\u003C\u002Fp>\n\n\u003Cp>4) Om det förhållande, vartill rättsanspråk hänför sig, regleras i lag\nom anställ-ningsskydd ska i stället för de i § 2 ovan angivna tidsfristerna\ngälla i nämnda lag angivna tidsfrister.\u003C\u002Fp>\n\n\u003Cp>Rättstvister i allmänhet\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Har rättstvist rörande enskilt eller kollektivt avtal om\nanställningsvillkor varit föremål för förhandling enligt § 2 men icke\nkunnat lösas, ska den hänskjutas för bindande av-görande av i § 11\nomförmält förtroenderåd, därest berört arbetsgivarförbund och\nSIF\u002FSALF\u002FCF är ense därom. Enas dessa parter icke om att hänskjuta tvisten\ntill för-troenderåd, men önskar endera av dem hänskjuta tvisten till\navgörande av domstol, ska detta ske inom tre månader från den dag central\nförhandling slutförts, vid påföljd att vederbörande anspråk eljest är\npreskriberat.\u003C\u002Fp>\n\n\u003Cp>Tvister om uppsägning och föreningsrättskränkning är undantagna från\nförtroenderå-dets behörighet.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>§ 3 ovan är ej tillämplig när tvisten rör fråga som regleras i lag om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>(§§ 4 - 6 har utgått.)\u003C\u002Fp>\n\n\u003Cp>Tvister rörande fredsplikten\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Talan, som grundats på påstående om brott mot fredsplikten, äger part\nresa vid arbets-domstolen med bortseende från eljest gällande\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>Intressetvister\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>Intressetvister avseende lönefråga av kollektiv natur, vilken icke kunnat\nlösas vid cen-tral förhandling enligt § 2, äger berört arbetsgivarförbund\noch SIF\u002FSALF\u002FCF var för sig rätt att hänskjuta till\ntjänstemarknadsnämnden\u002Farbetsledarnämnden för utlåtande. Dylikt\nhänskjutande ska ske inom tre veckor efter det central förhandling\nslutförts, vid påföljd att part eljest förlorar ifrågavarande rätt.\u003C\u002Fp>\n\n\u003Cp>I den mån berört arbetsgivarförbund och SIF\u002FSALF\u002FCF är ense därom,\näger de i stället hänskjuta lönefråga av här angiven art till bindande\navgörande av förtroenderådet.\u003C\u002Fp>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>Föreligger intressetvist av annat slag än som angivits i § 8, må berört\narbetsgivarför-bund och SIF\u002FSALF\u002FCF i den mån de är ense därom, hänskjuta\ntvisten till tjänstemark-nadsnämnden\u002Farbetsledarnämnden för dess utlåtande\neller till förtroenderådet för bin-dande avgörande.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckningar\u003C\u002Fp>\n\n\u003Cp>1) Som avslutningsdag för lokal respektive central förhandling ska anses\nden dag, då berörda parter i förhandlingsprotokoll eller på annat sätt\nenats om att förklara förhandlingen avslutad. Har parterna ej enats, gäller\nsom avslutningsdag den dag, då part givit motparten skriftligt besked om att\nhan anser förhandlingen av-slutad\u003C\u002Fp>\n\n\u003Cp>2) Den möjlighet att hänskjuta tvist till\ntjänstemarknadsnämnden\u002Farbetsledarnämn-den, som i §§ 8 och 9 tillerkänts\narbetsgivarförbund, ska stå öppen även för SAF i tvist, där föreningen\när förhandlingspart i förhållande till SIF\u002FSALF\u002FCF.\u003C\u002Fp>\n\n\u003Cp>Fredsplikt\u003C\u002Fp>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>Part har i första hand att beakta den fredsplikt, som må föreligga på\ngrund av kollek-tivavtal om anställningsvillkor. Härutöver gäller, att part\nej må varsla eller tillgripa stridsåtgärd för lösning av tvistefråga,\ninnan central förhandling i tvistefrågan slut-förts.\u003C\u002Fp>\n\n\u003Cp>Med iakttagande i varje tvistefall av reglerna i föregående stycke gäller\nvidare föl-jande. Part må ej varsla eller tillgripa stridsåtgärd under den\ntid om tre veckor, som en-ligt § 8 står part till buds i där angivna fall\natt hänskjuta tvistefrågan till tjänstemark-nadsnämnden\u002Farbetsledarnämnden\nsåvida ej båda berörda parter förklarat sig skola av-stå från dylikt\nhänskjutande. Har hänskjutande skett i vederbörlig ordning, fortsätter\nfredsplikten till dess tjänstemarknadsnämndens\u002Farbetsledarnämndens\nutlåtande delgi-vits parterna.\u003C\u002Fp>\n\n\u003Cp>Enas parterna om att hänskjuta intressefråga till bindande avgörande av\nförtroenderåd, får stridsåtgärder i frågan ej tillgripas eller\nvidhållas.\u003C\u002Fp>\n\n\u003Cp>Förtroenderåd\u003C\u002Fp>\n\n\u003Cp>§ 11\u003C\u002Fp>\n\n\u003Cp>För behandling av tvister enligt §§ 3, 8 och 9 ovan ska förtroenderåd\nutses av respek-tive arbetsgivarförbund och SIF\u002FCF respektive SALF. Varje\nförtroenderåd består av fem ledamöter. Av dessa utses två av\narbetsgivarförbundet, två av SIF\u002FCF respektive SALF och en, tillika\nordförande, av arbetsgivarförbundet och SIF\u002FCF respektive SALF gemensamt.\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnd\u002FArbetsledarnämnd1\u003C\u002Fp>\n\n\u003Cp>§ 12\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnden\u002Farbetsledarnämnden har att avgiva utlåtande om\nlösningen av tvister enligt §§ 8 och 9 ovan.\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnden\u002Farbetsledarnämnden består i sådana fall av fyra\nledamöter. Av dessa utses två av SAF och två av SIF\u002FCF resp SALF för en\nperiod av tre år; sup-pleanter för dem utses i samma ordning.\u003C\u002Fp>\n\n\u003Cp>§ 13\u003C\u002Fp>\n\n\u003Cp>Begäran om utlåtande av tjänstemarknadsnämnden\u002Farbetsledarnämnden ska\ngöras skriftligen till nämnden med angivande av parts yrkande och med\nredogörelse för de omständigheter som part vill åberopa till stöd för\nsitt yrkande. Nämnden bereder mot-parten tillfälle till yttrande och äger i\növrigt att muntligen eller skriftligen införskaffa de ytterligare\nupplysningar, som nämnden anser ägnade att underlätta dess\nstånds-punktstagande.\u003C\u002Fp>\n\n\u003Cp>1 Vid överenskommelse den 21 maj 1976 om allmänna anställningsvillkor kom\nSAF och PTK överens om att tillsätta en tjänstemarknadsnämnd SAF-PTK.\nNämnden har samma arbetsuppgif-ter som motsvarande nämnder i tidigare\nhuvudavtal. I den ska ingå fem ledamöter för vardera SAF och PTK.\nÖverenskommelsen om tjänstemarknadsnämnd gäller med samma giltighetstid som\navtalet om allmänna anställningsvillkor\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Senast inom två veckor efter det att ärendet inkommit till nämnden ska\nkallelse till sammanträde utfärdas. Sammanträde ska därefter hållas\nsnarast möjligt. Har part fram-ställt önskemål om skyndsam handläggning\nåligger det nämnden att så långt som möj-ligt ta hänsyn härtill.\u003C\u002Fp>\n\n\u003Cp>Nämndens utlåtande eller beslut ska vara skriftligt och samtidigt\ntillställas båda parter och är, såvida parterna ej enas om annat,\noffentligt.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Avtal om arbetstidsbestämmelser för tjänstemän\u003C\u002Fp>\n\n\u003Cp>§ 1 Avtalets omfattning\u003C\u002Fp>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar samtliga tjänstemän anställda hos arbetsgivare\nanslutna till Före-ningen Industriarbetsgivarna avtalsområde Stål och\nMetallindustrin. Dessa tjänstemän undantas från tillämpningen av allmänna\narbetstidslagen.\u003C\u002Fp>\n\n\u003Cp>Begreppet ”tjänsteman” respektive ”tjänstemannaklubb” i detta\navtal innefattar ”ar-betsledare” respektive ”arbetsledarklubb”.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i §§ 2-6 gäller ej beträffande\u003C\u002Fp>\n\n\u003Cp>a) tjänstemän i företagsledande ställning\u003C\u002Fp>\n\n\u003Cp>b) arbete som tjänstemannen utför i sitt hem eller eljest under sådana\nförhållanden att det ej kan anses tillkomma arbetsgivaren att vaka över hur\narbetet är anordnat.\u003C\u002Fp>\n\n\u003Cp>Mom 3\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och tjänsteman som träffar överenskommelse om att rätten\ntill särskild övertidskompensation ska ersättas med längre semester\neller\u003C\u002Fp>\n\n\u003Cp>kompenseras på annat sätt enligt § 6 mom 1:1 i avtalet om allmänna\nanställningsvill-kor kan träffa överenskommelse om att tjänstemannen ska\nvara undantagen från be-stämmelserna i §§ 2-6.\u003C\u002Fp>\n\n\u003Cp>Anmärkning till mom 2 och 3\u003C\u002Fp>\n\n\u003Cp>Enligt mom 2 och 3 ovan omfattas vissa tjänstemän inte av bestämmelserna\ni §§ 2-6. Det är dock ett ömsesidigt intresse för arbetsgivaren och\ntjänstemannaklubben att kunna få en uppfattning om den totala arbetstidens\nomfattning för dessa tjänstemän. För vissa av dem sker tidsregistrering\ngenom tidsstämpling eller på annat sätt, t ex när flexibel arbetstid\ntillämpas vid företaget. I dessa fall finns alltså underlag för en\nbedömning av arbetstidssituationen. I andra fall kan registrering inte ske på\nsamma sätt som för övriga tjänstemän. Om tjänstemannaklubben så begär\nska arbetsgivaren och tjänstemannaklubben gemensamt utforma lämpligt underlag\nför att bedöma ar-betstidsvolymen för dessa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Vissa av de tjänstemän som är undantagna från bestämmelserna i §§ 2-6\nhar enligt hittills gällande praxis också haft en viss frihet i fråga om\nförläggningen av sin arbets-tid. Denna frihet påverkas inte genom det nu\nträffade avtalet.\u003C\u002Fp>\n\n\u003Cp>Mom 4\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan skriftlig överenskommelse\nträffas om att utöver undantagen enligt mom 2 och 3 viss tjänsteman eller\ngrupp av tjänste-män ska vara undantagen från bestämmelserna i §§ 2-6 i\nde fall tjänstemännen med hänsyn till sina arbetsuppgifter har särskild\nförtroendeställning i arbetstidshänseende eller eljest särskilda\nomständigheter föreligger.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse se § 8 mom 2.\u003C\u002Fp>\n\n\u003Cp>§ 2 Ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Den ordinarie arbetstiden får ej överstiga 40 timmar per helgfri vecka i\ngenomsnitt per en begränsningsperiod om fyra veckor. Om företagets\nredovisning är så ordnad får dock som begränsningsperiod i stället\ntillämpas kalendermånad.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman i intermittent treskiftsarbete får den ordinarie\narbetstiden ej överstiga 38 timmar i genomsnitt per helgfri vecka och år.\u003C\u002Fp>\n\n\u003Cp>För underjordsarbete och kontinuerligt treskiftsarbete får den ordinarie\narbetstiden ej överstiga 36 timmar i genomsnitt per helgfri vecka och år.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1) Heltidsanställda tjänstemän som arbetar tvåskift får för varje\nskiftvecka tillgodo-räkna sig två timmars kompensationsledighet. Rätt till\nkompensationsledighet med två timmar förutsätter att tjänstemannen arbetar\nfem sammanhängande arbetsda-gar på tvåskift. Vid kortare skiftarbete utgår\nkompensationsledighet i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>2) Treskiftsarbete kan bedrivas med tre eller flera skiftlag.\u003C\u002Fp>\n\n\u003Cp>3) Mot bakgrund av bytet från annandag Pingst till nationaldagen som\nallmän helg-dag är parterna överens om att det inte ska påverka\ntjänstemannens arbets-tidsmått. Parterna rekommenderar därför de lokala\nparterna att finna lösningar med utgångspunkt från tjänstemännens olika\narbetstidsformer. Om de lokala par-terna inte kan enas om annat så ska\ntjänsteman anställd på nationaldagen i tids-bank eller motsvarande erhålla\n2 timmar och 18 minuter beräknat som för en hel-tidsarbetande tjänsteman.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Där särskilda omständigheter föreligger kan mellan arbetsgivaren och\ntjänstemanna-klubben träffas skriftlig överenskommelse om annan\nbegränsningsperiod eller omfatt-ning av ordinarie arbetstid för viss\ntjänsteman eller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse se § 8 mom 2.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>SAF och PTK är ense om att olika lång arbetstid under olika delar av året\nska kunna tillämpas.\u003C\u002Fp>\n\n\u003Cp>§ 3 Regler om dygns-, natt- och veckovila\u003C\u002Fp>\n\n\u003Cp>Mom 1 Dygnsvila\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska varje tjänsteman ges minst\nelva timmars sammanhängande viloperiod per 24-timmarsperiod, beräknad från\narbetspassets början enligt tjänstemannens gällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Avvikelser kan ske på grund av omständigheter som inte i förväg\nbetryggande kan planeras eller bestämmas eller tillfälligtvis när\nverksamheten gör det erforderligt. I dessa fall ska tjänstemannen ges\nmotsvarande förlängd viloperiod i anslutning till det arbetspass som avbrutit\nviloperioden.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängd viloperiod av objektiva skäl inte kan läggas ut\nenligt före-gående stycke ska tjänstemannen ges motsvarande förlängda\nviloperioder förlagda inom sju kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängda viloperioder av objektiva skäl inte har kunna\nläggas ut en-ligt föregående stycke förs kvarvarande tid till\ntjänstemannens tidsbank.\u003C\u002Fp>\n\n\u003Cp>Mom 2 Natt- och veckovila\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Parterna har i anslutning till arbetstidslagen träffat överenskommelse om\natt de lokala parterna äger rätt att sluta kollektivavtal om natt- och\nveckovila.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mom 3\u003C\u002Fp>\n\n\u003Cp>Kan de lokala parterna inte nå överenskommelse kan ärendet hänskjutas\ntill central förhandling.\u003C\u002Fp>\n\n\u003Cp>Mom 4\u003C\u002Fp>\n\n\u003Cp>Om kollektivavtal sluts är frågor om dygns-, natt- och veckovila reglerade\nunder avta-lets giltighetstid.\u003C\u002Fp>\n\n\u003Cp>Sluts inte kollektivavtal om natt- och veckovila gäller arbetstidslagen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1) Om arbetsgivaren beslutar att förlägga förlängd dygnsvila till\narbetstid görs ej lö-neavdrag.\u003C\u002Fp>\n\n\u003Cp>2) Om beordrat övertidsarbete efter tjänstemannens begäran delas upp\neller förläggs åtskilt från den ordinarie arbetstiden ska reglerna i detta\nmoment inte tillämpas.\u003C\u002Fp>\n\n\u003Cp>3) Med motsvarande viloperiod avses mellanskillnaden mellan 11 timmar och\nden sammanhängande viloperiod som tjänstemannen har fått. Exempelvis tre\ntimmar, om viloperioden viss 24-timmarsperiod varit åtta timmar. Om\nviloperioden under flera på varandra följande 24-timmarsperioder varit\nkortare än elva timmar ska motsvarande viloperiod vara summan av\nmellanskillnaderna.\u003C\u002Fp>\n\n\u003Cp>4) Arbetsgivare som utnyttjar undantagsregeln rörande dygnsvila har att,\nför lokal facklig organisation, månadsvis, eller på annat sätt som de\nlokala parterna enas om, redovisa vid vilka tillfällen detta gjorts liksom\nskälen härför.\u003C\u002Fp>\n\n\u003Cp>5) Med anledning av införandet av regler om dygnsvila är parterna överens\nom att s k dubbelskift enbart får tillgripas vid tillfällen då någon annan\nlösning inte står till buds\u003C\u002Fp>\n\n\u003Cp>6) Om undantag från lagens regler om veckovila görs, och veckovila ej kan\nberedas ska tjänstemannen under nästföljande sju-dagarsperiod erhålla 72\ntimmars sam-manhängande ledighet. Ledighet förlagd till ordinarie arbetstid\nmedför ej löneav-drag.\u003C\u002Fp>\n\n\u003Cp>§ 4 Övertid\u003C\u002Fp>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete avses i detta avtal arbete som tjänstemannen har\nutfört utöver den för denne gällande ordinarie dagliga arbetstidens längd\nom\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• där beordrande på förhand ej kunnat ske övertidsarbetet har\ngodkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Tid som åtgår för att utföra för tjänstemannens befattning\nnödvändiga och normalt fö-rekommande förberedelse- och avslutningsarbeten\nupptas inte som övertid enligt mom 2 nedan.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av fullgjord övertid medtas endast fulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden viss dag, ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsanställda tjänstemän ska arbete som ersätts enligt\n§ 6 mom 4:1 i avtalet om allmänna anställningsvillkor avräknas från\növertidsutrymmet i mom 2 ne-dan.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-MAXHOURS_trigger\">\u003Cp>När särskilda skäl föreligger får allmän övertid uttas med högst 200\ntimmar per kalen-derår.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mom 3\u003C\u002Fp>\n\n\u003Cp>Allmän övertid får tas ut med högst 48 timmar under en period av fyra\nveckor eller 50 timmar under en kalendermånad. Dessa timtal får endast\növerskridas om synnerliga skäl föreligger, t ex när det är nödvändigt\nför att ett arbete, som inte kan avbrytas utan avsevärda olägenheter för\nverksamheten, ska kunna slutföras.\u003C\u002Fp>\n\n\u003Cp>Mom 4\u003C\u002Fp>\n\n\u003Cp>Allmän övertid, oavsett kompensationsform, ska avräknas från\növertidsutrymmet en-ligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Cp>Om övertiden ersätts med ledig tid (kompensationsledighet) enligt § 6 mom\n3 i avtalet om allmänna anställningsvillkor återförs det antal\n”övertidstimmar” som har kompen-serats genom ledigheten till\növertidsutrymmet enligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>En tjänsteman utför övertidsarbete en vardagskväll under 4 timmar. Dessa\növer-tidstimmar avräknas från övertidsutrymmet enligt mom 2.\nÖverenskommelse träffas om att tjänstemannen ska kompenseras med ledig tid\n(kompensationsledighet) under 6 timmar (4 övertidstimmar x 1,5 tim = 6\nkompensationsledighetstimmar). När kompen-sationsledigheten har uttagits\ntillförs övertidsutrymmet enligt mom 2 de 4 övertidstim-marna som har\nkompenserats genom ledigheten.\u003C\u002Fp>\n\n\u003Cp>Under kalenderåret får högst 100 timmar på detta sätt återföras till\növertidsutrymmet, såvida inte arbetsgivaren och tjänstemannaklubben enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan träffa överenskommelse om att\növertid som ersatts med kompensationsledighet ska, för att kunna återföras\ntill övertidsutrym-met enligt den teknik som beskrivs ovan, utläggas inom\nviss bestämd tidsperiod, t ex räknat från tidpunkten för övertidsarbetets\nutförande eller före visst bestämt datum.\u003C\u002Fp>\n\n\u003Cp>LEDARNA och CF har i anslutning till detta moment förklarat att förbunden\ninte mot-sätter sig lokala överenskommelser om återföring av ytterligare\ntimmar utöver de i be-stämmelsen angivna 75 timmarna för återföring till\növertidsutrymmet då övertid ersät-tes med ledig tid\n(kompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid se § 8 mom 2.\u003C\u002Fp>\n\n\u003Cp>Mom 5\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan beträffande viss\ntjänsteman eller grupp av tjänstemän skriftlig överenskommelse träffas om\nannan beräkning eller om-fattning av allmän övertid. Överenskommelse om\nannan omfattning av allmän övertid ska underställas förbundsparterna för\ngodkännande.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse se § 8 mom 2.\u003C\u002Fp>\n\n\u003Cp>Mom 6\u003C\u002Fp>\n\n\u003Cp>Utöver vad ovan sagts kan, när särskilda skäl föreligger, extra\növertid uttas under ka-lenderåret med högst 100 timmar efter\növerenskommelse mellan arbetsgivaren och tjänstemannaklubben.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid se § 8 mom 2\u003C\u002Fp>\n\n\u003Cp>Mom 7\u003C\u002Fp>\n\n\u003Cp>Har natur- eller olyckshändelse eller annan därmed jämförlig\nomständighet, som ej kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för så-dant avbrott eller för skada på liv,\nhälsa eller egendom, ska övertid som fullgjorts med anledning därav ej\nbeaktas vid beräkning av övertid enligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Cp>§ 5 Jourtid\u003C\u002Fp>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till ar-betsgivarens förfogande på arbetsstället för att när behov\nuppkommer utföra arbete, får jourtid tas ut härför med högst 48 timmar\nunder en tid av fyra veckor eller 50 timmar under en kalendermånad. Som\njourtid anses inte tid under vilken tjänstemannen utfört arbete för\narbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan beträffande viss\ntjänsteman eller grupp av tjänstemän skriftlig överenskommelse träffas om\nannan beräkning eller om-fattning av jourtid.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse se § 8 mom 2.\u003C\u002Fp>\n\n\u003Cp>§ 6 Anteckning av övertid och jourtid\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid enligt § 3 och jourtid enligt § 4. Tjänstemannen,\ntjänstemannaklubben eller central represen-tant för tjänstemannaförbundet\nhar rätt att ta del av dessa anteckningar.\u003C\u002Fp>\n\n\u003Cp>§ 7 Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Samma förhandlingsordning gäller som för avtalet om allmänna\nanställningsvillkor. Bestämmelserna härom finns i § 10 i\nförhandlingsprotokollet till avtalsuppgörelsen den 11 mars 1978 mellan SAF\noch PTK och i § 9 i förhandlingsprotokollet till avtals-uppgörelsen den 21\nmaj 1976 mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Cp>§ 8 Giltighetstid\u003C\u002Fp>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i detta avtal gäller fr o m den 1 april 1993 t o m den 31\nmars 1995. Om avtalet inte har sagts upp av endera parten senast tre månader\nföre giltighetstidens utgång, prolongeras det för ett kalenderår åt\ngången.\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsavtalet upphör att gälla upphör även överenskommelse som\nslutits med stöd av avtalet i och med utgången av avtalets giltighetstid.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse som träffas med stöd av § 1 mom 4, § 2 mom 2, §\n4 mom 4-6, § 5 mom 2 och rätten för arbetsgivaren och tjänstemannaklubben\natt träffa överens-kommelse om uttag av extra övertid enligt § 4 mom 6 ska\ngälla tills vidare med tre månaders uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Uppsägning kan ske av arbetsgivaren, tjänstemannaklubben eller av\nPTK-förbund. Om endera parten önskar att den lokala överenskommelsen\nrespektive nämnda rätt till lokal överenskommelsemöjlighet ska bestå, ska\nhan skyndsamt begära att förhand-lingar härom förs under uppsägningstiden.\nFörbundsparterna kan förlänga det lokala avtalets uppsägningstid för att\nmöjliggöra att förhandlingar enligt förhandlingsord-ningen hinner\nslutföras innan avtalet upphör. I sista hand kan frågan huruvida avtalet ska\nbestå eller ej tas upp till överläggningar i Tjänstemarknadsnämnden\nSAF-PTK.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om ersättning för förskjuten arbetstid, jourtid och\nberedskapstjänst mellan stål och metall arbetsgivareförbundet och\nSif\u002FLedarna\u002FSveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>Gemensamma anteckningar\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Parterna enades därjämte om att till protokollet i §§ 2-4 göra\nföljande för överenskom-melserna om riktlinjer rörande ersättning för\nförskjuten arbetstid, jourtid och bered-skapstjänst gemensamma\nanteckningar.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Parterna enades om att meddelande om förskjuten arbetstid, jourtid och\nberedskaps-tjänst skulle lämnas till såväl berörda tjänstemän som till\nvid företaget anställd repre-sentant för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterade att frågan rörande omfördelning av den ordinarie\narbetstiden, in-arbetning av klämdagar och liknande samt förberedelse- och\navslutningsarbeten enligt § 6 mom 2:2 i avtalet mellan Stål och Metall\nArbetsgivareförbundet och Sif\u002F Le-darna\u002FSveriges Ingenjörer inte berördes av\ndenna överenskommelse.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Parterna noterade följande:\u003C\u002Fp>\n\n\u003Cp>Enligt nuvarande semester-, sjuklöne-, övertids-, restids- och\npensionsbestämmelser gäller följande beträffande ersättning för\nförskjuten arbetstid:\u003C\u002Fp>\n\n\u003Cp>För ersättning utbetalas semesterlön enligt avtalet om allmänna\nanställningsvillkor § 4 mom 4. Motsvarande tillämpning gäller\nsemesterersättning. Ersättningen medtages ej vid beräkning av\növertidsersättning eller restidsersättning. För tjänstemän med\nregel-mässigt förskjuten arbetstid inräknas ersättningen i den\npensionsmedförande lönen en-ligt ITP-avtalets punkt A 3:1.\u003C\u002Fp>\n\n\u003Cp>Ersättning för beredskapstjänst och jourtid ska inräknas i underlaget\nför semester-lön och semesterersättning1. För tjänstemän med regelmässig\njourtid eller beredskaps-tjänst inräknas ersättningen i den\npensionsmedförande lönen enligt ITP-avtalets punkt A 3:1. Ersättningen\nbeaktas ej vid tillämpning av övriga av ovannämnda bestämmel-ser.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Riktlinjer rörande ersättning för arbete på förskjuten arbetstid\u003C\u002Fp>\n\n\u003Cp>1.\u003C\u002Fp>\n\n\u003Cp>Nedanstående riktlinjer är avsedda att tillämpas vid arbete på\nförskjuten arbetstid. De lokala parterna äger dock, om särskilda skäl\nhärtill föreligger, träffa överenskommelse om annan lösning i fråga om\nersättning för arbete på sådan tid.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>Med förskjuten arbetstid avses den del av tjänstemannens ordinarie\narbetstidsmått som förläggs utanför det vid tjänstemannens arbetsställe\ngällande ordinarie dagarbetstids-schemat.\u003C\u002Fp>\n\n\u003Cp>Förskjuten arbetstid ersätts enligt punkt 4 nedan.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckningar\u003C\u002Fp>\n\n\u003Cp>a) Parterna är ense om att skälig anledning bör föreligga för\ninförande av arbete på förskjuten arbetstid. Om tjänstemannaparten i\nenskilt fall gör gällande att skälig anledning till förskjuten arbetstid ej\nföreligger, äger arbetsgivaren likväl genom-föra förskjutning av\narbetstiden i avvaktan på resultatet av de förhandlingar som kan komma att\nbegäras.\u003C\u002Fp>\n\n\u003Cp>b) Om ett system för flexibel arbetstid tillämpas utges inte ersättning\nför arbetstid inom det ordinarie dagsarbetstidsschemats yttre tidpunkter, dvs\ninom den s k bandbredden.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör, såvitt möjligt, senast 14 dagar i förväg lämna\nberörd tjänsteman meddelande om förskjutning av arbetstiden. Sådant\nmeddelande bör även innehålla uppgift om beräknad varaktighet av\narbetstidens förskjutning.\u003C\u002Fp>\n\n\u003Cp>4.\u003C\u002Fp>\n\n\u003Cp>Förskjuten arbetstid ersätts per timme enligt följande:\u003C\u002Fp>\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>KL 18 - 07 VARDAGAR\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>540\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL 07 LÖRDAGAR, FRÅN KL 18 TRETTONDAGSAFTONEN OCH DA-GARNA\n        FÖRE 1 MAJ, KRISTI HIMMELSFÄRDSDAG, NATIONALDAGEN OCH ALLA HELGONS\n        DAG TILL KL 06 PÅFÖLJANDE VARDAG SAMT KL 06-07 PINGST-, MIDSOMMAR-\n        OCH JULAFTON\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>300\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL 07 PINGST-, MIDSOMMAR- OCH JULAFTON SAMT FRÅN KL 18\n        SKÄRTORSDAGEN OCH NYÅRSAFTON TILL KL 06 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>150\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om undantag från ovanstående ersättningsregler kan\nträffas med tjänsteman i mer kvalificerad befattning, till vilken skälig\nersättning utges i annan ord-ning.\u003C\u002Fp>\n\n\u003Cp>6.\u003C\u002Fp>\n\n\u003Cp>Ersättning för förskjuten arbetstid och övertidsersättning kan ej utges\nsamtidigt.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Riktlinjer rörande ersättning för jourtid\u003C\u002Fp>\n\n\u003Cp>1.\u003C\u002Fp>\n\n\u003Cp>Följande riktlinjer gäller rörande ersättning för jourtid. De lokala\nparterna äger, om särskilda skäl föreligger, träffa överenskommelse om\nannan lösning.\u003C\u002Fp>\n\n\u003Cp>2.\u003C\u002Fp>\n\n\u003Cp>Med jourtid avses tid då tjänstemannen ej har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsstället för att\nnär behov uppkommer utföra arbete.\u003C\u002Fp>\n\n\u003Cp>3.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-standbyallowancetype\">\u003Cp>Jourtid ersätts per jourtimme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>600\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>dock gäller följande:\u003C\u002Fp>\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>FREDAG - SÖNDAG\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN FREDAG KL 18 TILL LÖRDAG KL 07\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>540\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN LÖRDAG KL 07 TILL MÅNDAG KL 06\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>300\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VID HELGER \n\n        \u003Cp>FRÅN KL 18 DAGEN FÖRE TILL KL 07 TRETTONDAGEN, 1 MAJ, KRISTI\n        HIMMELSFÄRDSDAG, NATIONALDAGEN OCH ALLA HELGONS DAG\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\n\n            ",{"OVERTIME_trigger":42,"CONSIGN_trigger":46,"sicknessmaxdaysnr":50,"paidmaternityleaveduration":54,"LOWWAGE_provision":58,"LOWWAGE_trigger":62,"MAXHOURS_trigger":66,"maxsicknesspayperc":70,"contracttrial":74,"sicknesspay":78,"holidaysdays":82,"standbyallowancetype":86,"paidmaternityleave":90,"healthinsurance":94,"SCHEDULE_trigger":98,"STRUCINCR_trigger":102,"hourspweek_select":106,"PAIDLEAV_trigger":110,"SICDIS_trigger":113,"ANNLEAVE_trigger":116},{"bindId":43,"name":44,"text":45},"OVERTIME_trigger","Mom 3:1 Övertidsarbete kompenseras antin","Mom 3:1\n\nÖvertidsarbete kompenseras antingen i pengar (övertidsersättning) eller -\nom tjänste-mannen så önskar och arbetsgivaren efter samråd med\ntjänstemannen finner att så kan ske utan olägenhet för verksamheten vid\nföretaget - i form av ledig tid (kompensat-ionsledighet).\n\nVid samråd mellan arbetsgivaren och tjänstemannen bör även, så långt\ndet är möjligt, beaktas tjänstemannens önskemål om när\nkompensationsledigheten ska utläggas.\n\nMom 3:2\n\nÖvertidsersättning per timme utges enligt följande:\n\na) för övertidsarbete kl 06 - 20 helgfria måndagar - fredagar\n\n\n  \n    månadslönen\n    94\n  \n\n\nb) för övertidsarbete på annan tid\n\n\n  \n    månadslönen\n    72\n  \n\n\nAnmärkning\n\nÖvertidsarbete på för den enskilde tjänstemannen arbetsfria vardagar\nsamt midsom-mar-, jul- och nyårsafton jämställs med övertidsarbete på\n”annan tid”.\n\nBeträffande semesterlön se § 4 mom 4:1, anmärkning 3.\n\nMed månadslön avses i detta moment tjänstemannens aktuella fasta kontanta\nmånads-lön. (För tjänsteman avlönad med veckolön ska månadslönen\nberäknas som 4,3 x veckolönen.)\n\nKompensationsledighet för övertidsarbete, som avses under a), utges med 1\n½ timme och för övertidsarbete, som avses under b), med 2 timmar för varje\növertidstimme.",{"bindId":47,"name":48,"text":49},"CONSIGN_trigger","• skift-, jour-, beredskaps- och ob-ersä","• skift-, jour-, beredskaps- och ob-ersättning eller liknande rörlig\nlönedel i den mån den inte inräknats i månadslönen.\n\nTill ”summan av den rörliga lönedel som har utbetalats under\nintjänandeåret” ska för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en ge-nomsnittlig dagsinkomst av\nrörliga lönedelar. Denna genomsnittliga dagsinkomst be-räknas genom att\nunder intjänandeåret utbetald rörlig lönedel divideras med antalet\nan-ställningsdagar (definierat enligt § 7 semesterlagen) exklusive\nsemesterledighetsdagar och hela kalenderdagar med semesterlönegrundande\nfrånvaro under intjänandeåret.\n\nBeträffande skift-, jour-, beredskaps- och ob-ersättning eller liknande\ngäller att sådan ersättning ej ska medtas i ovanstående\ngenomsnittsberäkning om tjänstemannen under intjänandeåret uppburit sådan\nersättning under högst 60 kalenderdagar.",{"bindId":51,"name":52,"text":53},"sicknessmaxdaysnr","Mom 1:1 Sjuklön från arbetsgivaren utges","Mom 1:1\n\nSjuklön från arbetsgivaren utges under de första 14 kalenderdagarna i\nvarje sjukperiod enligt lagen om sjuklön med tillägg i mom 2:2 andra stycket.\nDen närmare beräk-ningen av sjuklönens storlek är angiven i mom 3-6.",{"bindId":55,"name":56,"text":57},"paidmaternityleaveduration","Föräldralön utgörs av • två månadslöner ","Föräldralön utgörs av\n\n• två månadslöner minus 60 avdrag beräknat per dag enligt nedan, om\ntjänsteman-nen har varit anställd i ett men ej två år i följd\n\n• tre månadslöner minus 90 avdrag beräknat per dag enligt nedan, om\ntjänsteman-nen har varit anställd i två år men ej tre år i följd\n\n• fyra månadslöner minus 120 avdrag beräknat per dag enligt nedan, om\ntjänste-mannen har varit anställd i tre år men ej fyra år i följd\n\n• sex månadslöner minus 180 avdrag, beräknat per dag, enligt nedan, om\ntjänste-mannen varit anställd fyra år i följd eller mer.",{"bindId":59,"name":60,"text":61},"LOWWAGE_provision","3:4 Lägsta löneökning Om de lokala parte","3:4 Lägsta löneökning\n\nOm de lokala parterna inte träffar annan överenskommelse ska varje\ntjänsteman, som omfattas av lönerevisionen, fr.o.m. den 1 april 2017, den 1\napril 2108 respektive den 1 april 2019 ha erhållit ett lägsta belopp om 266\nkr, 271 kr respektive 277 kr per må-nad. Beloppet avser heltidsanställd\ntjänsteman. För deltidsanställda minskas beloppet i proportion till\nanställningsgraden.",{"bindId":63,"name":64,"text":65},"LOWWAGE_trigger","3:5 Lägsta lön Avtalets lägsta månadslön","3:5 Lägsta lön\n\nAvtalets lägsta månadslön, för närvarande 17033 kronor, höjs från och\nmed den 1 april 2017 till 17343 kronor, fr.o.m. den 1 april 2018 till 17690 kr\nrespektive till 18044 kr fr.o.m. den 1 april 2019.\n\nFör arbetstagare som varit anställd sammanhängande ett år i företaget\nhöjs avtalets lägsta månadslön för närvarande 18225 kronor fr.o.m. 1\napril 2017 till 18590 kronor fr.o.m. den 1 april 2018 till 18961 kr respektive\n19341 kr fr.o.m. den 1 april 2019.",{"bindId":67,"name":68,"text":69},"MAXHOURS_trigger","När särskilda skäl föreligger får allmän","När särskilda skäl föreligger får allmän övertid uttas med högst 200\ntimmar per kalen-derår.",{"bindId":71,"name":72,"text":73},"maxsicknesspayperc","Om sjukfrånvaron varar längre än 20 proc","Om sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoar-betstiden betalas sjuklön per timme enligt följande.\n\n\n  \n    \n      80\n      %\n      x\n      månadslönen\n      x\n      12\n    \n    \n      52\n      x\n      veckoarbetstiden",{"bindId":75,"name":76,"text":77},"contracttrial","Om inte annat avtalats får en provanstäl","Om inte annat avtalats får en provanställning avbrytas även före\nprövotidens utgång.\n\nDå särskilda skäl föreligger kan provanställningen efter lokal\növerenskommelse för-längas, dock högst med ytterligare sex månader.",{"bindId":79,"name":80,"text":81},"sicknesspay","Mom 3:1 För den period då tjänstemannen ","Mom 3:1\n\nFör den period då tjänstemannen är frånvarande på grund av sjukdom\nutbetalas ingen lön istället erhålls sjuklön.\n\nSjukdom t o m 14 kalenderdagar per sjukperiod\n\nMom 3:2\n\nMom 3:2:1 Sjukfrånvaroavdrag\n\nVid frånvaro på grund av sjukdom ska ett löneavdrag göras för varje\ntimme enligt följande\n\n\n  \n    \n      månadslönen\n      x\n      12\n    \n    \n      52\n      x\n      veckoarbetstiden\n    \n  \n\n\nMom 3:2:2 Karensavdrag\n\nFör sjukfrånvaro upp till 20 % av genomsnittlig ordinarie veckoarbetstid i\nsjukperi-oden betalas ingen sjuklön (karensavdrag).\n\nKarensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\n\nMom 3:2:3 Sjuklön\n\nOm sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoar-betstiden betalas sjuklön per timme enligt följande.\n\n\n  \n    \n      80\n      %\n      x\n      månadslönen\n      x\n      12\n    \n    \n      52\n      x\n      veckoarbetstiden\n    \n  \n\n\nMom 3:2:4 Sjuklön för skift- och OB-ersättning\n\nOm tjänstemannen skulle ha utfört arbete på schemalagd förskjuten\narbetstid utges, för sjukfrånvaro som vara längre än 20 procent av den\ngenomsnittliga ordinarie veckoar-betstiden, dessutom 80 procent av den skift-\neller OB ersättning som tjänstemannen gått miste om.",{"bindId":83,"name":84,"text":85},"holidaysdays","Genom överenskommelse mellan arbetsgivar","Genom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 6\nmom 1 kan tjänstemannen i stället för 25 semesterdagar erhålla fem eller\ntre dagars semester utöver den lagstadgade.",{"bindId":87,"name":88,"text":89},"standbyallowancetype","Jourtid ersätts per jourtimme med månads","Jourtid ersätts per jourtimme med\n\n\n  \n    månadslönen\n    600\n  \n\n\ndock gäller följande:\n\n\n\n\n  \n  \n  \n  \n    \n      FREDAG - SÖNDAG\n      \n    \n    \n      FRÅN FREDAG KL 18 TILL LÖRDAG KL 07\n      \n          \n            MÅNADSLÖNEN\n            540\n          \n        \n    \n    \n      FRÅN LÖRDAG KL 07 TILL MÅNDAG KL 06\n      \n          \n            MÅNADSLÖNEN\n            300\n          \n        \n    \n    \n      VID HELGER \n\n        FRÅN KL 18 DAGEN FÖRE TILL KL 07 TRETTONDAGEN, 1 MAJ, KRISTI\n        HIMMELSFÄRDSDAG, NATIONALDAGEN OCH ALLA HELGONS DAG\n      \n      ",{"bindId":91,"name":92,"text":93},"paidmaternityleave","De lokala parterna har möjlighet att öve","De lokala parterna har möjlighet att överenskomma om andra regler än\nnedanstående.\n\nMom 6:1\n\nEn tjänsteman som är föräldraledig har rätt till föräldralön från\narbetsgivaren om tjäns-temannen har varit anställd hos arbetsgivaren under\nminst ett år i följd.\n\nMom 6:2\n\nFöräldralön utgörs av\n\n• två månadslöner minus 60 avdrag beräknat per dag enligt nedan, om\ntjänsteman-nen har varit anställd i ett men ej två år i följd\n\n• tre månadslöner minus 90 avdrag beräknat per dag enligt nedan, om\ntjänsteman-nen har varit anställd i två år men ej tre år i följd\n\n• fyra månadslöner minus 120 avdrag beräknat per dag enligt nedan, om\ntjänste-mannen har varit anställd i tre år men ej fyra år i följd\n\n• sex månadslöner minus 180 avdrag, beräknat per dag, enligt nedan, om\ntjänste-mannen varit anställd fyra år i följd eller mer.\n\nErsättning utbetalas för en sammanhängande trettiodagarsperiod som\ninfaller inom 18 månader från barnets födelse eller när arbetstagaren\nerhåller vårdnad i samband med adoption. Ersättning utbetalas för maximalt\nsex sådana trettiodagarsperioder.\n\nVid tre fjärdedels, halv, en fjärdedels eller åttondels föräldrapenning\nutbetalas tre fjär-dedelar, hälften, en fjärdedel respektive en åttondel av\nbelopp enligt ovan.\n\nOm tjänstledigheten skulle bli kortare än en trettiodagarsperiod utges\ninte föräldralön.\n\nFör tjänsteman med månadslön om högst 37.333 kronor: (se anm nedan)\n\n\n  \n    \n      90\n      %\n      x\n      månadslönen\n      x\n      12\n    \n    365\n  \n\n\nFör tjänsteman med månadslön över 37.333 kronor:\n\n\n\n\n  \n    \n      90\n      %\n      x\n      10\n      x\n      prisbasbeloppet\n    \n    365\n  \n  +\n  10\n  %\n  x\n  \n    \n      (\n      månadslönen\n      x\n      12\n      −\n      10\n      x\n      prisbasbeloppet\n      )\n    \n    365\n  \n  \n\n\nAnmärkning:\n\nDen angivna månadslönen gäller för 2017 och utgör 10 x gällande\nprisbasbelopp\u002F12. Prisbasbeloppet för 2017 är 44.800 kronor och månadslönen\nför 2017 följaktligen 37.333 kronor\n\n\n  \n    \n      (\n      10\n      x\n      44.800\n      )\n    \n    12\n  \n  =\n  37.333\n\n\nMom 6:3\n\nHar föräldrapenning nedsatts eller indragits enligt lagen om allmän\nförsäkring ska er-sättning enligt ovan reduceras i motsvarande mån.\n\nMom 6:4\n\nUnder tjänstledigheten görs avdrag enligt § 9 mom 2:2. Detta gäller\nbåde när tjänste-mannen har rätt till föräldralön enligt ovan och när\ntjänstemannen saknar sådan rätt.",{"bindId":95,"name":96,"text":97},"healthinsurance","Mom 2:1 Tjänstemannen ska lämna arbetsgi","Mom 2:1\n\nTjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att han\nhar varit sjuk, uppgifter om i vilken omfattning hans arbetsförmåga varit\nnedsatt på grund av sjukdomen och under vilka dagar tjänstemannen skulle ha\narbetat.\n\nMom 2:2\n\nArbetsgivaren är skyldig att utge sjuklön fr o m den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om tjänstemannen styrker nedsättningen\nav arbetsförmågan och sjukperiodens längd med läkarintyg.\n\nOm arbetsgivaren så begär ska tjänstemannen styrka nedsättningen av\narbetsförmågan med läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare.",{"bindId":99,"name":100,"text":101},"SCHEDULE_trigger","Parterna har i anslutning till arbetstid","Parterna har i anslutning till arbetstidslagen träffat överenskommelse om\natt de lokala parterna äger rätt att sluta kollektivavtal om natt- och\nveckovila.",{"bindId":103,"name":104,"text":105},"STRUCINCR_trigger","Lönerevisionerna ska ske med utgångspunk","Lönerevisionerna ska ske med utgångspunkt från ”Gemensamma\nutgångspunkter” och ”Grundläggande principer för lönebildningen i\nföretagen” enligt punkterna 1 och 2.\n\nFör genomförandet av lönerevisionen ställs till förfogande för det\nförsta avtalsåret ett löneökningsutrymme om 2,0 % och för det andra\navtalsåret 2,0 % samt för det tredje avtalsåret 2,0 % av lönesumman för\nUnionens medlemmar dagen före lönerevisions-datum.",{"bindId":107,"name":108,"text":109},"hourspweek_select","Den ordinarie arbetstiden får ej översti","Den ordinarie arbetstiden får ej överstiga 40 timmar per helgfri vecka i\ngenomsnitt per en begränsningsperiod om fyra veckor. Om företagets\nredovisning är så ordnad får dock som begränsningsperiod i stället\ntillämpas kalendermånad.\n\nFör tjänsteman i intermittent treskiftsarbete får den ordinarie\narbetstiden ej överstiga 38 timmar i genomsnitt per helgfri vecka och år.\n\nFör underjordsarbete och kontinuerligt treskiftsarbete får den ordinarie\narbetstiden ej överstiga 36 timmar i genomsnitt per helgfri vecka och år.",{"bindId":111,"name":84,"text":112},"PAIDLEAV_trigger","Genom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 6\nmom 1 kan tjänstemannen i stället för 25 semesterdagar erhålla fem eller\ntre dagars semester utöver den lagstadgade.\n\nAnmärkning\n\nMed semesterdagar avses både betalda och obetalda semesterdagar. För\ntjänstemän med flera semesterdagar än 25 fastställes antal dagar med\nsemesterlön enligt princi-perna i § 7 semesterlagen.",{"bindId":114,"name":52,"text":115},"SICDIS_trigger","Mom 1:1\n\nSjuklön från arbetsgivaren utges under de första 14 kalenderdagarna i\nvarje sjukperiod enligt lagen om sjuklön med tillägg i mom 2:2 andra stycket.\nDen närmare beräk-ningen av sjuklönens storlek är angiven i mom 3-6.\n\nSjuklön från arbetsgivaren fr o m 15:e kalenderdagen i sjukperioden utges\nenligt detta avtal.\n\nMom 1:2\n\nNär en tjänsteman blir sjuk och därför ej kan tjänstgöra ska han\nsnarast möjligt under-rätta arbetsgivaren om detta. Vidare ska han så snart\nske kan meddela arbetsgivaren när han beräknar kunna återgå i arbete.\n\nSamma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller ar-betsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta och rätt föreligger till ersättning\nenligt lagen om ersättning åt smittbärare.\n\nSjuklön ska inte utges för tid innan arbetsgivaren fått anmälan om\nsjukdomsfallet. Fö-religger laga förfall som hinder för anmälan, ska\nanmälan ske så snart hindret upphört.",{"bindId":117,"name":118,"text":119},"ANNLEAVE_trigger","För tjänsteman avlönad med veckolön ska ","För tjänsteman avlönad med veckolön ska månadslönen beräknas som 4,3\nx veckolö-nen.\n\nSemestertillägg för varje betald semesterdag utgör\n\n• 0,8 % av tjänstemannens vid semestertillfället aktuella\nmånadslön.\n\nMed månadslön avses i detta sammanhang fast kontant månadslön och\neventuella fasta lönetillägg per månad (t ex fasta skift-, jour-,\nberedskaps-, övertids- och restids-tillägg, garanterad minimiprovision eller\nliknande).","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Industriarbetsgivarna Stål- och Metallindustrin - 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2017-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2020-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Ratificerat av: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Ratificerat den: → 2017-04-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Stål- och metallframställning, Tillverkning av metallvaror utom maskiner och apparater\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Företagsnamn: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → 80 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 14 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → 8.5 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Föräldraledighet (mammor) begränsad till 100 % av grundlönen\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → 180 dagar\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 4.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → -9.0 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Avtalad lägstalön per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lägstalön: → SEK 266.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Löneökning: → 2.0 %\n                \u003C\u002Fdiv>\n                \n                \n            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