[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Findustriavtalet-sinf-svensk-industriforening-if-metall":3,"sites:htmlblocks":233,"menu:\u002Fsv-se:":1432,"subsites":1597,"cite-subsites":5162,"footer:root":5639,"suggested:root":5737,"cite-footer:root":5741},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":213,"content_type_view":214,"extra_breadcrumbs":215,"body":217,"body_blocks":228,"related_pages":232},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":211,"translations":212},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"industriavtalet-sinf-svensk-industriforening-if-metall","ba6a645e-b992-11ed-8bb0-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Findustriavtalet-sinf-svensk-industriforening-if-metall\u002Findustriavtalet-sinf-svensk-industriforening-if-metall\u002F","Industriavtalet Sinf Svensk Industriförening IF Metall","Industriavtalet Sinf Svensk Industriförening IF Metall - 2021","Sweden - Industriavtalet Sinf Svensk Industriförening IF Metall - 2021","Industriavtalet Sinf Svensk Industriförening IF Metall - 2021 - Tillverkning",{"name":39,"data":40},"SMEs - IGF Metall - sinf-avtalet-2021-2023.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>SMEs - IGF Metall - sinf-avtalet-2021-2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Industriavtalet Sinf\u003C\u002Fh1>\n\n\u003Ch1>Svensk\u003C\u002Fh1>\n\n\u003Ch1>Industriförening\u003C\u002Fh1>\n\n\u003Ch1>IF Metall\u003C\u002Fh1>\n\n\u003Ch1>AVTAL NR 24\u003C\u002Fh1>\n\n\u003Ch1>GÄLLER T.O.M. 31 MAJ 2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KOLLEKTIVAVTAL mellan\u003C\u002Fh2>\n\n\u003Cp>Svensk Industriförening och IF Metall gällande för de medlemmar i Svensk\nIndustriförening som lämnat fullmakt för kollektivavtalstecknande till\nSvensk Industriförening.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller för de företag som genom fullmakt för Svensk\nIndustriförening tecknat kollektivavtal med IF Metall. Ansluter sig företag\ntill Svensk Industriförening, vilkas arbetare tillhör förbundet och tecknas\nsom följd av detta kollektivavtal mellan Svensk Industriförening och IF\nMetall för företaget, ska detta avtal träda i kraft för företaget så\nsnart gällande avtal utlöper.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Den omständigheten, att avtalet automatiskt träder i tillämpning på\nnytillträdande arbetsgivare, utesluter icke, att förhandlingar på\nframställning av endera parten kan föras rörande särskilda frågor, vilka\nkan uppstå i anledning av nytillträdande företags speciella tillverkning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspyear_select\">\u003Ch2>§ 2 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom 1 Ordinarie arbetstidens längd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstidens längd under året utgör i genomsnitt 40 timmar\nper helgfri vecka (vid kontinuerligt arbete, d.v.s. utan ett uppehåll av minst\n24 timmar vid veckoslutet, 2012 timmar i genomsnitt per år). Vid treskifts-\noch kontinuerligt tvåskiftsarbete samt arbete under jord gäller dock kortare\narbetstid, som beräknas utgöra:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid kontinuerligt treskiftsarbetesamt vid arbete underjord\u003Cspan style=\"color:#ffffff\">***********\u003C\u002Fspan>1 760 timmar i genomsnitt per år\u003C\u002Fp>\n\n\u003Cp>Vid intermittent treskiftsarbete\u003Cspan style=\"color:#ffffff\">***************************************\u003C\u002Fspan>38 timmar i\ngenomsnitt per helgfri vecka\u003C\u002Fp>\n\n\u003Cp>Vid kontinuerligt tvåskiftsarbete\u003Cspan style=\"color:#ffffff\">**************************************\u003C\u002Fspan>38 timmar i\ngenomsnitt per helgfri vecka\u003C\u002Fp>\n\n\u003Cp>Vid intermittent tvåskiftsarbete\u003Cspan style=\"color:#ffffff\">***************************************\u003C\u002Fspan>38 timmar\nper helgfri vecka\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Mom 2 Ordinarie arbetstidens förläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstidens längd och förläggning, som kan variera under\nolika delar av året, fastställs per dag, vecka eller annan tidsperiod genom\növerenskommelse för varje arbetsställe särskilt. Sådan överenskommelse\nbör träffas i god tid före varje nytt år.\u003C\u002Fp>\n\n\u003Cp>Vid bristande överenskommelse förläggs dagarbetstiden respektive\narbetstiden vid tvåskiftsarbete enligt följande:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Dagarbete: måndag t.o.m. fredag mellan kl. 07.00 och kl. 16.00 med en\nsammanlagd rasttid av en timme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tvåskiftsarbete: måndag t.o.m. fredag förmiddagsskiftet mellan kl. 05.30\noch kl. 13.36 och eftermiddagsskiftet mellan kl. 13.36 och kl. 21.42 med en\nhalvtimmes rast på vardera skift.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Betalda lediga arbetsdagar (arbetstidsförkortning)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I samband med förhandlingarna om årsarbetstiden ska förläggning ske av\nden lediga tid, som enligt överenskommelse om arbetstidsförkortning mellan de\ncentrala parterna ska läggas ut som betald ledighet.\u003C\u002Fp>\n\n\u003Cp>Ledigheten omfattar sju betalda dagar varje kalenderår. Dessa läggs ut som\nhela eller delar av dagar. Där parterna inte lägger ut hela ledigheten genom\nlokal överenskommelse äger arbetstagare och arbetsgivare att komma överens\nom individuell förläggning av återstående del av ledighetsdagarna.\u003C\u002Fp>\n\n\u003Cp>Outtagna ledighetsdagar kan efter överenskommelse sparas till kommande\nkalenderår, dock maximalt tre dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1)Vid beräkning av övertid, som ska journalföras enligt arbetstidslagen,\nska beräkningsperioden om annat inte överenskommes, utgöra kalendermånad\neller, om företagets redovisning är så upplagd, 4 kalenderveckor.\u003C\u002Fp>\n\n\u003Cp>2)I vecka med helgdag ska den ordinarie arbetstiden för övriga dagar vara\ndensamma som enligt arbetstidsschemat för helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>3)Vid intermittent skiftarbete ska på grund av att den ordinarie\narbetstiden beräknas per helgfri vecka övertidstillägg utbetalas, om\nuppehåll inte görs i samband med helgdagar under minst två skift vid\ntvåskiftsarbete och minst tre skift vid treskiftsarbete eller på i § 2 Mom 7\nangivna fridagar efter kl. 06.00 (vid treskiftsarbete efter ordinarie\nnattskifts slut på morgonen).\u003C\u002Fp>\n\n\u003Cp>4)I Mom 1 angivna årsarbetstidsmått avser den ordinarie arbetstid, som på\ngrund av upprättat arbetstidsschema, förekommande driftuppehåll och annars\nutlagda friskift gäller vid fortlöpande tjänstgöring i en och samma\nbefattning. En följd av detta är att det angivna arbetstidsmåttet gäller\noberoende av den enskilde arbetaren tillkommande semesterledighet och att\narbetstiden i det individuella fallet kan variera på grund av den enskilde\narbetarens tjänstgöringsförhållanden.\u003C\u002Fp>\n\n\u003Cp>5)Beträffande övertidstillägg vid arbetares övergång från en arbetstid\ntill en annan (exempelvis från dagarbete till skiftarbete) är parterna ense\nom att tillämpa den s.k. rullandedygnsprincipen. Denna innebär bl.a.\nföljande: Beräkningen sker inom en period av 24 timmar räknat från det\nklockslag, då arbetaren sist börjat sitt arbete före övergången till ny\narbetstid. Om arbetaren inom denna period utför arbete utöver det antal\ntimmar som gällde som ordinarie dagligt arbetstidsmått före övergången,\nbetalas övertidstillägg för överskjutande tid. Om viss del av tiden redan\nav annan anledning ska betalas som övertid, frånräknas denna vid\nberäkningen.\u003C\u002Fp>\n\n\u003Cp>6)Parterna har antagit överenskommelsen mellan SAF och LO av den 11 maj\n1980 angående deltidsarbete. Se bilaga 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Nationaldagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Införandet av Nationaldagen som helgdag i utbyte mot tidigare annandag\npingst som helgdag kompenseras på sätt att i de fall Nationaldagen infaller\npå en lördag eller söndag bör följande måndag vara betald ledig dag.\nParterna kan efter lokal överenskommelse enas om att ledigheten ska utges vid\nett annat tillfälle eller som kontant ersättning. Vid oenighet om\nförläggning av ledighet tillfaller motsvarande tid varje enskilds\narbetstagares arbetstidskonto.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om treskiftsarbete tillfälligt bedrivs utan ett uppehåll av minst 24\ntimmar vid veckoslutet och detta fortgår mer än tre veckor i följd ska\narbetet fr.o.m. fjärde söndagen anordnas eller betalas som kontinuerligt\ntreskiftsarbete med den för sådant arbete gällande kortare arbetstiden. Om\narbetsgivaren vid tidigare tillfälle kan bedöma att skiftarbetet måste\npågå utöver den fjärde söndagen bör han meddela detta så fort kan ske,\nvarvid i så fall treskiftsarbetet ska anordnas eller betalas som kontinuerligt\nfrån den tidpunkt då sådant meddelande lämnas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall där särskilda skäl föranleder ändring av den fastställda\narbetstiden, kan överenskommelse om detta träffas mellan arbetsledningen och\nberörd arbetare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Om det i något fall skulle visa sig svårt att nå en sådan\növerenskommelse förklarar sig parterna villiga att medverka till en rimlig\nlösning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid dagarbete och intermittent skiftarbete är påsk-, pingst-, midsommar-,\njul- och nyårsafton fridagar efter kl. 06.00 (vid intermittent treskiftsarbete\nfrån nattskiftets slut på morgonen).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Mom 8 Begränsningsregler veckovila, dygnsvila m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reglerna i detta Moment ersätter arbetstidslagen i dessa delar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Veckovila\u003C\u002Fh4>\n\n\u003Cp>En arbetstagare ska ha minst 36 timmars sammanhängande ledighet under varje\nperiod om sju dagar. Sjudagarsperioden ska indelas i fasta perioder genom att\narbetsgivaren fastställer brytpunkt för beräkningen. Om brytpunkten inte är\nfastställd räknas måndag kl. 06.00 till måndag kl. 06.00 som brytpunkt.\nVeckovilan ska så långt som möjligt förläggas till veckoslutet. Beredskap\när när en arbetstagare får uppehålla sig utanför arbetsstället men ska\nstå till arbetsgivarens förfogande för att utföra arbete när behov\nuppkommer. Sådan tid bryter veckovilan.\u003C\u002Fp>\n\n\u003Cp>Avsteg från regeln om veckovila får göras i de fall arbetsgivaren i\nförväg skriftligen meddelar den lokala fackliga parten om att ett avsteg\nkommer att ske samt att personen ifråga får en sammanhängande ledighet om 72\ntimmar under en 14 dagars period. Om veckovila förläggs till ordinarie\narbetstid ska arbetstagaren erhålla förlorad arbetsförtjänst.\u003C\u002Fp>\n\n\u003Cp>Exempel: Om ledigheten förläggs fredag-söndag vecka två får\narbetstagaren betald förlorad arbetsförtjänst för fredagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch4>48 timmarsregeln\u003C\u002Fh4>\n\n\u003Cp>Den genomsnittliga arbetstiden under varje sjudagarsperiod inklusive\növertid får inte överstiga 48 timmar i genomsnitt under en beräkningsperiod\nav fyra månader. Den ordinarie arbetstiden kan efter lokal överenskommelse om\narbetstidens förläggning genomsnittsberäknas på en längre tid än fyra\nmånader, men som längst under en tolvmånadersperiod.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska månadsvis journalföra och vid begäran kunna redovisa\narbetstidssaldot.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Dygnsvila\u003C\u002Fh4>\n\n\u003Cp>Varje arbetstagare ska beredas 11 timmars sammanhängande dygnsvila per 24\ntimmars period. Varje 24 timmars period ska ha en fast indelning genom att\nfastställa en brytpunkt för när beräkningen börjar. Om brytpunkten inte\när fastställd på företaget gäller varje skifts starttid måndag som\nbrytpunkt. Vid skiftarbete kan brytpunkten fastställas för varje skift i\nskiftcykeln. Exempelvis vid tvåskiftsarbete kl. 06.00-14.00 och kl.\n14.00-22.00 kan brytpunkten vara kl. 06.00 för förmiddagsskiftet och kl.\n14.00 för eftermiddagsskiftet.\u003C\u002Fp>\n\n\u003Cp>Undantag kan göras från denna regel under förutsättning att\narbetstagaren i direkt anslutning till arbetspassets slut ges 11 timmars\nsammanhängande vila. Om vilan inkräktar på ordinarie arbetstid ska\narbetstagaren erhålla förlorad arbetsförtjänst för den tid arbetstagaren\nskulle arbetat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Nattarbete\u003C\u002Fh4>\n\n\u003Cp>Med nattarbetande avses den som normalt utför minst tre timmar av sitt\narbetspass under natt eller troligen kommer att fullgöra minst en tredjedel av\nsin arbetstid under natt. Med natt avses perioden mellan klockan kl. 22.00 och\nkl. 06.00. (treskiftsarbete räknas som 1\u002F3 natt).\u003C\u002Fp>\n\n\u003Cp>Nattarbete på företaget ska föregås av en riskbedömning för att\nbedöma om nattarbetet är särskilt fysiskt eller psykiskt påfrestande. Här\nkan arbetsmiljö verkets föreskrifter användas som vägledning.\nRiskbedömningen ska genomföras på samma sätt som i det systematiska\narbetsmiljöarbetet AFS 2001:1.\u003C\u002Fp>\n\n\u003Cp>Nattarbetare vars arbete efter riskbedömningen anses omfatta särskilda\nrisker eller stor fysisk eller mental ansträngning får dock inte arbeta mer\nän 8 timmar under varje period om 24 timmar.\u003C\u002Fp>\n\n\u003Cp>Innan arbetstagare påbörjar nattarbete ska läkarundersökning genomföras\nenligt Arbetsmiljöverkets föreskrift om medicinska kontroller i\narbetslivet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Löner\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch3>A) Timlöner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Lägsta löner\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetare fyllda 18 år utgör lägsta timlönerna följande belopp i\nkronor:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>Datum\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"5\" width=\"368\">\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************\u003C\u002Fspan>Lönegrupp\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"141\">\u003Cp>Fabriksyrken\u003C\u002Fp>\n\n        \u003Cp>(F)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"75\">\u003Cp>Kvalificerade\u003C\u002Fp>\n\n        \u003Cp>fabriksyrken\u003C\u002Fp>\n\n        \u003Cp>(KF)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"75\">\u003Cp>Högt\u003C\u002Fp>\n\n        \u003Cp>kvalificerade\u003C\u002Fp>\n\n        \u003Cp>fabriksyrken\u003C\u002Fp>\n\n        \u003Cp>(HKF)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"76\">\u003Cp>Särskilt högt kvalificerade. fabriksyrken\n        (SHKF)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"75\">\u003Cp>Nyanställd\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>Efter 6 mån anställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>130,46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>136,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>138,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>148,41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>159,92\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>134,39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"66\">\u003Cp>140,71\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>142,83\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>152,34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>163,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uppnådd sammanlagd anställningstid utges utöver ovanstående\ngrundtimlöner ett tillägg enligt nedan, såvida inte utgående lön redan\növerstiger lägsta timlön jämte tillägget. Regler för genomslagseffekt ska\ntillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Fr.o.m. den 1 januari 2021 och 1 juni 2022\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Efter 1 år:3,16kr.och 3,24kr.utöverlägsta timlön enligt ovan\u003C\u002Fp>\n\n\u003Cp>Efter 3 år:4,04kr.och 4,14kr.utöverlägsta timlön enligt ovan\u003C\u002Fp>\n\n\u003Cp>Efter 5 år:5,30kr.och 5,43kr.utöverlägsta timlön enligt ovan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Höjningarna av avtalets avtalstimlöner ska inte påverka lokala\nlönesystem med lägsta timlöner\u002Fmånadslöner som bas på annat sätt än att\nefter genomförd lönerevision ska utgående löner minst uppgå till avtalets\navtalstimlöner.\u003C\u002Fp>\n\n\u003Cp>För arbetare som inte fyllt 18 år utgör lägsta timlönerna följande\nbelopp i kronor:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>17 år \u003C\u002Ftd>\n      \u003Ctd>16 år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>108,80\u003C\u002Ftd>\n      \u003Ctd>97,08\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch4>Mom 2 Löneingruppering\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse träffas om ingruppering av förekommande\narbetsuppgifter i de olika lönegrupperna. Ingrupperingen sker med hänsyn till\narbetets svårighetsgrad, varvid kraven på kunskaper, ansvar och\nsjälvständigt bedömande beaktas.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Lönegrupp Fabriksyrken (F)\u003C\u002Ftd>\n      \u003Ctd>Omfattar andra arbetare än som anges i grupp KF och HKF.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lönegrupp kval. fabriksyrken (KF)\u003C\u002Ftd>\n      \u003Ctd>Omfattar arbeten som utöver grundläggande utbildning kräver\n        omfattande kunskaper förvärvade genom specialutbildning och\u002F eller\n        lång tids erfarenhet i företaget eller motsvarande verksamhet.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lönegrupp högt kval. fabriksyrken (HKF)\u003C\u002Ftd>\n      \u003Ctd>Omfattar arbeten som utöver grundläggande utbildning kräver mycket\n        omfattande kunskaper förvärvade genom specialutbildning och\u002Feller\n        mycket lång tids erfarenhet i företaget eller motsvarande\n      verksamhet\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Särskilt högt kval. fabriksyrken (SHKF)\u003C\u002Ftd>\n      \u003Ctd>Omfattar arbeten som dels kräver mycket omfattande grundläggande\n        utbildning, t ex två års utbildning utöver Industritekniska\n        programmet eller därmed jämförlig utbildning, dels ställer\n        särskilt höga krav med avseende på kunskaper, erfarenhet, ansvar och\n        självständighet samt \n\n        \u003Cp>oftast innebärande specialist- eller arbetsledningsfunktion.\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att där behov föreligger efter lokal överenskommelse\nuppdelning kan ske med hänsyn till arbetets art och innehåll i ytterligare\nlönegrupp än vad som ovan sägs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Utöver definitionerna av lönegrupperna ovan finns gemensamma anvisningar\nför lönegrupperingen. Härvid har till skillnad från hittillsvarande\ngrupperingsregler hänsyn inte tagits till påfrestningar i fysiskt hänseende\nsåsom arbetstyngd, smuts, värme eller andra miljöfaktorer. Parterna är ense\nom att i händelse hänsyn icke tagits till sådana särskilt svåra\nolägenheter i den lokala lönegrupperingen kan efter lokal överenskommelse\nsärskilda lönetillägg härför utgå utöver de lägsta timlönerna enligt\n§ 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>För parternas gemensamma anvisningar för lönegrupperingen se Bilaga 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tvister beträffande ingrupperingen av nya eller ändrade arbeten eller\nbefattningar eller vid nya medlemsföretag ska i första hand lösas vid lokal\neller central förhandling. Om enighet inte uppnås vid lokal förhandling\nåligger det arbetsgivaren att påkalla central förhandling inom 10 dagar\nefter det att lokal förhandling avslutats. Om tvisten inte heller löses vid\ncentral förhandling ska fortsatt sådan förhandling äga rum under medverkan\nav en för parterna gemensam arbetsgrupp med lika många representanter för\nrespektive part. Kan man inte heller härvid enas kan endera parten eller\nparterna gemensamt väcka talan vid arbetsdomstolen. Vill arbetsgivaren ensam\nföra saken vidare åligger det denna att göra detta inom 10 dagar från det\natt parten konstaterat att gemensam talan ej kommer att föras. Underlåter\narbetsgivarparten att föra frågan vidare inom angivna tidsfrister gäller\narbetstagarpartens mening i ingrupperingsfrågan till dess tvisten slutligt\navgjorts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Det antecknades att parterna var överens om att avtalets lägsta timlöner\nej gällde praktikanter. I händelse av lokal tvist härom åligger det\nhuvudorganisationerna att enas om lönesättningen för dessa. Med praktikanter\ni detta sammanhang avses sådana som inom företaget såsom led i viss\nutbildning utför praktiskt arbete, vilket av företaget särskilt planlagts\nmed hänsyn till utbildningssyftet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Förhöjda tidlöner\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När ackord ej erbjudes kan för mera kvalificerade arbeten eller arbetare\ntills vidare tillämpas specialtidlöner eller personliga tidlöner. Förhöjda\ntidlöner kan efter lokal överenskommelse utformas som tillägg för enskilda\narbetares särskilda kvalifikationer, såsom yrkeserfarenhet, mångkunnighet,\nanvändbarhet och utbildning. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>B) Månadslöner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I stället för timlöner enligt § 3 A) kan månadslöner tillämpas vid\nföretaget efter lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Med anledning av samhällsutvecklingen där månadslön idag är en realitet\nför de flesta är parterna överens om att denna löneform kan tillämpas i\nökad utsträckning.\u003C\u002Fp>\n\n\u003Cp>Övergång till månadslön bör kunna ske vid företag, där inte, med\nhänsyn till produktionens art eller andra särskilda förhållanden vid\nföretaget, annan löneform framstår som lämpligare.\u003C\u002Fp>\n\n\u003Cp>Svensk Industriförening och IF Metall ska medverka till att införandet av\nmånadslön sker på sådant sätt att produktionen främjas och att\nmånadslönerna avvägs med hänsyn till arbetets svårighetskrav och\narbetstagarnas kvalifikationer och prestationer.\u003C\u002Fp>\n\n\u003Cp>Helglön beräknas inte på rörlig lönedel. Vid införande av rörlig\nlönedel ska totallönen avvägas så att eventuell förlust av helglön på\nden rörliga delen kompenseras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Tillämpning\u003C\u002Fh4>\n\n\u003Cp>Månadslön innebär att lönen utges med visst belopp per kalendermånad\noberoende av i månaden infallande helgdagar och avtalsenliga fridagar.\u003C\u002Fp>\n\n\u003Cp>Månadslön innebär att timlönen multipliceras med 175.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Lägsta månadslön\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetare fyllda 18 år utgör lägsta månadslön följande belopp i\nkronor:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"160\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"160\">\u003Cp>Nyanställd\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>22 831\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>23 519\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"160\">\u003Cp>Lönegrupp F (efter 6 mån)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>23 937\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>24 625\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"160\">\u003Cp>Lönegrupp KF\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>24 308\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>24 996\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"160\">\u003Cp>Lönegrupp HKF\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>25 972\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>26 660\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"160\">\u003Cp>Lönegrupp SHKF\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>27 986\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>28 674\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>För lönegruppering, se § 3 Mom 2.\u003C\u002Fp>\n\n\u003Cp>För uppnådd sammanlagd anställningstid utges utöver ovanstående lägsta\nlöner ett tillägg enligt nedan, såvida inte utgående lön redan överstiger\nlägsta lönen jämte tillägget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseamount1\">\u003Cp>\u003Cstrong>Fr.o.m. den 1 januari 2021 och 1 juni 2022\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Efter 1 år\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>553kr.och566 kr.\nutöver lägsta månadslönenligtovan\u003C\u002Fp>\n\n\u003Cp>Efter 3 år\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>708kr.och725 kr.\nutöver lägsta månadslönenligtovan\u003C\u002Fp>\n\n\u003Cp>Efter 5 år\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>928kr.och950 kr.\nutöver lägsta månadslönenligtovan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetare ej fyllda 18 år utgör lägsta månadslön följande belopp i\nkronor\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Fyllda 16 år\u003C\u002Ftd>\n      \u003Ctd>16 990\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fyllda 17 år\u003C\u002Ftd>\n      \u003Ctd>19 041\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse om lön kan träffas gällande feriearbetare ej\nfyllda 18 år som inte utför ordinarie fabriksyrken.\u003C\u002Fp>\n\n\u003Cp>Förhöjda månadslöner kan efter lokal överenskommelse utformas som\ntillägg för enskilda arbetares särskilda kvalifikationer, såsom\nyrkeserfarenhet, mångkunnighet, användbarhet och utbildning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Löneberäkning\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Ch4>Mom 1 Lön per dag och timme\u003C\u002Fh4>\n\n\u003Cp>Lön per dag\u003Cspan style=\"color:#ffffff\">*******************\u003C\u002Fspan>Lön per\ntimme\u003C\u002Fp>\n\n\u003Cp>Månadslönen x 12\u002F365\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>Månadslönen\u002F175\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid annan arbetstid än 40 timmar per helgfri vecka i genomsnitt per\nkalenderår anpassas talet 175 till detta timantal. Vid beräkning av lön per\ndag eller timme medtas inte eventuell rörlig premielönedel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Lön för del av löneperiod\u003C\u002Fh4>\n\n\u003Cp>Om anställning påbörjas eller avslutas under löpande kalendermånad\nutges förutom rörlig premielönedel lön per arbetad timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Löneberäkning vid annan frånvaro än sjukfrånvaro\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1. Frånvarodelav dag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2. Frånvaroomhögst 5 arbetsdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per timme för varje frånvarotimme. Vid frånvaro\nutan giltig orsak i samband med helg- och avtalsenlig fridag görs dessutom\navdrag för lön per dag för helg- och avtalsenlig fridag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3. Frånvaromer än 5 arbetsdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per dag för varje kalenderdag som frånvaron\nomfattar. Arbetsfria dagar, som inleder en frånvaroperiod, samt söndag- och\nhelgdagar, som avslutar en frånvaroperiod, räknas inte som frånvarodagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4. Frånvarohelkalendermånad\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med hela månadslönen oberoende av om frånvaron inleds eller\navslutas på arbetsfri dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5. Frånvaro på grund av tillfällig vård av barn\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning, oavsett frånvarotidens\nlängd, gör avdrag för varje frånvarotimme med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen x 12\u002Fveckoarbetstiden x 52\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med arbetstagarens hela\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype1\">\u003Cp>\u003Cstrong>Tillägg för obekväm och förskjuten arbetstid\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokal uppgörelse kan träffas om att Ob-tillägg med avvikelse från\nreglerna i § 4 Mom 1 betalas med följande belopp per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>a) Kvälls- och nattetid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>Månadslönen\u003C\u002Fp>\n\n        \u003Cp>480\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>b) Sön- och helgdagstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>Månadslönen\u003C\u002Fp>\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp> c) Storhelgstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>Månadslönen\u003C\u002Fp>\n\n        \u003Cp>150\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"223\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beloppen i a-c ovan hänför sig till i § 4 Mom 1 angivna tider.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Beräkning av semesterlön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell under semestern\nsamt semestertillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per vecka beräknas månadslönen som 4,3 x\nveckolönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semestertillägg för varje betald semesterdag utgör:\u003C\u002Fp>\n\n\u003Cp>-0,8 % av arbetstagarens aktuella månadslön vid semestertillfället.\u003C\u002Fp>\n\n\u003Cp>-Med månadslön avses fast kontant månadslön och eventuella fasta\nlönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>-0,52 % av summan rörliga lönedelar som har utbetalats under året.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med rörliga lönedelar menas:\u003C\u002Fp>\n\n\u003Cp>-Tillägg för obekväm och förskjuten arbetstid, ersättning för\növertidsarbete, beredskapsersättning med mera.\u003C\u002Fp>\n\n\u003Cp>-Bonus, premie eller liknande lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Summan av rörliga lönedelar ska för varje kalenderdag (hel eller delvis)\nmed semesterlönegrundande frånvaro ökas med en genomsnittlig dagsinkomst av\nde rörliga lönedelarna. Den genomsnittliga dagsinkomsten beräknas genom att\nde rörliga lönedelarna som utbetalats under intjänandeåret divideras med\nantalet anställningsdagar (enligt definition i 7 § semesterlagen) exklusive\nsemesterledighetsdagar och hela kalenderdagar med semesterlönegrundande\nfrånvaro under intjänandeåret\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,52 % förutsätter att arbetstagaren tjänat in\nfullbetald semester. Annars ska semestertillägget uppjusteras genom att 0,52 %\nmultipliceras med 25 och divideras med antalet intjänade betalda dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Semesterersättning\u003C\u002Fh4>\n\n\u003Cp>Semesterersättning utgörs av intjänad semesterlön som inte betalats ut i\nsamband med ledighet. Den beräknas som 4,6 % av den aktuella månadslönen per\nsemesterdag plus semestertillägg. Semestertillägg för sparad semesterdag\nberäknas som om den sparade dagen tagits ut det år anställningen\nupphörde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Lägsta semesterlön\u003C\u002Fh4>\n\n\u003Cp>Semesterlön och semestertillägg för heltidsanställda månadsavlönade\nvuxna arbetare med minst tre månaders sammanhängande anställningstid ska\nlägst utgå med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m. 2021-01-01\u003C\u002Ftd>\n      \u003Ctd>1 501 kronor per betald semesterdag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m. 2022-06-01\u003C\u002Ftd>\n      \u003Ctd>1 537 kronor per betald semesterdag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För minderåriga är motsvarande belopp 1 110 kronor respektive 1 137\nkronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Avdrag vid obetald semester\u003C\u002Fh4>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag med 4,6 procent av\naktuell månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Ändrad sysselsättningsgrad\u003C\u002Fh4>\n\n\u003Cp>Om arbetstagaren under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till arbetstagarens andel av\nfull ordinarie arbetstid vid arbetsplatsen under intjänandeåret. Om\nsysselsättningsgraden har ändrats under löpande kalendermånad ska den\nsysselsättningsgrad som har gällt under flest kalenderdagar användas vid\nberäkningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Utbetalning av semesterlön\u003C\u002Fh4>\n\n\u003Cp>Semestertillägget om 0,8 % respektive 0,52 % utbetalas vid\nlöneutbetalningstillfället närmast före semestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6 Semesterlön vid sparad semester\u003C\u002Fh4>\n\n\u003Cp>Vid uttag av sparad semester beräknas semesterlönen för sparad semester\npå samma sätt som för den ordinarie semestern detta år. Vid beräkningen av\nsemestertillägget om 0,52 % ska dock all frånvaro under intjänandeåret\nföre uttagsåret, exklusive ordinarie semester, behandlas som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 7 Semesterdagar och semesterlön för intermittent deltidsarbete\u003C\u002Fh4>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\nvid obetalda semesterdagar ska ske med utgångspunkt från antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Semesterdagar för intermittent deltidsarbetande\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om en arbetare är deltidsanställd och det för denne gällande\narbetstidsschemat innebär att hen inte arbetar varje dag varje vecka\n(intermittent deltidarbetande) gäller följande: Antalet bruttosemesterdagar\nsom ska läggas ut under semesteråret ska proportioneras i förhållande till\narbetarens andel av den ordinarie arbetstid som gäller för heltidsanställda\narbetare i motsvarande befattning. Det antal semesterdagar som då erhålls\n(nettosemesterdagar) ska förläggas på de dagar som annars skulle ha utgjort\narbetsdagar för arbetaren.\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie och sparad semester) och obetalda\nsemesterdagar ska läggas ut under semesteråret proportioneras de var för sig\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>Antalet arbetsdagar per vecka dividerat med 5 multiplicerat med antal\nbruttosemesterdagar som ska läggas ut är lika med det antal semesterdagar som\nska förläggas till dagar som annars skulle ha utgjort arbetsdagar\n(nettosemesterdagar).\u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstår brutet tal sker avrundning uppåt till\nnärmaste heltal. Med ”antalet arbetsdagar per vecka” avses det antal dagar\nsom, enligt för arbetaren gällande arbetstidsschema, är arbetsdagar per\nhelgfri vecka i genomsnitt per fyra veckor (eller annan period som omfattar hel\nförläggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om arbetaren enligt arbetstidsschemat ska arbeta såväl hel som del av dag\nsamma vecka ska den delvis arbetade dagen i detta sammanhang räknas som hel\ndag.\u003C\u002Fp>\n\n\u003Cp>När semester utläggs för sådan arbetare konsumeras en hel semesterdag\näven för den dag arbetaren endast skulle ha arbetat del av dagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Om arbetarens arbetstidsschema ändras så att ”antalet arbetsdagar per\nvecka” förändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>Arbetarens deltid är förlagd till i genomsnitt\n        följande antal arbetsdagar per vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>Antal semesterdagar\u003C\u002Fp>\n\n        \u003Cp>(vid 25 dagars bruttosemester)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>3,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>2,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Om arbetarens arbetstidsschema ändras så att ”antalet arbetsdagar per\nvecka” förändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 8 Semesterlön m.m. vid nettoberäkning av semester för\nskiftarbete\u003C\u002Fh4>\n\n\u003Cp>Efter lokal överenskommelse kan så kallad nettoberäkning av semesterdagar\ntillämpas för skiftarbete. Vid företag där s.k. nettoberäkning av\nsemesterdagar tillämpas för skiftarbete anpassas procenttalen för\nsemestertillägg, semesterersättning respektive avdrag för uttagen obetald\nsemesterdag så att det motsvarar förhållandet mellan antal semesterdagar\nenligt semesterlagen och antalet nettosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>Beräkna genomsnittligt antal arbetsdagar per kalendervecka. Vid\noregelbunden förläggning kan det krävas flera veckor för att få fram ett\nrepresentativt underlag. Antal semesterdagar bestäms utifrån den skiftform\nsom tillämpas vid uttagstillfället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>C) Ackordsarbete, prestationslöner m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om ackordsarbete, prestationslön m.m. träffas efter lokal\növerenskommelse. Vid rakt ackord ska penningfaktorn (ackordsriktpunkten)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>Fr.o.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>utgöra lägst SEK\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>131,13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>134,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av blandackord ska överenskommelse träffas om\nackordsriktpunkt avseende fast respektive rörlig del.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch2>§ 4 Tillägg för obekväm och förskjuten arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>Max ob fr.o.m\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>a) Kvälls- och nattetid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>b) Sön- och helgdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>c) Storhelgstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>56,39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>88,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>178,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"94\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"128\">\u003Cp>57,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"126\">\u003Cp>90,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>182,32\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"97\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch3>Mom 1 Obekväm arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete som förläggs till följande tider utgår tillägg (Ob-tillägg)\nmed nedan angivna procenttal beräknat på företagets genomsnittliga\ntimförtjänst 2:a kvartalet föregående år (T+A) för arbetad tid.\u003C\u002Fp>\n\n\u003Cp>a)Kvälls- och nattetid kl.18.00-06.00, såvida icke högre belopp anges i\nb) eller c), 37 %.\u003C\u002Fp>\n\n\u003Cp>b)Sön- och helgdagstid räknad från kl. 06.00 å lördag och kl. 18.00 å\ndag före helgdag till kl. 06.00 å dagen efter sön- eller helgdagen, såvida\nicke högre belopp anges i c), 58 %. Med stöd av lokal överenskommelse kan\ntidpunkten för helgdagstids början och slut förskjutas upp till 12\ntimmar.\u003C\u002Fp>\n\n\u003Cp>c)Storhelgstid, 116 %\u003C\u002Fp>\n\n\u003Cp>från kl. 06.00 nyårsafton till kl. 06.00 den 2 januari\u003C\u002Fp>\n\n\u003Cp>från kl.18.00 skärtorsdag till kl. 06.00 tredjedag påsk\u003C\u002Fp>\n\n\u003Cp>från kl. 06.00 pingstafton till kl. 06.00 annandag pingst\u003C\u002Fp>\n\n\u003Cp>från kl. 06.00 den 1 maj till kl. 06.00 den 2 maj\u003C\u002Fp>\n\n\u003Cp>från kl. 06.00 den 6 juni (nationaldagen) till kl. 06.00 den 7 juni\u003C\u002Fp>\n\n\u003Cp>från kl. 06.00 midsommarafton till kl. 06.00 efterföljande vardag\u003C\u002Fp>\n\n\u003Cp>från kl. 06.00 julafton till kl. 06.00 tredjedag jul\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Alternativt Ob-tillägg månadslön\u003C\u002Fh3>\n\n\u003Cp>Lokal överenskommelse kan träffas att Ob-tillägg med avvikelse från\nreglerna i § 4 Mom 1 utgår med följande belopp per timme:\u003C\u002Fp>\n\n\u003Cp>a)Kvälls- och nattetid\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>månadslönen\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************************\u003C\u002Fspan>480\u003C\u002Fp>\n\n\u003Cp>b)Sön- och helgdagstid\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>månadslönen\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************************\u003C\u002Fspan>300\u003C\u002Fp>\n\n\u003Cp>c)Storhelgstid\u003Cspan style=\"color:#ffffff\">*******************\u003C\u002Fspan>månadslönen\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************************\u003C\u002Fspan>150\u003C\u002Fp>\n\n\u003Cp>Beloppen i a-c ovan hänför sig till i § 4 Mom 1 angivna tider.\u003C\u002Fp>\n\n\u003Cp>I § 4 Mom 4 angivna skiftformstillägg utgår ej vid månadslön med\nundantag för skiftformstillägg i protokollsanteckningen under angivna\nmoment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Tillfällig förändring av den ordinarie arbetstiden\u003C\u002Fh3>\n\n\u003Cp>Vid förskjutning av den ordinarie arbetstiden samt vid arbetares övergång\nfrån en ordinarie arbetstid till en annan som beordrats av arbetsgivaren,\nt.ex. från dag- till skiftarbete eller från förmiddags- till\neftermiddagsskift vid avvikelser från skiftschemat, betalas under högst 3\narbetsdagar i följd härefter ett tillägg enligt Mom l a) per timme för den\narbetstid som faller utanför den arbetstid som gällde för arbetaren\ndessförinnan.\u003C\u002Fp>\n\n\u003Cp>Detta tillägg betalas icke för tid varunder övertidstillägg betalas.\nTillägget betalas däremot vid sidan av eventuellt tillägg enligt Mom 1.\u003C\u002Fp>\n\n\u003Cp>Sker ny övergång inom 14 kalenderdagar utges inget tillägg enligt\novan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ersättning enligt ovan utges ej vid förändring av arbetstiden med\ntillämpning av § 2 Mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ersättning enligt Mom 2 utges ej till arbetare i vars arbetsuppgifter\ningår att växla mellan olika arbetstider (t ex skiftersättare, arbetare i\npersonalreserv) och där överenskommelse har träffats om kompensation i annan\nform. Ej heller utges ersättning enligt Mom 2 samtidigt med dubbel\nskiftersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid planering av arbetstiden i samband med övergångar ska eftersträvas\natt bortfall av arbetstid för den enskilde arbetaren ej uppkommer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Skiftformstillägg\u003C\u002Fh3>\n\n\u003Cp>Till arbetare med tim- eller ackordslön utgår följande skiftformstillägg\nper arbetad timme:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Vid kontinuerligt treskiftsarbete:\u003C\u002Ftd>\n      \u003Ctd>14,3 procent\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vid intermittent treskiftsarbete samt kontinuerligt- och \n\n        \u003Cp>intermittent tvåskiftsarbete:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>5,3 procent\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Är det ordinarie arbetstidsmåttet olika fördelat mellan skiften ska\nskiftformstillägget i motsvarande mån omfördelas. Sålunda ska exempelvis\nvid intermittent treskiftsarbete, när för- och eftermiddagsskiftens ordinarie\narbetstid utgör 40 timmar och nattskiftets 34 timmar, skiftformstillägget\nvara helt koncentrerat till nattskiftet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Övertid m.m.\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren äger påfordra arbete på övertid eller eljest på annan tid\nän den ordinarie arbetstiden. Med övertid förstås all arbetstid, som i\ntimantal per dygn överstiger det ordinarie arbetstidsmåttet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Meddelande om övertidsarbete ska lämnas i god tid och om möjligt före\nsista måltidsrasten. Befrielse från övertidsarbete bör ej förvägras, då\nbärande skäl härför föreligger och framställning om sådan befrielse\ngörs i samband med tillsägelse om övertiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid behov av uttag av extra övertid samt vid avvikelse från\nnattarbetsförbudet ska förhandlingar i god tid upptas med den lokala fackliga\norganisationen, i normalfallet tre veckor i förväg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom 3 Övertidstillägg\u003C\u002Fh3>\n\n\u003Cp>Vid övertidsarbete utgår betalning med ordinarie tid- eller ackordslön, i\nförekommande fall tillägg (ob-tillägg) enligt § 6 samt följande tillägg i\nkronor per timme: \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m.\u003C\u002Ftd>\n      \u003Ctd>2021-01-01\u003C\u002Ftd>\n      \u003Ctd>2022-06-01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>53,37\u003C\u002Ftd>\n      \u003Ctd>54,65\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetare i vars skiftschema ingår arbete på sön- och helgdagstid\nerhåller för övertidsarbete på skiftfridag utöver övertidstillägg\nob-tillägg enligt § 4 Mom 1b.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Övertidsarbete vid månadslön\u003C\u002Fh3>\n\n\u003Cp>Vid övertidsarbete för månadsavlönade utgår övertidstillägg enligt §\n5 jämte grundbetalning per övertidstimme med månadslönen dividerad med 175\njämte eventuell rörlig del för det arbete som utförts. Vid beräkning av\nutfört övertidsarbete medräknas endast fulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Vid annan arbetstid än 40 timmar per vecka i genomsnitt per kalenderår\nanpassas talet 175 i proportion härtill. Vid beräkning av lön per dag och\ntimme medtages ej eventuell rörlig premielöneandel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Inställelseersättning\u003C\u002Fh3>\n\n\u003Cp>Arbetare, som beordras inställa sig till arbete vid flera tillfällen per\ndygn räknat än vad som erfordras med hänsyn till för honom vid dygnets\ningång gällande ordinarie arbetstid, erhåller för varje sådan extra\ninställelse, utöver ordinarie lön och eventuellt övertidstillägg för den\narbetade tiden, inställelseersättning med belopp enligt andra stycket. Som\ndygnsgräns gäller i förevarande sammanhang kl.06.00.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Inställelseersättningen utgör per inställelse\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Fr.o.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>Måndag-fredag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>Lördag från kl. 06.00, sön- och helgdag samt enligt\n        skiftschema fastställd fridag\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>193 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>243 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>198 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>249 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1) Som extra inställelse enligt Mom 5 räknas ej det fall att arbetaren\nbeordrats utföra arbete direkt efter den ordinarie arbetstidens slut och\ndärvid bereds kortare måltidsrast eller på egen begäran erhåller\nmedgivande att senare återkomma för att utföra arbetet ifråga.\u003C\u002Fp>\n\n\u003Cp>2) Till arbetare som i direkt anslutning till fullgjort fullt skift utfört\nytterligare ett fullt skift (så kallat dubbelskift) utgår en särskild\nersättning enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m. 2021-01-01\u003C\u002Ftd>\n      \u003Ctd>243 kronor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m. 2022-06-01\u003C\u002Ftd>\n      \u003Ctd>249 kronor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>3) Arbetare som utför övertidsarbete mellan kl.22.00 och 06.00 och som ska\npåbörja arbete påföljande morgon äger då rätt till permission för vila.\nPermission utgår för samma antal timmar som han arbetat mellan angivna\nklockslag.\u003C\u002Fp>\n\n\u003Cp>4) Vid övertidsarbete under veckoslut som sker utan samband med\nberedskapstj änst och som för arbetaren medför inställelse under både\nlördags- och söndagsdygnet eller mellan lördag kl.l8.00 och söndag kl.06.00\nutges ett särskilt tillägg enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m. 2021-01-01\u003C\u002Ftd>\n      \u003Ctd>660 kronor sammanlagt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m. 2022-06-01\u003C\u002Ftd>\n      \u003Ctd>676 kronor sammanlagt\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>Övertidsarbete kompenseras antingen genom övertidsersättning enligt § 5\nMom 3, eller om efter arbetsgivarens bedömande så kan ske med hänsyn till\nverksamheten vid företaget och om arbetstagaren så önskar, i form av ledig\ntid - kompensationsledighet. Kompensationsledigheten utges med en timme för\nvarje övertidstimme.\u003C\u002Fp>\n\n\u003Cp>Vid övertidsarbete som ska kompenseras i form av ledig tid, utges för\növertidsarbetet övertidstillägg enligt § 5 Mom 3 och i förekommande fall\nob-tillägg enligt § 4.\u003C\u002Fp>\n\n\u003Cp>Om inarbetad tid uppgår till 40 timmar utges för överskjutande tid\nersättning enligt § 5 Mom 3, såvida annat ej överenskommes lokalt.\u003C\u002Fp>\n\n\u003Cp>När kompensationsledigheten har uttagits tillförs övertidsutrymmet enligt\narbetstidslagen (200 timmar) de övertidstimmar som har kompenserats genom\nledigheten, dock högst 100 timmar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch2>§ 6 Beredskapstjänst\u003C\u002Fh2>\n\n\u003Cp>Med beredskapstjänst avses åliggande för arbetaren att under annan än\nför honom gällande ordinarie arbetstid vara anträffbar så att han inom\nföreskriven tid kan infinna sig på arbetsplatsen. För beredskapstjänst\nutgår ersättning:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"123\">\u003Cp>Fr.o.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"123\">\u003Cp>måndag-fredag\u002Fdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>186 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>190 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"123\">\u003Cp>lördag, sön- och helgdag samt storhelg stid enl. §\n        4 Mom 1c\u002Fdygn\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>1 007 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>1 031 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>För beredskapstjänst på fredagar från kl. 18.00 till och med kl. 24.00\nbetalas utöver ordinarie dygnsersättning för måndag-fredag\u002Fdag, ett belopp\nper timme motsvarande 1\u002F24 av gällande beredskapsersättning lördag, sön-\noch helgdag\u002Fdygn. Den extra ersättningen utgår med följande belopp:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Fr.o.m. 2021-01-01\u003C\u002Ftd>\n      \u003Ctd>Fr.o.m. 2022-06-01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>42 kronor\u003C\u002Ftd>\n      \u003Ctd>43 kronor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst fördelas så att den ej oskäligt belastar enskild\narbetare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ovanstående regler är utformade under förutsättning att\nberedskapstjänst måndag-fredag utförs från ordinarie arbetstidens slut till\ndess början påföljande dag samt å arbetsfri dag under 24 på varandra\nföljande timmar, räknade från det klockslag då ordinarie dagarbetstiden\nbörjar å arbetad vardag.\u003C\u002Fp>\n\n\u003Cp>Om annan periodindelning tillämpas utgår ersättning enligt följande:\nFör varje avslutat beredskapstjänstpass utgår alltid minst ett fullt\ndygnsbelopp. I de fall beredskapstjänstpasset omfattar mer än 24 timmar i\nföljd, vilket normalt inträffar endast vid beredskapstjänst på\nlördag-söndag eller i anslutning till helger, ska för del av\nberedskapstjänstpass överskjutande en eller eventuellt flera perioder om 24\ntimmar ytterligare ett helt dygnsbelopp utgå, om delen omfattar minst 8\ntimmar, och eljest halvt belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Reseersättningar och traktamenten\u003C\u002Fh2>\n\n\u003Cp>Då arbetare beordrats tjänstgöra på annan ort inom landet än den där\nhan normalt tjänstgör utges ersättning enligt Mom 1-6 om inte lokal\növerenskommelse om annat träffas. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Resekostnadsersättning\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren betalar resekostnaden, för arbetstagaren och eventuella\ntransportkostnader för bagage och utrustning med det transportmedel som\narbetsgivaren föreskriver.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid överenskommelse med resp. arbetare om användande av egen bil utges\nmilersättning med 28 kr. per mil såvida inte annat lokalt överenskommits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Restidsersättning utges under hela restiden även för sön, helg- och\nfridag. Då sovplats bereds utges dock inte restidsersättning för tiden kl.\n22.00-06.00.\u003C\u002Fp>\n\n\u003Cp>a)Vid resa under arbetstid utges ersättning motsvarande förlorad\narbetsförtjänst, d.v.s. inklusive förekommande tillägg enligt gällande\navtal.\u003C\u002Fp>\n\n\u003Cp>b)För restid utanför ordinarie arbetstid betalas lön per timme.\u003C\u002Fp>\n\n\u003Cp>c)När arbetstagaren fullgjort sitt ordinarie arbetstidsmått en viss dag\nenligt för denne gällande arbetstidsschema, ersätts därefter för utfört\narbete som övertid. Överenskommelsen gäller restid i bil till 75 timmar per\når. För tid därutöver krävs skriftlig överenskommelse mellan de lokala\nparterna. Denna överenskommelse påverkar inte reglerna i § 2 arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Traktamente\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som tjänstgör utom den egna arbetsorten erhåller traktamente\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>a) Vid endagsförrättning:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Fr.o.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Traktamente per timme\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>5,67 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>5,80 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Tilläggstraktamente per dag om bortovaron sträcker\n        sig över kl. 19.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>76,34 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>78,17 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>b) Vid flerdygnsförrättning:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"217\">\u003Cp>Fr.o.m.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"217\">\u003Cp>Traktamente för hel dag (kl. 06.00-24.00)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>338,31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>346,43\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"217\">\u003Cp>Traktamente per timme för del av dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>12,02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>12,31\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"217\">\u003Cp>Om bortovaron (del av dag) sträcker sig över kl.\n        19.00 utges dessutom ett tilläggs— traktamente med\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>76,34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>78,17\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"217\">\u003Cp>Nattraktamente — om mer än en timme av tiden kl.\n        00.00—06.00 tagits i anspråk\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>60,41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>61,86\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1) Då sovplats på båt eller tåg eller eljest nattlogi av godtagbar\nstandard beredes utges inte nattraktamente. Med nattlogi av godtagbar standard\navses logi i enkelrum med tillgång till dusch\u002Fbad och toalett. Om\narbetstagaren erhåller fri kost av arbetsgivaren eller sådan ingår i\nlogikostnaden enligt anmärkning 2 reduceras traktamentet med nedanstående\nbelopp, dock högst med belopp som utges enligt 3a och b). Dock ska ersättning\nutges för eventuella extra kostnader som anses skäliga i samband med\nresan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Frukost\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>46,02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>47,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Lunch eller middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>85,31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>87,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lunch och middag\u003C\u002Ftd>\n      \u003Ctd>179,61\u003C\u002Ftd>\n      \u003Ctd>183,92\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2)Har logi till kostnad som täcks av nattraktamentet ej kunnat anskaffas,\nfår den anställde i stället ersättning med belopp motsvarande kostnaden\nför av arbetsgivaren anvisat logi enligt kvitterad räkning.\u003C\u002Fp>\n\n\u003Cp>3) Vid bortovaro på samma ort mer än 15 hela dygn i följd – varvid\nmedräknas eventuellt avbrott för hemresa och arbetsfria dagar – nedsätts\ndagtraktamentet till följande belopp:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"149\">\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"149\">\u003Cp>218,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>224,14\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>och beloppen i anmärkning 1) nedsätts till följande belopp:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Frukost\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>31,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>32,19\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Lunch eller middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>46,02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>47,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>Lunch och middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>114,49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp>117,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"445\">\u003Cp>Efter bortovaro på samma ort mer än 30\n        hela dygn i följd nedsätts nattraktamentet till\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"149\">\u003Cp>56,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp>57,47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"149\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4)De lokala parterna kan träffa överenskommelse. Vid oenighet tillämpas\nSkatteverkets normer.\u003C\u002Fp>\n\n\u003Cp>5)Parterna är ense om att ovannämnda ersättningsbelopp är att betrakta\nsom kostnadsersättningar.\u003C\u002Fp>\n\n\u003Cp>Ersättning för resa i tjänsten bestäms efter överenskommelse med den\nlokala fackliga organisationen. Parterna rekommenderar att denna utformas så\natt företagets medarbetare omfattas av enhetliga regler vid företaget. Intill\ndess sådan överenskommelse träffats tillämpas traktamentsreglerna i § 7 i\navtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Hemresa vid långtidsförrättning\u003C\u002Fh3>\n\n\u003Cp>Vid bortovaro inom landet bekostar arbetsgivaren en hemresa i tåg andra\nklass vartannat veckoslut om inte arbetet lägger hinder i vägen. Traktamente\noch restidsersättning utges ej för tiden för bortovaron från\nförrättningsstället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Sjukdom m.m.\u003C\u002Fh3>\n\n\u003Cp>Vid sjukdom under tjänstgöring inom landet men utom den egna arbetsplatsen\nutges ovannämnda ersättningar under högst 20 dagar såvida annan\növerenskommelse inte träffas. För tid därutöver utges ersättning för de\nmerkostnader, som uppstår genom att arbetsoförmågan inträffat utom arbets-\neller bostadsorten. Vid hemresa i samförstånd med arbetsgivaren utges\nreskostnadsersättning och traktamente om inte kostnaden täcks av försäkring\neller på annat sätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Arbete utomlands\u003C\u002Fh3>\n\n\u003Cp>Innan arbetstagare påbörjar utlandsresa ska särskild överenskommelse\nträffas om villkoren härför.\u003C\u002Fp>\n\n\u003Cp>Vid arbete utomlands ska arbetstagare tillförsäkras motsvarande avtals-\noch lagfästa försäkrings- och pensionsförmåner som vid arbete i\nSverige.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>En grundläggande förutsättning för arbetsgivarens försäkringsåtagande\när att den anställde inte begär utflyttning från Sverige under det första\ntjänstgöringsåret. Med avtalsfästa försäkrings och pensionsförmåner\navses: AGS, TFA, TGL, AGB, TFF och avtalspension.\u003C\u002Fp>\n\n\u003Cp>Med lagfästa försäkrings- och pensionsförmåner avses: förmåner enligt\nlagen om arbetsskadeförsäkring samt sjukpenning- och ATP-förmåner enligt\nlagen om allmän försäkring.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Definitioner\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>1)Arbetsplats\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den eller de byggnader eller områden där arbetstagaren normalt utför sitt\narbete eller den lokal där vederbörande hämtar och inlämnar arbetsmateriel,\nmottar arbetsorder och redovisar för deras utförande etc.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2)Arbetsort\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ett område vars yttre gräns är belägen på ett vägavstånd av 5 km\nfrån arbetsplatsen. För Stockholm, Göteborg och Malmö är denna gräns 10\nkm.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3)Restidsersättning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den ersättning\u002Flön den anställde erhåller för den tid resandet tar i\nanspråk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4)Reskostnadsersättning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ersättning avseende kostnaden för arbetstagaren, hans bagage samt\neventuell utrustning denne behöver, som själva resan betingar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Helglön\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Arbetare som varit anställd sammanlagt hos arbetsgivaren under 30\nkalenderdagar har rätt att erhålla helglön.\u003C\u002Fp>\n\n\u003Cp>Nyanställd arbetare som varit anställd sammanlagt under 30 kalenderdagar\nerhåller helglönen retroaktivt för de helgdagar som infaller under perioden.\nHelglönen utgör arbetarens genomsnittsförtjänst inkl. Ob-tillägg,\nmultiplicerat med antalet ordinarie arbetstimmar per vecka, dividerat med\n5,0.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)För arbetare, som ej varit anställd tre kalendermånader, tillämpas den\ngenomsnittsförtjänst, som arbetaren sannolikt skulle ha uppburit, om han\nutfört arbete under denna period.\u003C\u002Fp>\n\n\u003Cp>2)Avbrott i anställningen anses ej föreligga vid arbetarens övergång\nfrån en arbetsplats till en annan inom samma koncern ej heller vid\nåteranställning efter uppsägning på grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>3)Helglönen per dag beräknas efter övergång från heltids- till\ndeltidsarbete eller omvänt på så sätt att arbetarens genomsnittsförtjänst\nmultipliceras med det med 5,0 dividerade antalet ordinarie arbetstimmar i\ngenomsnitt per vecka, som gällde för arbetare under tiden närmast före\nhelgen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med genomsnittsförtjänst avses såväl fast som rörlig lön som i\ngenomsnitt intjänats under de senaste tre månaderna. Lokal överenskommelse\nkan träffas om annan period eller annat beräkningssätt. Vid tillämpning av\nresultatlön med utbetalning för längre tidsperioder ska utfallet\nperiodiseras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Överlåtelse av företag må icke inverka på arbetarens rätt till\nhelglön enligt denna bestämmelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>Helglön utgår för följande dagar: nyårsdagen, trettondagen,\nlångfredagen, annandag påsk, första maj, Kristi himmelsfärdsdag,\nnationaldagen, midsommarafton, julafton, juldagen, annandag jul och\nnyårsafton.\u003C\u002Fp>\n\n\u003Cp>Ovanstående gäller under förutsättning att dagen infaller på annan\nveckodag än lördag och söndag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>För erhållande av helglön erfordras, att arbetaren för arbetsgivarens\nräkning arbetar under för honom gällande arbetsdag (kvalifikationsdag)\nnärmast före eller efter helgen, varjämte för arbetare med ordinarie\narbetstid på helgen fordras arbete även på sådan dag.\u003C\u002Fp>\n\n\u003Cp>När permittering, som omfattar högst 4 veckor, eller semesterledighet\nförläggs i anslutning\u003C\u002Fp>\n\n\u003Cp>till helg, ska åtgärden icke inverka på rätt till helglön i annan mån\nän att den för arbetaren gällande arbetsdagen närmast före\narbetsavbrottets början och efter dess slut utgör kvalifikationsdag.\u003C\u002Fp>\n\n\u003Cp>Om permittering omfattar mer än 4 veckor, ska dock endast arbetsdagen\nnärmast före arbetsavbrottets början utgöra kvalifikationsdag, varjämte\nhelglön utgår för helg som infaller under de 4 första veckorna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Med arbete på kvalifikationsdag (dag före eller efter helg) jämställs\nskriftligt beviljad ledighet under sådan dag, såvida ledigheten omfattar\nhögst 4 veckor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med arbete på kvalifikationsdag jämställs även\u003C\u002Fp>\n\n\u003Cp>a)erforderlig frånvaro på grund av styrkt sjukdom eller olycksfall i den\nmån sjukdomen eller olyckstillfället ej medför rätt till sjukpenning under\nhelgen enligt sjukförsäkringslagen samt\u003C\u002Fp>\n\n\u003Cp>b)försening till följd av hinder i allmänt kommunikationsmedel, eller\nannan jämförbar omständighet som icke normalt kunnat förutses.\u003C\u002Fp>\n\n\u003Cp>c)Arbetstagare som har rätt till sjukpenning för annars\nhelglöneberättigad dag, har ej rätt till helglön för sådan dag. Detta\ngäller dock ej arbetstagare i kontinuerligt skift så länge timsjukpenning\nutgår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>Helglön betalas vid det avlöningstillfälle, som avser den\navlöningsperiod, inom vilken kvalifikationsdagen efter helgen infaller.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6\u003C\u002Fh3>\n\n\u003Cp>Helglön betalas ej till arbetare, som är avlönad per vecka eller längre\ntidsenhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Mom 1 Semesterledighet m.m.\u003C\u002Fh3>\n\n\u003Cp>Semester utgår enligt lag. Kollektivavtalets semesterbestämmelser utgör\nej hinder att lokalt träffa kollektiva eller individuella överenskommelser i\nsådana fall, där semesterlagen förutsätter att sådana överenskommelser\nska kunna träffas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3 style=\"font-size: 13pt\">Mom 2 Semesterlön och semesterersättning\u003C\u002Fh3>\n\n\u003Cp>Semesterlöneunderlaget för timavlönade ska för varje\nsemesterlönegrundande frånvarotimme ökas med ett belopp motsvarande den\ngenomsnittliga inkomst som utgivits för varje arbetad timme i anställningen\nunder intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>a) För tim- och ackordsavlönade ska semesterlön och semesterersättning\nutgöra 13,2 procent av semesterlöneunderlaget.\u003C\u002Fp>\n\n\u003Cp>b) Semesterlön för tim- och ackordsavlönade vuxna arbetare med minst tre\nmånaders sammanlagd anställningstid ska lägst utgå med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"222\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>1 501 kronor per semesterdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"222\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>1 537 kronor per semesterdag\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"223\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel: Om arbetstagarens semesterlön per dag inte uppgår till det\ngaranterade beloppet utges en extra utfyllnad som motsvarar skillnaden mellan\ngarantibeloppet och arbetstagarens semesterlön per dag.\u003C\u002Fp>\n\n\u003Cp>c) Vad som ovan sagts rörande semesterlön gäller på motsvarande sätt\nberäkning av semesterlön för sparad semester och semesterersättning.\u003C\u002Fp>\n\n\u003Cp>d) För minderåriga är motsvarande belopp\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"222\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>1 110 kronor per semesterdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"222\">\u003Cp>2022-06-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>1 137 kronor per semesterdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>e) Beräkning av semesterlön och semesterersättning för arbetstagare\navlönad med tidlön beräknad för vecka eller längre tidsenhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Semesterlön\u003C\u002Fh4>\n\n\u003Cp>Semesterlönen utgörs av den, på den betalda semesterledigheten belöpande\naktuella månadslönen jämte semestertillägg enligt nedan.\u003C\u002Fp>\n\n\u003Cp>För arbetare avlönad med veckolön ska månadslönen beräknas som 4,3 x\nveckolönen.\u003C\u002Fp>\n\n\u003Cp>-Semestertillägg för varje betald semesterdag utgör 0,8 procent av den\nvid semestertillfället aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta sammanhang fast kontant månadslön och\neventuella fasta lönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad se punkt 4.\u003C\u002Fp>\n\n\u003Cp>-0,52 procent per betald semesterdag av summan av rörliga lönedelar som\nhar utbetalats under intjänandeåret i den mån dessa inte inräknats i\nmånadslönen.\u003C\u002Fp>\n\n\u003Cp>Med rörliga lönedelar avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>-Tillägg för obekväm och förskjuten arbetstid, ersättning för\növertidsarbete, beredskapsersättningar m m.\u003C\u002Fp>\n\n\u003Cp>-Bonus, premie eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>Till summan av den rörliga lönedel som har utbetalats under\nintjänandeåret ska för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en genomsnittlig dagsinkomst av\nrörliga lönedelar. Denna genomsnittliga dagsinkomst beräknas genom att under\nintjänandeåret utbetald rörlig lönedel divideras med antalet\nanställningsdagar (definierat enligt § 7 Semesterlagen) exklusive\nsemesterledighetsdagar och hela kalenderdagar med semesterlönegrundande\nfrånvaro under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Semestertillägget 0,52 procent per betald semesterdag förutsätter att\nfull betald semester intjänats. Om så inte är fallet ska semestertillägget\nuppjusteras genom att 0,52 procent multipliceras med 25 och divideras med\nantalet betalda semesterdagar som har intjänats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Semesterersättning\u003C\u002Fh4>\n\n\u003Cp>Semesterersättning beräknas som 4,6 procent av den aktuella månadslönen\nper outtagen betald semesterdag jämte semestertillägg beräknat enligt punkt\n1. Semesterersättning för sparad semesterdag beräknas som om den sparade\ndagen tagits ut det semesterår anställningen upphörde. Beträffande ändrad\nsysselsättningsgrad se punkt 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Obetalda semesterdagar\u003C\u002Fh4>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från den aktuella\nmånadslönen med 4,6 % av månadslönen. Beträffande begreppet månadslön se\npunkt 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Ändrad sysselsättningsgrad\u003C\u002Fh4>\n\n\u003Cp>Om arbetaren under intjänandeåret haft annan sysselsättningsgrad än vid\nsemestertillfället ska den vid semestertillfället aktuella månadslönen\nproportioneras i förhållande till dennes andel av full ordinarie arbetstid\nvid arbetsplatsen under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om sysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt under det\növervägande antalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön - se punkt 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Utbetalning av semesterlön\u003C\u002Fh4>\n\n\u003Cp>Vid utbetalning av semesterlön gäller följande:\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 procent respektive 0,52 procent utbetalas vid\nlöneutbetalningstillfället, närmast före semestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.Sparande av semester\u003C\u002Fh4>\n\n\u003Cp>Sparade semesterdagar ska uttas i den ordning de sparats.\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt punkt l (exklusive\nanmärkningen). Vid beräkning av semestertillägget om 0,52 % per betald\nsemesterdag ska dock gälla att all frånvaro under intjänandeåret exklusive\nordinarie semester ska behandlas på samma sätt som semesterlönegrundande\nfrånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska vidare anpassas till arbetarens\nandel av full ordinarie arbetstid under det intjänandeår som föregick det\nsemesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid - se punkt\n4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.Semesterdagar för intermittent deltidsarbetande\u003C\u002Fh4>\n\n\u003Cp>Om en arbetare är deltidsanställd och det för denne gällande\narbetstidsschemat innebär att hen inte arbetar varje dag varje vecka\n(intermittent deltidarbetande) gäller följande: Antalet bruttosemesterdagar\nsom ska läggas ut under semesteråret ska proportioneras i förhållande till\narbetarens andel av den ordinarie arbetstid som gäller för heltidsanställda\narbetare i motsvarande befattning. Det antal semesterdagar som då erhålls\n(nettosemesterdagar) ska förläggas på de dagar som annars skulle ha utgjort\narbetsdagar för arbetaren.\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie och sparad semester) och obetalda\nsemesterdagar ska läggas ut under semesteråret proportioneras de var för sig\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>Antalet arbetsdagar per vecka dividerat med 5 multiplicerat med antal\nbruttosemesterdagar som ska läggas ut är lika med det antal semesterdagar som\nska förläggas till dagar som annars skulle ha utgjort arbetsdagar\n(nettosemesterdagar).\u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstår brutet tal sker avrundning uppåt till\nnärmaste heltal. Med ”antalet arbetsdagar per vecka” avses det antal dagar\nsom, enligt för arbetaren gällande arbetstidsschema, är arbetsdagar per\nhelgfri vecka i genomsnitt per fyra veckor (eller annan period som omfattar hel\nförläggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om arbetaren enligt arbetstidsschemat ska arbeta såväl hel som del av dag\nsamma vecka ska den delvis arbetade dagen i detta sammanhang räknas som hel\ndag.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>När semester utläggs för sådan arbetare konsumeras en hel semesterdag\näven för den dag arbetaren endast skulle ha arbetat del av dagen. Exempel:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>Arbetarens deltid är förlagd till i genomsnitt\n        följande antal arbetsdagar per vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>Antal semesterdagar (vid 25 dagars bruttosemester)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>3,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>2,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"223\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"223\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Om arbetarens arbetstidsschema ändras så att ”antalet arbetsdagar per\nvecka” förändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.Semesterlön m.m. vid nettoberäkning av semester för skiftarbete\u003C\u002Fh4>\n\n\u003Cp>Efter lokal överenskommelse kan så kallad nettoberäkning av semesterdagar\ntillämpas för skiftarbete. Vid företag där s.k. nettoberäkning av\nsemesterdagar tillämpas för skiftarbete anpassas procenttalen för\nsemestertillägg, semesterersättning respektive avdrag för uttagen obetald\nsemesterdag så att det motsvarar förhållandet mellan antal semesterdagar\nenligt semesterlagen och antalet nettosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>Beräkna genomsnittligt antal arbetsdagar per kalendervecka. Vid\noregelbunden förläggning kan det krävas flera veckor för att få fram ett\nrepresentativt underlag. Antal semesterdagar bestäms utifrån den skiftform\nsom tillämpas vid uttagstillfället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Utbetalning av semesterlön\u003C\u002Fh3>\n\n\u003Cp>Semestertillägget om 0,8 procent respektive 0,52 procent utbetalas vid\nlöneutbetalningstillfället, närmast före semestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Anmälan om sjukdom\u003C\u002Fh3>\n\n\u003Cp>För att sjukfrånvaro ska kvalificera till semester och semesterlön ska\nsjukdomen snarast möjligt anmälas till arbetsgivaren och senast inom 14 dagar\nefter återkomsten i arbetet styrkas genom utbetalningskort eller intyg från\nallmän försäkringskassa, när ersättning härifrån utgetts, och eljest\ngenom skriftlig försäkran av vederbörande arbetare.\u003C\u002Fp>\n\n\u003Cp>Har arbetaren varit förhindrad att anmäla sjukdomen till arbetsgivaren,\nska frånvaron likväl kvalificera, om arbetaren kan visa att godtagbart hinder\nförelegat och styrka sjukdomen genom utbetalningskort eller intyg från\nförsäkringskassan.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren försummat att inom 14 dagar efter återkomsten i arbetet\nstyrka sjukdomen, ska frånvaron likväl kvalificera, om arbetaren senast i\nanslutning till att semesterlön utbetalas styrker sjukdomen genom\nutbetalningskort eller intyg från försäkringskassan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan i samtliga fall kräva att sjukdomen styrks genom\nläkarintyg under förutsättning att han klargjort detta, antingen i form av\ngenerell bestämmelse eller i det enskilda fallet för vederbörande arbetare\nsenast i samband med att arbetsgivaren får anmälan om sjukdomen. Om\narbetsgivaren kräver intyg av läkare, som av honom anvisas, ska han ersätta\nkostnaden för intyget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>1.Om arbetaren ej anmält orsaken till frånvaron eller ej styrkt sjukdomen\nsnarast möjligt efter återkomsten i arbetet, bör arbetsgivaren efterhöra\norsaken och begära att av arbetaren åberopad sjukdom styrks. Om arbetaren i\nså fall ej styrker sjukdomen inom en vecka härefter är sjukdomen ej\nkvalificerande.\u003C\u002Fp>\n\n\u003Cp>2.Vid långvarig sjukdom ska läkarintyg om sjukdomen lämnas efter\nintjänandeårets slut.\u003C\u002Fp>\n\n\u003Cp>3.Arbetsgivaren äger föreskriva att vad som gäller beträffande anmälan\ntill arbetsgivaren i stället ska gälla beträffande anmälan till\nförsäkringskassan.\u003C\u002Fp>\n\n\u003Cp>4.Formulär för skriftlig försäkran enligt första stycket\ntillhandahålls av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Anställning för viss tid som ej avser eller varar längre tid än tre\nmånader berättigar inte till semesterledighet utan i stället till\nsemesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Förskottssemester\u003C\u002Fh3>\n\n\u003Cp>Om arbetstagare ej har intjänat betalda semesterdagar som täcker\nföretagets semesterförläggning och ej kan beredas arbete, ska företaget\nträffa skriftlig överenskommelse med arbetstagaren om ledighet med\nbibehållen lön (förskottssemester).\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens anställning upphör inom fem år från anställningens\nbörjan får avdrag från innestående lön och\u002Feller semesterersättning\ngöras enligt samma regler som för tjänstledighet men räknat på den lön\nsom gällde under förskottssemestern. För timavlönade görs avdrag på\nmotsvarande sätt, men med den timlön som gällde under\nförskottssemestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avdrag får ej göras om anställningen upphör på grund av:\u003C\u002Fp>\n\n\u003Cp>1.arbetstagarens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2.förhållande som avses i § 4 tredje stycket första meningen lagen\n(1982:80) om anställningsskydd, eller\u003C\u002Fp>\n\n\u003Cp>3.uppsägning från arbetsgivarens sida, som beror på förhållande som ej\nhänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>§ 10 Permitteringslön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rörande permitteringslön gäller överenskommelsen mellan parterna av den\n11\u002F12 1984 träffad på grundval av överenskommelsen mellan SAF-LO den 12\u002F4\nsamma år.\u003C\u002Fp>\n\n\u003Cp>Se Bilaga 3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Lönetillägg vid förflyttning av personal\u003C\u002Fh2>\n\n\u003Cp>Rörande lönetillägg vid varaktig förflyttning (omplacering) gäller\nregler enligt Bilaga 4. Rörande lönetillägg vid tillfällig förflyttning\n(omflyttning) gäller regler enligt Bilaga 4b.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Hemarbete\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Arbetsmiljöinformation\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska noggrant informera hemarbetaren om de risker för\nolycksfall och ohälsa som kan vara förknippade med av arbetsgivaren\ntillhandahållna verktyg, maskiner och material.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ackord\u003C\u002Fh3>\n\n\u003Cp>Vid ackordssättning tillämpas § 3 punkt C) i tillämpliga delar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Nysättning av ackord\u003C\u002Fh3>\n\n\u003Cp>Vid nysättning av hemarbetsackord, som väntas bli av större omfattning,\nska arbetsledningen meddela den lokala arbetstagarorganisationen att ackordet\nutlämnats eller erbjudits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Information\u003C\u002Fh3>\n\n\u003Cp>Företag med hemarbetare anställda ska fortlöpande informera den lokala\narbetstagarorganisationen om hemarbetets omfattning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>Är utökning av hemarbetet aktuellt ska redan anställda hemarbetare, som\nuttryckt önskemål om mer arbete, i första hand erbjudas detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Avlöningens utbetalande\u003C\u002Fh2>\n\n\u003Cp>Avlöningsperioden utgör kalendermånad. Lön utbetalas för innevarande\nmånad på bestämd dag, såvida inte annan period sedan tidigare tillämpas.\nOm denna dag infaller under veckoslut eller helgdag utbetalas lön närmast\nföregående vardag. Eventuella tillägg och avdrag som infaller efter bestämt\nbrytpunkt görs nästföljande månad.\u003C\u002Fp>\n\n\u003Cp>I samband med avlöningens utbetalande ska en specifikation av lönedelarna\noch avdragen lämnas till arbetstagaren. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>§ 14 Överdragskläder\u003C\u002Fh2>\n\n\u003Cp>Företaget tillhandahåller fria arbetskläder inklusive tvätt av dessa.\nTillämpningen sker genom lokal överenskommelse. Arbetsgivaren är skyldig att\nbekosta och tillhandahålla personlig skyddsutrustning där sådan är\nerforderlig. Sådan skyddsutrustning kan bestå av andningsskydd, fot- och\nbenskydd, hörselskydd, ögonskydd, skyddshjälm och säkerhetsbälte med\nlina.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch2>§ 15 Permission m.m.\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Med permission avses ledighet med bibehållen lön under högst en\narbetsdag. I särskilda fall kan permission beviljas för flera dagar.\u003C\u002Fp>\n\n\u003Cp>Arbetare, som önskar erhålla permission, bör ansöka härom i så god tid\nsom möjligt innan ledigheten ska börja. I ansökan ska arbetaren ange skälet\noch önskad tidsperiod för ledigheten.\u003C\u002Fp>\n\n\u003Cp>Med bibehållen lön avses bibehållen förtjänst det vill säga\nbibehållen tim- eller månadslön samt övriga ersättningar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>Permission beviljas i följande fall:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Skäl\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Tid\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) Eget bröllop\u003C\u002Ftd>\n      \u003Ctd>Bröllopsdagen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Nära anhörigs frånfälle\u003C\u002Ftd>\n      \u003Ctd>Högst 1 dag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) Nödvändiga bestyr i samband med nära anhörigs begravning\u003C\u002Ftd>\n      \u003Ctd>Högst 1 dag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Nära anhörigs begravning och\u002Feller urnnedsättning\u003C\u002Ftd>\n      \u003Ctd>Förrättningsdagen samt erforderlig restid (högst 4 resdagar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>d) Egen 50- och 60-årsdag\u003C\u002Ftd>\n      \u003Ctd>Födelsedagen\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>e) Hastigt uppkommet sjukdoms- eller olycks- fall som avser make\u002Fmaka\n        eller annan hemmaboende nära anhörig (styrkes i efterhand vid\n        anfordran)\u003C\u002Ftd>\n      \u003Ctd>Högst 1 arbetsdag vid varje tillfälle\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>f) Eget läkar- eller tandläkarbesök\u003C\u002Ftd>\n      \u003Ctd>1) Vid akuta besvär som påfordrar omedelbar behandling och under\n        förutsättning att ersättning inte utgår från allmän\n        försäkringskassa\n\n        \u003Cp>eller\u003C\u002Fp>\n\n        \u003Cp>2) Besök vid sjukvårdsinrättning efter remiss av företagsläkare\n        eller där sådan ej finns, annan av företaget anvisad läkare.\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med nära anhöriga förstås make\u002Fmaka, barn, syskon, föräldrar, mor-,\nfar- och svärföräldrar, svärdotter, svärson och barnbarn. Med make\u002Fmaka\njämställs person som den anställde sammanlever med under äktenskapsliknande\nformer (d.v.s. om man har samma mantals- skrivningsadress sedan minst ett år\ntillbaka eller sammanbor och har hemmavarande barn).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid sjukdomsfall som avser hemmaboende barn under 12 år gäller i första\nhand bestämmelserna i § 16 Mom 4. Därefter tillämpas reglerna för\npermission om förutsättningar härför föreligger.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 16 Sjuklön m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätt till sjuklön.\u003C\u002Fh3>\n\n\u003Cp>Sjuklön utges enligt lagen om sjuklön.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom eller olycksfall skall arbetaren snarast\nmöjligt göra anmälan till arbetsgivaren. Arbetaren har ej rätt till\nsjuklön för tid innan sådan anmälan gjorts. Vidare skall arbetaren så\nsnart som möjligt meddela arbetsgivaren när han beräknar kunna återgå i\narbete. Sådant besked skall lämnas senast dagen före återgång.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om arbetaren blir arbetsoförmögen på grund av olycksfall\neller arbetsskada.\u003C\u002Fp>\n\n\u003Cp>Arbetaren skall lämna arbetsgivaren en skriftlig försäkran om att han\nvarit sjuk, uppgifter om i vilken omfattning hans arbetsoförmåga varit\nnedsatt på grund av sjukdomen och under vilka dagar arbetaren skulle ha\narbetat.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom som varar längre tid än sju dagar är\narbetaren skyldig enligt lagen om sjuklön att uppvisa läkarintyg.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär skall arbetaren styrka sjukdomen med läkarintyg\neller annat av arbetsgivaren godkänt intyg. Kostnaderna för begärt intyg\nbetalas av arbetsgivaren. Har arbetsgivaren begärt intyg från viss läkare,\när han inte skyldig att ersätta kostnaden för intyg från annan läkare.\u003C\u002Fp>\n\n\u003Cp>Innan arbetsgivaren begär förstadagsintyg enligt föregående stycke ska\nsamråd ske med den lokal facklig organisationen. Vid samrådet ska\narbetsgivaren ange skälen för en sådan begäran.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Beräkning av sjuklön.\u003C\u002Fh3>\n\n\u003Cp>Sjuklön utges för sådan tid som arbetaren skulle utfört arbete under\nordinarie arbetstid om han ej varit sjuk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 För månadsavlönade\u003C\u002Fh4>\n\n\u003Cp>För varje timme arbetaren är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt nedan från den fasta kontanta månadslönen\ninklusive fasta tillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>KARENSAVDRAG\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 procent av genomsnittlig veckoarbetstid\n(karens) i sjukperioden\u003C\u002Fp>\n\n\u003Cp> månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>-------------------------------------\u003C\u002Fp>\n\n\u003Cp> 52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>AVDRAG EFTER KARENS\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro överstigande 20 procent av genomsnittlig veckoarbetstid\ntill och med dag 14 i sjukperioden\u003C\u002Fp>\n\n\u003Cp>20% x månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>--------------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden 30\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dessutom utges t.o.m. 14:e kalenderdagen i sjuklöneperioden sjuklön med 80\nprocent av övriga lönedelar och ersättningar som avser ersättning för\nordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Sjukdomsfall längre än 14 kalenderdagar. Avdrag fr.o.m. 15:e\nkalenderdagen.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs för varje kalenderdag frånvaron omfattar med \u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>----------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro med kalenderdag savdrag hel kalendermånad görs avdrag med\nhela månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 För timavlönade\u003C\u002Fh4>\n\n\u003Cp>Sjuklönen beräknas enligt nedan.\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 procent av genomsnittlig veckoarbetstid i\nsjukperioden (karens) betalas ingen sjuklön.\u003C\u002Fp>\n\n\u003Cp>Därefter, för sjukfrånvaro överstigande 20 procent av genomsnittlig\nveckoarbetstid till och med dag 14 i sjukperioden betalas för varje timme\narbetstagaren är frånvarande, sjuklön med 80 procent av arbetstagarens\nmedeltimförtjänst på tidlön och ackord. För arbetstagare med enbart\ntimlön utgör sjuklönen 80 procent av denna timlön.\u003C\u002Fp>\n\n\u003Cp>Dessutom utges t.o.m. den 14:e kalenderdagen i sjuklöneperioden sjuklön\nmed 80 procent av övriga lönedelar och ersättningar som avser ersättning\nför ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Parterna är ense om att innebörden av lagen om sjuklön är avgörande\nför vilka lönedelar och ersättningar som skall ingå i\nberäkningsunderlaget.\u003C\u002Fp>\n\n\u003Cp>2)Om arbetaren återinsjuknar inom 5 kalenderdagar från det den tidigare\nsjukperioden upphörde, utgör den nya sjukperioden fortsättning på den\ntidigare, ifråga om karensavdrag, ersättningens storlek och\nsjuklöneperiodens längd.\u003C\u002Fp>\n\n\u003Cp>3)Antalet karensavdrag per 12-månadersperiod får ej överstiga 10.\u003C\u002Fp>\n\n\u003Cp>4)För arbetstagare som enligt Försäkringskassans beslut är berättigade\ntill sjuklön om 80 procent under hela sjukperioden tillämpas avdrag efter\nkarens.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Sjukdom under semester\u003C\u002Fh3>\n\n\u003Cp>För arbetare som är sjuk under semesterledighet och enligt 15§\nSemesterlagen begär att semestern skall uttagas senare, beräknas sjuklönen\nsom om arbetaren utfört arbete enligt Mom 2:1 och 2:2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning görs för månadsavlönade\navdrag för varje frånvarotimme med\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>----------------------\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid annan ordinarie arbetstid än 40 timmar\u002Fvecka ändras talet 175 med\nhänsyn därtill. Vid frånvaro hel kalendermånad görs avdrag med arbetarens\nhela månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Arbetsskada och olycksfall\u003C\u002Fh3>\n\n\u003Cp>Vid besök efter arbetsgivarens anvisning på sjukhus eller hos läkare för\nbehandling av olycksfall som inträffat på arbetsplatsen eller ostridigt\ninträffat under färd till eller från arbetsplatsen lämnar arbetsgivaren\nersättning för förlorad arbetsförtjänst. Samma regel gäller vid\nåterbesök, som föreskrivs av läkare.\u003C\u002Fp>\n\n\u003Cp>Ersättning för förlorad arbetsförtjänst lämnas även till arbetare som\narbetat del av dag och därefter måste lämna arbetsplatsen under återstoden\nav arbetsdagen på grund av arbetsskada.\u003C\u002Fp>\n\n\u003Cp>Med förlorad arbetsförtjänst avses för tim- och ackordsavlönade\narbetare vederbörande arbetares genomsnittsförtjänst enligt senast\ntillgängliga kvartalsstatistik.\u003C\u002Fp>\n\n\u003Cp>För månadsavlönad arbetare görs ej löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Vid arbetsolycksfall utges ersättning under sjuklöneperioden i enlighet\nmed TFA-försäkringen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren lämnar även ersättning för styrkta resekostnader som icke\nersätts av allmän försäkringskassa samt för kostnaden för läkarbesöket\nenligt fastställd taxa.\u003C\u002Fp>\n\n\u003Cp>Samma regel (även ifråga om av läkaren föreskrivet återbesök) gäller\nvidare när arbetare efter rekommendation av läkare kallas att genomgå\nyrkesmedicinsk undersökning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch2>§ 17 Försäkringar, Trygghetsfond\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>A.Arbetsgivaren är skyldig teckna följande försäkringar enligt gällande\növerenskommelser mellan SAF och LO.\u003C\u002Fp>\n\n\u003Cp>1)Grupplivförsäkring (TGL) och avgångsbidragsförsäkring (AGB)\u003C\u002Fp>\n\n\u003Cp>2)Gruppsjukförsäkring (AGS)\u003C\u002Fp>\n\n\u003Cp>3)Avtalspension\u003C\u002Fp>\n\n\u003Cp>4)Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>5)Omställningsavtal LO-Svenskt Näringsliv\u003C\u002Fp>\n\n\u003Cp>6)Föräldrapenningstillägg, LO-Svenskt Näringsliv\u003C\u002Fp>\n\n\u003Cp>B.Arbetsgivaren ska till IF Metall betala en summa motsvarande premien för\nMedlems- olycksfall Fritid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 18 Ordningsregler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bifogade ordningsregler (se bilaga 10) även som andra av arbetsgivaren\nutfärdade ordningsföreskrifter, vilka icke strider mot detta avtal, ska\nnoggrant efterföljas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Innan lokala skydds- och säkerhetsföreskrifter fastställs eller ändras,\nska överläggning härom upptas i skyddskommittén eller med klubben.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 19 Åtgärder för utveckling av företagen\u002Fanställda samt\njämställdhet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna har antagit av SAF-LO-PTK den 15 april 1982 träffade\nUtvecklingsavtal av den 3 mars 1982 samt Jämställdhetsavtal av den 3 mars\n1982 (se Bilaga 5).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtalets § 14 och 15 samt § 16 Mom 3 och 4 gäller ej.\nUndantagen är även Jämställdhetsavtalets § 9 Meningsskiljaktigheter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 20 Avtal om utbildning i arbetsmiljöfrågor\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>På varje företag ska för arbetstagarna finnas tillgängliga\narbetsmiljölagen, arbetsmiljöförordningen och de övriga författningar som\nutfärdats med stöd av lagen eller förordningen och rör den verksamhet som\nbedrivs där (anvisningar, föreskrifter eller meddelanden) samt de lokala\nskyddsföreskrifterna.\u003C\u002Fp>\n\n\u003Cp>Parterna har träffat avtal om utbildning i arbetsmiljöfrågor att gälla\nfrån den 9 november 1983 (se Bilaga 6).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 21 Ingående och upphörande av anställning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I anslutning till lagen om anställningsskydd gäller följande särskilda\nbestämmelser.\u003C\u002Fp>\n\n\u003Cp>Anställningsavtal gäller tillsvidare med följande undantag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Visstidsanställning på avtalsområdet kan endast ske enligt detta avtal\nsom helt ersätter reglerna om visstidsanställningar i lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ett avtal om visstidsanställning skall vara skriftligt och kan ske enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>1.\u003Cstrong>Avtal om provanställning\u003C\u002Fstrong>. I syfte att\ntillsvidareanställa en arbetstagare kan avtal om provanställning ingås för\nhögst sex månader efter överenskommelse med lokal facklig organisation.\nAvtal om provanställning kan avbrytas från arbetsgivarens sida med en månads\nuppsägningstid och från arbetstagarens sida med 14 dagars uppsägningstid. Om\narbetsgivaren eller den anställde inte vill att provanställningen ska\növergå till en tillsvidareanställning vid prövotidens utgång ska\nskriftligt besked om detta lämnas senast 14 dagar före prövotidens utgång.\nGörs inte detta, övergår provanställningen i en tillsvidareanställning.\nProvanställning kan inte kombineras med avtal om visstidsanställning enligt\nnedan.\u003C\u002Fp>\n\n\u003Cp>2.\u003Cstrong>Avtal om visstidsanställning\u003C\u002Fstrong>. Utan stöd av lokal\növerenskommelse kan arbetsgivare och arbetstagare träffa avtal om\nvisstidsanställning om minst en månad och högst sex månader. Med stöd av\nlokal överenskommelse kan arbetsgivare och lokal facklig organisation träffa\növerenskommelse om visstidsanställning för kortare tid än en månad och\nlängre tid än sex månader, dock längst tolv månader.\u003C\u002Fp>\n\n\u003Cp>3.Utöver ovanstående kan anställning göras i enlighet med avtal om\nyrkesintroduktion, se Bilaga 12.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelse sker\näger den påkalla lokal respektive central förhandling i ärendet. Löses ej\ntvisten erfordras i fortsättningen överenskommelse med lokal facklig\norganisation omfattande det företag som tvisten gäller.\u003C\u002Fp>\n\n\u003Cp>Vid visstidsanställning mellan arbetsgivare och arbetstagare som är mellan\n1-6 månader skall arbetsgivaren snarast dock senast inom en vecka underrätta\nlokal facklig organisation härom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Uteblivande från arbetet och påföljder\u003C\u002Fh3>\n\n\u003Cp>Arbetare, som slutar sin anställning utan iakttagande av bestämd\nuppsägningstid, går förlustig innestående avlöning och\nsemesterersättning, dock högst uppgående till belopp, som motsvarar hälften\nav grundtimlön för de dagar av uppsägningstiden arbetaren ej\ntjänstgjort.\u003C\u002Fp>\n\n\u003Cp>Arbetare, som uteblivit från arbetet under 10 arbetsdagar utan att till\narbetsgivaren ha anmält orsaken till sin frånvaro, anses ha slutat sin\nanställning utan iakttagande av uppsägningstiden. Om arbetaren likväl inom\nrimlig tid inställer sig till arbetet och därvid som orsak till frånvaron\noch underlåtenheten att anmäla denna anför omständigheter som skäligen\nbör godtas, ska anställningsförhållandet bestå.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro enligt ovan ska, innan åtgärd i anledning därav vidtas,\nunderrättelse lämnas arbetaren och överläggning ske med lokal facklig\norganisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Belopp, som enligt ovan har innehållits av arbetsgivare utbetalas till den\nlokala fackliga organisationen att av denna användas till utbildning,\nfritidsändamål eller dylikt för arbetarna vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Turordning och företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>I anslutning till §§ 22 och 25-27 i lagen om anställningsskydd gäller\nföljande: Mellan arbetsgivaren och den lokala fackliga organisationen vid\nföretaget får - om så skulle bli aktuellt vid uppkommande fall av\npersonalförändringar till följd av driftsinskränkningar - överenskommelse\nträffas (lokal överenskommelse) om avvikelse från bestämmelserna om\nturordning vid uppsägning respektive företrädesrätt till ny\nanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>För besked om uppsägning och avsked enligt lagen om anställningsskydd har\nparterna utarbetat särskilda formulär.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Inhyrning\u003C\u002Fh3>\n\n\u003Cp>Har en arbetstagare varit inhyrd hos samma företag på samma driftsenhet\nunder en sammanlagd tid om mer än 24 månader under en tidsperiod om 36\nmånader ska företaget erbjuda arbetstagaren en tillsvidareanställning hos\nföretaget. Har arbetstagaren avböjt ett sådant erbjudande behöver nya\nerbjudanden inte lämnas till arbetstagaren även om inhyrningen vid företaget\nfortsätter.\u003C\u002Fp>\n\n\u003Cp>När företrädesrätt enligt § 25 i LAS föreligger så kan inhyrning inte\nske utan lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3>Mom 5 Medverkan vid introduktion\u003C\u002Fh3>\n\n\u003Cp>Parterna noterar att de flesta företag har rutiner som ger det lokala\nfacket möjlighet att delta vid introduktion av nyanställd personal, samt att\ndet är av vikt att nyanställd personal under sin introduktion ges möjlighet\natt få sådan information. Parterna rekommenderar företagen att ge den lokala\narbetstagarparten möjligheten att på lämpligt sätt delta vid introduktion\nav nyanställd personal. Vad som föreskrivs ovan angående introduktion av\nnyanställda gäller även när företaget anlitar inhyrda arbetstagare.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Medverkan i TSL:s omställningsprogram\u003C\u002Fh3>\n\n\u003Cp>Parterna konstaterar att det är av intresse för anställda som har blivit\nuppsagda på grund av arbetsbrist att de på betald arbetstid ska kunna delta i\naktiviteter enligt omställningsförsäkringen. Det är parternas uppfattning\natt arbetsgivare som på grund av arbetsbrist sagt upp arbetstagare som\nomfattas av industriavtalet ska, om det kan ske utan hinder för verksamheten,\nbereda dessa möjlighet att på betald arbetstid delta i aktiviteter\nfinansierade av TSL inom ramen för omställningsförsäkringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Kollektivavtalad deltid i pensioneringssyfte\u003C\u002Fh3>\n\n\u003Cp>För partsgemensamma kommentarer se Bilaga 11.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 7:1 Deltid i pensioneringssyfte\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare kan ansöka om rätt till delpension från och med den månad\narbetstagaren fyller 60 år. Om deltidspensionen beviljas är anställningen\nfrån det att deltidspensionen börjar gälla en deltidstjänst med den\nsysselsättningsgrad som följer av deltidspensionen. Företrädesrätt till\nanställning med högre sysselsättningsgrad enligt 25 a §\nanställningsskyddslagen gäller inte för arbetstagare som har\ndeltidsanställning genom deltidspensionering enligt detta avtal. Parterna är\növerens om att avtalet ska anpassas till vid var tid gällande\nförefattningsregler rörande pensionen t.ex. skatteregler avseende uttag av\npensionsförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 7:2 Ansökan och underrättelse\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren ska hos arbetsgivaren skriftligen ansöka om deltidspension\nsex kalendermånader före det att deltidspensionen ska börja gälla. Av\nansökan ska tydligt framgå vilken sysselsättningsgrad som avses. Samtidigt\nsom ansökan lämnas till arbetsgivaren ska arbetstagaren underrätta den\nlokala fackliga organisationen. Senast två månader från det att\narbetsgivaren mottagit ansökan ska arbetsgivaren skriftligen till\narbetstagaren och del lokala fackliga organisationen meddela svar om ansökan\nbeviljas eller inte för det fall inte uppskov överenskommits med\narbetstagaren.\u003C\u002Fp>\n\n\u003Cp>Att inte svara i rätt tid utgör ett brott mot en ordningsföreskrift och\nhar därmed inte innebörden att ansökan ska anses beviljad. För de fall\nansökan inte senare beviljas ska arbetsgivaren i förekommande fall betala 2\n000 kr.(beloppet räknas årligen upp med KPI) för åsidosättandet av\norganisationsföreskriften till den berörda arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 7:3 Förhandling och tvist\u003C\u002Fh4>\n\n\u003Cp>Om ansökan om deltidspension har avslagits och arbetstagaren vill få\nansökan prövad i förhandlingsordningen ska arbetstagaren underrätta lokal\nfacklig organisation som har begärt lokal förhandling. Tvisten ska då anses\ngälla deltidspension med sysselsättningsgraden 50 procent och ska behandlas\nenligt § 23 i industriavtalet Sinf enligt följande.\u003C\u002Fp>\n\n\u003Cp>Frågan om delpension ska beviljas kan behandlas i lokal förhandling och\ndärefter, om frågan inte lösts, slutligt i central förhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Arbetsgivarintyg\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska senast 14 dagar efter sista anställningsdag utfärda\narbetsgivarintyg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 22 Arbetets ledning och fördelning m.m.\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med iakttagande av avtalets bestämmelser i övrigt äger arbetsgivaren\nrätt att leda och fördela arbetet.\u003C\u002Fp>\n\n\u003Cp>Föreningsrätten ska å ömse sidor lämnas okränkt.\u003C\u002Fp>\n\n\u003Cp>Såsom kränkning av föreningsrätten må ej anses arbetsgivarens fordran\natt arbetsledare icke får tillhöra arbetarnas fackorganisation. Med\narbetsledare förstås den, som är anställd att såsom arbetsgivarens\nställföreträdare leda, fördela och kontrollera arbete, vilket utförs av\nhonom underställd personal och i vilket han icke annat än tillfälligtvis\nsjälv deltar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i denna paragraf liksom avtalets övriga bestämmelser\ninnebär inte någon reglering av medbestämmandelagens dispositiva regler\neller tillämpning av lagens § 32.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 23 Meningsskiljaktigheter\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Uppstår meningsskiljaktigheter mellan parterna rörande i detta avtal\növerenskomna bestämmelser, ska därom förhandlas först mellan parterna\nsjälva och därefter, såvida ej enighet uppnåtts, mellan parternas\norganisationer.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>Uppstår av annan anledning meningsskiljaktigheter mellan parterna, får\ndessa icke omedelbart föranleda något som helst störande ingrepp i arbetets\ngång vare sig genom strejk, blockad, bojkott, lockout eller dylikt, utan ska\ndärom förhandlas först mellan parterna själva och därefter, såvida\nenighet ej uppnåtts, mellan parternas organisationer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Stridsåtgärd\u003C\u002Fh3>\n\n\u003Cp>Enligt lag tillåten stridsåtgärd må ej företagas med mindre densamma\nblivit i behörig ordning beslutad eller medgiven av vederbörande\nhuvudorganisation.\u003C\u002Fp>\n\n\u003Cp>Part, som ämnar vidta stridsåtgärd, är skyldig att minst en vecka före\nge motparten meddelande härom. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Rörande behandling av tvister, preskription och rätt att vidta\nstridsåtgärder gäller härutöver vad som är föreskrivet i kap. II i\nhuvudavtalet mellan SAF och LO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch3>§ 24 Avtalets giltighetstid\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>Avtalet om löner och allmänna anställningsvillkor gäller för tiden\nfrån den 1 januari 2021 till den 31 maj 2023. Part äger rätt att senast den\n30 november 2021 säga upp avtalet till upphörande den 31 maj 2022.\u003C\u002Fp>\n\n\u003Cp>Därefter prolongeras avtalet för ett år i sänder om begäran om\nförhandling inte framställs senast två månader före den 31 maj 2023. Om\nbegäran om förhandling framställs före nyss nämnda tidpunkt gäller\navtalet för tid efter den 31 maj 2023 med sju dagars ömsesidig\nuppsägningstid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Stockholm den 4 december 2020\u003C\u002Fp>\n\n\u003Cp>Svensk Industriförening\u003Cspan style=\"color:#ffffff\">************************\u003C\u002Fspan>IF Metall\u003C\u002Fp>\n\n\u003Cp>Magnus Lindström\u003Cspan style=\"color:#ffffff\">*****************************\u003C\u002Fspan>Berit Bengtsson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ÖVERGÅNGSBESTÄMMELSER\u003C\u002Fh2>\n\n\u003Ch3>Första avtalsperioden (1 januari 2021-31 maj 2022)\u003C\u002Fh3>\n\n\u003Cp>Fr.o.m. den 1 januari 2021 ställs en pott om 767 kronor per månad (4,38\nkronor per timme) till parternas förfogande för lokal fördelning. Vid\nfördelning av potten ska beaktas såväl anställdas kompetensutveckling som\nutveckling av företagets lönesystem. Vid oenighet om pottens fördelning\nutläggs hela potten 767 kronor (4,38 kronor) generellt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Andra avtalsåret (1 juni 2022-31 maj 2023)\u003C\u002Fh3>\n\n\u003Cp>Fr.o.m. den 1 juni 2022 ställs en pott om 656 kronor per månad (3,75\nkronor per timme) till parternas förfogande för lokal fördelning. Vid\nfördelning av potten ska beaktas såväl anställdas kompetensutveckling som\nutveckling av företagets lönesystem. Vid oenighet om pottens fördelning\nutläggs hela potten 656 kronor (3,75 kronor) generellt.i\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Avsättning till deltidspensionspremie\u003C\u002Fh3>\n\n\u003Cp>Parterna har överenskommit om att ytterligare 0,2 procent av den totala\nlönesumman ska avsättas till deltidspensionspremie från och med den 1\njanuari 2021. Premierna baseras på all lön och ersättning som intjänats\nunder kalenderåret. Efter nämnda avsättning uppgår den totala avsättningen\ntill 1,6 procent av lönesumman.\u003C\u002Fp>\n\n\u003Cp>FORA kommer att ombesörja fakturering samt övrig administration av\ndeltidspensionsför- säkringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>BİLAGA\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 1 Överenskommelse angående deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>Företagen ska tillse, att den deltidsanställdes arbetstid och\narbetsförtjänst blir så jämn som möjligt. För stadigvarande deltidsarbete\nska arbetstidsschema upprättas, såvida icke arbetsuppgifternas särskilda\nbeskaffenhet omöjliggör detta. På sådant arbetstidsschema ska all\nregelbunden återkommande arbetstid angivas.\u003C\u002Fp>\n\n\u003Cp>Sociala förmåner enligt lag och avtal är i vissa fall beroende av\narbetstidens längd och förläggning. En arbetstid understigande 16 timmar per\nvecka medför sålunda, att rätten till avgångsbidragsförsäkring och\ngrupplivförsäkring reduceras. Vidare kan de avtalsenliga AGS förmånerna\nminska i vissa fall och pensionsförmånerna påverkas om arbetstiden\nunderstiger 208 timmar per kalenderkvartal. - Den årliga arbetsinkomsten\nmåste överstiga ett visst belopp - basbeloppet - för att arbetstagaren ska\ntillgodoräknas pensionspoäng för ATP.\u003C\u002Fp>\n\n\u003Cp>Den deltidsanställde ska informeras om dessa bestämmelser - liksom om de\növriga anställningsvillkor - som gäller vid deltidsarbete. Där så är\npraktiskt möjligt och i fall där den anställde så önskar ska arbetstiden\nför den deltidsanställde bestämmas så att den anställde blir berättigad\ntill de ovan angivna sociala förmånerna.\u003C\u002Fp>\n\n\u003Cp>Vid utökat arbetskraftsbehov ska i första hand deltidsanställda erbjudas\nett högre antal timmar.\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att tvist rörande tillämpning av denna\növerenskommelse avgörs av de centrala parterna\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 2 Anvisningar angående lönegruppering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I Mom 1 i timlöneparagrafen regleras de grundtimlöner som ska gälla för\navtalsområdet. Grundtimlönema anges för lönegrupperna Fabriksyrken (F),\nKvalificerade fabriksyrken (KF), Högt kvalificerade fabriksyrken (HKF) och\nSärskilt högt kvalificerade fabriksyrken (SHKF). Dessa täcker genom sina\ndefinitioner arbetsuppgifter av i hög grad varierande art, innehåll och\nsvårighetsgrad. I syfte att ge vägledning vid inplacering i lönegrupperna\nfinns nedanstående anvisningar.\u003C\u002Fp>\n\n\u003Cp>Anvisningarna innehåller en uppdelning av inom berörda avtalsområden\nförekommande arbetsuppgifter på sju så kallade funktionsgrupper,\nnämligen:\u003C\u002Fp>\n\n\u003Cp>1)Monterings-, ihopsättningsarbete\u003C\u002Fp>\n\n\u003Cp>2)Berednings-, bearbetnings-, uppbyggnadsarbete\u003C\u002Fp>\n\n\u003Cp>3)Drift av tillverkningsmaskiner - maskinsystem\u003C\u002Fp>\n\n\u003Cp>4)Drift av processtillverkningssystem\u003C\u002Fp>\n\n\u003Cp>5)Kontroll-, provnings-, avsyningsarbete, experimentarbete\u003C\u002Fp>\n\n\u003Cp>6)Lastnings-, lossnings-, transportarbete, förrådsarbete\u003C\u002Fp>\n\n\u003Cp>7)Reparations-, underhållsarbete samt allmänt servicearbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Varje funktionsgrupp har indelats i tre undergrupper. För varje sådan\ngrupp har en beskrivning upprättats som omfattar arbeten som är att hänföra\ntill lönegrupperna F, KF, HKF, respektive SHKF. För att ge ytterligare\nvägledning har beskrivningarna kompletterats med exempel på arbeten som är\ntypiska för gruppen ifråga.\u003C\u002Fp>\n\n\u003Cp>Arbeten som är att hänföra till lönegrupp F har uppdelats i samtliga\nfunktionsgrupper utom funktionsgrupp 4 ”drift av\nprocesstillverkningssystem” i två beskrivningar med tillhörande exempel.\nOrsaken härtill är att lönegrupp F som regel omfattar huvuddelen av inom\nrespektive avtalsområde förekommande arbeten vilka i betydande grad varierar\ni svårighetsgrad.\u003C\u002Fp>\n\n\u003Cp>Vid inplaceringen i lönegrupp bör tillvägagångssättet vara\nföljande:\u003C\u002Fp>\n\n\u003Cp>-Man väljer ut den funktionsgrupp som arbetet kan hänföras till. Det bör\npåpekas att funktionsgruppen inte har någon självständig betydelse för\nlönegrupperingen. Indelningen i funktionsgrupper utgör endast hjälpmedel\nför att söka upp tillämplig beskrivning.\u003C\u002Fp>\n\n\u003Cp>-Arbetet jämförs med beskrivningarna i funktionsgruppen. De till dessa\nfogade exempel kan därvid täcka som vägledning. Observera att det är\nbeskrivningarna och inte exemplen som ska vara avgörande för valet av\nlönegrupp. Observera även att benämningarna i exemplen kan täcka\narbetsuppgifter med stora skillnader i arbetsinnehåll och svårighetsgrad\nföretagen emellan.\u003C\u002Fp>\n\n\u003Cp>-Skulle svårighet uppstå att fastställa lönegrupp, t ex på grund av att\nett arbete ligger på gränsen mellan två lönegrupper, kan lönegruppen\nbestämmas genom att jämförelse dessutom görs med hur andra likartade\narbeten inom företaget har lönegrupperats. Slutligen kan framhållas att\nexemplen till beskrivningarna har framtagits efter samråd med ett begränsat\nantal företag. Parterna planerar därför att, sedan anvisningarna under en\növergångsperiod ytterligare testats, se över och komplettera dem med\nytterligare exempel på arbeten inom olika branscher.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Ch3>Bilaga 3 Överenskommelse om permitteringslön\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I anslutning till uppgörelsen den 12.4 1984 mellan SAF-LO angående\npermitteringslön gäller följande bestämmelser för Industriavtalet Svensk\nIndustriförening\u002FIF Metall:\u003C\u002Fp>\n\n\u003Cp>§ 1) Då arbetsgivare, utan att anställningen upphör, på grund av\narbetsbrist, driftstörning eller någon annan sådan omständighet inte\ntillhandahåller arbetstagaren något arbete samt befriar arbetstagaren från\nhans närvaroskyldighet (permittering) utges ersättning (permitteringslön) i\nenlighet med §§ 7-9 nedan.\u003C\u002Fp>\n\n\u003Cp>§ 2) Permittering kan vidtas oavsett regler om turordning.\u003C\u002Fp>\n\n\u003Cp>§ 3) Arbetstagaren är skyldig att inom skälig tid återgå i arbete när\ndet hinder, som föranledde permitteringen, upphört.\u003C\u002Fp>\n\n\u003Cp>§ 4) I permitteringsfrågor ska lagstadgad förhandlingsskyldighet iakttas.\nVid dessa förhandlingar ska parterna eftersträva enighet om omfattning och\nförläggning av permitteringen. Parterna bör därvid ta hänsyn till\nföretagets produktions- och marknadsförhållanden samt eftersträva\nlösningar som medför minsta möjliga olägenhet för berörda\narbetstagare.\u003C\u002Fp>\n\n\u003Cp>§ 5) Permitteringstid räknas i hela dagar (arbetsdagar). Permittering som\nföranleds av oförutsedda driftsavbrott, t ex strömavbrott och som beslutas\ninom en timme efter ordinarie arbetstidens början räknas som en\npermitteringsdag enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>§ 6) Permittering enligt detta avtal får för en arbetstagare omfatta\nhögst 30 arbetsdagar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>§ 7) För permitteringstid utbetalar arbetsgivaren permitteringslön.\nPermitteringslönen motsvarar vad arbetstagaren skulle ha erhållit om han\narbetat under permitteringstiden. Hur permitteringslönen närmare ska\nberäknas fastställs av förbundsparterna inom respektive avtalsområde.\u003C\u002Fp>\n\n\u003Cp>Permitteringslönen beräknas med hänsyn till det antal timmar på\narbetstagarens ordinarie arbetstid, varunder han eljest skulle ha arbetat.\u003C\u002Fp>\n\n\u003Cp>Permitteringslön ingår i underlaget för beräkning av lagstadgade\narbetsgivaravgifter och semesterlön.\u003C\u002Fp>\n\n\u003Cp>Kompletterande bestämmelse Industriavtalet Svensk Industriförening\u002F IF\nMetall enligt överenskommelse 11.12.84:\u003C\u002Fp>\n\n\u003Cp>Vid permittering ska ordinarie lön, ob-ersättning, skiftformstillägg och\nberedskapsersättning utgå som om arbetstagaren utfört arbete för\narbetsgivarens räkning. Därvid ska som grund för beräkning av ordinarie\nlön, ob-ersättning, skiftformstillägg och beredskapsersättning ligga det\nför arbetstagaren gällande ordinarie arbetstids- respektive beredskapsschema\nsom gällde enligt lokal överenskommelse för dessa anställda tre månader\nföre permitteringen.\u003C\u002Fp>\n\n\u003Cp>Förutom ovanstående ersättningar och tillägg innebär detta för\narbetstagare med månadslön:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\"> **************\u003C\u002Fspan>Aktuell månadslön\ninklusive eventuell premie\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>timlön:\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Den för arbetstagaren\naktuella timlönen inklusive eventuella tillägg\u003C\u002Fp>\n\n\u003Cp>Ackordslön:\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>Arbetstagarens\nmedeltimförtjänst på tidlön och ackord under senast kända kvartal eller\nannan period som de lokala parterna enas om. Om löneförändringar skett som\nväsentligt påverkar förtjänstläget ska hänsyn till detta tas vid val av\nstatistikperiod.\u003C\u002Fp>\n\n\u003Cp>§ 8) Permitteringslön utges inte vid permittering som föranleds av:\u003C\u002Fp>\n\n\u003Cp>a)arbetstagarens eget vållande\u003C\u002Fp>\n\n\u003Cp>b)olovlig konflikt inom LO:s område\u003C\u002Fp>\n\n\u003Cp>c)offentlig myndighets beslut som arbetsgivaren inte bort räkna med.\u003C\u002Fp>\n\n\u003Cp>§ 9) Frågan om huruvida permitteringslön ska utges vid driftsavbrott som\när en följd av att arbetet är säsongbetonat eller av andra skäl inte är\nsammanhängande till sin natur och frågan om huruvida permitteringslön ska\nutges till arbetstagare som utför arbete i sitt hem regleras i avtal mellan\nberörda förbundsparter.\u003C\u002Fp>\n\n\u003Cp>Därvid ska riktpunkten vara att arbetstagare, som enligt hittills gällande\nregler vid permittering under pågående säsong eller motsvarande åtnjuter\narbetslöshetsersättning, ges fortsatt skydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Hemarbete\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Svensk Industriförening och IF Metall har överenskommit om att reglerna om\npermitteringslön gäller för hemarbetare som under minst 5 månader inom 12\nmånader omedelbart före permitteringen haft en sammanlagd lön om minst 75\ngånger grundtimlönen för fabriksarbetare.\u003C\u002Fp>\n\n\u003Cp>Som lön räknas inte semesterersättning, eventuella hemarbetstillägg och\nersättning för kostnader.\u003C\u002Fp>\n\n\u003Cp>En hemarbetare anses permitterad då arbetsgivaren på grund av bristande\narbetstillgång inte kan utlämna den överenskomna eller förutsatta\narbetsvolymen.\u003C\u002Fp>\n\n\u003Cp>Permitteringslönen per dag utgörs av genomsnittsförtjänsten per dag\nunder de senaste 5 månaderna inom den i första stycket angivna\n12-månadersperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 4a Lönetillägg vid varaktig förflyttning (omplacering)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1) Definition\u003C\u002Fh4>\n\n\u003Cp>Med omplacering enligt dessa regler avses varaktig förflyttning från ett\narbetsområde till ett annat eller vid företag, där befattningsindelning\nenligt överenskommelse tillämpas, från en befattning till en annan.\u003C\u002Fp>\n\n\u003Cp>Med omplacering avses ej en anställds förflyttning från en arbetsuppgift\ntill en annan inom ramen för hans arbetsområde (befattning). Ej heller avses\nen anställds förflyttning mellan olika arbetsområden (befattningar) när det\nförutsatts att han vid behov ska tjänstgöra inom annat arbetsområde (i\nannan befattning).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Genom överenskommelse för varje företag särskilt bör ovanstående\ndefinition vid behov preciseras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2) Rätt till lönetillägg (OPT)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rätt till lönetillägg vid omplacering (omplaceringstillägg - OPT)\ntillkommer anställd, som vid omplaceringstillfället har en sammanlagd\nanställningstid vid företaget av minst ett år och som på grund av\nomplaceringen fått vidkännas förtjänstminskning.\u003C\u002Fp>\n\n\u003Cp>Lönetillägg utgår ej vid omplacering, som vidtages på grund av den\nanställdes förvållande. Det åligger dock arbetsgivaren att underrätta\nfackföreningen härom. Ej heller utgår tillägg därest omplacering sker på\nden anställdes begäran, såvida arbetsgivaren ej i det enskilda fallet\nmedgivit, att tillägg helt eller delvis ska utgå.\u003C\u002Fp>\n\n\u003Cp>Vid omplacering som sker på företagsläkarens ordination utgår\nlönetillägg såvida ej annat i det enskilda fallet överenskommes.\u003C\u002Fp>\n\n\u003Cp>Villkor för utbetalning för omplaceringstillägget är att arbetstagaren\ninnehaft den högre betalda befattningen minst 3 månader. Om så ej varit\nfallet göres istället jämförelse med den lön arbetaren hade\ndessförinnan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3)Beräkning av lönetillägg\u003C\u002Fh4>\n\n\u003Cp>Den anställdes genomsnittsförtjänst enligt senaste tillgängliga\nkvartalsstatistik före omplaceringen jämföres med den anställdes tidlöns-\noch\u002Feller ackordsförtjänst i det arbete till vilket arbetstagaren flyttas.\u003C\u002Fp>\n\n\u003Cp>Konstateras vid denna jämförelse en minskning i förtjänsten erhåller\nden anställde för varje arbetad timme under nedan angiven ersättningsperiod\nräknad fr.o.m. den avlöningsperiod, som infaller närmast efter den period\nomplaceringen sker, ett tillägg motsvarande förtjänstminskningen.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Anställningstid vid omplaceringstillfället\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Ersättningsperiod\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För arbetare fyllda 50 år med minst 10 års sammanlagd\n      anställning\u003C\u002Ftd>\n      \u003Ctd>36 veckor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För övriga arbetare med minst 10 års sammanlagd anställning\u003C\u002Ftd>\n      \u003Ctd>24 veckor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För arbetare med minst 4 års sammanlagd anställning\u003C\u002Ftd>\n      \u003Ctd>15 veckor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För arbetare med minst 1 års sammanlagd anställning\u003C\u002Ftd>\n      \u003Ctd>4 veckor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid upprepade omplaceringar ska dock - i det fall mindre än 24 veckor i en\nföljd förflutit mellan omplaceringarna - lönejämförelsen ske med\nutgångspunkt från den anställdes genomsnittsförtjänst enligt senast\ntillgängliga kvartalsstatistik före den första omplaceringen.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg ska ej utges när den anställde är berättigad till\narbetsskadelivränta enligt lag om arbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beräkning av genomsnittsförtjänst, se § 4 Mom 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4) Utbetalning av lönetillägg\u003C\u002Fh4>\n\n\u003Cp>Lönetillägg enligt ovanstående regler utbetalas vid det ordinarie\navlöningstillfälle som infaller närmast efter det avlöningstillfälle då\nlönejämförelsen sker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 4b Rekommendation angående lönetillägg vid omflyttning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Defmition\u003C\u002Fh4>\n\n\u003Cp>Med omflyttning avses tillfällig förflyttning från ett arbetsområde till\nett annat eller från en befattning till en annan\u003C\u002Fp>\n\n\u003Cp>Med omflyttning avses inte en arbetares förflyttning från en arbetsuppgift\ntill en annan inom ramen för hans arbetsområde (befattning). Inte heller\navses en arbetstagares förflyttning mellan olika arbetsområden (befattningar)\nnär det förutsatts, att han vid behov ska tjänstgöra inom annat\narbetsområde (i annan befattning).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Rätt till omflyttningstillägg (OFT)\u003C\u002Fh4>\n\n\u003Cp>Omflyttningstillägg utges till arbetstagare som vi omflyttningstillfället\nhar en sammanlagd anställningstid vid företaget av minst ett år och som på\ngrund av omflyttningen fått en förtj änstminskning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Beräkning av omflyttningstillägg\u003C\u002Fh4>\n\n\u003Cp>Arbetstagarens genomsnittsförtjänst före omflyttning jämförs med den\ngenomsnittsförtjänst, som uppnåtts under omflyttningsperioden.\u003C\u002Fp>\n\n\u003Cp>Konstateras en minskning i genomsnittsförtjänsten, erhåller arbetstagaren\nett omflyttningstillägg OFT, motsvarande förtjänstminskningen för varje\narbetad timme under den tid omflyttningen varar, dock längst under nedan\nangiven ersättningsperiod räknad från och med omflyttningstillfället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Anställningstid\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Ersättningsperiod\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För arbetare med minst 1 års sammanlagd anställning\u003C\u002Ftd>\n      \u003Ctd>1 vecka\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För arbetare med minst 4 års sammanlagd anställning\u003C\u002Ftd>\n      \u003Ctd>2 veckor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För övriga arbetare med minst 10 års sammanlagd anställning\u003C\u002Ftd>\n      \u003Ctd>3 veckor\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Omflyttningstillägg utges inte vid omflyttning som förorsakas av att\narbetstagaren bevisligen inte följt given instruktion i arbetet. Arbetsgivaren\nska dock underrätta den lokala fackliga organisationen, som har rätt att\npåkalla förhandling i ärendet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Med genomsnittsförtjänst avses såväl fast som rörlig lön som i\ngenomsnitt intjänats under de senaste tre månaderna. Lokal överenskommelse\nkan träffas om annan period eller annat beräkningssätt. Vid tillämpning av\nresultatlön med utbetalning för längre tidsperioder ska utfallet\nperiodiseras.\u003C\u002Fp>\n\n\u003Cp>2.Parterna är överens om att lokala överenskommelser i ökad omfattning\nska träffas. Eftersom det är ett ömsesidigt intresse med enkla och\nlättillgängliga regler uppmanas de lokala parterna att eftersträva detta.\nDet är vidare angeläget att administrativt merarbete undvikes i största\nmöjliga utsträckning. De centrala parterna ska vid behov medverka till\ndetta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpromotion\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>Bilaga 5 Jämställdhetsavtal\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Det råder bristande jämställdhet mellan kvinnor och män i samhället,\nbl.a. inom arbetslivet. Parterna är ense om att kvinnor och män ska ha lika\nmöjligheter på arbetsmarknaden. Härigenom kan också den nuvarande, ojämna\nfördelningen mellan kvinnor och män i olika sysselsättningar ändras. Detta\nleder i sin tur till att skillnader i genomsnittlig lön för kvinnor och män\nkan försvinna.\u003C\u002Fp>\n\n\u003Cp>Parterna har den gemensamma uppfattningen att den bristande jämställdheten\nfrämst är en följd av traditionella föreställningar om kvinnors och mäns\nolika roller i arbetslivet, familjelivet och samhällslivet. Parterna\nkonstaterar att en ökad jämställdhet mellan kvinnor och män i mycket är en\nfråga om förändring av attityder och understryker det ansvar som åvilar\narbetsgivare, arbetsledning och arbetskamrater att medverka till att bryta de\ntraditionella föreställningarna om könsbestämda yrkesroller. Detta arbete\nförsvåras av att könsfördomar ofta är omedvetna. Ett viktigt led i\njämställdhetsarbetet måste därför vara att sprida kunskap och skapa\nopinion i frågan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>SAF, LO och PTK är också eniga om att jämställdhetsåtgärder på\narbetslivets område inte ensamma kan åstadkomma jämställdhet i samhället i\ndess helhet, men att de verksamt kan bidraga till en utveckling i den\nriktningen.\u003C\u002Fp>\n\n\u003Cp>Det är därför väsentligt att åtgärder för jämställdhet vidtages i\nföretagen. Vikten härav har också markerats i § 2 Mom l utvecklingsavtalet\nmellan SAF, LO och PTK.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>\u003Cstrong>§ 1 Mål för jämställdhet i arbetslivet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>SAF, LO och PTK är ense om att viktiga mål för ett fortlöpande och\nplanmässigt jämställd hetsarbete är:\u003C\u002Fp>\n\n\u003Cp>att kvinnor och män ska ges lika möjligheter till anställning,\nutbildning, befordran samt utveckling i arbetet. Kvinnor och män som är\nföräldralediga ska ges samma möjligheter till kompetensutveckling som\növriga anställda, senast i samband med återgång i arbete.\u003C\u002Fp>\n\n\u003Cp>att kvinnor och män ska ha lika lön för arbete av lika värde och även i\növrigt lika anställningsvillkor;\u003C\u002Fp>\n\n\u003Cp>att arbetsplatser, arbetsmetoder, arbetsorganisation och\narbetsförhållandena i övrigt ska ordnas så att de lämpar sig för både\nkvinnor och män;\u003C\u002Fp>\n\n\u003Cp>att en jämnare fördelning mellan kvinnor och män uppnås i sådana\nsysselsättningar där yrkesval och rekrytering visat sig vara könsbundna;\u003C\u002Fp>\n\n\u003Cp>samt\u003C\u002Fp>\n\n\u003Cp>att förvärvsarbete kan förenas med föräldraskap såsom vid\nförläggning av ordinarie arbetstid samt vid förläggning av övertid\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Särbehandling som syftar till att uppnå dessa mål ska, med beaktande av\nvad som anges i 3 § Diskrimineringslagen, inte betraktas som\ndiskriminerande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Arbetsgivarens ansvar\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren svarar för att ett aktivt jämställdhetsarbete bedrivs i\nföretaget. Omfattning och inriktning av åtgärderna anpassas till de lokala\nförhållandena såsom företagets personalsammansättning, storlek,\ngeografiska belägenhet och ekonomiska förutsättningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3 De lokala parternas uppgifter\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna ska bedriva ett planmässigt och målinriktat arbete för\njämställdhet. I sådant syfte ska de gemensamt kartlägga företaget från\njämställdhetssynpunkt samt överlägga om vilka åtgärder som ska vidtas.\u003C\u002Fp>\n\n\u003Cp>Detta arbete ska bedrivas i former enligt § 8 utvecklingsavtalet.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och de lokala fackliga organisationerna samverkar fortlöpande\nför att uppnå de uppställda jämställdhetsmålen.\u003C\u002Fp>\n\n\u003Cp>Vidtagna jämställdhetsåtgärder ska regelbundet utvärderas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 4 Personalrekrytering\u003C\u002Fh4>\n\n\u003Cp>Arbetsbeskrivningar och kvalifikationskrav vid platsannonsering samt\nbefattningsbeskrivningar ska utformas på ett könsneutralt sätt.\nKönsneutrala yrkesbenämningar eftersträvas.\u003C\u002Fp>\n\n\u003Cp>Om ojämn fördelning råder mellan kvinnor\u002Fmän inom viss yrkeskategori\neller befattning inom företaget kan detta anges i platsannons samt det\nunderrepresenterade könet särskilt uppmanas söka tjänsten (s.k. riktad\nannonsering).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 5 Arbetsförhållanden\u003C\u002Fh4>\n\n\u003Cp>En av förutsättningarna för könsneutral personalrekrytering är att\narbetsplatser, arbetsmetoder och arbetsförhållandena i övrigt utformas så\natt de inte utgör hinder för att anställa män eller kvinnor.\u003C\u002Fp>\n\n\u003Cp>Detta kan bl a ske genom att det finns tillgång till omklädnings- och\nhygienutrymmen för både kvinnor och män samt att tekniska hjälpmedel när\nså erfordras ställs till förfogande för att underlätta arbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 6 Arbetsledning\u003C\u002Fh4>\n\n\u003Cp>Det är väsentligt att personer med arbetsledande funktioner erhåller\nerforderlig information och utbildning i jämställdhetsfrågor och att\narbetsledningen utövas så att jämställdhetsmålen främjas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 7 Utveckling av den anställde i arbetet\u003C\u002Fh4>\n\n\u003Cp>Med tillämpning av § 3 Mom 4 utvecklingsavtalet bör möjligheter skapas\ntill arbetsbyte, arbetsrotation, vikariatstjänstgöring och liknande i syfte\natt göra inbrytningar på befattnings områden, som domineras av det ena\nkönet.\u003C\u002Fp>\n\n\u003Cp>Utbildningsbehoven i företaget bör bedömas även från\njämställdhetssynpunkt. Vid rekrytering till utbildning ska män och kvinnor\nerbjudas lika möjligheter. Riktade utbildningsinsatser i syfte att bryta en\nojämn fördelning mellan kvinnor och män i viss sysselsättning bör dock\neftersträvas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 8 Utvecklingen på jämställdhetsområdet\u003C\u002Fh4>\n\n\u003Cp>Utvecklingen på jämställdhetsområdet hör till de frågor som SAF, LO\noch PTK aktivt ska följa i Rådet för utvecklingsfrågor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning - Jämställdhet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar att en gemensam arbetsgrupp tillsattes vid\navtalsförhandlingarna 2004 med uppgift att ta fram information till stöd för\nde lokala parternas samverkan vid kartläggning, analys och upprättande av\nhandlingsplan för jämställda löner i enlighet med reglerna i\njämställdhetslagen. Parterna konstaterar vidare att arbetsgruppens arbete\nkommer att avslutas inom kort. Parterna är överens om att under\navtalsperioden genomföra gemensamma aktiviteter, t.ex. i form av konferenser,\ni syfte att informera om den skrift som arbetsgruppen tagit fram, för att\ndärigenom stödja de lokala parterna i arbetet med att genomföra en\nlönekartläggning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 9 Meningsskiljaktigheter\u003C\u002Fh4>\n\n\u003Cp>Tvister om tolkning eller tillämpning av detta avtal ska, i tillämpliga\ndelar, behandlas i enlighet med § 16 Mom 2 § 5 utvecklingsa vtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Parterna är eniga om att tvist rörande skälig omfattning och inriktning\nav åtgärderna enligt § 2 detta avtal av endera parten för slutgiltigt\navgörande kan hänskjutas till Skiljenämnden för utvecklingsavtalet. Annan\ntvist om tolkning eller tillämpning av detta avtal kan hänskjutas till\nArbetsdomstolen. Om berörda parter är därom ense kan dock sådan tvist i\nstället slutligt avgöras av skiljenämnden.\u003C\u002Fp>\n\n\u003Cp>SAF, LO och PTK åtar sig att verka för att skiljenämndens utslag\nefterföljes.\u003C\u002Fp>\n\n\u003Cp>Om rättelse ej sker inom av skiljenämnden fastställd tid må nämnden\nförelägga arbetsgivare att vid vite rätta sig efter skiljenämndens\nbeslut.\u003C\u002Fp>\n\n\u003Cp>Utdömt vite disponeras av Rådet för utvecklingsfrågor för\njämställdhetsåtgärder.\u003C\u002Fp>\n\n\u003Cp>Skadeståndspåföljd ska ej ifrågakomma i tvist som avgörs av\nskiljenämnd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 10 Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Såväl mellan SAF och LO\u002FPTK som mellan förbund, vilka antagit avtalet,\ngäller det tills vidare med en uppsägningstid av tre månader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Bilaga 6 Avtal om utbildning samt riktlinjer i arbetsmiljöfrågor\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>mellan\u003C\u002Fp>\n\n\u003Cp>Svensk Industriförening, å ena, och Industrifacket, å andra sidan, i\nanslutning till överenskommelse av den 2 juni 1982 mellan SAF, LO och PTK, att\ngälla fr.o.m. den 9 november 1983.\u003C\u002Fp>\n\n\u003Cp>Enligt arbetsmiljölagen svarar arbetsgivare och arbetstagare gemensamt för\natt skyddsombud får erforderlig utbildning.\u003C\u002Fp>\n\n\u003Cp>En förutsättning för att skyddsombud på bästa sätt ska kunna fullgöra\nsina uppgifter är, att de får en för uppdraget välanpassad utbildning. För\natt den lokala skyddsorganisationen ska kunna fungera så effektivt som\nmöjligt är det vidare angeläget, att även annan personal har goda kunskaper\nrörande arbetsmiljön. Här bör särskilt nämnas personal i arbetsledande\nställning samt ledamöter i skyddskommittéer.\u003C\u002Fp>\n\n\u003Cp>Goda kunskaper om arbetsmiljön bör finnas även hos andra\nbefattningshavare som har beslutsfunktioner som påverkar\narbetsmiljöfrågorna. Bland dessa grupper kan nämnas chefstjänstemän med\növergripande ledningsansvar, planerare, konstruktörer, personalhandläggare\noch inköpare. Dessa kategorier bör därför erhålla erforderlig\narbetsmiljöutbildning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong> Detta avtal reglerar sådan arbetsmiljöutbildning som\nbedrivs på grundval av material som förbundsparterna kommit överens om.\u003C\u002Fp>\n\n\u003Cp>Följande personalkategorier omfattas av avtalet:\u003C\u002Fp>\n\n\u003Cp>skyddsombud, ledamöter i skyddskommittéer samt personal i arbetsledande\nställning. Dessa personalkategorier ska i största möjliga utsträckning\ngemensamt genomgå samma grundutbildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till § 1, andra stycket:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Förbundsparterna rekommenderar att även andra befattningshavare som nämns\ni ingressen ovan i så stor utsträckning som möjligt deltar i den gemensamma\ngrundutbildningen.\u003C\u002Fp>\n\n\u003Cp>Anställda som ska tjänstgöra som handledare i arbetsmiljöutbildningen\nvid företaget ska genomgå särskild handledarutbildning. Avtalet gäller i\ntillämpliga delar även sådan utbildning.\u003C\u002Fp>\n\n\u003Cp>För utbildning till och verksamhet som handledare i andra fall än ovan\nnämnda rekommenderas företagen att ge erforderlig ledighet.\u003C\u002Fp>\n\n\u003Cp>Förbundsparterna är överens om att handledarutbildning kan genomföras av\nparterna gemensamt eller var för sig. Gemensam handledarutbildning bör\neftersträvas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>\u003Cstrong>§ 2\u003C\u002Fstrong> Med arbetsmiljöutbildning avses grundutbildning och\nvidareutbildning i arbetsmiljöfrågor. Arbetsgivare och arbetstagare svarar\ngemensamt för att sådan utbildning kommer till stånd och genomförs i\nenlighet med detta avtal.\u003C\u002Fp>\n\n\u003Cp>För arbetsmiljöutbildningen i företaget ska i första hand användas det\nutbildningsmaterial som utarbetats av Arbetarskyddsnämnden.\u003C\u002Fp>\n\n\u003Cp>Förbundspartema eller - om förbunden är ense därom - de lokala parterna\nkan träffa överenskommelse om att använda branschanpassat\nutbildningsmaterial i stället för det utbildnings-material som framtagits av\nArbetarskyddsnämnden. En utbildning kan bestå av ett eller flera avsnitt\nhämtade från ett eller flera utbildningspaket.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>All personal som omfattas av detta avtal är berättigad att genomgå\ngrundutbildning. Grundutbildningen bör omfatta 40 timmar. Grundutbildningen\nbör baseras på utbildningsmaterialen Bättre arbetsmiljö och Lokalt\nskyddsarbete eller motsvarande för branschen anpassade material. Huvudvikten\nbör läggas vid materialet Bättre arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Vidareutbildningens omfattning avgörs av skyddskommittén med hänsyn till\nden särskilda arbetsmiljösituationen i företaget, företagets\nskyddsorganisation samt den enskildes uppgifter.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 3\u003C\u002Fstrong> I företaget bör, inför varje verksamhetsår,\nfastställas en utbildningsplan. Utbildningsplanen kan även fastställas för\nen längre tid. Förbunden bör ge råd om hur utbildningsplanen utformas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 4\u003C\u002Fstrong> Frågor om arbetsmiljöutbildning behandlas av\nskyddskommittén i företaget. Kommittén fastställer utbildningsplan.\nKommittén beslutar vidare om vem eller vilka som bör genomgå utbildning,\nvilken utbildning som bör genomgås, under vilken tid och var utbildningen\nbör äga rum samt vem som ska ansvara för och leda utbildningen. Utbildningen\nska förläggas till ordinarie arbetstid om inte annat överenskommes i\nskyddskommittén.\u003C\u002Fp>\n\n\u003Cp>Saknas skyddskommitté ska överläggning istället äga rum mellan\narbetsgivaren och berörd lokal facklig organisation eller den som denna\norganisation utser.\u003C\u002Fp>\n\n\u003Cp>För utbildningen anlitas företagets utbildningsfunktion eller de\nanställdas studieorganisationer. Förbundsparterna eller - om förbunden är\nense därom - de lokala parterna kan träffa överenskommelse om att annan\nutbildningsarrangör ska anlitas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 5\u003C\u002Fstrong> Ledighet för att deltaga i utbildning som beslutats\nenligt § 4 anmäles till berörd arbetsledning i god tid och senast två\nveckor före utbildningens början. Ledigheten ska förläggas så att den inte\nmedför betydande hinder för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 6\u003C\u002Fstrong> Beslut i skyddskommittén ska fattas i enlighet med\nbestämmelserna i arbetsmiljöavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 7\u003C\u002Fstrong> All personal som omfattas av detta avtal ska snarast\noch om möjligt senast inom 6 månader efter det de utsetts genomgå\ngrundutbildning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 8\u003C\u002Fstrong> Ledighet enligt detta avtal utom sådan som avses i §\n1 fjärde stycket medför rätt till bibehållna anställningsförmåner. Är\nutbildningen helt eller delvis förlagd till deltagarens fritid, utges\nersättning som om utbildningen hade varit förlagd till ordinarie arbetstid.\nHar utbildningen på arbetsgivarens begäran förlagts till deltagarens fritid\nska jämväl övertidsersättning utges. Är utbildningen förlagd till\ninternat utges dock ej övertidsersättning.\u003C\u002Fp>\n\n\u003Cp>Restid jämställs i ersättningshänseende med utbildningstid.\u003C\u002Fp>\n\n\u003Cp>Resekostnader och traktamenten utges i förekommande fall enligt regler som\ngäller för respektive avtalsområde.\u003C\u002Fp>\n\n\u003Cp>Om ersättning för förlorad arbetsinkomst eller i form av traktamente\neller för reskostnad erhållits från annat håll ska respektive ersättning\nenligt denna paragraf minskas med motsvarande belopp.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 9\u003C\u002Fstrong> Parterna är överens om att detta avtal inte\ninskränker de fackliga organisationernas rätt enligt\nförtroendemannalagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar till § 9\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denna paragraf avser att klargöra, att avtalet om utbildning i\narbetsmiljöfrågor är slutet inom förtroendemannalagens ram och utgör en\npåbyggnad på denna. Det är med denna utgångspunkt parternas avsikt att\nsådan utbildning, som nämns i avtalets § 1, d v s ämnesinriktad utbildning\npå grundval av gemensamt material, för de i paragrafen nämnda\npersonalkategorierna ska bedrivas i enlighet med avtalet. Ingenting hindrar att\nparterna i skyddskommittén enas om att använda även annat\nutbildningsmaterial än det som framtagits av Arbetarskyddsnämnden eller\nförbundsparterna. Om sådan utbildning, som nu nämnts, behandlas enligt\navtalets regler kan förtroendemannalagen inte åberopas som stöd för krav\npå ytterligare ämnesutbildning för berörda kategorier. Däremot gäller\ndenna lag ograverad för sådana kategorier av förtroendemän, som ej omfattas\nav avtalet, t.ex. klubbordförande, om inte i skyddskommittén bestäms att\nsådan förtroendeman omfattas av den gemensamma utbildningen. Slutligen är\nparterna överens om att den s.k. fackliga funktionsutbildningen faller\nutanför avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 10\u003C\u002Fstrong> Uppstår tvist om tolkningen eller tillämpningen av\ndetta avtal, ska tvisten snarast hänskjutas till förhandlingar mellan de\nlokala parterna.\u003C\u002Fp>\n\n\u003Cp>Uppnår de lokala parterna ej enighet ska tvisten på talan av endera parten\nhänskjutas till central förhandling. Sådant hänskjutande ska ske inom tre\nveckor från de lokala förhandlingarnas avslutande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Avtal om riktlinjer för arbetsmiljöfrågor\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Svensk Industriförening \u003C\u002Fp>\n\n\u003Cp>Industrifacket\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 1 Gemensamma utgångspunkter\u003C\u002Fh4>\n\n\u003Cp>Parterna är överens om att främja utvecklingen av en god arbetsmiljö\ndär starkt styrt, bundet arbete inte får förekomma eller starkt\nbegränsas.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöarbetet är därför en viktig och integrerad del av företagens\nverksamhet. En god arbetsmiljö som även omfattar de psykologiska och sociala\nförhållandena i arbetsmiljön ska syfta till låg sjukfrånvaro, bra\narbetsförhållanden samt ökad produktivitet, kvalitet och lönsamhet.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljölagen med tillhörande föreskrifter är viktiga delar i\narbetet. På varje företag ska för arbetstagarna finnas tillgängligt\narbetsmiljölagen, arbetsmiljöförordningen, övriga författningar\n(anvisningar, föreskrifter eller meddelanden) som har utfärdats med stöd av\nlagen eller förordningen samt lokala skyddsföreskrifter som rör den aktuella\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Lokal samverkan om arbetsmiljöarbete\u003C\u002Fh4>\n\n\u003Cp>De lokala parternas samverkan är grundläggande för arbetsmiljöarbetet.\nArbetsmiljöfrågorna handläggs i bl.a. linjeorganisationen av ansvariga\nchefer och ska inordnas företagets ordinarie verksamhet. Det är viktigt att\narbetsgivarens och arbetstagarnas företrädare på olika nivåer har\ntillräckliga befogenheter och erforderlig kompetens för att fylla sin del av\ndet samlade ansvaret. Lokala överenskommelser bör därför träffas om formen\nför samverkan, där reglerna om systematiskt arbetsmiljöarbete och\nrehabilitering utgör viktiga delar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Organisationen av arbetsanpassnings- och\nrehabiliteringsverksamheten\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I syfte att arbetsgivaren ska vidta arbetsinriktade insatser för\narbetsanpassning och rehabilitering, med hänsyn till såväl arbetsgivarens\nsom arbetstagarens förhållanden, ska lokala parter i samråd skriftligen ange\nmål och utarbeta rutiner för verksamheten med arbetsanpassning och\narbetslivsinriktad rehabilitering. Arbetet ska ske utan dröjsmål. Mål och\nrutiner ska vara föremål för årlig översyn.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Introduktion\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid all nyanställning, inhyrning, ny befattning eller återkomst efter en\ntids frånvaro ska introduktion till arbetsmiljörisker och rutiner samt\narbetsmiljöpolicy ges. Introduktionen ska syfta till att minimera riskerna\nför ohälsa och olycksfall, främja god arbetsmiljö samt stärka företagens\nsäkerhetskultur och sker lämpligen i partssamverkan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tillägg till protokollet:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 2 arbetsmiljöavtal ska även integrera arbetsmiljöfrågor i det\nlöpande ordinarie förhandlingsarbetet genom att klarlägga att det även är\nen avtalsenlig skyldighet för en arbetsgivare att fullgöra sitt\narbetsmiljöansvar. De ska genom att organisera och planera arbetet så att\narbetstagaren inte utsätts för fysiskt eller psykisk belastning som kan\nmedföra ohälsa eller olycksfall. Ett sådant avtal bör även slå fast att\ndubbla påföljder inte komma ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3 Företagshälsovård\u003C\u002Fh4>\n\n\u003Cp>Parterna är ense om att en ändamålsenlig företagshälsovård är en\nbetydelsefull resurs för företag och anställda. Företagshälsovården bör\nutformas med utgångspunkt från olika behov och krav i de enskilda företagen.\nEn genomgång av företagens behov av företagshälsovård är av betydelse och\nbör ske årligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tillägg till protokollet:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>§ 3 Alla arbetsplatser ska ha tillgång till företagshälsovård eller\nliknande med god kvalitet, vars främsta uppgift är att arbeta\nförebyggande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 4 Utbildning\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna bedömer behovet av utbildning och information samt den\ntid och det innehåll som erfordras för att åstadkomma och vidmakthålla en\ngod arbetsmiljö i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 5 Förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>Vid tvist om tolkning eller tillämpning av detta avtal samt lokal\növerenskommelse gäller förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Skiljenämnd\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kan tvist inte lösas genom lokal och central förhandling äger part hos\nmotparten senast två (2) månader efter avslutad central förhandling anmäla\närendet för nämndens avgörande. Nämnden avgör ärendet med bindande\nverkan för parterna.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska bestå av två ledamöter från Svensk Industriförening och\ntvå ledamöter från IF Metall. De av parterna utsedda ledamöterna kan, om\nnågon av parterna så begär, gemensamt utse opartisk ordförande för\navgörande av det aktuella ärendet.\u003C\u002Fp>\n\n\u003Cp>Parterna bär vardera sina kostnader för nämndens verksamhet. Kostnaden\nför anlitande av opartisk ordförande delas lika av Svensk Industriförening\noch IF Metall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 6 Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Detta avtal gäller tillsvidare från och med den 1 april 2004 med 3\nmånaders ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 22 april 2004\u003C\u002Fp>\n\n\u003Cp>Svensk Industriförening\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan>Industrifacket\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Arbetsmiljö - företagshälsovård och det europeiska ramavtalet om\nstress\u003C\u002Fh4>\n\n\u003Cp>Parterna konstaterar att implementeringen i Sverige av det europeiska\nramavtalet om stress av den 8 oktober 2004 skett genom en överenskommelse 16\njuni 2005 mellan Svenskt Näringsliv och LO, TCO och SACO. Parterna konstaterar\nvidare att Prevent utarbetat ett arbetsmaterial - ”Arbetsrelaterad stress”\n- för att ge stöd i arbetet med att identifiera och åtgärda problem med\narbetsrelaterad stress. Parterna rekommenderar att det europeiska ramavtalet om\nstress, i svensk översättning, inom parternas gemensamma avtalsområde kan\ntjäna som riktlinjer i det systematiska arbetsmiljöarbetet vid arbete med att\nidentifiera och förebygga problem med arbetsrelaterad stress och att Prevents\narbetsmaterial ”Arbetsrelaterad stress” därvid kan användas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 7 Utbildningsavtal\u003C\u002Fh3>\n\n\u003Cp>mellan\u003C\u002Fp>\n\n\u003Cp>Svensk Industriförening och IF Metall angående yrkesutbildning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Målsättning \u003C\u002Fp>\n\n\u003Cp>Utbildning skommitté\u003C\u002Fp>\n\n\u003Cp>Företagsförlagd utbildning \u003C\u002Fp>\n\n\u003Cp>Företagsintern utbildning \u003C\u002Fp>\n\n\u003Cp>Avtalskomplettering \u003C\u002Fp>\n\n\u003Cp>Skiljenämnd och påföljder \u003C\u002Fp>\n\n\u003Cp>Giltighetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4>§ 1 Målsättning\u003C\u002Fh4>\n\n\u003Cp>Svensk Industriförening och IF Metall är eniga om att genom tillämpning\nav nedanstående regler och genom att samarbeta inom skolmyndighetens olika\nstudieformer verka för en tillfredsställande rekrytering, introduktion och\nutbildning av arbetare inom fabriksavtalets giltighetsområde.\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse avser yrkesutbildning inom parternas gemensamma\nområde anordnade i företag, i samråd med eller under tillsyn av skol- eller\narbetsmarknadsmyndighet. Sådan utbildning kan avse såväl personal som ska\nrekryteras till fabriksarbetaryrken som för att fördjupa redan anställdas\nteoretiska och praktiska kunskaper.\u003C\u002Fp>\n\n\u003Cp>Därmed kan eleverna på ett bättre sätt möta framtida krav på ökad\nkompetens inom respektive bransch. Vidare omfattar överenskommelsen sådan\nutbildning som ges skolpliktig ungdom i samband med studiebesök och\npraktikanter som arbetar vid företaget för att erhålla i studieplan\nfastställd praktik.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller ej facklig utbildning, undervisning i svenska för\ninvandrare samt utbildning i arbetsmiljö- och medbestämmandefrågor. Ej\nheller gäller överenskommelsen utbildning av personal till arbetsledare eller\nliknande befattningar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Utbildningskommitté\u003C\u002Fh4>\n\n\u003Cp>Parterna tillsätter en gemensam utbildningskommitté med uppgift att\nhandlägga för de gemensamma avtalsområdena specifika frågor.\u003C\u002Fp>\n\n\u003Cp>Utbildningskommittén består av två representanter för vardera\narbetsgivar- och arbetstagarsidan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3 Företagsförlagd utbildning\u003C\u002Fh4>\n\n\u003Cp>Med företagsförlagd utbildning avses av grundskola, gymnasieskola, komvux,\nhögskola eller Teknikcollege anordnad yrkesutbildning som helt eller delvis\nförlagts till arbetsställen utanför skolan. Företagsförlagd utbildning ska\nfölja central myndighet och\u002Feller av avtalsparterna godkända riktlinjer och\nläroplaner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Med uttrycket skola avses i detta sammanhang utbildningsanordnaren som kan\nvara Teknikcollege, gymnasieskola etc. Med elever avses i förekommande fall\näven kursdeltagare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagsförlagd utbildning kan vara exempelvis följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 1 Grundskola\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Studiebesök eller praktisk arbetslivsorientering (PRAO)\u003C\u002Fp>\n\n\u003Cp>b)Elever i anpassad studiegång.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 2 Gymnasieskola\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Inbyggd utbildning vid yrkesteknisk linje eller specialkurs där all\npraktisk utbildning sker i företag. Teoriundervisning sker i skola. Inbyggd\nutbildning kan omfatta utbildningstiden som helhet eller påbörjas först\nefter helt eller halvt år i skola.\u003C\u002Fp>\n\n\u003Cp>b)Växelutbildning (varvad utbildning) vid yrkesteknisk linje eller\nspecialkurs där den praktiska utbildningen (arbetsteknik) meddelas i perioder\ni skola varvad med perioder i företag. Teoriundervisning sker i skola.\u003C\u002Fp>\n\n\u003Cp>Angående viss begränsning av växelutbildning, se anmärkning nedan.\u003C\u002Fp>\n\n\u003Cp>c)Utbildning för lågfrekventa yrken (Lärlingsutbildning).\u003C\u002Fp>\n\n\u003Cp>d)Introduktionsprogram för utbildning för ungdomar under 18 år anordnad\nav gymnasieskolan. Programmet omfattar högst fyra veckor varvid viss kontakt\nkan ske med företag.\u003C\u002Fp>\n\n\u003Cp>e)Projektarbete inom läroplan, som förlagts till företag.\u003C\u002Fp>\n\n\u003Cp>f)Studiebesök eller praktisk arbetslivsorientering (YO).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Växelutbildning (även kallad varvad utbildning) är ofta en lämplig\nutbildningsform vid företag, som inte var för sig har utrustnings- eller\ninstruktörskapacitet för att i egen regi genomföra all utbildning i\narbetsteknik (praktisk utbildning med i vissa fall integrerad fackteori).\u003C\u002Fp>\n\n\u003Cp>Den vanligaste formen för växelutbildning är att eleven växlar i\nperioder (t ex två sammanhängande veckor) mellan skola (all teori och\narbetsteknisk grundutbildning) och företag (tillämpning i produktionen av i\nskolan inlärda Moment). Företag och skola ska vid planering komma överens om\nvilken del av utbildningen som ska genomföras i respektive\n”utbildningsstationer” i företaget.\u003C\u002Fp>\n\n\u003Cp>Företagsförlagd del av växelutbildning i samband med tvåårig\nyrkesteknisk utbildning eller specialkurs får uppgå till genomsnittligt\nhögst halva utbildningstiden (d v s 40 veckor). Vecka anses i sin helhet\nföretagsförlagd även om enstaka teoritimmar undantagsvis förlagts till\nskolan.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att företag, som vill medverka i växelutbildning, genom\nskolan får besked om hur stor del av utbildningen som under respektive skolår\nförläggs till eget eller andra företag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 3 Arbetsmarknadsutbildning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Växelutbildning mellan Teknikcollege och företag där kursdeltagare\nperiodvis utbildas genom tillämpningsuppgifter på ett eller flera\nföretag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom 4 Högskola\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Studerande som inom fastställda läroplaner arbetar i företag med projekt\neller examensarbete.\u003C\u002Fp>\n\n\u003Ch4>§ 4\u003C\u002Fh4>\n\n\u003Cp>Parterna rekommenderar de enskilda företagen att ställa platser till\nförfogande för företagsförlagd utbildning.\u003C\u002Fp>\n\n\u003Cp>Beslut om utbildning ska föregås av överläggningar mellan de lokala\nparterna på företaget. Det förutsätts att de fackliga organisationerna\nmedverkar till att handledare och instruktörer ställs till förfogande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna bör lokalt och regionalt via t ex SSA-råd, branschgrupp,\nkursstyrelser och andra organ verka för att företagen rekommenderas att\nställa platser till förfogande för företagsförlagd utbildning.\u003C\u002Fp>\n\n\u003Cp>Samråd ska först ske mellan parterna på företaget om möjligheterna att\nta emot elever innan uppgörelsen med skolan träffas. Möjligheterna att\ngenomföra aktuella delmoment enligt läroplanen ska därvid beaktas.\u003C\u002Fp>\n\n\u003Cp>Innan utbildning beslutas ska företaget och lokal facklig organisation\ntillsammans med skolans representant gå igenom läroplan, mål och delmoment\nsamt för utbildningen gällande avtal.\u003C\u002Fp>\n\n\u003Cp>Innan utbildningen påbörjas ska parterna gå igenom rutiner för\nfortlöpande kontakter under utbildningens gång.\u003C\u002Fp>\n\n\u003Cp>Avtal ska alltid tecknas mellan företag och skola om villkor för\nutbildningen.\u003C\u002Fp>\n\n\u003Cp>Skulle meningsskilj aktigheter uppstå mellan de lokala parterna\nbeträffande t ex utbildningens anordnande eller innehåll, ska på endera\npartens begäran frågan bli föremål för överläggningar i den gemensamma\nutbildningskommittén.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 5\u003C\u002Fh4>\n\n\u003Cp>Skolan antar elever till företagsförlagd utbildning och utövar tillsyn\növer utbildningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Skolan utövar tillsyn över utbildningen och därvid kontaktas de lokala\nparterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 6 Anställning\u003C\u002Fh4>\n\n\u003Cp>För företagsförlagd utbildning gäller att elev ej är anställd i\nföretaget. Elev ska dock likställas med arbetstagare vid tillämpning av\narbetsmiljölagen.\u003C\u002Fp>\n\n\u003Cp>Visstidsanställning kan dock ske efter lokal överenskommelse för den\nutbildningstid, som är förlagd till företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>För all företagsförlagd utbildning där inget anställningsförhållande\nråder gäller att elev inte är anställd i företaget. Därav följer bl a\natt eleven varken äger uppbära län för utbildningstiden eller andra\nanställningsförmåner. Däremot omfattas eleverna av företagets ordinarie\nskyddsverksamhet när de, som en del av utbildningen, vistas i företaget.\u003C\u002Fp>\n\n\u003Cp>Det ligger i parternas intresse att elever som fullgjort yrkesutbildning\ninom olika fabriksyrken så snart som möjligt bereds anställning. Därmed\nbefrämjas såväl industrins behov av yrkeskunnig personal som individens krav\natt genomförd yrkesutbildning ska leda till anställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 7 Arbetstid\u003C\u002Fh4>\n\n\u003Cp>Den företagsförlagda utbildningen ska följa skolåret och i övrigt\nfölja företagets ordinarie arbetstid såvida annan överenskommelse ej\nträffas mellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Skolåret ska följas så att eleverna får ledighet t ex vid påsk, jul och\nvintersportlov i form av ferier.\u003C\u002Fp>\n\n\u003Cp>Gällande arbetstid ska framgå av avtalet mellan skolan och företaget.\u003C\u002Fp>\n\n\u003Cp>Elev som arbetar under ferietid ska erhålla avtalsenlig lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 8\u003C\u002Fh4>\n\n\u003Cp>Eleverna bör som ett led i utbildningen delta i företagets ordinarie\nproduktion, i görligaste mån då med anknytning till ny teknik, exempelvis\ndatateknik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kommentar:\u003C\u002Fp>\n\n\u003Cp>Utbildningen bedrives under överinseende av handledare i erforderlig\nomfattning och bör innefatta lämpliga övningsuppgifter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 9 Företagsintern ungdoms- och vuxenutbildning\u003C\u002Fh4>\n\n\u003Cp>Företagsintern utbildning kan i företaget anordnas i följande\nutbildningsformer, förlagd till företag eller utbildningsanordnare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Företagsutbildning\u003C\u002Fh4>\n\n\u003Cp>Företaget bedriver grundläggande yrkesutbildning efter lokalt godkända\nläroplaner (exempelvis delar av fabriksyrkesutbildningen). Truck- eller\ntraversförarutbildning är parterna överens om att: ”Arbetsgivaren ansvarar\nför att utbildning av truckförare genomförs under ledning av personal som\när förtrogen med gällande bestämmelser samt har goda teoretiska kunskaper\noch erfarenhet av praktiskt truckarbete” - jmf TLP 10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Parternas avsikt är att utforma särskilda riktlinjer för utbildning i\nanslutning till respektive kollektivavtal angivna yrkesgrupperingar.\u003C\u002Fp>\n\n\u003Cp>För den som erhållit utbildning till fabriksyrken i någon av\ngymnasieskolans olika linjer och anslutande specialkurser som t ex\nprocessteknisk, fordonsteknisk, elteknisk, verkstadsteknisk eller träteknisk\nlinje kan inskolning och påbyggnadsutbildning anordnas genom företaget.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller den som erhållit utbildning på den tvååriga tekniska\nlinjen med respektive grenar maskin-, bygg-, el- och kemiteknik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Arbetsmarknadsutbildning\u003C\u002Fh4>\n\n\u003Cp>En av företaget anordnad utbildning som bedrivs med stöd från och under\ntillsyn av arbetsmarknadsmyndighet. Utbildningen ska bedrivas enligt\narbetsmarknadsmyndigheternas bestämmelser och efter läroplanen som godkänts\nav Yrkesnämnden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Kommunal vuxenutbildning\u003C\u002Fh4>\n\n\u003Cp>Företaget kan även för intern utbildning utnyttja befintlig kommunal\nvuxenutbildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 10 Avtalskomplettering\u003C\u002Fh4>\n\n\u003Cp>I den mån av myndigheter utfärdade bestämmelser, som inverkar på\nrekrytering och utbildningens genomförande ävensom etableringen av nya\nutbildningsformer genom myndigheters försorg, föranleder ytterligare\nuppgifter av parterna, ska regler härför tillföras detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 11 Skiljenämnd och påföljder\u003C\u002Fh4>\n\n\u003Cp>Tvister om giltighetstiden eller rätta innebörden av bestämmelserna i\n§§ 1-12 huruvida visst förfarande strider mot dessa bestämmelser och\u002Feller\npåföljd av förfarande som strider mot den upptas till behandling i den\ngemensamma utbildningskommittén. Kan i fråga, som utbildningskommittén har\natt avgöra, flertalet inom utbildningskommittén ej enas behandlas ärendet\nenligt för parterna gällande förhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 12 Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Detta avtal gäller ett år från dagtecknandet och förlängs för ett år\ni sänder såvida icke skriftlig uppsägning verkställs av endera parten\nsenast tre månader före avtalstidens utgång.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 8 Uppbörd av fackliga medlemsavgifter\u003C\u002Fh3>\n\n\u003Ch4>Mom 1. Allmänt om uppbörd\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren ska på sätt nedan angives, medverka i uppbörden av\narbetstagarnas ordinarie fackliga medlemsavgifter. Arbetsgivaren äger rätt\natt efter förhandling enligt MBL § 11 låta uppbörden ske antingen via den\nbetalningsförmedlare som anlitas för avlöningsutbetalningen eller via annan\nbank, post eller intressekontor eller genom avdrag i samband med\nlöneutbetalningen.\u003C\u002Fp>\n\n\u003Cp>Avdrag av den fackliga medlemsavgiften får endast ske för de arbetstagare\nsom lämnat skriftlig fullmakt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2. Avdrag och inbetalning\u003C\u002Fh4>\n\n\u003Cp>I samband med lönens utbetalande, ej dellön eller förskott, ska\narbetsgivaren innehålla av arbetstagarparten meddelad fast och\u002Feller\nprocentdel av bruttolönen om efter verkställda avdrag återstående\nlönemedel (nettolönen) minst motsvarar fullt avdrag för den fackliga\nmedlemsavgiften. Totalsumman av de medel som innehållits vid\navlöningstillfällena under kalendermånaden inbetalas direkt till IF Metall\nden 20:e i efterföljande kalendermånad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>a)Med ”bruttolön” avses den inkomst på vilken preliminär A-skatt\nenligt skattetabell ska beräknas med undantag av naturaförmåner. Eventuell\njämkning av preliminär A-skatt ska ej påverka avgiftsunderlaget.\u003C\u002Fp>\n\n\u003Cp>b)Avdrag för facklig medlemsavgift göres efter samtliga i lag och\nförordning reglerade avdrag samt närmast efter samtliga avdrag, som betingas\nav arbetsgivarens fordringar eller sammanhänger med\nanställningsförhållandet.\u003C\u002Fp>\n\n\u003Cp>c)Avdraget belopp ska anges i lönespecifikation eller därmed jämförlig\nspecifikation.\u003C\u002Fp>\n\n\u003Cp>d)Parterna är ense om att avrundning av avdragsbeloppet till hel krona kan\nske enligt sedvanliga matematiska regler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3. Arbetarpartens uppgiftsskyldighet\u003C\u002Fh4>\n\n\u003Cp>Det åligger arbetstagarparten att senast under november varje år\nskriftligen underrätta arbetsgivaren om storleken av det fasta och\u002Feller\nprocentavdraget, som ska tillämpas under kommande kalenderår. Om så ej sker,\ntillämpas även under det kommande kalenderåret det under närmast\nföregående kalenderår gällande fasta och\u002Feller procentavdraget.\u003C\u002Fp>\n\n\u003Cp>För nya medlemmar åligger det arbetstagarparten att till arbetsgivaren\növerlämna fullmakter jämte förteckning över dessa. Avdrag för nya\nmedlemmar ska göras fr.o.m. det utbetalningstillfälle, som omfattar den\navlöningsperiod under vilken arbetsgivaren erhållit nämnda fullmakter och\nförteckning.\u003C\u002Fp>\n\n\u003Cp>Arbetstagarparten ska till arbetsgivare, som så önskar, senast den 20:e i\nvarje månad överlämna förtryckt uppbördslista innehållande namn och\npersonnummer för arbetstagare som lämnat fullmakt, uppgift om avgiftsmånad\nsamt de uppgifter om arbetsgivaren som anges i Mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4. Arbetsgivarpartens uppgiftsskyldighet\u003C\u002Fh4>\n\n\u003Cp>Det åligger arbetsgivaren att senast den 20:e i varje kalendermånad till\nIF Metalls avdelning insända uppgifter på förteckning över de arbetstagare\nför vilka arbetsgivaren vid avlöningstillfället under närmast föregående\nmånad haft fullmakt att göra avdrag för fackliga medlemsavgifter.\u003C\u002Fp>\n\n\u003Cp>Förteckningen ska uppta följande uppgifter\u003C\u002Fp>\n\n\u003Cp>-arbetsgivarens namn\u003C\u002Fp>\n\n\u003Cp>-arbetsgivarens arbetsplats\u003C\u002Fp>\n\n\u003Cp>-av IF Metall tilldelat redovisningsnr\u003C\u002Fp>\n\n\u003Cp>-avgiftsmånad\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens namn\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens personnummer\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens avdragsbelopp (fasta och\u002Feller procentavdrag)\u003C\u002Fp>\n\n\u003Cp>-i kolumn ”Summa ej dragna avgifter” anges arbetstagarens avgift som\ninte kunnat avdragas från lönen på grund av att nettolönen understigit\nfullt avdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Följande markeringar ska göras på förteckningen\u003C\u002Fp>\n\n\u003Cp>N=Nyanställd\u002Fny fullmakt\u003C\u002Fp>\n\n\u003Cp>S=Slutat anställningen\u003C\u002Fp>\n\n\u003Cp>Å=Återtagit fullmakten\u003C\u002Fp>\n\n\u003Cp>Dessutom följande markeringar för dem som ej uppburit lön.\u003C\u002Fp>\n\n\u003Cp>F=Föräldraledig\u003C\u002Fp>\n\n\u003Cp>Sj=Sjukdom då lön ej utgår\u003C\u002Fp>\n\n\u003Cp>U=Utbildning\u002Fstudier\u003C\u002Fp>\n\n\u003Cp>V=Första värnpliktstjänstgöringen\u003C\u002Fp>\n\n\u003Cp>T=Tjänstledig\u003C\u002Fp>\n\n\u003Cp>Ö=Annan orsak\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppgifterna ska avse förhållandet för redovisningsperioden.\u003C\u002Fp>\n\n\u003Cp>Redovisningsuppgifterna ska lämnas på av arbetstagarparten\ntillhandahållna förtryckta uppbördslistor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>a)Uppbördslistor ska upprättas i tre exemplar, varav två sändes till IF\nMetalls avdelning och ett behålles av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>b)Rörande den praktiska handläggningen hänvisas till informationsskriften\n”Beräkning och inkassering av procentuell fackföreningsavgift”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5. Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Denna överenskommelse gäller fr.o.m. den 1 januari 1993. Därefter\nprolongeras överenskommelsen för ett år i sänder om begäran om\nförhandling ej framställes senast två månader före den 31 januari 1994. Om\nbegäran om förhandling framställes före nyss nämnda tid efter den 31\njanuari 1994 med sju dagars ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utdrag ur förhandlingsprotokollet\u003C\u002Fp>\n\n\u003Cp>a)Parterna är ense om att arbetsgivarens ekonomiska ansvar för medverkan i\nuppbörden av fackliga medlemsavgifter är begränsat till inbetalning av de\navgifter som avdragits.\u003C\u002Fp>\n\n\u003Cp>b)Parterna avser med uttrycket ”ordinarie fackliga medlemsavgifter” att\nundanta exempelvis extra uttaxeringar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 9 Företagens och de anställdas utveckling, lönesättning och\njämställdhet\u003C\u002Fh3>\n\n\u003Cp>Parterna är överens om att företagens utveckling, lönsamhet och\nkonkurrenskraft är av vikt för att de anställda inom industrin ska kunna\nerbjudas bra arbetsvillkor och anställningstrygghet.\u003C\u002Fp>\n\n\u003Cp>Företagens utveckling av teknik, arbetsmetoder och arbetsorganisation ska\nföljas av en motsvarande utveckling av de anställdas kompetens. De anställda\ninom avtalsområdet ska hela tiden ha möjlighet att utveckla sina\nyrkeskunskaper.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ha skyldighet att minst en gång per år ta\növerläggningar med den lokala fackliga organisationen i syfte att följa upp\noch diskutera innehåll och former för arbetet med kompetensutveckling och\nindividuella utvecklingsplaner.\u003C\u002Fp>\n\n\u003Cp>Parterna ska eftersträva att skapa lönesystem\u002Flönestrukturer som stöder\nen utveckling i arbete och kompetens.\u003C\u002Fp>\n\n\u003Cp>När de anställda har ett brett kunnande och bred erfarenhet av olika\narbetsuppgifter minskar företagets sårbarhet vid sjukdom etc.\nKompetensmatriser är ett bra sätt att se till att det finns tillräckliga\nkunskaper i organisationen för att täcka upp vid frånvaro.\nKompetensmatriserna är också ett utmärkt hjälpmedel för att se till att\nkvinnor och män erhåller lika möjlighet till utveckling och stöd i arbetet.\nPå så sätt förbättras också jämställdheten.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Alla anställda ska ha möjlighet att utvecklas i sin nuvarande och\u002Feller\nframtida yrkesroll, oberoende av kön, etnicitet, funktionsnedsättning eller\nandra diskrimineringsgrunder.\u003C\u002Fp>\n\n\u003Cp>Vid höjda krav i befattningen, genom ökad erfarenhet, fler och mer\nkrävande arbetsuppgifter, ökade befogenheter, större ansvar, ökad kunskap\neller kompetens bör en anställd successivt kunna höja sin lön. Lönesystem\noch lönesättning i företagen bör utformas så att de blir en drivkraft för\nutvecklingen av de anställdas kompetens och arbetsuppgifter. Lönesättningen\nstimulerar därigenom till produktivitetsökning och ökad konkurrenskraft.\u003C\u002Fp>\n\n\u003Cp>Diskriminerande eller andra sakligt omotiverade skillnader i löner och\nandra anställningsvillkor mellan anställda ska inte förekomma. Varje\nanställd ska skriftligen få veta på vilka grunder lönen satts och vad den\nanställde kan göra för att öka lönen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch4>Handlingsplan efter föräldraledighet\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren bör för föräldralediga som återgår i tjänst upprätta\nen handlingsplan för att säkerställa att den föräldraledige inte\nmissgynnas i sin yrkes-, lön- och karriärutveckling. I handlingsplanen bör\ndet kartläggas om det finns behov av introduktion eller utbildning med\nanledning av förändrade arbetsuppgifter eller arbetssätt. Handlingsplan och\nkartläggning bör upprättas i samråd med den föräldraledige.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Jämställdhetsanalys\u003C\u002Fh4>\n\n\u003Cp>På endera parts begäran ska en jämställdhetsanalys göras vid\nföretaget. En jämställdhetsanalys går ut på att se över skillnader mellan\nkvinnor och män när det gäller arbetsuppgifter, arbetsinnehåll, utbildning,\nutvecklingsmöjligheter, rekrytering och lönesättning. Upptäcks skillnader i\nkvinnor och mäns arbetsvillkor ska en åtgärdsplan upprättas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Löneanalys\u003C\u002Fh4>\n\n\u003Cp>Inför lönerevision enligt avtalet ska en löneanalys genomföras. Osakliga\nlöneskillnader som upptäcks vid en sådan analys ska åtgärdas innan\nlönerevisionen. Potten ska inte användas till detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>INL-BILAGA\u003C\u002Fh4>\n\n\u003Cp>Det är önskvärt, att arbetstagarna genom erfarenhet och utbildning\nerhåller möjlighet till personlig vidareutveckling. Härigenom främjas en\npositiv löneutveckling för arbetstagaren och en god produktivitetsutveckling\ninom företaget. Kvalifikationsbedömning syftar till att skapa ett underlag\nför individuell lönesättning där en arbetstagares lön ökar till följd av\nförbättrade yrkeskunskaper och övriga kvalifikationer. Inom branschen\nvarierar dock förutsättningarna för lönesättningen mellan olika företag\nberoende bl.a. på företagens storlek, produktionens krav och de lokala\nparternas bedömning.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna bör sträva efter att välja faktorer, som har särskild\nbetydelse med avseende på företagets struktur, produktion och förhållande i\növrigt. Vissa faktorer kan få stor vikt medan andra faktorer tillmöts mindre\nbetydelse.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna träffar överenskommelse om vilka faktorer som ska\nräknas, örestalens storlek och om vilka arbetare som ska erhålla tilläggen.\nParterna är ense om att följande faktorer kan utgöra en del av en sådan\növerenskommelse\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.Mångkunnighet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Företaget och den lokala fackliga organisationen ska i överenskommelse\nlista upp samtliga förekommande befattningar.\u003C\u002Fp>\n\n\u003Cp>Arbetare, som utöver sin lönegrundande befattning kan och utför uppgifter\ni annan\u002Fandra befattning\u002Far erhåller\u003C\u002Fp>\n\n\u003Cp>-för en befattning ett lönetillägg öre\u002Ftim\u003C\u002Fp>\n\n\u003Cp>-för två befattningar två lönetillägg\u003C\u002Fp>\n\n\u003Cp>-för tre eller flera befattningar tre lönetillägg\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Utbildning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Utbildning ska utgöra grunden för högre lön genom utbildningstillägg\noch\u002Feller erhållande av en högre lönegrupp KF, HKF, SHKF enligt\nkollektivavtalets bestämmelser.\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Utbildningstillägg\n\n        \u003Cp>öre\u002Ftim\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Nivå 1\u003C\u002Ftd>\n      \u003Ctd>Nivå 2\u003C\u002Ftd>\n      \u003Ctd>Nivå 3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. Användbarhet\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tillfredsställande\n\n        \u003Cp>öre\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Mycket tillfredsställande\n\n        \u003Cp>öre\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Utomordentlig\n\n        \u003Cp>öre\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\">4. Anställningstid\n\n        \u003Cp>Vid uppnådd anställningstid i en följd utges följande tillägg\n        per timme.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 år\u003C\u002Ftd>\n      \u003Ctd>3 år\u003C\u002Ftd>\n      \u003Ctd>5 år\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 10 Ordningsregler\u003C\u002Fh3>\n\n\u003Cp>1.Förhållandet mellan arbetsgivare och arbetstagare grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Arbetaren ska iaktta\ndiskretion rörande företagets angelägenheter, såsom prissättningar,\nkonstruktioner, experiment och undersökningar, driftsförhållanden,\naffärsangelägenheter o dyl.\u003C\u002Fp>\n\n\u003Cp>2.Samtliga anställda ska medverka till god ordning på arbetsplatsen och\nett gott förhållande mellan företaget och de anställda.\u003C\u002Fp>\n\n\u003Cp>3.Varje anställd ska utföra det arbete, som arbetsledningen anvisar, samt\niakttaga de föreskrifter, som gäller för arbetet i fråga.\u003C\u002Fp>\n\n\u003Cp>4.Gällande arbetstider ska punktligt hållas. Finns tidskontroll, ska\nreglerna härför iakttagas.\u003C\u002Fp>\n\n\u003Cp>5.Framställning om ledighet ska i så god tid som möjligt göras till\narbetsledningen, som snarast möjligt ska lämna besked.\u003C\u002Fp>\n\n\u003Cp>6.Maskiner, verktyg och material samt hel- och halvfabrikat ska av den\nanställde handhavas med omsorg och aktsamhet. Uppstår skada, fel eller\nförlust ska den anställde genast anmäla detta till arbetsledningen, även om\nskadan bedöms som ringa och oavsett hur skadan uppstått.\u003C\u002Fp>\n\n\u003Cp>7.Föreskrifter till skydd mot yrkesskada, ohälsa och brand ska noggrant\niakttagas. Föreskriven skyddsutrustning ska användas och väl vårdas.\u003C\u002Fp>\n\n\u003Cp>8.Yrkesskador och ohälsa samt risker och tillbud ska utan dröjsmål\nanmälas till arbetsledningen, som skyndsamt ska vidta erforderliga\nåtgärder.\u003C\u002Fp>\n\n\u003Cp>9.Rusdrycker och narkotika får icke förtäras eller införas på\narbetsplatsen. Person, som är påverkad av alkohol eller narkotika, får ej\nvistas därstädes.\u003C\u002Fp>\n\n\u003Cp>10.Tobaksrökning är tillåten inom arbetsplatsen endast på de platser,\ndär särskilt tillstånd till rökning meddelats.\u003C\u002Fp>\n\n\u003Cp>11.För personer, som ej är anställda i företaget, erfordras tillstånd\nför tillträde till arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>12.På arbetsplatsen ska finnas anslagstavla som disponeras av den lokala\nfackliga organisationen. Den fackliga organisationen äger själv besluta om\naffischeringen. För affischering på annan plats fordras arbetsgivarens\nmedgivande.\u003C\u002Fp>\n\n\u003Cp>13.Arbetsgivaren ska inom tre arbetsdagar efter det att anställningen har\nupphört utfärda ett arbetsgivarintyg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>Bilaga 11 Partsgemensamma kommentarer deltid i pensioneringssyfte\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 21 Ingående och upphörande av anställning\u003C\u002Fh4>\n\n\u003Ch4>Mom 7 Kollektivavtalad deltid i pensioneringssyfte\u003C\u002Fh4>\n\n\u003Ch4>Mom 7:1 Deltid i pensioneringssyfte\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Arbetstagare kan ansöka om rätt till deltidspension från och med den\nmånad arbetstagaren fyller 60 år.\u003C\u002Fp>\n\n\u003Cp>Om deltidspension beviljas är anställningen från det att deltidspensionen\nbörjar gälla, en deltidstjänst med den sysselsättningsgrad som följer av\ndeltidspensionen.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § anställningsskyddslagen gäller inte för arbetstagare som har\ndeltidsanställning genom deltidspensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension, t.ex. skatteregler avseende uttag av\npensionsförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentarer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Syftet med avtal om deltidspensionering\u003C\u002Fp>\n\n\u003Cp>Parternas utgångspunkt är att arbetstagarna i framtiden kommer att vara\nyrkesverksamma högre upp i åldrarna än vad fallet är idag. För många\nkommer det att medföra påfrestningar som gör det nödvändigt att arbeta\nnågot mindre mot slutet av yrkeslivet genom att minska sysselsättningsgraden\nfrån heltid till deltid. Syftet med bestämmelserna om deltidspension är att\nsåledes ge möjlighet till ett längre yrkesliv och skapa förutsättningar\nför generationsväxling.\u003C\u002Fp>\n\n\u003Cp>Tanken med deltidspensionering är således inte att skapa förutsättningar\nför arbetstagaren att åta sig andra anställningar, förvärvsuppdrag eller\nförvärvsverksamhet vid sidan av den ordinarie anställningen. Sådana motiv\nutgör alltså inte skäl att bevilja deltidspension.\u003C\u002Fp>\n\n\u003Cp>Av avtalets syfte följer också att en deltidspensionering inte kan\ninnefatta förutsättningen att arbetstagaren efter deltidspensioneringen\narbetar övertid på ett sätt som fyller upp tid så att arbetstagarens\nverkliga normalarbetstid motsvarar en högre sysselsättningsgrad än den\nangivna. Detta innebär självfallet inget hinder mot att arbetstagaren arbetar\növertid i sådana situationer som han skulle ha arbetat övertid om han inte\nhade varit deltidspensionerad.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren kan givetvis åta sig uppdrag i ideella föreningar, bedriva\nhobbyverksamhet eller ta anställningar av mindre omfattning. Det gäller inte\nnågra inskränkningar av arbetstagarens möjligheter på det här området\nutöver vad som allmänt följer av ett anställningsavtal, t.ex. förbudet mot\natt bedriva konkurrerande verksamhet och förbudet mot att åta sig uppdrag som\när olämpliga eller annars kan utgöra hinder mot fullgörandet av\nförpliktelserna enligt anställningsavtalet.\u003C\u002Fp>\n\n\u003Cp>Parterna är också överens om att avtalet inte innebär att arbetsgivaren\nför att möjliggöra deltidspensionering måste överväga lösningar som med\nnödvändighet innebär nyanställning av personal på deltid eller inhyrning\nav arbetskraft.\u003C\u002Fp>\n\n\u003Ch4>Mom 7:2 Ansökan och underrättelse\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren ska hos arbetsgivaren skriftligen ansöka om deltidspension\nsex kalendermånader före det att deltidspensionen ska börja gälla. Av\nansökan ska tydligt framgå vilken sysselsättningsgrad som avses.\u003C\u002Fp>\n\n\u003Cp>Samtidigt som ansökan lämnas till arbetsgivaren ska arbetstagaren\nunderrätta den lokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>Senast två månader från det att arbetsgivaren mottagit ansökan ska\narbetsgivaren skriftligen till arbetstagaren och den lokala fackliga\norganisationen meddela svar om ansökan beviljas eller inte, för det fall inte\nuppskov överenskommits med arbetstagaren. Att inte svara i rätt tid utgör\nett brott mot en ordningsföreskrift och har därmed inte innebörden att\nansökan ska anses beviljad. För det fall ansökan inte senare beviljas ska\narbetsgivaren i förekommande fall betala 2.000 kr. (beloppet räknas årligen\nupp med KPI) för åsidosättandet av ordningsföreskriften till den berörda\narbetstagaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentarer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan avslå ansökan om deltidspension om ett beviljande vid en\nobjektiv bedömning skulle medföra en beaktansvärd störning i\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska på ett seriöst och konstruktivt sätt överväga om det\nfinns möjlighet till att bevilja ansökan om deltidspension. Prövningen ska\nske med utgångspunkt från frågan om en deltidspension vid en objektiv\nbedömning skulle innebära en beaktansvärd störning i verksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ansökan\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som framgår av avtalstexten ska ansökan ske skriftligt och med angivande\nav önskad sysselsättningsgrad. Ansökan sker på sökandens risk vilket\ninnebär att den som påstår att ansökan har gjorts måste kunna visa att så\när fallet.\u003C\u002Fp>\n\n\u003Cp>I de efterföljande kontakterna med arbetsgivaren bör arbetstagaren uppge\nomständigheter av betydelse för ansökan. Det kan t.ex. vara att\narbetstagaren är beredd att omplaceras till vissa angivna tjänster eller att\ndela på en heltidstjänst med annan arbetstagare som ansökt om\ndeltidspensionering. Har arbetstagaren förslag på hur arbetsgivaren genom\nenkla åtgärder skulle kunna möjliggöra deltidspension bör dessa\nframföras.\u003C\u002Fp>\n\n\u003Cp>Skulle deltidspensioneringen fordra att arbetstagaren och företaget kommer\növerens om att arbetstagaren omplaceras till andra arbetsuppgifter som medför\nlägre lön bör det observeras att arbetstagaren normalt har rätt till s.k.\nomplaceringstillägg enligt Industriavtalet Sinf Bilaga 4a-b. De centrala\nparterna uppmanar därför de lokala parterna att träffa lokal\növerenskommelse om hur Industriavtalet Sinf Bilaga 4a-b ska gälla i en\nsituation som avser överenskommelse om omplacering i syfte att ge utrymme för\ndeltidspensionering.\u003C\u002Fp>\n\n\u003Cp>Bedömningen av ansökan sker i enlighet med den sysselsättningsgrad\narbetstagaren ansökt om. Om arbetsgivaren avslår ansökan och arbetstagaren\noch verkstadsklubben vill driva frågan om deltidspensionering i\nförhandlingsordningen, ska prövningen i lokal och central förhandling ske\nmed utgångspunkt från en framtida sysselsättningsgrad om 50 procent.\nArbetstagaren kan alltså i sin ansökan ange i princip vilken\nsysselsättningsgrad som helst men i förhandlingsordningen prövas saken\nutifrån stupstocken att arbetstagaren kommer att arbeta på halvtid, dvs. 50\nprocents sysselsättningsgrad. En gemensam uppmaning från parterna är att\nansökningarna bör grundas på realistiska bedömningar och vara anpassade\ntill den verksamhet som är i fråga. Detta kan enbart bedömas ute i de olika\nverksamheterna.\u003C\u002Fp>\n\n\u003Cp>I enlighet med avtalstexten ska arbetsgivaren senast två månader efter det\natt ansökan mottagits besvara denna skriftligt till den sökande och lokal\nfacklig organisation. En tänkbar situation är att arbetsgivaren finner att\nbeaktansvärt hinder arbetstagaren inte anta sådant motförslag får detta\nbetraktas som att arbetsgivaren avslagit föreligger mot att bevilja ansökan,\nmen inom de två månaderna ger arbetstagaren besked om att hinder inte\nföreligger mot att bevilja deltidspension i en annan omfattning eller vid en\nsenare tidpunkt än som angivits i ansökan. Arbetsgivaren har då uppfyllt\nkravet att svara inom två månader. Skulle arbetstagarens ansökan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Beaktansvärd störning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I kravet på att störningen måste vara beaktansvärd ligger att\nstörningar av mindre omfattning inte kan anses utgöra hinder mot uttag av\ndeltidspension. Det måste således kunna konstateras att en beaktansvärd\nstörning föreligger och att avslaget inte beror på nonchalans, att\narbetsgivaren inte seriöst prövar saken eller en allmän ovilja mot att\narbetstagaren beviljas deltidspension. Detta framgår även av kravet på att\nstörningen måste kunna konstateras föreligga vid en objektiv bedömning. Om\narbetsgivaren genom att vidta åtgärder enkelt kan minska eller helt eliminera\nde störningsmoment som uppstår bör det normalt inte anses föreligga hinder\nmot uttag av deltidspension. Som kommer att framgå strax finns det dock\nbegränsningar för vilka åtgärder en arbetsgivare är skyldig att vidta för\natt gå en arbetstagare till mötes i dennes ansökan om deltidspension.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att de krav som kan ställas på arbetsgivaren vid\nprövningen av deltidspension är klart lägre än när det gäller\nföräldraledighet och andra liknande situationer i ledighetslagstiftningen.\nNaturligtvis är kraven också mycket lägre än när det gäller frågan om\natt bereda fortsatt anställning när en arbetstagare stadigvarande har delvis\nnedsatt arbetsförmåga pga. sjukdom. Arbetsgivarens skyldighet att vidta\nåtgärder för att möjliggöra deltidspensionering är således klart mer\nbegränsad än vid de nyss nämnda situationerna. Frågan om deltidspension\nska, som sagts, prövas seriöst, med god vilja och utifrån att det ligger i\nbåda parters intresse att arbetstagare ska kunna fortsätta att vara\nyrkesverksamma på ett sätt som gagnar verksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anpassningsåtgärder\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Typiskt sett kommer prövningen av om deltidspension kan beviljas ske\nutifrån att arbetstagaren ska behålla de arbetsuppgifter han redan har.\nArbetsgivaren och arbetstagaren är naturligtvis fria att komma överens om en\ndeltidspension som medför en omplacering. Arbetsgivaren är skyldig att\ndiskutera och överväga möjligheten att omplacera arbetstagaren till andra\narbetsuppgifter men inte att faktiskt genomföra omplaceringen. Däremot kan\narbetsgivaren drabbas av skadeståndsskyldighet om han underlåter att komma\növerens om en omplacering som utan beaktansvärd störning i verksamheten hade\nmöjliggjort en deltidspension.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren måste i sin bedömning väga in möjligheten till en viss\nomfördelning av arbetsuppgifter mellan anställda i syfte att möjliggöra\ndeltidspensionering. Sådana omfördelningar av arbetsuppgifter ska ha ett\nnaturligt samband med grundläggande kompetenser och kvalifikationer hos de\nanställda som berörs. Anspråk på en sådan omfördelning kan inte göras om\nomfördelningen skulle medföra att andra anställda påverkas negativt i\narbetsmiljöhänseende eller på det sättet att arbetsinnehållet utarmas. Med\ndetta avses bl.a. monotona, innehållsfattiga eller starkt repetitiva\narbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Inom ramen för skyldigheten att omfördela arbetsuppgifter har\narbetsgivaren inte någon skyldighet att kompetensutveckla den anställde eller\nandra anställda i vidare omfattning än vad som ryms inom en rimlig\nupplärningstid för det aktuella arbetsmomentet, i normalfallet upp till 3\neller 4 månader. Med kompetensutveckling avses i detta sammanhang upplärning\ninom ramen för utförandet av arbetet. I detta ligger alltså inte en\nskyldighet till omskolning av arbetstagare. Utbildning förlagd utanför\narbetsplatsen kan i normalfallet inte ligga inom ramen för de åtgärder\narbetsgivaren ska vidta i detta sammanhang. En rimlig måttstock för vilka\nutbildningsåtgärder som ska erbjudas kan vara sådan introduktion som\narbetsgivaren normalt ger nyanställda.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anpassningsåtgärder i form av nyanställningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som redan framgått är parterna överens om att arbetsgivaren inte är\nskyldig att nyanställa på deltid, hyra in arbetskraft eller att låta den\ndeltidspensionerade arbetstagaren arbeta på uppdragsbasis eller utföra\növertidsarbete i sådan utsträckning att hans verkliga normalarbetstid\nmotsvarar en högre sysselsättningsgrad än vad som avses med\ndeltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>Vid omfördelning av arbetsuppgifter är en möjlig situation att två\narbetstagare samtidigt ansöker om deltidspension. Om en sådan sak går till\nbehandling i förhandlingsordningen där stupstocken 50 procent gäller ska\narbetsgivaren undersöka om det finns möjligheter för de två arbetstagarna\natt dela på en heltidstjänst. Den situationen kan leda till behov av att\nnyanställa på heltid vilket inte i sig bör utgöra ett hinder mot att\nbevilja deltidspension för de två arbetstagarna. Emellertid kan det vara\nsvårt att rekrytera ny personal för att ersätta de arbetstagare som genom\ndeltidspension delar på en tjänst. Det kan gälla kvalifikationer och\nkompetenser som är svåra att uppbringa på den lokala arbetsmarknaden\n(bristyrken). Att arbetsgivaren har sådana svårigheter att\nersättningsrekrytera utgör skäl att inte bevilja ansökan om deltidspension.\nI en sådan situation torde det vara vanligt att arbetsgivaren måste påbörja\nett rekryteringsarbete i syfte att den efterfrågade kompetensen ska kunna\nsäkerställas före det att den berörde arbetstagaren går i deltidspension.\nDeltidspensionering kan i det sammanhanget bidra till att generationsväxlingen\nkan ske smidigare. Frågan om deltidspension bör i sådana fall tas upp på\nnytt när det finns en plan för generationsväxlingen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Delat ansvar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har, som tidigare sagts, ett ansvar för att seriöst och\nkonstruktivt pröva om det är möjligt att bevilja ansökan. Den anställde\noch lokal facklig organisation har på sin sida ett ansvar för att ange\nkonkreta enkla åtgärder som arbetsgivaren kan vidta för att kunna bevilja\ndeltidspensionering. Ansvaret är således delat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 7:3 Förhandling och tvist\u003C\u002Fh4>\n\n\u003Cp>Om ansökan om deltidspension har avslagits och arbetstagaren vill få\nansökan prövad i förhandlingsordningen ska arbetstagaren underrätta lokal\nfacklig organisation som har att begära lokal förhandling. Tvisten ska då\nanses gälla deltidspension med sysselsättningsgraden 50 procent och ska\nbehandlas enligt § 23 i Industriavtalet Sinf enligt följande.\u003C\u002Fp>\n\n\u003Cp>Frågan om deltidspension ska beviljas kan behandlas i lokal förhandling\noch därefter, om frågan inte lösts, slutligt i central förhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentarer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om parterna varken i lokal eller central förhandling kan komma överens i\nfrågan om deltidspension enligt avtal kan beviljas utan beaktansvärd\nstörning i verksamheten, ska lokal facklig organisation om arbetstagaren vill\ndriva saken vidare, begära lokal förhandling om skyldighet för arbetsgivaren\natt betala skadestånd för felaktig avtalstillämpning.\u003C\u002Fp>\n\n\u003Cp>Som tidigare berörts så sker bedömningen av ansökan i enlighet med den\nsysselsättningsgrad arbetstagaren ansökt om. Om arbetsgivaren avslagit\nansökan och arbetstagaren vill driva frågan vidare enligt\nförhandlingsordningen ska prövningen ske utifrån en sysselsättningsgrad om\n50 procent. Då har arbetsgivaren att pröva om beaktansvärt hinder\nföreligger också mot detta.\u003C\u002Fp>\n\n\u003Cp>Frågan om beviljande av deltidspension med en sysselsättningsgrad om 50\nprocent prövas i det fallet således i lokal förhandling, och i förekommande\nfall, i central förhandling. Den prövning som där sker är slutlig i frågan\nom deltidspension kan beviljas eller inte. Att prövningen sker slutligt i den\ncentrala förhandlingen betyder att prövningen är slutlig och inte kan drivas\nvidare i domstol. Vill arbetstagaren och den lokala fackliga organisationen\ngöra gällande att arbetsgivaren inte har uppfyllt sina skyldigheter, ska den\nlokala fackliga organisationen begära lokal förhandling om skadestånd för\npåstådda brister på arbetsgivarsidan. För frågan om skadestånd för\nfelaktig avtalstillämpning är det avgörande om huruvida arbetsgivaren vid\nsin bedömning brustit i tillräcklig noggrannhet och aktsamhet samt hänsyn\ntill arbetstagarens intressen. Skadeståndsfrågan behandlas självfallet i\nenlighet med reglerna i förhandlingsordningen och kan alltså gå till domstol\nom parterna misslyckas. Som alltid är det parternas gemensamma föresats att\ntvister löses i förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att förhållandena typiskt sett torde ändra sig\nunder tvistens handläggning och att det på grund härav kan uppkomma\nmöjligheter att hitta godtagbara lösningar, varvid tvisten i så fall ska\nbero med det.\u003C\u002Fp>\n\n\u003Cp>Som nämnts tidigare kan det finnas situationer där det på grund av\nbeaktansvärt hinder inte är möjligt att bevilja deltidspension vid begärd\ntidpunkt men där hindret vid en senare tidpunkt bortfaller. Det är då\nlämpligt att arbetsgivaren meddelar arbetstagaren och den lokala fackliga\norganisationen om detta. En annan möjlighet är att arbetstagaren då ansöker\npå nytt och arbetsgivaren har då att pröva denna ansökan.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna utgår som alltid från att de lokala parterna och\narbetstagarna ser till att såväl ansökan som prövning om deltidspension\nutförs på ett korrekt sätt. Om en viss arbetstagare ständigt återkommer\nmed nya ansökningar utan att det skett förändringar som motiverar det ska\narbetsgivaren meddela lokal facklig organisation om ett sådant ”missbruk”.\nParterna utgår då från att lokal facklig organisation kommer överens med\narbetsgivaren om att en ny ansökan från vederbörande arbetstagare endast\nmåste prövas av arbetsgivaren om ansökan godkänts av lokal facklig\norganisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 12 Avtal om yrkesintroduktion\u003C\u002Fh3>\n\n\u003Cp>Följande avtal gäller mellan Industrifacket Metall och Svensk\nIndustriförening.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 1 Avtalets syfte\u003C\u002Fh4>\n\n\u003Cp>Industrin står under de kommande åren inför en betydande\ngenerationsväxling som förstärker behovet av nya arbetare. Arbetet ställer\ni dag högre krav på teoretisk utbildning och på kvalificerad yrkeserfarenhet\nän tidigare. Rekryteringsfrämjande åtgärder är därför väsentliga för\natt säkra industrins långsiktiga kompetensförsörjningsbehov. För att\nunderlätta en effektiv arbetslivsstart har parterna enats om att införa en\nintroduktionsperiod kallad Yrkesintroduktion.\u003C\u002Fp>\n\n\u003Cp>Yrkesintroduktionsavtalets syfte är att stimulera industriföretagen att\nerbjuda särskilda introduktionsanställningar åt ungdomar för att\nunderlätta för dem att arbeta och utvecklas i sitt yrkesliv på svensk\narbetsmarknad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Tillämpningsområdet\u003C\u002Fh4>\n\n\u003Cp>Yrkesintroduktionsanställningar riktar sig till ungdomar under 25 år som\nsaknar relevant yrkeserfarenhet och som inte heller har genomgått\ngrundläggande yrkesutbildning som är relevant för det aktuella arbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3 Anställning för yrkesintroduktion\u003C\u002Fh4>\n\n\u003Cp>Anställning för yrkesintroduktion är en visstidsanställning enligt\nIndustriavtalet med följande särskilda reglering.\u003C\u002Fp>\n\n\u003Cp>Med stöd av lokal överenskommelse kan anställningsavtal om\nyrkesintroduktion ingås mellan arbetsgivare och anställd.\nYrkesintroduktionsanställning kan ske även om det hos arbetsgivaren finns\ntidigare anställda med företrädesrätt till återanställning. Parterna är\nsåledes överens om att yrkesintroduktionsanställning inte utgör brott mot\nföreträdesrätten till återanställning.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse ska träffas för varje enskild\nyrkesintroduktionsanställning. Den lokala överenskommelsen ska innehålla\nreglering av handledningen och det ska framgå vem som är ansvarig handledare.\nI den lokala överenskommelsen ska det också ingå en individuell\nutvecklingsplan där det framgår vilka arbetsuppgifter som kan komma ifråga\noch vilka utbildnings- och introduktionsinsatser som ska ske.\u003C\u002Fp>\n\n\u003Cp>En yrkesintroduktionsanställning ska gälla under viss tid.\nAnställningstiden får uppgå till 12 månader, med möjlighet till\nförlängning i upp till ytterligare 12 månader. En sådan förlängning\nförutsätter stöd i lokal överenskommelse eller skriftligt godkännande av\nlokal arbetstagarpart.\u003C\u002Fp>\n\n\u003Cp>Yrkesintroduktionsanställningen är uppsägningsbar från arbetsgivaren och\nden anställde med en månads uppsägningstid. De yrkesintroduktionsanställda\nutgör vid uppsägning på grund av arbetsbrist en egen turordningskrets.\u003C\u002Fp>\n\n\u003Cp>Vill den anställde eller arbetsgivaren att yrkesintroduktionsanställningen\ninte ska övergå i en tillsvidareanställning på sedvanliga villkor inom\navtalsområdet, ska besked om detta lämnas till motparten senast en månad\ninnan den överenskomna tiden löper ut.\u003C\u002Fp>\n\n\u003Cp>I det fall en övergång från yrkesintroduktionsanställning till\ntillsvidareanställning innebär att en tidigare anställd med\nföreträdesrätt till återanställning inte kan prövas för\nåteranställning fordrar övergången en lokal överenskommelse. De lokala\nparterna ska därvid särskilt beakta syftet med detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 4 Lön\u003C\u002Fh4>\n\n\u003Cp>Under en yrkesintroduktionsanställning tillämpas månadslön.\nMånadslönen ska uppgå till lägst 80 procent av grundtimlönen för arbetare\ni kategori ”KF” jämte tillägget ”Efter 5 år” i Industriavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 5 Övrigt\u003C\u002Fh4>\n\n\u003Cp>I de fall yrkesintroduktionsanställningen inte leder till fortsatt\nanställning vid företaget ska tjänstgöringsintyg utfärdas som innefattar\nuppgift om anställningstiden och de arbetsuppgifter som den\nyrkesintroduktionsanställde har utfört. Intyget ska också innefatta vitsord\nom inte den yrkesintroduktionsanställde särskilt undanber sig det.\u003C\u002Fp>\n\n\u003Cp>Förbundsparterna ska i förekommande fall, genom råd och förhandlingar,\nse till att eventuell felaktig tillämpning rättas till och att avtalets\nsyften fullföljs. Med hänsyn till avtalets syfte kan eventuell felaktig\ntillämpning föranleda skadeståndsskyldighet vid klara och allvarliga fall av\nmissbruk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 6 Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Denna överenskommelse gäller tillsvidare med en ömsesidig uppsägningstid\nav tre månader. Vid en uppsägning från någon av parterna kommer träffade\nlokala överenskommelser om visstidsanställning vid yrkesintroduktion att vara\ngiltiga till dess pågående visstidsanställningar om yrkesintroduktion löpt\nut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 19 april 2017\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IFMetall\u003Cspan style=\"color:#ffffff\">*************************\u003C\u002Fspan>Svensk\nIndustriförening\u003C\u002Fp>\n\n\u003Cp>Veli-Pekka Säikkälä\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan>Jan\nRudblad\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga 13 Övriga överenskommelser\u003C\u002Fh3>\n\n\u003Ch4>§ 1 Distansarbete\u003C\u002Fh4>\n\n\u003Cp>I enlighet med det europeiska ramavtalet mellan EFS, UNICE och CEEP samt\ngemensamma riktlinjer Svenskt Näringsliv - Svenska Kommunförbundet -\nLandstingsförbundet - Arbetsgivarverket - LO - TCO - SACO för genomförande\nav ramavtalet ska de lokala parterna träffa överenskommelse om företaget\ninför eller arbetstagaren utför distansarbete med informationsteknik.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna ska överenskomma om villkoren för sådana lokala\növerenskommelser. Ramavtalet, gällande branschavtal samt lokala\növerenskommelser och tillämpningar ska då beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Europeiska ramavtalet om distansarbete (Telework)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar att implementeringen i Sverige av det europeiska\nramavtalet av den 16 juli 2002 skett genom överenskommelse 28 maj 2003 mellan\nbl.a. Svensk Näringsliv och LO, TCO, SACO m fl. Parterna rekommenderar att det\neuropeiska ramavtalet om distansarbete i svensk översättning kan tjäna som\nriktlinjer vid distansarbete inom parternas gemensamma avtalsområde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Omställningsavtal\u003C\u002Fh4>\n\n\u003Cp>LO och Svenskt näringsliv har träffat överenskommelse om ett\nomställningsavtal, 20104-02-24. Avtalet implementeras i detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch4>§ 3 Trakasserier och likabehandling\u003C\u002Fh4>\n\n\u003Cp>Parterna har antagit skriften ”Diskriminering och likabehandling - en\nhandledning”, som Industrirådet tog fram i samband med avtalsrörelsen\n2016. \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>SINF Box 22307 | 104 22 Stockholm | Besöksadress: Fleminggatan 7\u003C\u002Fp>\n\n\u003Cp>Telefon: 08-440 11 80 | info@sinf.se | www.sinf.se\u003C\u002Fp>\n\n\u003Cp>IF METALL Olof Palmes gata 11 | 105 52 Stockholm\u003C\u002Fp>\n\n\u003Cp>Telefon: 08-786 80 00 | www.ifmetall.se\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":45,"jobclassifaction1":49,"trainingprogrammes":53,"apprenticeships":57,"pensionfund":61,"tempagency":65,"disabilitypay":69,"healthinsurance":73,"healthandsafetypolicy":76,"protectiveclothing":80,"healthandsafetytraining":84,"paidmaternityleave":86,"childcare":90,"deathrelatives":94,"deathrelativesleave":98,"marriage":102,"eqpay":105,"discrimination":109,"eqpromotion":113,"sexualhar":117,"equalitymonitoring":121,"hourspday_select":124,"hourspweek_select":128,"hourspyear_select":132,"MAXHOURS_trigger":136,"PAIDLEAV_trigger":140,"holidaysdays":144,"bankholidays2":148,"SCHEDULE_trigger":152,"schedulesrestpw":156,"WAGES_payscale1_start":160,"WAGES_payscale1_end":163,"WAGES_payscale1_year":166,"STRUCINCR_trigger":169,"wageincreaseamount1":173,"NOCTPREM_trigger":177,"shiftallowancetype1":181,"CONSIGN_trigger":185,"ANNLEAVE_trigger":189,"OVERTIME_trigger":193,"SUNDAY_trigger":197,"SENIOR_trigger":199,"longserviceallowancetype":203,"strikes_trigger":207},{"bindId":43,"name":44,"text":44},"cbadate_start","§ 24 Avtalets giltighetstid",{"bindId":46,"name":47,"text":48},"cbadate_end_date","Avtalet om löner och allmänna anställnin","Avtalet om löner och allmänna anställningsvillkor gäller för tiden\nfrån den 1 januari 2021 till den 31 maj 2023. Part äger rätt att senast den\n30 november 2021 säga upp avtalet till upphörande den 31 maj 2022.\n\nDärefter prolongeras avtalet för ett år i sänder om begäran om\nförhandling inte framställs senast två månader före den 31 maj 2023. Om\nbegäran om förhandling framställs före nyss nämnda tidpunkt gäller\navtalet för tid efter den 31 maj 2023 med sju dagars ömsesidig\nuppsägningstid.",{"bindId":50,"name":51,"text":52},"jobclassifaction1","Mom 2 Löneingruppering Lokal överenskomm","Mom 2 Löneingruppering\n\n\n\nLokal överenskommelse träffas om ingruppering av förekommande\narbetsuppgifter i de olika lönegrupperna. Ingrupperingen sker med hänsyn till\narbetets svårighetsgrad, varvid kraven på kunskaper, ansvar och\nsjälvständigt bedömande beaktas.\n\n\n  \n  \n  \n  \n    \n      Lönegrupp Fabriksyrken (F)\n      Omfattar andra arbetare än som anges i grupp KF och HKF.\n    \n    \n      Lönegrupp kval. fabriksyrken (KF)\n      Omfattar arbeten som utöver grundläggande utbildning kräver\n        omfattande kunskaper förvärvade genom specialutbildning och\u002F eller\n        lång tids erfarenhet i företaget eller motsvarande verksamhet.\n    \n    \n      Lönegrupp högt kval. fabriksyrken (HKF)\n      Omfattar arbeten som utöver grundläggande utbildning kräver mycket\n        omfattande kunskaper förvärvade genom specialutbildning och\u002Feller\n        mycket lång tids erfarenhet i företaget eller motsvarande\n      verksamhet\n    \n    \n      Särskilt högt kval. fabriksyrken (SHKF)\n      Omfattar arbeten som dels kräver mycket omfattande grundläggande\n        utbildning, t ex två års utbildning utöver Industritekniska\n        programmet eller därmed jämförlig utbildning, dels ställer\n        särskilt höga krav med avseende på kunskaper, erfarenhet, ansvar och\n        självständighet samt \n\n        oftast innebärande specialist- eller arbetsledningsfunktion.",{"bindId":54,"name":55,"text":56},"trainingprogrammes","Bilaga 6 Avtal om utbildning samt riktli","Bilaga 6 Avtal om utbildning samt riktlinjer i arbetsmiljöfrågor",{"bindId":58,"name":59,"text":60},"apprenticeships","§ 1 Målsättning Svensk Industriförening ","§ 1 Målsättning\n\nSvensk Industriförening och IF Metall är eniga om att genom tillämpning\nav nedanstående regler och genom att samarbeta inom skolmyndighetens olika\nstudieformer verka för en tillfredsställande rekrytering, introduktion och\nutbildning av arbetare inom fabriksavtalets giltighetsområde.\n\nDenna överenskommelse avser yrkesutbildning inom parternas gemensamma\nområde anordnade i företag, i samråd med eller under tillsyn av skol- eller\narbetsmarknadsmyndighet. Sådan utbildning kan avse såväl personal som ska\nrekryteras till fabriksarbetaryrken som för att fördjupa redan anställdas\nteoretiska och praktiska kunskaper.\n\nDärmed kan eleverna på ett bättre sätt möta framtida krav på ökad\nkompetens inom respektive bransch. Vidare omfattar överenskommelsen sådan\nutbildning som ges skolpliktig ungdom i samband med studiebesök och\npraktikanter som arbetar vid företaget för att erhålla i studieplan\nfastställd praktik.\n\nÖverenskommelsen gäller ej facklig utbildning, undervisning i svenska för\ninvandrare samt utbildning i arbetsmiljö- och medbestämmandefrågor. Ej\nheller gäller överenskommelsen utbildning av personal till arbetsledare eller\nliknande befattningar.",{"bindId":62,"name":63,"text":64},"pensionfund","Bilaga 11 Partsgemensamma kommentarer de","Bilaga 11 Partsgemensamma kommentarer deltid i pensioneringssyfte\n\n\n\n§ 21 Ingående och upphörande av anställning\n\nMom 7 Kollektivavtalad deltid i pensioneringssyfte\n\nMom 7:1 Deltid i pensioneringssyfte",{"bindId":66,"name":67,"text":68},"tempagency","Mom 5 Medverkan vid introduktion Partern","Mom 5 Medverkan vid introduktion\n\nParterna noterar att de flesta företag har rutiner som ger det lokala\nfacket möjlighet att delta vid introduktion av nyanställd personal, samt att\ndet är av vikt att nyanställd personal under sin introduktion ges möjlighet\natt få sådan information. Parterna rekommenderar företagen att ge den lokala\narbetstagarparten möjligheten att på lämpligt sätt delta vid introduktion\nav nyanställd personal. Vad som föreskrivs ovan angående introduktion av\nnyanställda gäller även när företaget anlitar inhyrda arbetstagare.",{"bindId":70,"name":71,"text":72},"disabilitypay","Anmärkning: En grundläggande förutsättni","Anmärkning:\n\nEn grundläggande förutsättning för arbetsgivarens försäkringsåtagande\när att den anställde inte begär utflyttning från Sverige under det första\ntjänstgöringsåret. Med avtalsfästa försäkrings och pensionsförmåner\navses: AGS, TFA, TGL, AGB, TFF och avtalspension.\n\nMed lagfästa försäkrings- och pensionsförmåner avses: förmåner enligt\nlagen om arbetsskadeförsäkring samt sjukpenning- och ATP-förmåner enligt\nlagen om allmän försäkring.",{"bindId":74,"name":75,"text":75},"healthinsurance","§ 17 Försäkringar, Trygghetsfond",{"bindId":77,"name":78,"text":79},"healthandsafetypolicy","§ 2 Med arbetsmiljöutbildning avses grun","§ 2 Med arbetsmiljöutbildning avses grundutbildning och\nvidareutbildning i arbetsmiljöfrågor. Arbetsgivare och arbetstagare svarar\ngemensamt för att sådan utbildning kommer till stånd och genomförs i\nenlighet med detta avtal.\n\nFör arbetsmiljöutbildningen i företaget ska i första hand användas det\nutbildningsmaterial som utarbetats av Arbetarskyddsnämnden.\n\nFörbundspartema eller - om förbunden är ense därom - de lokala parterna\nkan träffa överenskommelse om att använda branschanpassat\nutbildningsmaterial i stället för det utbildnings-material som framtagits av\nArbetarskyddsnämnden. En utbildning kan bestå av ett eller flera avsnitt\nhämtade från ett eller flera utbildningspaket.",{"bindId":81,"name":82,"text":83},"protectiveclothing","§ 14 Överdragskläder Företaget tillhanda","§ 14 Överdragskläder\n\nFöretaget tillhandahåller fria arbetskläder inklusive tvätt av dessa.\nTillämpningen sker genom lokal överenskommelse. Arbetsgivaren är skyldig att\nbekosta och tillhandahålla personlig skyddsutrustning där sådan är\nerforderlig. Sådan skyddsutrustning kan bestå av andningsskydd, fot- och\nbenskydd, hörselskydd, ögonskydd, skyddshjälm och säkerhetsbälte med\nlina.",{"bindId":85,"name":78,"text":79},"healthandsafetytraining",{"bindId":87,"name":88,"text":89},"paidmaternityleave","Handlingsplan efter föräldraledighet Arb","Handlingsplan efter föräldraledighet\n\nArbetsgivaren bör för föräldralediga som återgår i tjänst upprätta\nen handlingsplan för att säkerställa att den föräldraledige inte\nmissgynnas i sin yrkes-, lön- och karriärutveckling. I handlingsplanen bör\ndet kartläggas om det finns behov av introduktion eller utbildning med\nanledning av förändrade arbetsuppgifter eller arbetssätt. Handlingsplan och\nkartläggning bör upprättas i samråd med den föräldraledige.",{"bindId":91,"name":92,"text":93},"childcare","Anmärkningar: Vid sjukdomsfall som avser","Anmärkningar:\n\nVid sjukdomsfall som avser hemmaboende barn under 12 år gäller i första\nhand bestämmelserna i § 16 Mom 4. Därefter tillämpas reglerna för\npermission om förutsättningar härför föreligger.",{"bindId":95,"name":96,"text":97},"deathrelatives","§ 15 Permission m.m. Mom 1","§ 15 Permission m.m.\n\nMom 1",{"bindId":99,"name":100,"text":101},"deathrelativesleave","Permission beviljas i följande fall: Skä","Permission beviljas i följande fall:\n\n\n  \n  \n  \n  \n    \n      Skäl\n      Tid\n    \n    \n      a) Eget bröllop\n      Bröllopsdagen\n    \n    \n      b) Nära anhörigs frånfälle\n      Högst 1 dag\n    \n    \n      b) Nödvändiga bestyr i samband med nära anhörigs begravning\n      Högst 1 dag\n    \n    \n      c) Nära anhörigs begravning och\u002Feller urnnedsättning\n      Förrättningsdagen samt erforderlig restid (högst 4 resdagar)\n    \n    \n      d) Egen 50- och 60-årsdag\n      Födelsedagen\n    \n    \n      e) Hastigt uppkommet sjukdoms- eller olycks- fall som avser make\u002Fmaka\n        eller annan hemmaboende nära anhörig (styrkes i efterhand vid\n        anfordran)\n      Högst 1 arbetsdag vid varje tillfälle\n    \n    \n      f) Eget läkar- eller tandläkarbesök\n      1) Vid akuta besvär som påfordrar omedelbar behandling och under\n        förutsättning att ersättning inte utgår från allmän\n        försäkringskassa\n\n        eller\n\n        2) Besök vid sjukvårdsinrättning efter remiss av företagsläkare\n        eller där sådan ej finns, annan av företaget anvisad läkare.\n      \n    \n  \n\n\n\n\nMed nära anhöriga förstås make\u002Fmaka, barn, syskon, föräldrar, mor-,\nfar- och svärföräldrar, svärdotter, svärson och barnbarn. Med make\u002Fmaka\njämställs person som den anställde sammanlever med under äktenskapsliknande\nformer (d.v.s. om man har samma mantals- skrivningsadress sedan minst ett år\ntillbaka eller sammanbor och har hemmavarande barn).",{"bindId":103,"name":100,"text":104},"marriage","Permission beviljas i följande fall:\n\n\n  \n  \n  \n  \n    \n      Skäl\n      Tid\n    \n    \n      a) Eget bröllop\n      Bröllopsdagen\n    \n    \n      b) Nära anhörigs frånfälle\n      Högst 1 dag\n    \n    \n      b) Nödvändiga bestyr i samband med nära anhörigs begravning\n      Högst 1 dag\n    \n    \n      c) Nära anhörigs begravning och\u002Feller urnnedsättning\n      Förrättningsdagen samt erforderlig restid (högst 4 resdagar)\n    \n    \n      d) Egen 50- och 60-årsdag\n      Födelsedagen\n    \n    \n      e) Hastigt uppkommet sjukdoms- eller olycks- fall som avser make\u002Fmaka\n        eller annan hemmaboende nära anhörig (styrkes i efterhand vid\n        anfordran)\n      Högst 1 arbetsdag vid varje tillfälle\n    \n    \n      f) Eget läkar- eller tandläkarbesök\n      1) Vid akuta besvär som påfordrar omedelbar behandling och under\n        förutsättning att ersättning inte utgår från allmän\n        försäkringskassa\n\n        eller\n\n        2) Besök vid sjukvårdsinrättning efter remiss av företagsläkare\n        eller där sådan ej finns, annan av företaget anvisad läkare.",{"bindId":106,"name":107,"text":108},"eqpay","§ 1 Mål för jämställdhet i arbetslivet S","§ 1 Mål för jämställdhet i arbetslivet\n\nSAF, LO och PTK är ense om att viktiga mål för ett fortlöpande och\nplanmässigt jämställd hetsarbete är:\n\natt kvinnor och män ska ges lika möjligheter till anställning,\nutbildning, befordran samt utveckling i arbetet. Kvinnor och män som är\nföräldralediga ska ges samma möjligheter till kompetensutveckling som\növriga anställda, senast i samband med återgång i arbete.\n\natt kvinnor och män ska ha lika lön för arbete av lika värde och även i\növrigt lika anställningsvillkor;\n\natt arbetsplatser, arbetsmetoder, arbetsorganisation och\narbetsförhållandena i övrigt ska ordnas så att de lämpar sig för både\nkvinnor och män;\n\natt en jämnare fördelning mellan kvinnor och män uppnås i sådana\nsysselsättningar där yrkesval och rekrytering visat sig vara könsbundna;\n\nsamt\n\natt förvärvsarbete kan förenas med föräldraskap såsom vid\nförläggning av ordinarie arbetstid samt vid förläggning av övertid",{"bindId":110,"name":111,"text":112},"discrimination","Alla anställda ska ha möjlighet att utve","Alla anställda ska ha möjlighet att utvecklas i sin nuvarande och\u002Feller\nframtida yrkesroll, oberoende av kön, etnicitet, funktionsnedsättning eller\nandra diskrimineringsgrunder.\n\nVid höjda krav i befattningen, genom ökad erfarenhet, fler och mer\nkrävande arbetsuppgifter, ökade befogenheter, större ansvar, ökad kunskap\neller kompetens bör en anställd successivt kunna höja sin lön. Lönesystem\noch lönesättning i företagen bör utformas så att de blir en drivkraft för\nutvecklingen av de anställdas kompetens och arbetsuppgifter. Lönesättningen\nstimulerar därigenom till produktivitetsökning och ökad konkurrenskraft.\n\nDiskriminerande eller andra sakligt omotiverade skillnader i löner och\nandra anställningsvillkor mellan anställda ska inte förekomma. Varje\nanställd ska skriftligen få veta på vilka grunder lönen satts och vad den\nanställde kan göra för att öka lönen.",{"bindId":114,"name":115,"text":116},"eqpromotion","Bilaga 5 Jämställdhetsavtal Det råder br","Bilaga 5 Jämställdhetsavtal\n\nDet råder bristande jämställdhet mellan kvinnor och män i samhället,\nbl.a. inom arbetslivet. Parterna är ense om att kvinnor och män ska ha lika\nmöjligheter på arbetsmarknaden. Härigenom kan också den nuvarande, ojämna\nfördelningen mellan kvinnor och män i olika sysselsättningar ändras. Detta\nleder i sin tur till att skillnader i genomsnittlig lön för kvinnor och män\nkan försvinna.\n\nParterna har den gemensamma uppfattningen att den bristande jämställdheten\nfrämst är en följd av traditionella föreställningar om kvinnors och mäns\nolika roller i arbetslivet, familjelivet och samhällslivet. Parterna\nkonstaterar att en ökad jämställdhet mellan kvinnor och män i mycket är en\nfråga om förändring av attityder och understryker det ansvar som åvilar\narbetsgivare, arbetsledning och arbetskamrater att medverka till att bryta de\ntraditionella föreställningarna om könsbestämda yrkesroller. Detta arbete\nförsvåras av att könsfördomar ofta är omedvetna. Ett viktigt led i\njämställdhetsarbetet måste därför vara att sprida kunskap och skapa\nopinion i frågan.",{"bindId":118,"name":119,"text":120},"sexualhar","§ 3 Trakasserier och likabehandling Part","§ 3 Trakasserier och likabehandling\n\nParterna har antagit skriften ”Diskriminering och likabehandling - en\nhandledning”, som Industrirådet tog fram i samband med avtalsrörelsen\n2016. ",{"bindId":122,"name":123,"text":123},"equalitymonitoring","Bilaga 5 Jämställdhetsavtal",{"bindId":125,"name":126,"text":127},"hourspday_select","Dagarbete: måndag t.o.m. fredag mellan k","Dagarbete: måndag t.o.m. fredag mellan kl. 07.00 och kl. 16.00 med en\nsammanlagd rasttid av en timme.",{"bindId":129,"name":130,"text":131},"hourspweek_select","Mom 1 Ordinarie arbetstidens längd Den o","Mom 1 Ordinarie arbetstidens längd\n\n\n\nDen ordinarie arbetstidens längd under året utgör i genomsnitt 40 timmar\nper helgfri vecka (vid kontinuerligt arbete, d.v.s. utan ett uppehåll av minst\n24 timmar vid veckoslutet, 2012 timmar i genomsnitt per år). Vid treskifts-\noch kontinuerligt tvåskiftsarbete samt arbete under jord gäller dock kortare\narbetstid, som beräknas utgöra:",{"bindId":133,"name":134,"text":135},"hourspyear_select","§ 2 Arbetstid Mom 1 Ordinarie arbetstide","§ 2 Arbetstid\n\n\n\nMom 1 Ordinarie arbetstidens längd\n\n\n\nDen ordinarie arbetstidens längd under året utgör i genomsnitt 40 timmar\nper helgfri vecka (vid kontinuerligt arbete, d.v.s. utan ett uppehåll av minst\n24 timmar vid veckoslutet, 2012 timmar i genomsnitt per år). Vid treskifts-\noch kontinuerligt tvåskiftsarbete samt arbete under jord gäller dock kortare\narbetstid, som beräknas utgöra:",{"bindId":137,"name":138,"text":139},"MAXHOURS_trigger","48 timmarsregeln Den genomsnittliga arbe","48 timmarsregeln\n\nDen genomsnittliga arbetstiden under varje sjudagarsperiod inklusive\növertid får inte överstiga 48 timmar i genomsnitt under en beräkningsperiod\nav fyra månader. Den ordinarie arbetstiden kan efter lokal överenskommelse om\narbetstidens förläggning genomsnittsberäknas på en längre tid än fyra\nmånader, men som längst under en tolvmånadersperiod.\n\nArbetsgivaren ska månadsvis journalföra och vid begäran kunna redovisa\narbetstidssaldot.",{"bindId":141,"name":142,"text":143},"PAIDLEAV_trigger","Mom 1 Semesterledighet m.m. Semester utg","Mom 1 Semesterledighet m.m.\n\nSemester utgår enligt lag. Kollektivavtalets semesterbestämmelser utgör\nej hinder att lokalt träffa kollektiva eller individuella överenskommelser i\nsådana fall, där semesterlagen förutsätter att sådana överenskommelser\nska kunna träffas.",{"bindId":145,"name":146,"text":147},"holidaysdays","När semester utläggs för sådan arbetare ","När semester utläggs för sådan arbetare konsumeras en hel semesterdag\näven för den dag arbetaren endast skulle ha arbetat del av dagen. Exempel:\n\n\n\n\n  \n    \n      Arbetarens deltid är förlagd till i genomsnitt\n        följande antal arbetsdagar per vecka\n      \n      Antal semesterdagar (vid 25 dagars bruttosemester)\n      \n    \n    \n      4\n      \n      20\n      \n    \n    \n      3,5\n      \n      18\n      \n    \n    \n      3\n      \n      15\n      \n    \n    \n      2,5\n      \n      13\n      \n    \n    \n      2\n      \n      10\n      \n    \n  \n\n\nOm arbetarens arbetstidsschema ändras så att ”antalet arbetsdagar per\nvecka” förändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbetstiden.",{"bindId":149,"name":150,"text":151},"bankholidays2","Mom 3 Helglön utgår för följande dagar: ","Mom 3\n\nHelglön utgår för följande dagar: nyårsdagen, trettondagen,\nlångfredagen, annandag påsk, första maj, Kristi himmelsfärdsdag,\nnationaldagen, midsommarafton, julafton, juldagen, annandag jul och\nnyårsafton.\n\nOvanstående gäller under förutsättning att dagen infaller på annan\nveckodag än lördag och söndag.",{"bindId":153,"name":154,"text":155},"SCHEDULE_trigger","Mom 2 Ordinarie arbetstidens förläggning","Mom 2 Ordinarie arbetstidens förläggning\n\n\n\nDen ordinarie arbetstidens längd och förläggning, som kan variera under\nolika delar av året, fastställs per dag, vecka eller annan tidsperiod genom\növerenskommelse för varje arbetsställe särskilt. Sådan överenskommelse\nbör träffas i god tid före varje nytt år.\n\nVid bristande överenskommelse förläggs dagarbetstiden respektive\narbetstiden vid tvåskiftsarbete enligt följande:\n\nDagarbete: måndag t.o.m. fredag mellan kl. 07.00 och kl. 16.00 med en\nsammanlagd rasttid av en timme.\n\nTvåskiftsarbete: måndag t.o.m. fredag förmiddagsskiftet mellan kl. 05.30\noch kl. 13.36 och eftermiddagsskiftet mellan kl. 13.36 och kl. 21.42 med en\nhalvtimmes rast på vardera skift.",{"bindId":157,"name":158,"text":159},"schedulesrestpw","Mom 8 Begränsningsregler veckovila, dygn","Mom 8 Begränsningsregler veckovila, dygnsvila m.m.\n\n\n\nReglerna i detta Moment ersätter arbetstidslagen i dessa delar.\n\n\n\nVeckovila\n\nEn arbetstagare ska ha minst 36 timmars sammanhängande ledighet under varje\nperiod om sju dagar. Sjudagarsperioden ska indelas i fasta perioder genom att\narbetsgivaren fastställer brytpunkt för beräkningen. Om brytpunkten inte är\nfastställd räknas måndag kl. 06.00 till måndag kl. 06.00 som brytpunkt.\nVeckovilan ska så långt som möjligt förläggas till veckoslutet. Beredskap\när när en arbetstagare får uppehålla sig utanför arbetsstället men ska\nstå till arbetsgivarens förfogande för att utföra arbete när behov\nuppkommer. Sådan tid bryter veckovilan.\n\nAvsteg från regeln om veckovila får göras i de fall arbetsgivaren i\nförväg skriftligen meddelar den lokala fackliga parten om att ett avsteg\nkommer att ske samt att personen ifråga får en sammanhängande ledighet om 72\ntimmar under en 14 dagars period. Om veckovila förläggs till ordinarie\narbetstid ska arbetstagaren erhålla förlorad arbetsförtjänst.\n\nExempel: Om ledigheten förläggs fredag-söndag vecka två får\narbetstagaren betald förlorad arbetsförtjänst för fredagen.",{"bindId":161,"name":162,"text":162},"WAGES_payscale1_start","23 519",{"bindId":164,"name":165,"text":165},"WAGES_payscale1_end","28 674",{"bindId":167,"name":168,"text":168},"WAGES_payscale1_year","2022-06-01",{"bindId":170,"name":171,"text":172},"STRUCINCR_trigger","För lönegruppering, se § 3 Mom 2. För up","För lönegruppering, se § 3 Mom 2.\n\nFör uppnådd sammanlagd anställningstid utges utöver ovanstående lägsta\nlöner ett tillägg enligt nedan, såvida inte utgående lön redan överstiger\nlägsta lönen jämte tillägget.\n\n\n\nFr.o.m. den 1 januari 2021 och 1 juni 2022\n\nEfter 1 år************553kr.och566 kr.\nutöver lägsta månadslönenligtovan\n\nEfter 3 år************708kr.och725 kr.\nutöver lägsta månadslönenligtovan\n\nEfter 5 år************928kr.och950 kr.\nutöver lägsta månadslönenligtovan\n\n\n\nFör arbetare ej fyllda 18 år utgör lägsta månadslön följande belopp i\nkronor\n\n\n\n\n  \n  \n  \n  \n    \n      Fyllda 16 år\n      16 990\n    \n    \n      Fyllda 17 år\n      19 041\n    \n  \n\n\n\n\nLokal överenskommelse om lön kan träffas gällande feriearbetare ej\nfyllda 18 år som inte utför ordinarie fabriksyrken.\n\nFörhöjda månadslöner kan efter lokal överenskommelse utformas som\ntillägg för enskilda arbetares särskilda kvalifikationer, såsom\nyrkeserfarenhet, mångkunnighet, användbarhet och utbildning.",{"bindId":174,"name":175,"text":176},"wageincreaseamount1","Fr.o.m. den 1 januari 2021 och 1 juni 20","Fr.o.m. den 1 januari 2021 och 1 juni 2022\n\nEfter 1 år************553kr.och566 kr.\nutöver lägsta månadslönenligtovan\n\nEfter 3 år************708kr.och725 kr.\nutöver lägsta månadslönenligtovan\n\nEfter 5 år************928kr.och950 kr.\nutöver lägsta månadslönenligtovan\n\n\n\nFör arbetare ej fyllda 18 år utgör lägsta månadslön följande belopp i\nkronor",{"bindId":178,"name":179,"text":180},"NOCTPREM_trigger","§ 4 Tillägg för obekväm och förskjuten a","§ 4 Tillägg för obekväm och förskjuten arbetstid\n\n\n\n\n  \n    \n      Max ob fr.o.m\n      \n      a) Kvälls- och nattetid\n      \n      b) Sön- och helgdag\n      \n      c) Storhelgstid\n      \n    \n    \n      2021-01-01\n      \n      56,39\n      \n      88,28\n      \n      178,05\n      \n    \n    \n      2022-06-01\n      \n      57,75\n      \n      90,40\n      \n      182,32",{"bindId":182,"name":183,"text":184},"shiftallowancetype1","Tillägg för obekväm och förskjuten arbet","Tillägg för obekväm och förskjuten arbetstid\n\nLokal uppgörelse kan träffas om att Ob-tillägg med avvikelse från\nreglerna i § 4 Mom 1 betalas med följande belopp per timme:\n\n\n\n\n  \n    \n      a) Kvälls- och nattetid\n      \n      Månadslönen\n\n        480\n      \n    \n    \n      b) Sön- och helgdagstid\n      \n      Månadslönen\n\n        300\n      \n    \n    \n       c) Storhelgstid\n      \n      Månadslönen\n\n        150",{"bindId":186,"name":187,"text":188},"CONSIGN_trigger","§ 6 Beredskapstjänst Med beredskapstjäns","§ 6 Beredskapstjänst\n\nMed beredskapstjänst avses åliggande för arbetaren att under annan än\nför honom gällande ordinarie arbetstid vara anträffbar så att han inom\nföreskriven tid kan infinna sig på arbetsplatsen. För beredskapstjänst\nutgår ersättning:\n\n\n\n\n  \n    \n      Fr.o.m.\n      \n      2021-01-01\n      \n      2022-06-01\n      \n    \n    \n      måndag-fredag\u002Fdag\n      \n      186 kronor\n      \n      190 kronor\n      \n    \n    \n      lördag, sön- och helgdag samt storhelg stid enl. §\n        4 Mom 1c\u002Fdygn\n      \n      1 007 kronor\n      \n      1 031 kronor\n      \n    \n  \n\n\nFör beredskapstjänst på fredagar från kl. 18.00 till och med kl. 24.00\nbetalas utöver ordinarie dygnsersättning för måndag-fredag\u002Fdag, ett belopp\nper timme motsvarande 1\u002F24 av gällande beredskapsersättning lördag, sön-\noch helgdag\u002Fdygn. Den extra ersättningen utgår med följande belopp:",{"bindId":190,"name":191,"text":192},"ANNLEAVE_trigger","Mom 2 Semesterlön och semesterersättning","Mom 2 Semesterlön och semesterersättning\n\nSemesterlöneunderlaget för timavlönade ska för varje\nsemesterlönegrundande frånvarotimme ökas med ett belopp motsvarande den\ngenomsnittliga inkomst som utgivits för varje arbetad timme i anställningen\nunder intjänandeåret.\n\na) För tim- och ackordsavlönade ska semesterlön och semesterersättning\nutgöra 13,2 procent av semesterlöneunderlaget.\n\nb) Semesterlön för tim- och ackordsavlönade vuxna arbetare med minst tre\nmånaders sammanlagd anställningstid ska lägst utgå med\n\n\n\n\n  \n    \n      2021-01-01\n      \n      1 501 kronor per semesterdag\n      \n    \n    \n      2022-06-01\n      \n      1 537 kronor per semesterdag",{"bindId":194,"name":195,"text":196},"OVERTIME_trigger","Mom 3 Övertidstillägg Vid övertidsarbete","Mom 3 Övertidstillägg\n\nVid övertidsarbete utgår betalning med ordinarie tid- eller ackordslön, i\nförekommande fall tillägg (ob-tillägg) enligt § 6 samt följande tillägg i\nkronor per timme: \n\n\n\n\n  \n  \n  \n  \n  \n    \n      Fr.o.m.\n      2021-01-01\n      2022-06-01\n    \n    \n      \n      53,37\n      54,65\n    \n  \n\n\n\n\nFör arbetare i vars skiftschema ingår arbete på sön- och helgdagstid\nerhåller för övertidsarbete på skiftfridag utöver övertidstillägg\nob-tillägg enligt § 4 Mom 1b.",{"bindId":198,"name":179,"text":180},"SUNDAY_trigger",{"bindId":200,"name":201,"text":202},"SENIOR_trigger","§ 10 Permitteringslön Rörande permitteri","§ 10 Permitteringslön\n\n\n\nRörande permitteringslön gäller överenskommelsen mellan parterna av den\n11\u002F12 1984 träffad på grundval av överenskommelsen mellan SAF-LO den 12\u002F4\nsamma år.\n\nSe Bilaga 3.",{"bindId":204,"name":205,"text":206},"longserviceallowancetype","Bilaga 3 Överenskommelse om permittering","Bilaga 3 Överenskommelse om permitteringslön",{"bindId":208,"name":209,"text":210},"strikes_trigger","Uppstår av annan anledning meningsskilja","Uppstår av annan anledning meningsskiljaktigheter mellan parterna, får\ndessa icke omedelbart föranleda något som helst störande ingrepp i arbetets\ngång vare sig genom strejk, blockad, bojkott, lockout eller dylikt, utan ska\ndärom förhandlas först mellan parterna själva och därefter, såvida\nenighet ej uppnåtts, mellan parternas organisationer.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Industriavtalet Sinf Svensk Industriförening IF Metall - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2021-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-05-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Stål- och metallframställning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Industrifacket Metall\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -9 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Betald ledighet per år för vård av anhörig: → Insufficient data dagar\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 4 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Särskild hänvisning till kön för lika lön: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Ja\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → 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            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-hourspyear\">\n                Arbetstimmar per år: → 2012.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Annandag påsk, Första maj, Juldagen, Nyårsdagen (1:a januari)\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fasta dagar för betald årlig semester: → 1.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → 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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Löneökning: → SEK 566.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Löneökning startar: → 2022-06\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Tillägg för kvälls- eller nattarbete: → SEK  per månad\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Tillägg för endast nattarbete: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Ersättning för jourarbete\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-standbyallowanceamount1\">\n                    Ersättning för jourarbete: → SEK 190.0\n               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