[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fkollektivavtal-allmanna-villkor-loner-2022-01-31":3,"menu:\u002Fsv-se:":128,"sites:htmlblocks":293,"subsites":1492,"cite-subsites":5057,"footer:root":5534,"suggested:root":5632,"cite-footer:root":5636},{"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":108,"content_type_view":109,"extra_breadcrumbs":110,"body":112,"body_blocks":123,"related_pages":127},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":106,"translations":107},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"kollektivavtal-allmanna-villkor-loner-2022-01-31","3bc072e2-685a-11ef-821a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fkollektivavtal-allmanna-villkor-loner-2022-01-31\u002Fkollektivavtal-allmanna-villkor-loner-2022-01-31\u002F","KOLLEKTIVAVTAL ALLMÄNNA VILLKOR, LÖNER  2022-01-31","KOLLEKTIVAVTAL ALLMÄNNA VILLKOR, LÖNER 2022-01-31 - 2022","Sweden - KOLLEKTIVAVTAL ALLMÄNNA VILLKOR, LÖNER 2022-01-31 - 2022","KOLLEKTIVAVTAL ALLMÄNNA VILLKOR, LÖNER 2022-01-31 - 2022 - Sjukvård, omsorg, socialt arbete",{"name":39,"data":40},"ka-6540-2201-vard-behandling-omsorg-samt-aldreomsorg-nytt-pbb-1.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>ka-6540-2201-vard-behandling-omsorg-samt-aldreomsorg-nytt-pbb-1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>KOLLEKTIVAVTAL ALLMÄNNA VILLKOR, LÖNER\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Ch1>Bransch Vård och behandlingsverksamhet samt omsorgsverksamhet (E) och\nbransch Äldreomsorg (F)\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Ch1>2022\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Giltighetstid: 2022-01-31 - tillsvidare\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Omfattning\u003C\u002Fh3>\n\n\u003Cp>Detta avtal omfattar endast läkare som i någon omfattning utför\narbetsuppgifter typiska för läkare i företag som bedriver verksamhet inom\nkollektivavtalets område.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Undantagna från avtalet\u003C\u002Fh3>\n\n\u003Ch4>Mom2:1 Företagsledare\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagsledare eller därmed jämförlig ställning (som är undantagna\nLAS). \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Utlandstjänstgöring\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras antingen genom överenskommelse mellan arbetsgivare och läkare eller\ngenom särskilt utlandsreglemente eller liknande.\u003C\u002Fp>\n\n\u003Cp>Avtal om social trygghet för tjänstemän vid utlandstjänstgöring gäller\nför läkare som omfattas av det.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lokala parter\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna kan i kollektivavtal komma överens om andra villkor än\nvad kollektivavtalet anger under förutsättning att avtalets minimistandard\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Lojalitet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhållandet mellan arbetsgivare och läkare grundar sig på ömsesidig\nlojalitet och ömsesidigt förtroende. Läkaren ska iaktta diskretion rörande\narbetsgivarens angelägenheter, såsom driftsförhållanden,\naffärsangelägenheter och dylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I anställningsbevis bör i förekommande fall erinras om den speciella\ntystnadsplikt som kan gälla beroende på verksamhetens art.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Konkurrerande verksamhet och bisyssla\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En läkare får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verksamhet som konkurrerar med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Läkaren får inte heller åtaga sig uppdrag eller bedriva verksamhet, som\nkan inverka menligt på arbetet i tjänsten.\u003C\u002Fp>\n\n\u003Cp>Om en läkare avser att åtaga sig uppdrag eller bisyssla av mera omfattande\nslag, ska läkaren därför först samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förtroendeuppdrag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En läkare har rätt att motta statligt, kommunalt och fackligt\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Anställning m m\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Visstidsanställning sker enligt detta kollektivavtal, vilket helt ersätter\nreglerna om visstidsanställning i LAS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Anställningsform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tills vidare, om inte avtal träffas om\u003C\u002Fp>\n\n\u003Cp>-anställning på prov,\u003C\u002Fp>\n\n\u003Cp>-allmän visstidsanställning,\u003C\u002Fp>\n\n\u003Cp>-vikariatsanställning,\u003C\u002Fp>\n\n\u003Cp>-anställning för säsongsarbete eller\u003C\u002Fp>\n\n\u003Cp>-tidsbegränsad anställning när läkaren har fyllt 67 år.\u003C\u002Fp>\n\n\u003Cp>Om läkare under en femårsperiod har varit anställd hos arbetsgivaren\nantingen i allmän visstidsanställning eller i vikariatsanställning i\nsammanlagt mer än två år övergår anställningen i en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Visstidsanställning längre än två år\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning får träffas för viss tid för längre tid än två år efter\növerenskommelse med lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Avstående tillsvidareanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkare får på eget initiativ efter skriftlig överenskommelse med\narbetsgivaren avstå konvertering från visstidsanställning till\ntillsvidareanställning. Sådan överenskommelse gäller i sex månader.\nLäkare kan på nytt avstå tillsvidareanställning enligt denna regel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tjänstbarhetsintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Inför anställning ska läkare, om arbetsgivaren så begär, lämna\nfriskintyg från läkare som arbetsgivaren anvisat. Intyget betalas av\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Anställningsbevis\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid nyanställning ska arbetsgivaren till läkaren överlämna ett\nanställningsbevis enligt reglerna i LAS § 6 c. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Anställningens upphörande\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Uppsägning från läkarens sida\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tillsvidareanställd läkare gäller nedanstående uppsägningstider,\nsåvida inte längre uppsägningstid avtalats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Anställningstid vid företaget\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Uppsägningstid\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>mindre än 1 år\u003C\u002Ftd>\n      \u003Ctd>1 månad\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>fr o m 1 år\u003C\u002Ftd>\n      \u003Ctd>3 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Uppsägning från arbetsgivarens sida\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning från arbetsgivarens sida har läkare rätt till en\nuppsägningstid enligt nedan.\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Anställningstid vid företaget\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Uppsägningstid\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>mindre än 1 år\u003C\u002Ftd>\n      \u003Ctd>1 månad\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>fr o m 1 år till 6 år\u003C\u002Ftd>\n      \u003Ctd>3 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>fr o m 6 år till 8 år\u003C\u002Ftd>\n      \u003Ctd>4 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>fr o m 8 år till 10 år\u003C\u002Ftd>\n      \u003Ctd>5 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>fr o m 10 år\u003C\u002Ftd>\n      \u003Ctd>6 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägning ska ske skriftligen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om beräkning av anställningstidens längd enligt ovan stadgas i 3 § lagen\nom anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förlängd uppsägningstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har läkare som sagts upp på grund av arbetsbrist, vid uppsägningsdagen\nuppnått 55 års ålder och då har 10 års sammanhängande anställningstid\nska den gällande uppsägningstiden enligt detta avtal förlängas med sex\nmånader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Viss tid eller visst arbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om visstidsanställning ska upphöra före den tid som avsetts vid\nanställningstillfället upphör anställningen en månad efter det att någon\nav parterna lämnat skriftlig underrättelse, om inte längre tid avtalats. Om\narbetsgivaren vill att visstidsanställning ska upphöra efter sex månaders\nanställning krävs saklig grund enlig 7 § LAS.\u003C\u002Fp>\n\n\u003Cp>Läkare eller arbetstagarorganisation kan begära att arbetsgivaren\nmotiverar grunden för att anställningen avbryts. \u003C\u002Fp>\n\n\u003Cp>Om visstidsanställning inte kommer att förlängas har läkaren rätt till\nskriftlig underrättelse en månad innan anställningen upphör under\nförutsättning att läkaren har varit anställd hos arbetsgivaren mer än tolv\nmånader under de senaste tre åren.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Varsel till arbetstagarorganisation krävs ej om anställningen inte\npågått längre än sex månader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Provanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning på prov upphör en månad efter det att någon av parterna\nlämnat skriftlig underrättelse\u002Fbesked. Har sådan underrättelse\u002Fbesked inte\nlämnats inom sex månader efter tillträdande av anställningen gäller den\nfortsatta anställningen såsom tillsvidareanställning om inte avtal träffas\nom allmän visstidsanställning, vikariat eller säsongsanställning.\u003C\u002Fp>\n\n\u003Cp>Läkare eller arbetstagarorganisation kan begära att arbetsgivaren\nmotiverar grunden för att anställningen avbryts.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Varsel till arbetstagarorganisation krävs ej om anställningen inte\npågått längre än sex månader.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro överstigande sex dagar kan arbetsgivaren och läkaren komma\növerens om en förlängning av provanställningsperioden motsvarande\nfrånvaroperioden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Syftet med en förlängning av provanställningen vid frånvaro ska vara att\nparterna får möjlighet att bedöma om anställningen ska fortlöpa efter att\nprövoperioden löpt ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Lämnad anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en läkare lämnar sin anställning utan att iaktta uppsägningstiden\neller del av den, har arbetsgivaren rätt till skadestånd för den ekonomiska\nskada och olägenhet som därigenom vållats med ett belopp som motsvarar den\nlön som skulle ha tjänats in under återstående delen av uppsägningstiden,\ndock högst 14 dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Skadestånd utöver denna bestämmelse följer av 38 § LAS och ska hanteras\nenligt förhandlingsordningen i kollektivavtalets § 16.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Tjänstgöringsbetyg och tjänstgöringsintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När anställning upphör har en läkare med minst sex månaders\nanställning rätt till tjänstgöringsbetyg senast en vecka efter gjord\nframställan. Betyget ska innehålla information om anställningstid,\narbetsuppgifter hos arbetsgivaren samt, om så begärs, vitsord beträffande\narbetets utförande. Vid kortare anställningstid lämnar arbetsgivaren\ntjänstgöringsintyg.\u003C\u002Fp>\n\n\u003Cp>Såväl betyg som intyg bör innehålla uppgift om hur många semesterdagar\nsom läkaren tagit ut under innevarande semesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Turordning vid driftsinskränkning och återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\nföretagets krav och behov i bemanningshänseende. Om dessa behov inte kan\ntillgodoses med tillämpning av lag ska fastställandet av turordning ske med\navsteg från lagens bestämmelser.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska göra ett urval av de medarbetare som ska sägas upp\nså att företagets behov av kompetens särskilt beaktas liksom företagets\nmöjligheter att bedriva konkurrenskraftig verksamhet och därmed bereda\nfortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskommelse om fastställande av turordning vid uppsägning med\ntillämpning av 22 § lagen om anställningsskydd och de avsteg från lagen som\nerfordras.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ lagen om anställningsskydd överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska på begäran föra förhandlingar som sägs i\nföregående stycken liksom att skriftligen bekräfta träffade\növerenskommelser. Enas inte de lokala parterna, äger förbundsparterna, om\nendera part begär det, träffa överenskommelse i enlighet med ovan angivna\nriktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågorna som\nberörs ovan tillhandahåller den lokala respektive den centrala avtalsparten\nrelevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av arbetsbrist respektive återanställning prövas enligt lag med\niakttagande av förhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>2. Arbetsgivare som har läkare anställda under utbildning t ex\nallmäntjänstgöring (AT) och specialisttjänstgöring (ST) bör följa\nparternas upprättade rekommendation över hur en övertalighet i verksamheten\nhanteras (bilaga 2).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>§ 5 Arbetstid\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Arbetstidslagen gäller med nedan angivna tillägg och undantag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom 1 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid utgör vid heltidsanställning - om inte annat följer\nav nedanstående - i genomsnitt 40 timmar per helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om inte arbetsgivare och lokal arbetstagarorganisation träffat avtal om\nannat har läkare, med ordinarie arbetstid förlagd måndag till och med\nfredag, rätt till en dags ledighet under de år som nationaldagen den 6 juni\ninfaller på en lördag eller söndag, under förutsättning att läkaren\narbetar i anslutning till den 6 juni och anställningen består denna dag.\nUtläggning av ledigheten sker någon gång under det aktuella kalenderåret\nefter överenskommelse mellan arbetsgivaren och läkaren.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förläggning av ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkares ordinarie arbetstid förläggs normalt till helgfri måndag-fredag\nkl 07.00-21.00.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och läkare eller lokal arbetstagarorganisation uppmanas\nträffa företagsanpassad överenskommelse om annan förläggning, varvid även\nersättning för arbete på obekväm tid ska regleras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Längre arbetstid - del av år\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efter enskild eller lokal överenskommelse kan, där så erfordras,\nordinarie arbetstid under viss del av året överstiga 40 timmar.\u003C\u002Fp>\n\n\u003Cp>Den genomsnittliga arbetstiden per kalenderår får därvid ej överstiga\nden i mom 1 angivna genomsnittliga arbetstiden per helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Begränsningsperiod ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsschema kan omfatta schemaperiod om högst 16 veckor. För längre\nbegränsningsperiod fordras lokalt kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Arbetstidsschema\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsschema upprättas efter samråd mellan arbetsgivare och läkare\nmed angivande av arbetstidens början och slut samt rasters förläggning.\u003C\u002Fp>\n\n\u003Cp>Nytt arbetstidsschema bör anslås senast två veckor innan det träder i\nkraft om inte annat överenskommes med läkaren eller\narbetstagarorganisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Avvikelser från arbetstidslagens viloregler\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch4>Mom 6:1 Dygnsvila ordinarie arbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sammanhängande dygnsvila kan uppgå till minst nio timmar vid\nförläggningen av ordinarie arbetstid under förutsättning att dygnsvilan\ninte understiger ett genomsnitt av elva timmar under varje period av 24 timmar\nunder begränsningsperioden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:2 Dygnsvila vid tillfällig avvikelse\u003C\u002Fh4>\n\n\u003Cp>Dygnsvila kan vid tillfällig avvikelse understiga den planerade dygnsvilan\nunder förutsättning att den inte understiger ett genomsnitt av elva timmar\nunder varje period av 24 timmar för en på förhand bestämd\nsjudygnsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Läkare ska beredas ledighet så att den sammanhängande dygnsvilan uppgår\ntill minst åtta timmar.\u003C\u002Fp>\n\n\u003Cp>Parterna är medvetna om att detta i undantagsfall inte är möjligt att\nuppfylla.\u003C\u002Fp>\n\n\u003Cp>Läkare kan anmäla intresse av att undantas från första stycket.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:3 Veckovila vid tillfällig avvikelse\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sammanhängande veckovila kan vid tillfällig avvikelse uppgå till minst 24\ntimmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:4 Lokala överenskommelser\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och läkare eller lokal arbetstagarorganisation får träffa\navtal om avvikelser från ovan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Avvikelser från arbetstidslagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Oavsett vad som sägs i 7 § arbetstidslagen ska med arbetad tid ej\nlikställas ledighet som avser kompensation för arbetad tid och bundenhet\nunder jour eller beredskap.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och läkare eller lokal arbetstagarorganisation får träffa\nkollektivavtal om avvikelser från arbetstidslagen i följande avseenden:\u003C\u002Fp>\n\n\u003Cp>-§ 5 andra stycket om längre begränsningsperiod än fyra veckor (om\nkollektivavtalade 16 veckor se avtalets § 5 mom 4),\u003C\u002Fp>\n\n\u003Cp>-§6 om jourtid,\u003C\u002Fp>\n\n\u003Cp>-§ 7 andra stycket och § 10 första stycket om att likställa\nkompensationsledighet med arbetad tid,\u003C\u002Fp>\n\n\u003Cp>-§ 8 och § 8 a om annat uttag av övertid och annan begränsnings- period\nför övertid,\u003C\u002Fp>\n\n\u003Cp>-§ 10 och § 10 a om mertid,\u003C\u002Fp>\n\n\u003Cp>-§ 10 b om längre begränsningsperioder än fyra månader, dock högst ett\når,\u003C\u002Fp>\n\n\u003Cp>-§ 13 om dygns- och nattvila (om kollektivavtalad dygnsvila se § 5 mom\n6:1),\u003C\u002Fp>\n\n\u003Cp>-§14 om veckovila,\u003C\u002Fp>\n\n\u003Cp>-§15 tredje stycket omförläggning avraster,\u003C\u002Fp>\n\n\u003Cp>-§16 om utbyte av rastmot måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-OVERTIME_trigger\">\u003Ch2>§ 6 Övertid och mertid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Övertidsarbete\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren anser att förhållandena kräver att arbete utförs\näven under annan tid än ordinarie arbetstid, ska läkaren utföra sådant\narbete mot fastställd ersättning. Meddelande om sådant arbete ska om\nmöjligt lämnas senast fyra timmar före den ordinarie arbetstidens slut.\nFramför läkare vägande skäl för befrielse från sådant arbete ska\nvederbörlig hänsyn tas till detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensation för övertidsarbete erhålls inte i de fall överenskommelse\nmellan arbetsgivaren och läkaren har träffats om undantag från\nbestämmelsen.\u003C\u002Fp>\n\n\u003Cp>Vikarie enligt s k löpande semesterlista eller i andra liknande situationer\nhar inte rätt till övertidsersättning vid övergång mellan \"vikariaten\".\u003C\u002Fp>\n\n\u003Cp>Förlängd arbetstid som ej är beordrad exempelvis på grund av vikariat,\nförskjuten arbetstid eller byte av arbetspass utgör inte övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag från arbetstidslagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkare som är undantagen särskild kompensation för övertid är\nundantagen arbetstidslagens arbetstidsbestämmelser i tillämpliga delar om\u003C\u002Fp>\n\n\u003Cp>-läkaren på grund av tjänsteställning har rätt att självständigt\nbeordra andra till övertidsarbete eller\u003C\u002Fp>\n\n\u003Cp>-läkaren självständigt avgör arbete på övertid eller\u003C\u002Fp>\n\n\u003Cp>-läkarens arbetstid är okontrollerbar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Förutsättningar för särskild övertidskompensation \u003C\u002Fh3>\n\n\u003Ch4>Mom 4:1 Rätt till övertidsersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som läkare utfört utöver den för heltidsanställning gällande\nordinarie arbetstidens längd enligt § 5 mom 1 om\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>-där beordrande på förhand inte kunnat ske, övertidsarbetet har\ngodkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete - se mom 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Beräkning av övertid\u003C\u002Fh4>\n\n\u003Cp>Vid beräkning av längden av utfört övertidsarbete medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden viss dag, ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras antingen med kontant ersättning eller, efter\növerenskommelse mellan arbetsgivaren och läkaren, i form av\nkompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:1 Kontant ersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kontant ersättning per arbetad timme inklusive semesterlön utges enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>a)För övertidsarbete under de två första timmarna utöver för en\nheltidsanställning gällande ordinarie dagliga arbetstidens längd\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)För övertidsarbete därutöver och för övertidsarbete på arbetsfri\ndag,\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2 Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertidsarbete, som avses under mom 5:1,\nerhålls\u003C\u002Fp>\n\n\u003Cp>a)med 1 1\u002F2 timme och för övertidsarbete som anges under mom 5:1 a\u003C\u002Fp>\n\n\u003Cp>b)med två timmar för varje övertidstimme som anges under mom 5:1 b.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Kompensation för mertid vid deltidsanställning\u003C\u002Fh3>\n\n\u003Ch4>Mom 6:1 Mertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om deltidsanställd har utfört beordrat arbete utöver dennes gällande\nordinarie dagliga arbetstid, eller arbetat på en arbetsfri vardag, erhålls\nkompensation per överskjutande timme med;\u003C\u002Fp>\n\n\u003Cp>•kontant ersättning,\u003C\u002Fp>\n\n\u003Cp>•eller efter överenskommelse som kompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:2 Kontant ersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kontant ersättning per överskjutande timme inklusive\nsemesterlön\u002Fersättning utges med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen\u003C\u002Fp>\n\n\u003Cp>3.5 x deltidsarbetstiden per vecka\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslönen avses här läkarens aktuella fasta deltidslön per\nmånad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:3 Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efter överenskommelse mellan läkaren och arbetsgivaren kan mertid\nersättas med kompensationsledighet och erhålls då med en timme per arbetad\nmertidstimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:4 Beräkning av mertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av överskjutande arbetstid medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om arbetet har utförts såväl före som efter den för\ndeltidsanställningen gällande arbetstiden, viss dag, ska de båda\ntidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:5 Övertidsersättning vid deltidsanställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Deltidsanställd erhåller övertidsersättning för arbetstid som\növerstiger arbetstidsmåttet per dag respektive vecka för\nheltidsanställd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätt till restidsersättning\u003C\u002Fh3>\n\n\u003Ch4>Mom 1:1 Huvudregel\u003C\u002Fh4>\n\n\u003Cp>-Läkare som har rätt till särskild kompensation för övertidsarbete har\nrätt till restidsersättning enligt mom 2 och 3 nedan.\u003C\u002Fp>\n\n\u003Cp>-Läkare som inte har rätt till särskild kompensation för övertidsarbete\nhar rätt till restidsersättning enligt mom 2 och 3 nedan om inte\narbetsgivaren och läkaren enats om annat.\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Undantag\u003C\u002Fh4>\n\n\u003Cp>-Arbetsgivare och läkare kan komma överens om att kompensation för restid\nska erhållas i annan form, t ex att förekomsten av restid ska beaktas vid\nfastställandet av lönen.\u003C\u002Fp>\n\n\u003Cp>-Läkare som har en befattning som normalt medför tjänsteresor har rätt\ntill restidsersättning endast om arbetsgivaren och läkaren överenskommit om\nsådan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med restid som medför rätt till ersättning avses den tid under en\nbeordrad tjänsteresa som åtgår för själva resan till och från\nbestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som faller inom klockslagen för den ordinarie dagliga arbetstid som\ngäller för läkaren räknas som arbetstid. Vid beräkning av restid medtas\ndärför endast tjänsteresor utanför läkarens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast fulla halvtimmar medtas.\u003C\u002Fp>\n\n\u003Cp>Om restid föreligger såväl före som efter den ordinarie arbetstiden viss\ndag ska de båda tidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\ndel av denna, ska tiden kl 22.00-08.00 inte medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då läkaren under tjänsteresa\nsjälv kör bil eller annat fordon, oavsett om detta tillhör arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad i enlighet med de bestämmelser som\ngäller för traktamentsberäkning eller motsvarande vid respektive\nföretag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning erhålls per timme med;\u003C\u002Fp>\n\n\u003Cp>månadslön inklusive semesterlön \u003C\u002Fp>\n\n\u003Cp>240\u003C\u002Fp>\n\n\u003Cp>Restidsersättning enligt divisorn 240 utges för högst sex timmar per\nkalenderdygn.\u003C\u002Fp>\n\n\u003Cp>Om resan har företagits under tiden från kl 18.00 fredag fram till kl\n06.00 måndag eller från kl 18.00 dag före arbetsfri helgdagsafton eller\nhelgdag fram till kl 06.00 dag efter helgdag, är restidsersättningen per\ntimme;\u003C\u002Fp>\n\n\u003Cp>månadslön inklusive semesterlön \u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorerna ska lönen för en deltidsanställd\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Beredskap och jour\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Beredskap och beredskapsersättning\u003C\u002Fh3>\n\n\u003Ch4>Mom 1:1 Definition beredskap\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskap avses att läkaren utöver fastställd ordinarie arbetstid\nstår till arbetsgivarens förfogande utanför arbetsstället för att vid\nbehov vara anträffbar och utföra arbete. När arbetet så kräver är\nläkaren skyldig att infinna sig på arbetsplatsen inom gällande tid för\ninställelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Beredskapsersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning för beredskap utges med 73 kronor per timme fr o m 2022-01-01\nför beredskap under vardagar, för sön- och helgdagar med 146 kronor per\ntimme om inte annat överenskommes. Beloppen inkluderar semesterersättning.\u003C\u002Fp>\n\n\u003Cp>Ersättning för beredskap utges inte för tid då arbete utförts.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beträffande definition av sön- och helgdagar se mom 2:2 andra stycket\npunkten 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Jour och jourersättning \u003C\u002Fh3>\n\n\u003Ch4>Mom 2:1 Definition jour\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med jour avses att läkaren utöver fastställd ordinarie arbetstid står\ntill arbetsgivarens förfogande på arbetsstället för att vid behov utföra\narbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Jourersättning\u003C\u002Fh4>\n\n\u003Cp>För jour erhålls kompensationsledighet (under ordinarie arbetstid) per\ntimme enligt nedan\u003C\u002Fp>\n\n\u003Cp>1)kl 07.00 vardag före sön- och helgdag till kl 07.00 vardag efter sön-\noch helgdag: 0,5 timme.\u003C\u002Fp>\n\n\u003Cp>2)Annan tid: 0,25 timme.\u003C\u002Fp>\n\n\u003Cp>För jour utgår utöver vad som ovan sagts kontant ersättning för varje\nintjänad ledighetstimme med 1\u002F440 av månadslönen. Ersättningen inkluderar\nsemesterersättning.\u003C\u002Fp>\n\n\u003Cp>Jourersättning i form av kompensationsledighet och kontant ersättning\nenligt ovan utges inte för tid då arbete under jour utförts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Mom 3 Ersättning för arbetad tid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetad tid under beredskap och jour erhålls kompensationsledighet\n(under ordinarie arbetstid) per timme enligt nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Arbete som fullgjorts\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Andel av den arbetade tiden\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>a) kl 00.00-24.00 på sön- och helgdag; kl 13.00-24.00 dag före\n        sön- och helgdag samt vardag; kl 00.00-07.00\u003C\u002Ftd>\n      \u003Ctd>2,0 timme\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>b) kl 07.00-13.00 på dag före sönoch helgdag samt på vardag kl\n        21.00-24.00\u003C\u002Ftd>\n      \u003Ctd>1,5 timme\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>c) Annan tid\u003C\u002Ftd>\n      \u003Ctd>1,0 timme\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet utges för sammanlagd faktisk arbetad tid, dock minst\nen timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Kontant ersättning i stället för kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkare som inte har kunnat beredas kompensationsledighet, ska i stället\nerhålla kontant ersättning för varje intjänad ledighetstimme.\u003C\u002Fp>\n\n\u003Cp>Per ledighetstimme intjänad för arbetad tid respektive bundenhet under\njour och arbetad tid under beredskap utgår 1\u002F137 av månadslönen.\nErsättningen inkluderar semesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Enskilda eller lokala överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och enskild läkare eller lokal arbetstagarorganisation kan\növerenskomma om annan kompensation än vad som framgår av 8 § mom 1, 2, 3\noch 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Permission, tjänstledighet m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Permission\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission är ledighet utan löneavdrag och beviljas av arbetsgivaren i\nregel endast för del av arbetsdag. Om synnerliga skäl föreligger exempelvis\nvid nära anhörigs bortgång eller vid hastigt påkommande allvarligare\nsjukdomsfall inom läkarens familj kan permission beviljas för en eller flera\ndagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ledighet utan lön, hel dag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet (= ledighet minst en dag utan lön) kan beviljas, om\narbetsgivaren finner att så kan ske utan olägenhet för verksamheten. När\narbetsgivaren beviljar tjänstledighet ska det för läkaren anges vilken\ntidsperiod tjänstledigheten omfattar. Tjänstledighet får ej förläggas så\natt den inleds och\u002Feller avslutas på sön- och\u002Feller helgdag, som är\narbetsfri för läkaren.\u003C\u002Fp>\n\n\u003Cp>När en läkare är tjänstledig\u003C\u002Fp>\n\n\u003Cp>-under en period om högst 5 (6)*) arbetsdagar ska för varje arbetsdag som\när tjänstledig avdrag göras med 1\u002F21 (1\u002F25)*) av månadslönen\u003C\u002Fp>\n\n\u003Cp>-under en period längre än 5 (6)*) arbetsdagar ska för varje tjänstledig\nhetsdag (även för läkares arbetsfria vardag samt sön- och helgdagar) avdrag\ngöras med dagslönen.\u003C\u002Fp>\n\n\u003Cp>*) Tal inom parentes används vid sexdagarsvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dagslön = den fasta kontanta månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>Vid intermittent deltidsarbete görs löneavdrag för varje timme på vilken\narbete annars skulle ha utförts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Ledighet utan lön, del av dag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ledighet utan lön kan beviljas för del av dag där skälet för ledigheten\ninte ansetts vara sådant att arbetsgivaren betalar den lediga tiden.\u003C\u002Fp>\n\n\u003Cp>Vid sådan ledighet görs avdrag för varje hel halvtimme. Avdraget per\ntimme beräknas enligt formeln\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>_______________________\u003C\u002Fp>\n\n\u003Cp>veckoarbetstiden x 4,3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en läkare börjar eller slutar sin anställning under löpande\nkalendermånad beräknas lönen på följande sätt:\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag som anställningen omfattar utges en dagslön. \u003C\u002Fp>\n\n\u003Cp>Dagslön = den fasta kontanta månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella fasta kontanta månadslönen och eventuella fasta\nlönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>Timlön = månadslön för heltidsanställda med 40 h\u002Fvecka\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****************************\u003C\u002Fspan>169\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>§ 11 Sjuklön m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1Rätt till sjuklön\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i § 11 mom\n5.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sjuklön från arbetsgivaren fr o m 15:e kalenderdagen i sjukperioden utges\nenligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Ny sjukperiod som börjar inom 5 kalenderdagar från det en tidigare\nsjukperiod upphörde ska betraktas som fortsättning på den tidigare\nsjukperioden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Sjukanmälan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När en läkare blir sjuk och därför ej kan tjänstgöra ska arbetsgivaren\nsnarast underrättas om detta. Vidare ska läkaren snarast meddela\narbetsgivaren om beräknad återgång i arbete.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om läkaren blir arbetsoförmögen på grund av olycksfall\neller arbetsskada eller måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till ersättning enligt lagen om\nersättning åt smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte utges för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (§8 1:a st SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Ch4>Mom 3:1 Försäkran\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkaren ska lämna arbetsgivaren en skriftlig försäkran om att denne\nvarit sjuk, uppgifter om i vilken omfattning arbetsoförmågan varit nedsatt\npå grund av sjukdomen och under vilka dagar läkaren skulle ha arbetat (9 §\nSjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 Läkarintyg\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr o m den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om läkaren styrker nedsättningen av\narbetsförmågan och sjukperiodens längd med läkarintyg (8 § 2:a st\nSjLL).\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär ska läkaren styrka nedsättningen av\narbetsförmågan med läkarintyg tidigare dag. Arbetsgivaren har rätt att\nanvisa läkare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den sjuklön som arbetsgivaren ska utge till läkaren beräknas genom att\navdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Sjukdom t o m 14 kalenderdagen per sjukdomsperiod\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje timme en läkare är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande: \u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro upp till 20 % av genomsnittlig veckoarbetstid\n        (karens) i sjukperioden\u003C\u002Ftd>\n      \u003Ctd>månadslönen x 12,2\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro överstigande 20 % av genomsnittlig veckoarbetstid\n        till och med dag 14 i sjukperioden\u003C\u002Ftd>\n      \u003Ctd>20 % x månadslönen x 12,2\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med läkares genomsnittliga veckoarbetstid avses veckoarbetstiden i timmar\nför en normalvecka enligt gällande arbetstidsmått (enligt 5§ mom 1).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För läkare som är berättigad till sjuklön (enligt 3 § Sjuklönelagen)\noch arbetar varierande utan schema eller fast arbetstidsmått beräknas den\ngenomsnittliga veckoarbetstiden över en representativ period så att\ngenomsnittet på ett rättvisande sätt speglar läkarens\narbetstidsförhållande.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sjukperiod som börjar inom fem kalenderdagar från det att en tidigare\nsjukperiod upphört ska betraktas som en fortsättning på tidigare sjukperiod\ni enlighet med återinsjuknanderegeln i Sjuklönelagen. Det innebär att\nfortsatt karensavdrag kan behöva göras upp till 20 procent av genomsnittlig\nveckoarbetstid i den fortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5:1 Sjuklön utan beaktande av karens\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För en läkare som enligt Försäkringskassans beslut är berättigad till\nsjuklön utan beaktande av karens, görs sjukavdrag enligt vad som gäller för\nsjukfrånvaro överstigande 20 procent av genomsnittlig veckoarbetstid till och\nmed dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2 När tio karensavdrag gjorts\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Antalet karensavdrag får enligt Sjuklönelagen inte överstiga tio\ntillfällen under en tolvmånadersperiod. Om det vid en ny sjukperiod visar sig\natt läkaren fått tio tillfällen med karensavdrag inom tolv månader bakåt\nfrån den nya sjuklöneperiodens början, ska avdraget för de första 20\nprocenten av sjukfrånvaron beräknas enligt vad som gäller för sjukfrånvaro\növerstigande 20 procent av genomsnittlig veckoarbetstid till och med dag 14 i\nsjukperioden. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt mom 5 med sammanlagt högst 20 procent av\ngenomsnittlig veckoarbetstid inom samma sjukperiod betraktas som ett tillfälle\näven om avdragen sker på olika dagar. Sjukperiod som börjar inom fem\nkalenderdagar från att en tidigare sjukperiod upphört ska betraktas som en\nfortsättning på tidigare sjukperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:3 Definition av månadslön och veckoarbetstid\u003C\u002Fh4>\n\n\u003Cp>Månadslön - den aktuella månadslönen; se dock protokollsanteckningen\nunder mom 6. (För läkare avlönad med veckolön ska månadslönen beräknas\nsom 4.3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad (t\nex fasta skift- eller övertidstillägg),\u003C\u002Fp>\n\n\u003Cp>-den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För läkare som till\nväsentlig del är avlönad med nämnda lönedelar bör överenskommelse\nträffas om det lönebelopp från vilket sjukavdrag ska göras.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde läkaren. Om läkaren har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Beräkning av veckoarbetstiden görs med högst 2 decimaler, varvid 0-4\navrundas nedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Sjukdom fr o m 15:e kalenderdagen för läkare som omfattas av\nITP-planen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande varvid med månadslön utöver vad\nsom anges i mom 5:3 även avses förmåner i form av kost eller bostad\nvärderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Cp>För läkare med månadslön om högst:\u003C\u002Fp>\n\n\u003Cp>10 x pbb \u003C\u002Fp>\n\n\u003Cp>___________\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>gäller följande sjukavdrag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>90 % x månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För läkare med månadslön över\u003C\u002Fp>\n\n\u003Cp>10 x pbb \u003C\u002Fp>\n\n\u003Cp>_____________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>gäller följande sjukavdrag per dag\u003C\u002Fp>\n\n\u003Cp>90 % x (10 x pbb) + 10 % x (månadslönen x 12 — 10 x pbb)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***********\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">******************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om ändring av lön eller veckoarbetstid sker gäller följande:\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska göra sjukavdrag med utgångspunkt från den gamla lönen\nrespektive arbetstiden under längst den månad läkaren fått besked om sin\nnya lön respektive ändrad arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den ovan angivna lönegränsen utgör 10 x gällande prisbasbelopp\u002F12 från\noch med den 1 januari 2022.\u003C\u002Fp>\n\n\u003Cp>pbb = prisbasbelopp\u003C\u002Fp>\n\n\u003Cp>Prisbasbeloppet fastställs varje år av Skatteverket \u003C\u002Fp>\n\n\u003Cp>(se Skatteverkets hemsida - www.skatteverket.se.)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Högsta sjukavdrag per dag\u003C\u002Fh3>\n\n\u003Cp>Sjukavdraget per dag får ej överstiga\u003C\u002Fp>\n\n\u003Cp>den fasta kontanta månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen - den aktuella månadslönen; se dock protokollsanteckningen i\nmom 6. (För läkare avlönad med veckolön ska månadslönen beräknas som mom\n4.3 x veckolönen).\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs vid tillämpningen av denna\nbegräns ningsregel\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg),\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med läkarens personliga arbetsinsats,\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Sjuklönetidens längd\u003C\u002Fh3>\n\n\u003Ch4>Huvudregel\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkaren enligt bestämmelserna i detta avtal har rätt till sjuklön fr\no m 15:e kalenderdagen i sjukperioden ska arbetsgivaren utge sådan\u003C\u002Fp>\n\n\u003Cp>-för grupp 1:\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>t o m 90:e\nkalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>-för grupp 2:\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>t o m 45:e\nkalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>Isjukperioden ingår dels samtliga dagar med sjukavdrag (även karensdagar),\ndels arbetsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Läkaren tillhör grupp 1\u003C\u002Fp>\n\n\u003Cp>-vid anställning hos arbetsgivaren under minst ett år i följd,\u003C\u002Fp>\n\n\u003Cp>-eller om läkaren övergått direkt från en anställning med rätt till\nsjuklön under minst 90 dagar.\u003C\u002Fp>\n\n\u003Cp>Läkaren tillhör grupp 2 i övriga fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om läkaren under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om läkaren därför under de senaste 12\nmånaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\u003C\u002Fp>\n\n\u003Cp>Med sjuklönedagar avses dels samtliga dagar med sjukavdrag, dels arbets\nfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas ej av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar utges till läkaren upphör rätten\ntill sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Ch4>Mom 9:1 Rehabiliteringsersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en läkare är frånvarande med rehabiliteringsersättning under annars\nsjuklöneberättigad tid enligt mom 8 görs löneavdrag som vid sjukdom fr o m\n15:e kalenderdagen enligt mom 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch4>Mom 9:2 Ersättning från annan försäkring\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkaren får ersättning från annan försäkring än ITP eller\ntrygghetsför säkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 9:3 Annan ersättning från staten\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkaren får annan ersättning från staten än från\nsocialförsäkringsbalken ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Ch4>Mom 10:1 Läkare som fyllt 60 år\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkaren vid anställningstillfället har fyllt 60 år kan arbetsgivaren\noch läkaren överenskomma att rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden inte föreligger. Om sådan överenskommelse har träffats ska\narbetsgivaren underrätta berörd läkarförening.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 10:2 Förtigande av sjukdom\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en läkare vid anställningens ingående har förtigit att denne lider av\nviss sjukdom, saknas rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 10:3 Uteblivet friskintyg\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningens ingående har begärt friskintyg av\nläkaren men denne på grund av sjukdom inte har kunnat lämna sådant, har\nläkaren inte rätt till sjuklön fr o m 15:e kalenderdagen i sjukperioden vid\narbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 10:4 Nedsatta sjukförmåner\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkarens sjukförmåner har nedsatts enligt avd C i socialförsäkrings-\nbalken ska arbetsgivaren reducera sjuklönen i motsvarande mån.\u003C\u002Fp>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Ch4>Mom 10:5 Skada vållad av tredje man\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkaren har skadats vid olycksfall som vållats av tredje man och\nersättning inte utges enligt trygghetsförsäkring vid arbetsskada (TFA), ska\narbetsgivaren utge sjuklön endast om - respektive i den utsträckningen -\nläkaren inte kan få skadestånd för förlorad arbetsförtjänst från den\nför skadan ansvarige.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 10:6 Skada vid förvärvsarbete hos annan\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkaren har skadats vid olycksfall under förvärvsarbete för annan\narbetsgivare eller i samband med egen rörelse, ska arbetsgivaren utge sjuklön\nfr o m 15:e kalenderdagen i sjukperioden endast om arbetsgivaren särskilt har\nåtagit sig detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 10:7 Övriga inskränkningar i rätten till sjuklön\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utge sjuklön fr o m 15:e kalenderdagen i\nsjukperioden\u003C\u002Fp>\n\n\u003Cp>-om läkaren har undantagits från sjukförsäkringsförmåner enligt\navdelning C i socialförsäkringsbalken, eller\u003C\u002Fp>\n\n\u003Cp>-om läkarens oförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>-om läkaren har skadats till följd av krigsåtgärder, om inte\növerenskommelse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1Beträffande inskränkning i rätten till sjuklön på grund av\nsjukpension\u003C\u002Fp>\n\n\u003Cp>-se mom 8 undantag 2.\u003C\u002Fp>\n\n\u003Cp>2 Beträffande inskränkning i rätten till sjuklön fr o m 15:e\nkalenderdagen i sjukperioden för läkare som uppnått pensionsåldern\u003C\u002Fp>\n\n\u003Cp>-se § 10 mom 10.1.\u003C\u002Fp>\n\n\u003Cp>3 Beträffande inskränkning i rätten till sjuklön på grund av vissa\nsamordningsregler - se § 11 mom 9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkare måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till smittbärarpenning görs\navdrag enligt följande t o m 14:e kalenderdagen.\u003C\u002Fp>\n\n\u003Cp>För varje timme en läkare är frånvarande görs avdrag per timme med;\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>Fr o m 15:e kalenderdagen görs för läkare som omfattas av ITP-planen\navdrag enligt mom 6. För läkare med månadslön över 10 pbb ska dock avdrag\ngöras med\u003C\u002Fp>\n\n\u003Cp>90 % x (10 x pbb) + 10 % x (månadslönen x 12) - (10 x pbb)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">******************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den ovan angivna lönegränsen utgör 10 x gällande prisbasbelopp\u002F12 från\noch med den 1 januari 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Beviljad sjukersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkare som beviljas sjukersättning ska informera arbetsgivaren om sådant\nbeslut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Föräldraledighetstillägg och avdrag vid föräldraledighet\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Enskilda eller lokala överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetsgivare och enskild läkare eller lokal arbetstagarorganisation\nsom inte kommer överens om annan lösning gäller följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Föräldraledighetstillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>En läkare som är tjänstledig i samband med barns födelse eller adoption\nhar rätt till föräldraledighetstillägg från arbetsgivaren om\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-läkaren varit anställd hos arbetsgivaren i minst ett år i följd samt\u003C\u002Fp>\n\n\u003Cp>-anställningen fortsätter under minst tre månader efter\ntjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Utbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget utbetalas med halva beloppet när\ntjänstledigheten börjar och resterande hälft när läkaren har fortsatt sin\nanställning i tre månader efter tjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Belopp\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget utgörs av ett belopp motsvarande;\u003C\u002Fp>\n\n\u003Cp>-två månadslöner minus avdrag under 60 kalenderdagar beräknat per\nkalenderdag enligt nedan, om läkaren varit anställd i ett men inte två år i\nföljd,\u003C\u002Fp>\n\n\u003Cp>-tre månadslöner minus avdrag under 90 kalenderdagar beräknat per\nkalenderdag enligt nedan om läkaren varit anställd i två år men inte tre\når i följd,\u003C\u002Fp>\n\n\u003Cp>-fyra månadslöner minus avdrag under 120 kalenderdagar beräknat per\nkalenderdag enligt nedan om läkaren varit anställd i tre år men inte fyra\når i följd,\u003C\u002Fp>\n\n\u003Cp>-sex månadslöner minus avdrag under 180 kalenderdagar beräknat per\nkalenderdag enligt nedan om läkaren varit anställd i fyra år i följd eller\nmer.\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägg utges enbart för en sammanhängande\nledighetsperiod. Om ledigheten skulle bli kortare än två, tre, fyra\nrespektive sex månader, utges inte föräldraledighetstillägg för längre\ntid än ledigheten omfattar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 Avdrag för beräkning av tillägget\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje föräldraledighetsdag (även arbetsfria vardagar samt söndag-\noch helgdagar) görs avdrag per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Avdraget beräknas olika beroende om läkarens månadslön över- eller\nunderstiger en viss lönegräns. Denna lönegräns beräknas som:\u003C\u002Fp>\n\n\u003Cp>10 x prisbasbeloppet (pbb)\u003C\u002Fp>\n\n\u003Cp>_______________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">********\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>För läkare med månadslön som uppgår till högst lönegränsen görs\navdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>90 % x månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>_____________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För läkare med månadslön över lönegränsen görs avdrag per dag\nmed:\u003C\u002Fp>\n\n\u003Cp>90 % x (10 x pbb) + 10 % x (månadslönen x 12) - (10 x pbb)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses, se § 11 mom 5:3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget utges inte om läkaren undantas från\nföräldrapenning enligt avd B i socialförsäkringsbalken. Om denna förmån\nhar nedsatts ska föräldraledighetstillägget reduceras i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget får inte delas upp i flera perioder och utges\naldrig för tjänsteledighet efter det att barnet är 18 månader gammalt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Tjänstledighetsavdrag vid tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkare är frånvarande med tillfällig föräldrapenning, görs\nlöneavdrag per frånvarotimme med\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>Om ledighetsperiod med tillfällig föräldrapenning omfattar en eller flera\nhela kalendermånader ska läkarens hela månadslön dras av för var och en av\nkalendermånaderna. Om de avräkningsperioder som företaget använder vid\nlöneutbetalningen inte sammanfaller med kalendermånaderna har arbetsgivaren\nrätt att vid tillämpning av denna bestämmelse byta begreppet\n\"kalendermånad\" mot \"avräkningsperiod\".\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön - se § 11 mom 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Tjänstledighetsavdrag vid annan föräldraledighet än ledighet med\ntillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs enligt § 9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>§ 13 Semester\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om inte annat individuellt överenskommes utgår semester enligt lag med\nnedan angivna tillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Sammanfallande injänande- och semesterår\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kalenderåret utgör semesterår som också är intjänandeår om inte annat\növerenskommes lokalt eller företaget enligt praxis följt semesterlagens\nbestämmelser om intjänandeår respektive semesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Anställning mindre än tre månader\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning som inte avser eller varar längre tid än tre månader\nberättigar inte till semesterledighet utan i stället till semesterersättning\nenligt lag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>Mom 3 Antal semesterdagar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Antalet semesterdagar överenskommes individuellt och utgör minst 25\nsemesterdagar per år. Har överenskommelse inte träffats om annat utgör\nantalet semesterdagar från och med det år läkaren fyller 40 år 31 dagar och\nfrån och med det år läkaren fyller 50 år 32 dagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semesterns längd kan också påverkas av överenskommelser enligt § 6\nÖvertidsarbete mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Semesterlön och semestertillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den aktuella månadslönen och semestertillägg\nsom för varje betald semesterdag utgör 0,6 % av läkarens vid\nsemestertillfället aktuella månadslön.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget utbetalas vid ordinarie löneutbetalningstillfälle under\neller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Mom 5 Semesterersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning utgör 5,2 (4,6 + 0,6) % av aktuell månadslön per\nouttagen betald semesterdag. Semesterersättning för sparad semesterdag\nberäknas som om den sparade dagen tagits ut det semesterår anställningen\nupphörde.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Obetald semesterdag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från läkarens aktuella\nmånadslön med 4,6 % av månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Ändrad sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om läkaren under intjänandeåret haft annan sysselsättningsgrad än vid\nsemestertillfället ska den vid semestertillfället aktuella månadslönen\nproportioneras i förhållande till andelen av full ordinarie arbetstid vid\narbetsplatsen 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>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 För mycket utbetald semesterlön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utgiven semesterlön betraktas som a contoutbetalning och får avräknas\nfrån såväl semesterersättning som lön.\u003C\u002Fp>\n\n\u003Cp>Detta innebär bl a att läkare som erhållit fler betalda semesterdagar än\nintjänade under året ska återbetala för mycket utbetald\nsemesterlön\u002Ftillägg. Motsvarande avräkning görs om sysselsättningsgraden\nändrats under semesteråret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Sparad semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkare som har rätt till fler än 20 betalda semesterdagar kan av de\növerskjutande semesterdagarna spara en eller flera till ett senare\nsemesterår. Detta får endast ske om läkaren inte samma år tar ut tidigare\nsparad semester.\u003C\u002Fp>\n\n\u003Cp>Antalet sparade semesterdagar får inte vid något tillfälle sammanlagt\növerstiga 25 dagar.\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt mom 4 och\nsemesterersättning för sparad semesterdag enligt mom 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Timbaserad semesterberäkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För läkare kan antalet semesterdagar som ska anses ingå i\nsemesterledigheten, beräknas som timbaserad semesterberäkning enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>A = Total semesterrätt i dagar \u003C\u002Fp>\n\n\u003Cp>B = Sysselsättningsgrad \u003C\u002Fp>\n\n\u003Cp>C = Heltidsarbetstidsmåttet \u003C\u002Fp>\n\n\u003Cp>D = En semesterdags värde i timmar = B*C\u002F5 \u003C\u002Fp>\n\n\u003Cp>E = Antalet utlagda semestertimmar \u003C\u002Fp>\n\n\u003Cp>F = Antalet utlagda semesterdagar = E\u002FD \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ange semesterrätt i dagar 25\u003C\u002Fp>\n\n\u003Cp>Ange sysselsättningsgrad 1\u003C\u002Fp>\n\n\u003Cp>Ange heltidsarbetstidsmått 40\u003C\u002Fp>\n\n\u003Cp>En semesterdags värde i timmar 8\u003C\u002Fp>\n\n\u003Cp>Totalt antal semestertimmar 200\u003C\u002Fp>\n\n\u003Cp>Ange utlagda semestertimmar 16\u003C\u002Fp>\n\n\u003Cp>Utlagda semesterdagar 2\u003C\u002Fp>\n\n\u003Cp>Återstående semester i timmar 184\u003C\u002Fp>\n\n\u003Cp>Återstående semesterdagar 23 \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ange semesterrätt i dagar 32\u003C\u002Fp>\n\n\u003Cp>Ange sysselsättningsgrad 0,5\u003C\u002Fp>\n\n\u003Cp>Ange heltidsarbetstidsmått 37\u003C\u002Fp>\n\n\u003Cp>En semesterdags värde i timmar 3,7\u003C\u002Fp>\n\n\u003Cp>Totalt antal semestertimmar 118,4\u003C\u002Fp>\n\n\u003Cp>Ange utlagda semestertimmar 16,5 (avrunda till 2 decimaler)\u003C\u002Fp>\n\n\u003Cp>Återstående semester i timmar 101,9\u003C\u002Fp>\n\n\u003Cp>Återstående semesterdagar 27,54\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Särskilda övergångsregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Läkare som senast 1996-04-01 kvalificerat sig för fler extra\nledighetsdagar, äger rätt att behålla dessa så länge läkaren kvarstår i\nsamma anställning. Läkaren som i den tidigare anställningen erhållit fler\nsådana dagar kan vid nyanställning förhandla om att behålla dessa. Efter\növerenskommelse mellan arbetsgivaren och läkaren kan det antal dagar som\növerstiger vad som följer av kollektivavtalets semester avlösas i fast\nkontant lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Avtalsförsäkringar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Nedan angivna kollektiva pensions- och försäkringslösningar gäller om\ninte kollektivavtalsparterna i det enskilda fallet överenskommit om annat.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Arbetsgivare är skyldig att för läkare, anställd efter den 1 januari\n2008, som omfattas av detta avtal, teckna följande försäkringar.\u003C\u002Fp>\n\n\u003Cp>-Tjänstegrupplivförsäkring TGL\u003C\u002Fp>\n\n\u003Cp>-ITP, avdelning 1 eller avdelning 1 och 2\u003C\u002Fp>\n\n\u003Cp>-Trygghetsförsäkring vid arbetsskada TFA\u003C\u002Fp>\n\n\u003Cp>-Omställningsavtalet\u003C\u002Fp>\n\n\u003Cp>Läkare och arbetsgivare kan överenskomma om att undantas från ITP. Ett\navstående från ITP skall undertecknas av läkaren och inges till Collectum\nför godkännande av ITP-nämnden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att arbetsgivare och läkare kan diskutera alternativa\npensionslösningar inom ITP. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 15 Förhandlingsordning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I sådana fall, som inte är förutsedda i detta avtal, förklarar sig\nparterna beredda att uppta förhandlingar.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts, att arbetsgivaren och medarbetarna genom ömsesidigt\nhänsynstagande söker ordna gemensamma angelägenheter i samförstånd.\u003C\u002Fp>\n\n\u003Cp>Uppstår rättstvist, ska den göras till föremål för förhandling mellan\nparterna i den ordning som anges nedan.\u003C\u002Fp>\n\n\u003Cp>Berörda parter ska undvika varje åtgärd som kan försvåra eller försena\ntvistens lösning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Förhandlingspreskription\u003C\u002Fh3>\n\n\u003Cp>Om en part vill yrka skadestånd eller annan fullgörelse enligt lag,\nkollektivavtal eller enskilt avtal ska parten, om inte annan ordning anges i\nlokalt kollektivavtal, påkalla förhandling inom fyra månader från den dag\nparten fått kännedom om den omständighet som kravet grundas på och senast\ninom två år från den dag omständigheten inträffade. Om part inte begär\nförhandling inom föreskriven tid förlorar parten rätten till\nförhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Lokal förhandling\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhandling ska i första hand genomföras mellan arbetsgivaren och den\nlokala arbetstagarorganisation den anställde tillhör.\u003C\u002Fp>\n\n\u003Cp>Med lokal organisation avses lokalavdelning, distrikt eller av den fackliga\norganisationen utsett arbetsplatsombud.\u003C\u002Fp>\n\n\u003Cp>Den lokala förhandlingen ska påbörjas så snart som möjligt och senast\ninom 21 dagar från den dag motparten fick del av förhandlingsframställ\nningen, om parterna inte kommer överens om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Central förhandling\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kan enighet inte nås vid lokal förhandling enligt ovan får part som vill\nfullfölja frågan hos motparten påkalla central förhandling. Central\nförhandling ska påkallas skriftligen hos den centrala avtalsslutande\nmotparten inom två månader från den dag den lokala förhandlingen\navslutades. Om så ej sker förlorar parten rätten till förhandling. Om\nparterna inte enas om annat ska central förhandling hållas inom 30 dagar\nfrån den dag motparten fick del av förhandlingsframställningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Rättsligt avgörande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en rättstvist varit föremål för central förhandling utan att kunnat\nlösas, får part väcka talan i domstol. Talan ska i sådant fall väckas inom\ntre månader från den dag förhandlingen avslutades. Om så ej sker är\nrätten att väcka talan förlorad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om en tvistefråga grundar sig på anställningsskyddslagen ska lagens\ntidsfrister gälla istället för tidsfristerna i denna förhandlingsordning.\nDenna förhandlingsordning påverkar inte heller reglerna om frister och\nskyldighet för arbetsgivaren att påkalla förhandling enligt 34, 35 och 37\n§§ medbestämmandelagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch2>§ 16 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller fr o m den 31 januari 2022 tillsvidare. Avtalet gäller\nmed en ömsesidig uppsägningstid av tre månader. Avtalet kan sägas upp av\npart senast den 30 september att upphöra den 31 december samma år.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 Löneavtal\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om lokal lönebildning i företagen mellan Föreningen\nVårdföretagama och Sveriges läkarförbund avseende bransch Vård och\nbehandling samt omsorgsverksamhet (E) och bransch Äldreomsorg (F).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Övergripande mål för lönebildningen\u003C\u002Fh3>\n\n\u003Cp>Det är parternas gemensamma uppfattning att god lönsamhet, produktivitet\noch utvecklingskraft i företagen samt stabila och förtroendefulla relationer\nmellan företagsledning, läkare och lokala fackliga företrädare utgör\navgörande förutsättningar för värdeökning och tillväxt.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen kopplas till företagets övergripande mål och sker mot\nbakgrund av företagets ekonomiska och marknadsmässiga förutsättningar,\nfrämst produktivitetsutvecklingen, och läkarnas bidrag till denna. Detta\nställer krav på definierade och kommunicerade mål för verksamheten och\nläkarna som grund för en konstruktiv dialog om lönebildningen och\nlöneutvecklingen vid företaget.\u003C\u002Fp>\n\n\u003Cp>Genom att stimulera till bättre prestationer och ökad kvalitet kan\nlönebildningen vara en positiv kraft i företagets verksamhet som stärker den\nproduktivitets- och intäktsskapande processen.\u003C\u002Fp>\n\n\u003Cp>Företagets resultat och utveckling är en effekt av tydliga mål för\nverksamheten och för den enskilda läkaren. Företagets chefer har därför\nett särskilt ansvar för att mål sätts upp och att uppföljning av resultat\nsker.\u003C\u002Fp>\n\n\u003Cp>Avtalets inriktning är att knyta samman läkarens prestation och uppnådda\nresultat med den individuella löneutvecklingen. Läkarnas utbildning,\nerfarenhet och kompetensutveckling är av stor betydelse för företagets\nproduktivitet och förnyelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Lönesättningsprinciper\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den individuella lönen och löneutvecklingen grundas på\u003C\u002Fp>\n\n\u003Cp>-medicinsk kompetens\u003C\u002Fp>\n\n\u003Cp>-chefskap\u003C\u002Fp>\n\n\u003Cp>-verksamhetens krav\u003C\u002Fp>\n\n\u003Cp>-arbetsuppgifternas innehåll, svårighetsgrad och ansvar\u003C\u002Fp>\n\n\u003Cp>-uppnådda resultat jämförda med uppsatta mål\u003C\u002Fp>\n\n\u003Cp>-individuell kunskap och kompetens samt engagemang\u003C\u002Fp>\n\n\u003Cp>-förmåga att utveckla verksamheten\u003C\u002Fp>\n\n\u003Cp>De individuella målen kan bland annat avse utveckling av personliga\nfärdigheter och egenskaper, varvid särskilt medicinsk kompetens, lednings-\noch samarbetsförmåga, medicinskt, ekonomiskt och personellt ansvar, omdöme,\nmålmedvetenhet, idérikedom och innovationskraft betonas som betydelsefulla\nbedömningsgrunder.\u003C\u002Fp>\n\n\u003Cp>Lönekriterier med utgångspunkt i ovanstående principer ska finnas på\nföretagsnivå. Dessa ska vara kända och inte i något avseende\ndiskriminerande. Lönesättningen och lönestrukturen i företaget ska upplevas\nsom sakligt grundad. Osakliga löneskillnader ska elimineras.\u003C\u002Fp>\n\n\u003Cp>Därigenom skapas bättre förutsättningar för läkarnas löneutveckling i\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Även föräldralediga och sjukskrivna omfattas av lönerevisionen. Läkare\nsom har varit eller är föräldralediga ska inte, på grund av\nföräldraledigheten, ha en ogynnsam löneutveckling i förhållande till\növriga läkare i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Den lokala lönebildningsprocessen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönebildningsprocessen avseende läkarna sker på företagsnivå. Denna\nprocess ska kopplas till företagets övriga processer för\nverksamhetsplanering, till exempel målprocessen, budgetprocessen.\nLönerevisionstidpunkt bör därmed anpassas till företagets verksamhetsår.\nÅrlig lönerevisionstidpunkt ska senast vara den 1 juli om lokala parter eller\narbetsgivare och läkare inte kommer överens om annat. Med årlig avses att\nlönen revideras vid samma tidpunkt varje år om inte lokala parter kommer\növerens om annat.\u003C\u002Fp>\n\n\u003Cp>Saknas lokal facklig organisation ska nedanstående steg ske direkt med\nläkarna. Oavsett om det på företaget finns lokal facklig förening, lokal\nfacklig förtroendevald eller saknas har arbetsgivaren ansvar för att den\nlokala lönebildningsprocessen följs.\u003C\u002Fp>\n\n\u003Cp>Löneprocessen ska bedrivas utan onödigt dröjsmål i följande steg: \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Steg 1:\u003C\u002Fh4>\n\n\u003Cp>Företaget och den lokala fackliga organisationen\u002Fläkarna träffas i god\ntid före lönerevisions-tidpunkten för att gå igenom tillämpningen av\navtalet vid företaget. Därvid gör parterna följande:\u003C\u002Fp>\n\n\u003Cp>-en gemensam genomgång av avtalets innehåll och intentioner\u003C\u002Fp>\n\n\u003Cp>-en bedömning av företagets övergripande ekonomiska och marknadsmässiga\nförutsättningar\u003C\u002Fp>\n\n\u003Cp>-en gemensam genomgång av företagets lönepolicy och lönekriterier\u003C\u002Fp>\n\n\u003Cp>-en redovisning av företagets övergripande lönestruktur kommer överens\nom formerna för den lokala processen\u003C\u002Fp>\n\n\u003Cp>-upprättar en tidsplan för lönerevisionen\u003C\u002Fp>\n\n\u003Cp>-diskuterar hur information om löneprocessen till chefer och läkare ska\nlämnas\u003C\u002Fp>\n\n\u003Ch4>Steg 2:\u003C\u002Fh4>\n\n\u003Cp>De individuella samtalen om resultat och lön mellan lönesättande chef och\nläkare förs enligt avsnitt 5 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Chefen informerar om vad den individuella löneökningen grundas på.\u003C\u002Fp>\n\n\u003Ch4>Steg 3:\u003C\u002Fh4>\n\n\u003Cp>Varje läkare informeras av lönesättande chef om sin nya lön och\nmotiveringen till denna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Steg 4:\u003C\u002Fh4>\n\n\u003Cp>Efter avslutad lönerevision gör de lokala parterna en genomgång av\nlöneprocessen, de individuella samtalen om resultat och lön och\nförhandlingsklimat i syfte att säkerställa en bra lokal löneprocess.\nGenomgången ska dokumenteras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För att kunna göra utvärdering, strukturöversyn och kontrollera\nlöneutfallet har lokal facklig förtroendevald rätt att ta del av lön\nrespektive utfall för sina medlemmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Det individuella samtalet om resultat och lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det årliga samtalet om individens resultat och lön är ett viktigt led i\nföretagets lönebildningsprocess. Löne\u002Fresultatsamtalet, som sker direkt\nmellan lönesättande chef och läkaren, ska vara en väl genomtänkt dialog om\nindividens resultat, arbetssituation och föreslagen ny lön. Varje läkare ska\nfå en individuell återkoppling på sina prestationer. Inför samtalet bör\nläkaren göra en egen bedömning av sina prestationer. Löneutvecklingen ska\ngrunda sig på hur läkaren har uppfyllt sina individuella mål och utgå från\nde lönekriterier som tagits fram inom företaget i enlighet med\nlönesättningsprinciperna i avsnitt 3. Lönekriterierna ska vara kända för\nbåde chef och läkaren.\u003C\u002Fp>\n\n\u003Cp>Samtalet om resultat och lön är både en uppföljning av det gångna året\noch framåtsyftande. Utifrån vad som framkommit under samtalet meddelar chefen\nden nya lönen och motiveringen till denna.\u003C\u002Fp>\n\n\u003Cp>Om en läkare får ringa eller ingen lönehöjning i samband med\nlönerevisionen i företaget, ska särskilda överläggningar mellan chef och\nläkare föras om vad som krävs för en god löneutveckling. Chef och läkare\nbör härvid diskutera den enskilde läkarens förutsättningar för\narbetsuppgifterna, rådande arbetsförutsättningar, behov av kompetenshöjande\ninsatser eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Central konsultation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om någondera parten anser att den lokala processen inte fungerar\ntillfredsställande kan begäran om central konsultation göras hos central\npart i syfte att klargöra avtalets intentioner. Efter central konsultation\nförsöker de lokala parterna återuppta den lokala löneprocessen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det ligger i avtalets anda att de lokala parterna vinnlägger sig att leva\nupp till avtalets intentioner.\u003C\u002Fp>\n\n\u003Cp>Om läkaren genom Sveriges läkarförbund eller dess lokala läkarförening\nså begär, förhandlar de lokala parterna och träffar överenskommelse om de\nindividuella lönerna, varvid redovisas en analys av lönestrukturen och\nbeaktas läkarnas ökande erfarenhet i sina arbetsuppgifter, höjda krav i\narbetet, större befogenheter och ansvar, befordran samt ökade och bättre\narbetsinsatser.\u003C\u002Fp>\n\n\u003Cp>Om inte begäran om lokal förhandling framställs inom tre veckor efter det\natt arbetsgivaren lämnat sitt förslag, fastställer arbetsgivaren\nlönerna.\u003C\u002Fp>\n\n\u003Cp>Kan inte de lokala parterna enas, kan central förhandling påkallas senast\ntre veckor efter det att den lokal förhandlingen avslutats och får inte\npåkallas senare än tre månader från revisionstidpunkten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.Upphörande av fredsplikt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal innebär att fredsplikt gäller för såväl de lokala som\ncentrala parterna för de frågor som regleras i avtalet.\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse om de individuella lönerna ej har kunnat uppnås vid\ncentral förhandling, äger Sveriges läkarförbund eller Vårdföretagarna,\nefter det att frågan har behandlats under medverkan av berörda förbunds\nrespektive ledning, besluta om fredspliktens upphörande vid det företag som\nförhandlingen omfattar. Besked härom ska lämnas till Föreningen\nVårdföretagarna eller Sveriges läkarförbund.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Ch2>Rekommendation med anledning av § 4, Anställnings upphörande, mom 8,\nPersonalinskränkningar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Eftersom förutsättningar för privata vårdgivare att tillhandahålla s k\nutbildningsplatser för läkare skiljer sig i landet beroende på vilket\nlandsting verksamheten är belägen har parterna följande rekommendation för\nAT- och ST-läkare:\u003C\u002Fp>\n\n\u003Cp>-anställning av AT- resp ST-läkare kan endast göras på de enligt\nkollektivavtalet möjliga anställningsformerna,\u003C\u002Fp>\n\n\u003Cp>-företag och AT- resp ST-läkare har möjlighet att anpassa\nanställningsvillkoren för att passa läkares och företagets\nförutsättningar för sådana anställningar,\u003C\u002Fp>\n\n\u003Cp>-vid eventuell övertalighet i företaget rekommenderas lokala parter utgå\nfrån verksamhetens behov och skälighet i övrigt vid fastställande av\nturordningen av läkare. Lokala parter kan vända sig till centrala parter för\natt få vägledning i förhandlingen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>till kollektivavtal mellan Föreningen Vårdföretagama och Sveriges\nläkarförbund.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>PROTOKOLLSANTECKNINGAR\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Privatiseringar\u003C\u002Fp>\n\n\u003Cp>Vid övertagande av offentlig verksamhet i större omfattning ska parterna\nförhandla om eventuellt lokal anpassning av kollektivavtalet samt - om\nnågondera parten så önskar - individuella löne- och\nanställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänst inom totalförsvaret\u003C\u002Fp>\n\n\u003Cp>Parterna noterar att Svenskt Näringsliv har en rekommendation angående\nersättning vid repetitionsutbildning inom totalförsvaret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet finns för nedladdningBest nr: 6540 2201Frågor om innehåll:\u003C\u002Fp>\n\n\u003Cp>i Arbetsgivarguiden.se^www.al^mega,se, tel: 08-762 69 00\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":45,"SECTOR1":49,"pensionfund":53,"sicknesspay":57,"maxsicknesspayperc":61,"sicknessmaxdays":65,"disabilitypay":68,"paidmaternityleave":72,"WORKHOURS_trigger":76,"hourspweek_select":79,"PAIDLEAV_trigger":83,"holidaysdays":86,"SCHEDULE_trigger":90,"ANNLEAVE_trigger":94,"OVERTIME_trigger":98,"SUNDAY_trigger":102},{"bindId":43,"name":44,"text":44},"cbadate_start","Giltighetstid: 2022-01-31 - tillsvidare",{"bindId":46,"name":47,"text":48},"cbadate_end","§ 16 Giltighetstid Detta avtal gäller fr","§ 16 Giltighetstid\n\n\n\nDetta avtal gäller fr o m den 31 januari 2022 tillsvidare. Avtalet gäller\nmed en ömsesidig uppsägningstid av tre månader. Avtalet kan sägas upp av\npart senast den 30 september att upphöra den 31 december samma år.",{"bindId":50,"name":51,"text":52},"SECTOR1","Bransch Vård och behandlingsverksamhet s","Bransch Vård och behandlingsverksamhet samt omsorgsverksamhet (E) och\nbransch Äldreomsorg (F)",{"bindId":54,"name":55,"text":56},"pensionfund","Nedan angivna kollektiva pensions- och f","Nedan angivna kollektiva pensions- och försäkringslösningar gäller om\ninte kollektivavtalsparterna i det enskilda fallet överenskommit om annat.",{"bindId":58,"name":59,"text":60},"sicknesspay","§ 11 Sjuklön m m Mom 1Rätt till sjuklön","§ 11 Sjuklön m m\n\nMom 1Rätt till sjuklön",{"bindId":62,"name":63,"text":64},"maxsicknesspayperc","Sjuklön från arbetsgivaren under de förs","Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i § 11 mom\n5.",{"bindId":66,"name":63,"text":67},"sicknessmaxdays","Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i § 11 mom\n5.\n\nSjuklön från arbetsgivaren fr o m 15:e kalenderdagen i sjukperioden utges\nenligt detta avtal.\n\nNy sjukperiod som börjar inom 5 kalenderdagar från det en tidigare\nsjukperiod upphörde ska betraktas som fortsättning på den tidigare\nsjukperioden.",{"bindId":69,"name":70,"text":71},"disabilitypay","Mom 9:2 Ersättning från annan försäkring","Mom 9:2 Ersättning från annan försäkring\n\n\n\nOm läkaren får ersättning från annan försäkring än ITP eller\ntrygghetsför säkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring ska sjuklönen minskas med ersättningen.",{"bindId":73,"name":74,"text":75},"paidmaternityleave","En läkare som är tjänstledig i samband m","En läkare som är tjänstledig i samband med barns födelse eller adoption\nhar rätt till föräldraledighetstillägg från arbetsgivaren om",{"bindId":77,"name":78,"text":78},"WORKHOURS_trigger","§ 5 Arbetstid",{"bindId":80,"name":81,"text":82},"hourspweek_select","Mom 1 Ordinarie arbetstid Ordinarie arbe","Mom 1 Ordinarie arbetstid\n\n\n\nOrdinarie arbetstid utgör vid heltidsanställning - om inte annat följer\nav nedanstående - i genomsnitt 40 timmar per helgfri vecka.\n\n\n\nAnmärkning\n\nOm inte arbetsgivare och lokal arbetstagarorganisation träffat avtal om\nannat har läkare, med ordinarie arbetstid förlagd måndag till och med\nfredag, rätt till en dags ledighet under de år som nationaldagen den 6 juni\ninfaller på en lördag eller söndag, under förutsättning att läkaren\narbetar i anslutning till den 6 juni och anställningen består denna dag.\nUtläggning av ledigheten sker någon gång under det aktuella kalenderåret\nefter överenskommelse mellan arbetsgivaren och läkaren.",{"bindId":84,"name":85,"text":85},"PAIDLEAV_trigger","§ 13 Semester",{"bindId":87,"name":88,"text":89},"holidaysdays","Mom 3 Antal semesterdagar Antalet semest","Mom 3 Antal semesterdagar\n\n\n\nAntalet semesterdagar överenskommes individuellt och utgör minst 25\nsemesterdagar per år. Har överenskommelse inte träffats om annat utgör\nantalet semesterdagar från och med det år läkaren fyller 40 år 31 dagar och\nfrån och med det år läkaren fyller 50 år 32 dagar.",{"bindId":91,"name":92,"text":93},"SCHEDULE_trigger","Mom 6:1 Dygnsvila ordinarie arbetstid Sa","Mom 6:1 Dygnsvila ordinarie arbetstid\n\n\n\nSammanhängande dygnsvila kan uppgå till minst nio timmar vid\nförläggningen av ordinarie arbetstid under förutsättning att dygnsvilan\ninte understiger ett genomsnitt av elva timmar under varje period av 24 timmar\nunder begränsningsperioden.",{"bindId":95,"name":96,"text":97},"ANNLEAVE_trigger","Mom 5 Semesterersättning Semesterersättn","Mom 5 Semesterersättning\n\n\n\nSemesterersättning utgör 5,2 (4,6 + 0,6) % av aktuell månadslön per\nouttagen betald semesterdag. Semesterersättning för sparad semesterdag\nberäknas som om den sparade dagen tagits ut det semesterår anställningen\nupphörde.",{"bindId":99,"name":100,"text":101},"OVERTIME_trigger","§ 6 Övertid och mertid Mom 1 Övertidsarb","§ 6 Övertid och mertid\n\nMom 1 Övertidsarbete",{"bindId":103,"name":104,"text":105},"SUNDAY_trigger","Mom 3 Ersättning för arbetad tid För arb","Mom 3 Ersättning för arbetad tid\n\n\n\nFör arbetad tid under beredskap och jour erhålls kompensationsledighet\n(under ordinarie arbetstid) per timme enligt nedan.\n\n\n\n\n  \n  \n  \n  \n    \n      Arbete som fullgjorts\n      Andel av den arbetade tiden\n    \n    \n      a) kl 00.00-24.00 på sön- och helgdag; kl 13.00-24.00 dag före\n        sön- och helgdag samt vardag; kl 00.00-07.00\n      2,0 timme\n    \n    \n      b) kl 07.00-13.00 på dag före sönoch helgdag samt på vardag kl\n        21.00-24.00\n      1,5 timme\n    \n    \n      c) Annan tid\n      1,0 timme","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KOLLEKTIVAVTAL ALLMÄNNA VILLKOR, LÖNER 2022-01-31 - 2022\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2022-01-31\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2022-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Sjukvård, omsorg, socialt arbete\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Sjukvårdsverksamhet\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den 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                        TCO - Unionen\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Namn på andra undertecknare från arbetstagares sida: → \n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 14 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → 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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -9 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Föräldraledighet (mammor) begränsad till 100 % av grundlönen\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → \u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \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            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \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            \n\n            \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: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 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