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charset=UTF-8\">\n  \u003Ctitle>ka-6629-2201-vard-behandling-omsorg-vardforbundet-nytt-pbb-2022-1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>KOLLEKTIVAVTAL, ALLMÄNNA VILLKOR OCH LÖNER\u003C\u002Fh1>\n\n\u003Ch1>Bransch Vård och behandlingsverksamhet samt omsorgsverksamhet\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Giltighetstid: 2021-01-01 - 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>\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar alla medarbetare som innehar tjänster som omfattas av\navtalet i verksamheter som arbetar med vård- och behandlingsverksamhet samt\nomsorgsverksamhet.\u003C\u002Fp>\n\n\u003Cp>Avtalet omfattar dock inte medarbetare som arbetar inom äldreomsorg,\nhemtjänst och\u002Feller i övrigt arbetar i verksamhet som därtill är nära\nknuten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Undantagna från avtalet \u003C\u002Fh3>\n\n\u003Ch4>Mom 2:1 Företagsledare\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagsledare eller därmed jämförlig ställning (som är undantagna\nLAS). \u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Utlandstjänstgöring\u003C\u002Fh4>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras antingen genom överenskommelse mellan arbetsgivare och medarbetare\neller genom särskilt utlandsreglemente eller liknande.\u003C\u002Fp>\n\n\u003Cp>Avtal om social trygghet för tjänstemän vid utlandstjänstgöring gäller\nför medarbetare som omfattas av det.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Lokala parter\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna kan i kollektivavtal komma överens om andra allmänna\nvillkor än vad kollektivavtalet anger under förutsättning att avtalens\nminimistandard beaktats.\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 medarbetare grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Medarbetaren ska iaktta\ndiskretion rörande arbetsgivarens angelägenheter, såsom\ndriftsförhållanden, affärsangelägenheter och dylikt.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Konkurrerande verksamhet och bisyssla\u003C\u002Fh3>\n\n\u003Cp>En medarbetare får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verksamhet som konkurrerar med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Medarbetaren får inte heller åta sig uppdrag eller bedriva verksamhet som\nkan inverka skadligt på arbetet i tjänsten.\u003C\u002Fp>\n\n\u003Cp>Om en medarbetare avser att åta sig uppdrag eller bisyssla av mera\nomfattande slag ska denne därför först samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förtroendeuppdrag\u003C\u002Fh3>\n\n\u003Cp>En medarbetare har rätt att inneha 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>\u003Cstrong>Visstidsanställning sker enligt detta kollektivavtal, vilket helt\nersätter reglerna om visstidsanställning i LAS.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Anställningsform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tillsvidare, 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 medarbetaren har fyllt 67 år.\u003C\u002Fp>\n\n\u003Cp>Om medarbetare 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. Detsamma gäller om en medarbetare har varit såväl\nallmän visstidsanställd som vikariatsanställd i sammanlagt mer än tre år\nunder en femårsperiod.\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>Medarbetare får på eget initiativ efter skriftlig överenskommelse med\narbetsgivaren avstå konvertering från visstidsanställning till\ntillsvidareanställning. Sådan överenskommelse gäller i sex månader.\nMedarbetare 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 medarbetaren, 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 medarbetaren överlämna ett\nanställningsbevis enligt reglerna i LAS § 6 c.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Ökad sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppkommer behov av vikarie bör i första hand undersökas om\nvikariatsfrågan kan lösas genom utökning av arbetstiden för\ndeltidsanställd medarbetare på arbetsplatsen med erforderliga kvalifikationer\nför befattningen ifråga. Sådan utökning av arbetstiden ska inte betraktas\nsom mertid enligt arbetstidslagen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska eftersträva den inriktning på sin personalplanering att\ndeltidsanställd medarbetare, om möjligt, erbjuds arbete i minst 20 timmar per\nvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till nyanställning gäller inte till ny anställning som\navser vikariat eller allmän visstidsanställning, som bedöms få en\nvaraktighet av högst 14 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Anställningens upphörande\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Uppsägning från medarbetarens sida\u003C\u002Fh3>\n\n\u003Cp>För tillsvidareanställd medarbetare gäller nedanstående\nuppsägningstider, såvida inte längre uppsägningstid avtalats.\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>\u003Cstrong>Anställd den 1 januari 1999 eller senare\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning från arbetsgivarens sida har medarbetare som anställts den\n1 januari 1999 eller senare rätt till en uppsägningstid 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>Anställningstid vid företaget\u003C\u002Ftd>\n      \u003Ctd>Uppsägningstid\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 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>Uppsägning ska ske skriftligen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anställd före den 1 januari 1999\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning från arbetsgivarens sida har medarbetare som anställts\nföre den 1 januari 1999 en uppsägningstid av:\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>fr o m fyllda 35 år\u003C\u002Ftd>\n      \u003Ctd>4 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>fr o m fyllda 40 år\u003C\u002Ftd>\n      \u003Ctd>5 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>fr o m fyllda 45 år\u003C\u002Ftd>\n      \u003Ctd>6 månader\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Uppsägning ska ske skriftligen.\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 medarbetare som sagts upp på grund av arbetsbrist, vid\nuppsägningsdagen uppnått 55 års ålder och då har 10 års sammanhängande\nanställningstid hos samma arbetsgivare ska den gällande uppsägningstiden\nenligt detta avtal förlängas med sex månader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Medarbetare som fyllt 68 år (efter 1 januari 2023 69 år)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Oberoende av tidigare avtalad uppsägningstid gäller följande för\nmedarbetare som fyllt 68 år. Från 1 januari 2023 tillämpas regeln från 69\når.\u003C\u002Fp>\n\n\u003Cp>Anställningen kan bringas att upphöra vid utgången av den månad\nmedarbetaren fyllt 68 år (69 år från 1 januari 2023) genom skriftlig\nunderrättelse två månader innan från arbetsgivaren eller medarbetaren.\u003C\u002Fp>\n\n\u003Cp>Anställningar som fortsätter efter att medarbetaren uppnått den ålder\nsom anges i första stycket kan bringas att upphöra genom att arbetsgivaren\neller medarbetaren lämnar skriftlig underrättelse därom. Anställningen\nupphör då en månad efter att någondera parten skriftligen underrättat\nmotparten om sin avsikt att avbryta anställningen.\u003C\u002Fp>\n\n\u003Cp>Varsel till facklig organisation behöver inte lämnas med anledning av\navbrytandet.\u003C\u002Fp>\n\n\u003Cp>Det är möjligt att överenskomma om längre avbrytandetid än en månad\nefter det att medarbetaren uppnått ålder som anges i första stycket. Det ska\nuttryckligen framgå av överenskommelsen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande medarbetare rätten att\nkvarstanna i tjänst till 68 års ålder. Från 1 januari 2023 gäller rätten\natt kvarstanna i tjänst till 69 års ålder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 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 enligt 7 § LAS.\u003C\u002Fp>\n\n\u003Cp>Medarbetare eller arbetstagarorganisation kan begära att arbetsgivaren\nmotiverar grunden för att anställningens avbryts.\u003C\u002Fp>\n\n\u003Cp>Om visstidsanställning inte kommer att förlängas har medarbetaren rätt\ntill skriftlig underrättelse en månad innan anställningen upphör under\nförutsättning att medarbetaren har varit anställd hos arbetsgivaren mer än\ntolv månader 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Mom 6 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>Medarbetare eller arbetstagarorganisation kan begära att arbetsgivaren\nmotiverar grunden för att anställningen avbryts.\u003C\u002Fp>\u003C\u002Fdiv>\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 medarbetaren\nkomma överens 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 7 Lämnad anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en medarbetare 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 den återstående delen av\nuppsägningstiden, dock högst en månadslön. Rätten till skadestånd utöver\ndenna bestämmelse följer av 38 § LAS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Tjänstgöringsbetyg och tjänstgöringsintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När anställning upphör har en medarbetare 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 för arbetets\nutförande. Vid kortare anställningstid lämnar arbetsgivaren\ntjänstgöringsintyg.\u003C\u002Fp>\n\n\u003Cp>Såväl betyg som intyg bör innehålla uppgift om hur många semesterdagar\nsom medarbetaren tagit ut under innevarande semesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 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 fastställande av turordning ske med\nav-steg 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 LAS § 22 och de avsteg från lagen som erfordras.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i §§\n25-27 lagen om anställningsskydd överenskomma om turordning vid\nåteranställning. De ovan nämnda kriterierna ska då gälla.\u003C\u002Fp>\u003C\u002Fdiv>\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 tillhandahåller den lokala respektive den centrala avtalsparten\nrelevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av arbetsbrist respektive återanställning prövas enligt lag med\niaktta-gande av förhandlingsordning.\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom 1 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>Ordinarie arbetstid är vid heltidsanställning - om inte annat följer av\nnedanstående - i genomsnitt 40 timmar per helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>Innehåller schemat söndags- och helgarbete var fjärde söndag\u002Fhelgdag\neller mindre frekvent uppgår den genomsnittliga arbetstiden den aktuella\nveckan till 40 timmar. Vid arbete på söndag alternativt helgdag ska\narbetstiden reduceras med 3 timmar. För medarbetare med proportionerad deltid\nska arbetstidsreduktionen proportioneras i motsvarande mån.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>Om inte arbetsgivare och lokal arbetstagarorganisation träffat avtal om\nannat har medarbetare, 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 medarbetaren\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 medarbetaren.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ordinarie arbetstid som är förlagd till såväl vardagar som sön- och\nhelgdagar är vid heltidsanställning i genomsnitt 37 timmar per vecka.\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid som är förlagd till såväl vardagar som sön- och\nhelgdagar och som förläggs till minst 20 % (men mindre än 30 %) mellan kl\n22.00 - 06.0är vid heltidsanställning i genomsnitt 36 timmar och 20 minuter\nper vecka.\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid som är förlagd till såväl vardagar som sön- och\nhelgdagar och som förläggs till minst 30 % mellan kl 22.00 - 06.00 är vid\nheltidsanställning i genomsnitt 34 timmar och 20 minuter per vecka.\u003C\u002Fp>\n\n\u003Cp>Vid ständig nattjänstgöring är ordinarie arbetstid vid\nheltidsanställning i genomsnitt 34 timmar och 20 minuter per vecka.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>1.Samtliga timmar som är förlagda mellan kl 22 — 06 under schemaperioden\nska tas med i beräkningen för fastställande av arbetstidsmått enligt\novan.\u003C\u002Fp>\n\n\u003Cp>2.De två nya arbetstidsmåtten för arbete om minst 20 respektive 30\nprocent på natt samt den förkortade arbetstiden vid ständig\nnattjänstgöring ska vara implementerade senast den 1 juli 2020.\u003C\u002Fp>\n\n\u003Cp>I upphandlade verksamheter enligt LOU eller LOV, liksom i påbörjade\nupphandlingar som arbetsgivaren lämnat in anbud på före den 1 februari 2019,\ngäller de två nya arbetstidsmåtten för arbete om minst 20 respektive 30\nprocent på natt samt den förkortade arbetstiden vid ständig\nnattjänstgöring från nästa upphandling.\u003C\u002Fp>\n\n\u003Cp>Rast får vid ständig nattjänstgöring bytas mot måltidsuppehåll.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Längre arbetstid - del av år\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie veckoarbetstiden får överskrida 50 timmar om lokal\növerenskommelse träffats. Den genomsnittliga ordinarie arbetstiden per\nkalenderår får inte överstiga den i mom 1 angivna genomsnittliga arbetstiden\nper helgfri vecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Begränsningsperiod ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsschema kan omfatta en schemaperiod om högst 16 veckor. För\nlängre begränsningsperiod fordras lokalt kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Förläggning av arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsschema upprättas efter samråd mellan arbetsgivare och\nmedarbetare med angivande av arbetstidens början och slut samt rasters\nförläggning. Nytt arbetstidsschema bör anslås senast två veckor innan det\nträder ikraft om inte annat överenskommes med den lokala fackliga\norganisationen på arbetsplatsen eller, om sådan inte finns, berörda\nmedarbetare.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid arbetstidsförläggning bör det, utifrån verksamhetens behov,\neftersträvas att arbetstiden är sammanhållen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Avvikelser från arbetstidslagens viloregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser avseende avvikelser från 48 timmars\ngenomsnittsberäkning, 11 timmars sammanhängande dygnsvila och\ngenomsnittsberäkningen av nattarbete kan ske under förutsättning att\nersättningsfrågan regleras med beaktande av hälsa och säkerhet. Parterna\nska tillsätta en organisation och struktur för de fall överenskommelse\nlokalt inte kan ske.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att särskilda arbetstidsbestämmelser kan\nerfordras vid tillfälligt utflyttad verksamhet med övernattning.\nArbetsgivaren ska i sådana fall klargöra grunderna och villkoren för\nverksamheten innan den påbörjas. Lokala överenskommelser kan träffas\navseende anställningsvillkor vid tillfälligt utflyttad verksamhet och\nlägerverksamhet.\u003C\u002Fp>\n\n\u003Cp>Definition av vad som utgör tillfälligt utflyttad verksamhet samt\nlägerverksamhet samt den ersättning som ska utges vid sådan får avgöras\nmellan de lokala parterna. De centrala parterna ska vara behjälpliga för att\nlösa eventuella tvister.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Avvikelser från arbetstidslagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och lokal arbetstagarorganisation får träffa kollektivavtal\nom 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 3),\u003C\u002Fp>\n\n\u003Cp>-§ 6 om jourtid,\u003C\u002Fp>\n\n\u003Cp>-§ 7 andra stycket och § 10 första stycket om att likställa kompensa\ntionsledighet med arbetad tid,\u003C\u002Fp>\n\n\u003Cp>§ 8 och § 8 a om annat uttag av övertid och annan begränsning för\növertid,\u003C\u002Fp>\n\n\u003Cp>-§ 10 och § 10 a om mertid,\u003C\u002Fp>\n\n\u003Cp>-§ 10 b om längre begränsningsperiod än fyra månader, dock högst ett\når\u003C\u002Fp>\n\n\u003Cp>-§ 13 om dygns- och nattvila (se avtalets § 5 mom 5),\u003C\u002Fp>\n\n\u003Cp>-§ 14 om veckovila (se avtalets § 5 mom 5),\u003C\u002Fp>\n\n\u003Cp>-§ 15 tredje stycket om förläggning av raster,\u003C\u002Fp>\n\n\u003Cp>-§ 16 om utbyte av rast mot måltidsuppehåll i andra fall än vad som\nanges i detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>§ 6 Ersättning vid tjänstgöring på ob-tid och förskjuten\narbetstid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Ob-ersättning\u003C\u002Fh3>\n\n\u003Cp>För nedan angiven ordinarie arbetstid och mertid erhålles tillägg enligt\nföljande:\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  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>1. O-tilläggstid A -storhelg\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>Kr\u002Ftim\n\n        \u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kr\u002Ftim\n\n        \u003Cp>2022-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tid från kl 18.00 dag före långfredagen till kl 07.00 dagen efter\n        annandag påsk.\n\n        \u003Cp>Tid från kl 18.00 dag före pingstafton eller midsommarafton till\n        kl 07.00 vardag närmast efter helgdagsaftonen Tid från kl 18.00 dag\n        före julafton eller nyårsafton till kl 07.00 vardag utom lördag\n        närmast efter helgdags aftonen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>109:71\u003C\u002Ftd>\n      \u003Ctd>111:90\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2. O-tilläggstid B - helgdagar, söndagar (inte i fall som\n        avsesmed o-tilläggstid A)\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>56:04\u003C\u002Ftd>\n      \u003Ctd>57:16\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">Tid från kl 00.00 till kl 24.00 lördag, söndag, helgdag eller dag\n        som både föregås och efterföljs av söndag eller helgdag. Jul- och\n        nyårsafton jämställs med helgdag.\n\n        \u003Cp>Tid från kl 16.00 till kl 24.00 vardag närmast före trettondag\n        jul, första maj, Kristi himmelsfärdsdag, nationaldagen eller Alla\n        helgons dag. Tid från kl 00.00 till kl 07.00 måndag eller vardag\n        närmast efter trettondag jul, första maj, Kristi himmelsfärdsdag\n        eller nationaldagen.\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Tid från kl 19.00 till kl 24.00 fredag som inte omfattas av\n        o-tilläggstid ovan.\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3. O-tilläggstid C natt vardagar (inte i fall som avses med\n        otilläggstid A eller B)\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>För ordinarie arbetstid och mertid förlagd till tid från kl 22.00\n        till kl 24.00 måndag till torsdag samt från kl 00.00 till kl 06.00\n        tisdag till fredag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>47:98\u003C\u002Ftd>\n      \u003Ctd>48:94\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>O-tilläggstid D kväll vardagar (inte i fall som avses med\n        otilläggstid A eller B)\n\n        \u003Cp>För ordinarie arbetstid och mertid förlagd till tid från kl 19.00\n        till kl 22.00 på vardag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>22:75\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n      \u003Ctd>23:20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning för ob-tid kan efter överenskommelse individuellt bytas ut mot\nett fast tillägg per månad. Individuellt kan överenskommelse träffas om att\nlönen har fastställts med beaktande av förekomsten av tjänstgöring på\nob-tid. Sådan överenskommelse gäller tillsvidare och kan revideras vid\nnästa lönerevision. Överenskommelse ska vara skriftlig. Av överenskommelsen\nbör framgå hur medarbetaren kompenseras vid tjänstgöring på obekväm\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Part som vill att överenskommelsen ska upphöra ska underrätta den andra\nparten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Ob-ersättning erhålls inte vid arbete på övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När medarbetare som arbetar enligt visst schema beordras att arbeta enligt\nannat schema blir det senast fastställda ordinarie arbetstid. Detsamma gäller\nom ordinarie arbetstid förskjuts genom tidigare- eller senareläggning av\narbetstiden genom ändrad fridagsförläggning.\u003C\u002Fp>\n\n\u003Cp>Lönetillägg för den arbetstid som förläggs utanför tiderna för det\ngamla schemat ersätts under 10 dagar från tillsägelsedagen med 21:09 kr per\ntimme fr o m 2021-01-01 och med 21:52 kr per timme fr o m 2022-01-01.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Om semesterlön och semesterersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Angivna tillägg inkluderar semesterlön\u002Fsemesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Övertid och mertid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Övertidsarbete\u003C\u002Fh3>\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 medarbetare utföra sådant\narbete mot fastställd ersättning. Meddelande om sådant arbete ska om\nmöjligt lämnas senast fyra timmar före den ordinarie arbetstidens slut.\nFramför medarbetare vägande skäl för befrielse från sådant arbete ska om\nmöjligt 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 medarbetaren har träffats om undantag från\nbestämmelsen. Sådan överenskommelse gäller tillsvidare och kan revideras\nvid nästa lönerevision. Överenskommelse ska vara skriftlig. Av\növerenskommelsen bör framgå hur medarbetaren kompenseras för\növertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Part som vill att överenskommelsen ska upphöra ska underrätta den andra\nparten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Cp>Vikarie enligt s k löpande semesterlista eller i andra liknande situationer\nhar inte rätt till övertidsersättning vid övergång mellan\n”vikariaten”.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Förlängd arbetstid som inte är beordrad exempelvis på grund av vikariat,\nförskjuten arbetstid eller byte av arbetspass utgör inte övertid.\u003C\u002Fp>\n\n\u003Cp>Medarbetare som inte har rätt till kompensation för övertid är\nundantagen arbetstidslagens arbetstidsbestämmelser i tillämpliga delar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förutsättningar för övertidskompensation \u003C\u002Fh3>\n\n\u003Ch4>Mom 3:1 Rätt till övertidsersättning\u003C\u002Fh4>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som medarbetare utfört utöver den för heltidsanställning gällande\nordinarie arbetstidens längd enligt § 5 om;\u003C\u002Fp>\n\n\u003Cp>•övertidsarbetet har beordrats på förhand,\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 5.\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 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>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid arbetad tid under jourpass gäller särskilda regler om hur ersättning\ni form av övertid ska utges, se § 10 mom 5 andra stycket i detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras antingen med kontant ersättning eller efter\növerenskommelse mellan arbetsgivaren och medarbetaren i form av\nkompensationsledighet.\u003C\u002Fp>\n\n\u003Ch4>Mom 4:1 Kontant ersättning\u003C\u002Fh4>\n\n\u003Cp>Kontant ersättning per arbetad timme inklusive semesterlön erhålls 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>månadslön\u003C\u002Fp>\n\n\u003Cp>____________\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>b)För övertidsarbete därutöver och för övertidsarbete på arbetsfri\ndag\u003C\u002Fp>\n\n\u003Cp>månadslön\u003C\u002Fp>\n\n\u003Cp>___________\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertidsarbete, som avses under mom 4:1,\nerhålls \u003C\u002Fp>\n\n\u003Cp>a) med 1 % timme för varje övertidstimme som anges under mom 4:1 a, och\u003C\u002Fp>\n\n\u003Cp>b) med två timmar för varje övertidstimme som anges under mom 4:1 b.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Kompensation för mertid och övertid vid deltidsanställning \u003C\u002Fh3>\n\n\u003Ch4>Mom 5:1 Mertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om deltidsanställd medarbetare har utfört beordrat arbete utöver dennes\ngällande ordinarie dagliga arbetstid, eller arbetat på en arbetsfri vardag,\nerhålls kompensation per överskjutande timme med;\u003C\u002Fp>\n\n\u003Cp>•kontant ersättning,\u003C\u002Fp>\n\n\u003Cp>•i förekommande fall ob-ersättning,\u003C\u002Fp>\n\n\u003Cp>•eller efter överenskommelse som kompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2 Kontant ersättning vid mertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kontant ersättning per överskjutande timme inklusive\nsemesterlön\u002Fersättning erhålls med\u003C\u002Fp>\n\n\u003Cp>månadslön\u003C\u002Fp>\n\n\u003Cp>_____________________________\u003C\u002Fp>\n\n\u003Cp>3,5 x deltidsarbetstiden per vecka\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses här medarbetarens aktuella fasta deltidslön per\nmånad. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:3 Kompensationsledighet vid mertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efter överenskommelse mellan medarbetaren och arbetsgivaren kan mertid\nersättas med kompensationsledighet och erhålls då med en timme per arbetad\nmertidstimme.\u003C\u002Fp>\n\n\u003Ch4>Mom 5:4 Beräkning av mertid\u003C\u002Fh4>\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>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid arbetad tid under jourpass gäller särskilda regler om hur ersättning\ni form av mertid ska utges, se § 10 mom 5 andra stycket i detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:5 Övertidsersättning vid deltidsanställning\u003C\u002Fh4>\n\n\u003Cp>Deltidsanställd erhåller övertidsersättning för arbetstid som\növerstiger arbetstidsmåttet per dag respektive vecka för heltidsanställd i\nmotsvarande befattning.\u003C\u002Fp>\n\n\u003Cp>Deltidsanställd medarbetare erhåller övertidsersättning vid beordrat\narbete på arbetsfri söndag eller helgdag. Med helgdag likställs i detta\navseende även påskafton, midsommarafton, julafton och nyårsafton.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Både ob- och övertidsersättning kan inte erhållas för samma tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 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>\u003C\u002Fp>\n\n\u003Cp>•Medarbetare som har rätt till särskild kompensation för\növertidsarbete har rätt till restidsersättning enligt mom 2 och 3 nedan.\u003C\u002Fp>\n\n\u003Cp>•Medarbetare som inte har rätt till särskild kompensation för\növertidsarbete har rätt till restidsersättning enligt mom 2 och 3 nedan om\ninte arbetsgivaren och medarbetaren enats om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Undantag\u003C\u002Fh4>\n\n\u003Cp>•Arbetsgivare och medarbetare kan komma överens om att kompensation för\nrestid ska erhållas i annan form, t ex att förekomsten av restid ska beaktas\nvid fastställandet av lönen.\u003C\u002Fp>\n\n\u003Cp>•Medarbetare som har en befattning som normalt medför tjänsteresor, t ex\nsjuksköterska, hemvårdare eller liknande, har rätt till restidsersättning\nendast om arbetsgivaren och medarbetaren kommit överens om sådan.\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 arbetstiden som\ngäller för medarbetare räknas som arbetstid. Vid beräkning av restid medtas\nendast tjänsteresor utanför medarbetarens 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 medarbetaren under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller inte.\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\u003C\u002Fp>\n\n\u003Cp>___________ inkl semesterlön\u003C\u002Fp>\n\n\u003Cp>240\u003C\u002Fp>\n\n\u003Cp>Restidsersättning enligt divisorn 240 erhålls för högst sex timmar per\nkalenderdygn.\u003C\u002Fp>\n\n\u003Cp>Om resan har gjorts under tiden från kl 18.00 fredag fram till kl 06.00\nmåndag eller från kl 18.00 dag före arbetsfri helgdagsafton eller helgdag\nfram till kl 06.00 dag efter helgdag, är ersättningen per timme;\u003C\u002Fp>\n\n\u003Cp>månadslön\u003C\u002Fp>\n\n\u003Cp>___________ inkl semesterlön\u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>\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 deltidsmedarbetare\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Beredskap\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Definition och förläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskap avses den tid utanför ordinarie arbetstid då medarbetaren\nska vara anträffbar för att inom föreskriven tid infinna sig på\narbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>Beredskap inrättas efter samråd mellan arbetsgivaren och den lokala\nfackliga organisationen på arbetsplatsen. \u003C\u002Fp>\n\n\u003Cp>Beredskap förläggs så att medarbetaren högst har att utföra sju dagars\nberedskap åt gången och att medarbetaren erhåller minst två beredskapsfria\nveckor mellan varje beredskapsperiod om inte annat överenskommes mellan\narbetsgivaren och medarbetaren.\u003C\u002Fp>\n\n\u003Cp>Vid arbete under beredskap får rast bytas mot måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>Beredskap bryter inte dygnsvilan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ersättning\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Kr\u002Ftim fr o m 2021-01-01\u003C\u002Ftd>\n      \u003Ctd>Kr\u002Ftim fr o m 2022-01-01 \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ersättning erhålls med\u003C\u002Ftd>\n      \u003Ctd>14:79\u003C\u002Ftd>\n      \u003Ctd>15:08\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För beredskapstjänst eller del av denna som infaller mellan kl\n        22.00 dag före lördag\u002F helgdagsafton och kl 07.00 dag efter sön- och\n        helgdag erhålls ersättning med\u003C\u002Ftd>\n      \u003Ctd>29:47\u003C\u002Ftd>\n      \u003Ctd>30:06\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Beredskap ersätts per pass men minimum för åtta timmar.\u003C\u002Fp>\n\n\u003Cp>Ersättningen inkluderar semesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag till ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning erhålls inte för tid då arbete utförts, inte heller då\nersättningen uttryckligen ingår i lönen eller kompensation erhålls i form\nav ledighet, förkortning av arbetstiden eller om arbetsgivaren och\nmedarbetaren träffat särskild överenskommelse om ersättning för beredskap.\nSådan överenskommelse gäller tillsvidare och kan revideras vid nästa\nlönerevision. Överenskommelse ska vara skriftlig. Av överenskommelsen bör\nframgå hur medarbetaren kompenseras för beredskapen.\u003C\u002Fp>\n\n\u003Cp>Part som vill att överenskommelsen ska upphöra ska underrätta den andra\nparten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lokala överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För medarbetare med månadslön kan de lokala parterna träffa\növerenskommelse om att ersättningen erhålls som ett fast tillägg per månad\neller annan period. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Ersättning för arbetad tid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetad tid under beredskap erhålls kompensation enligt reglerna om\növertid och mertid med följande undantag:\u003C\u002Fp>\n\n\u003Cp>1.Om kompensation för detta uttryckligen ingår i lönen\u003C\u002Fp>\n\n\u003Cp>2.Om arbetsgivaren och medarbetaren har träffat särskild överenskommelse\nom ersättning för arbetad tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Jour\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Definition och förläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med jour avses att medarbetare utöver fastställd ordinarie arbetstid står\ntill arbetsgivarens förfogande på arbetsstället för att vid behov utföra\narbete. Jour bör schemaläggas.\u003C\u002Fp>\n\n\u003Cp>Beräkning av jourtid kan även göras per kalendermånad. Vid arbete under\njourtid får rast utbytas mot måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ersättning\u003C\u002Fh3>\n\n\u003Cp>Jour kompenseras antingen med kontant ersättning eller efter\növerenskommelse mellan arbetsgivaren och medarbetaren i form av\nkompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 Kontant ersättning\u003C\u002Fh4>\n\n\u003Cp>Ersättning erhålls per jourtimme med;\u003C\u002Fp>\n\n\u003Cp>månadslön\u003C\u002Fp>\n\n\u003Cp>____________\u003C\u002Fp>\n\n\u003Cp>600\u003C\u002Fp>\n\n\u003Cp>För jour eller del av denna som infaller mellan kl 22.00 dag före lördag\u002F\nhelgdagsafton och kl 07.00 dag efter sön- och helgdag utgår ersättning per\njourtimme med;\u003C\u002Fp>\n\n\u003Cp>månadslön\u003C\u002Fp>\n\n\u003Cp>____________\u003C\u002Fp>\n\n\u003Cp>300\u003C\u002Fp>\n\n\u003Cp>Ersättningen inkluderar semesterlön.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorerna ska lönen för deltidsmedarbetare\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet erhålls per jourtimme med 15 minuter.\u003C\u002Fp>\n\n\u003Cp>För jour eller del av denna som infaller mellan kl 22.00 dag före lördag\u002F\nhelgdagsafton och kl 07.00 dag efter sön- och helgdag utges\nkompensationsledighet per jourtimme med 30 minuter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag till ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning erhålls inte för tid då arbete utförts, inte heller då\nersättningen uttryckligen ingår i lönen eller kompensation erhålls i form\nav ledighet, förkortning av arbetstiden eller om arbetsgivaren och\nmedarbetaren träffat särskild överenskommelse om ersättning för jour.\nSådan överenskommelse gäller tills vidare och kan revideras vid nästa\nlönerevision. Överenskommelse ska vara skriftlig. Av överenskommelsen bör\nframgå hur medarbetaren kompenseras för jouren.\u003C\u002Fp>\n\n\u003Cp>Part som vill att överenskommelsen ska upphöra ska underrätta den andra\nparten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lokala överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För medarbetare med månadslön kan de lokala parterna träffa\növerenskommelse om att ersättningen erhålls som ett fast tillägg per månad\neller annan period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Ersättning för arbetad tid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetad tid under jour erhålls kompensation enligt reglerna om\növertid och mertid, om inte kompensation för detta uttryckligen ingår i\nlönen alternativt om inte arbetsgivaren och medarbetaren träffat särskild\növerenskommelse om ersättning för arbetad tid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av utfört övertids- eller mertidsarbete vid\narbetad tid under jour ska, i ersättningshänseende, påbörjad halvtimme\nersättas som fullgjord halvtimme vid en sammanlagd beräkning av den utförda\narbetstiden under jourpasset.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch2>§ 11 Permission, tjänstledighet och nationaldagen\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 medarbetarens familj kan permission beviljas för en eller\nflera dagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ledighet utan lön, hel dag\u003C\u002Fh3>\n\n\u003Cp>Tjänstledighet är ledighet minst en dag utan lön och kan beviljas, om\narbets-givaren finner att så kan ske utan olägenhet för verksamheten. När\narbetsgivaren beviljar tjänstledighet ska denne ange för medarbetaren vilken\ntidsperiod tjänstledigheten omfattar.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet får inte förläggas så att den inleds och\u002Feller avslutas\npå sön- och\u002Feller helgdag som är arbetsfri för medarbetaren.\u003C\u002Fp>\n\n\u003Cp>När en medarbetare är tjänstledig;\u003C\u002Fp>\n\n\u003Cp>•under en period om högst 5 (6)*) arbetsdagar ska för varje\ntjänstledighetsdag 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\ntjänstledighets- dag (även för medarbetaren arbetsfri vardag samt sön- och\nhelgdagar) avdrag göras med dagslönen.\u003C\u002Fp>\n\n\u003Cp>*) Tal inom parentes används vid sexdagarsvecka.\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>Vid intermittent arbete görs löneavdrag för varje timme på vilken arbete\nannars 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. Vid\nsådan ledighet görs avdrag för varje hel halvtimme. Avdraget per timme\nberäknas enligt formeln:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslön\u003C\u002Fp>\n\n\u003Cp>____________________\u003C\u002Fp>\n\n\u003Cp>veckoarbetstiden x 4,3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Nationaldagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ledighet regleras i § 5 mom 1 Anmärkning. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>§ 12 Lön för del av löneperiod och timlön\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en medarbetare börjar eller slutar sin anställning under löpande\nkalendermånad beräknas lönen enligt följande:\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag som anställningen omfattar erhålls 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>\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella kontanta månadslönen och eventuella fasta\nlönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Timlön = månadslön för heltidsanställd medarbetare med 37\ntimmar\u002Fvecka\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************\u003C\u002Fspan>165\u003C\u002Fp>\n\n\u003Cp>Timlön = månadslön för heltidsanställd medarbetare med 40\ntimmar\u002Fvecka\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************************\u003C\u002Fspan>169\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Sjuklön m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden erhålls enligt lagen om sjuklön (SjLL) med tillägg i mom 4\nstycke två. Den närmare beräkningen av sjuklönens storlek är angiven i mom\n5-12.\u003C\u002Fp>\n\n\u003Cp>Medarbetare erhåller sjuklön från arbetsgivaren fr o m 15:e kalenderdagen\ni sjukperioden enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Sjukanmälan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När en medarbetare blir sjuk och därför inte kan tjänstgöra ska denne\nsnarast möjligt underrätta arbetsgivaren om detta. Vidare ska medarbetaren\nså snart det är möjligt meddela arbetsgivaren när denne beräknas kunna\nåtergå i arbete.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om medarbetaren 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 erhållas för tid innan arbetsgivaren\nfått anmälan om sjukdomsfallet (8 § 1 st SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Försäkran\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Medarbetare ska lämna arbetsgivaren en skriftlig försäkran om att denne\nhar varit sjuk, uppgifter om i vilken omfattning medarbetarens arbetsförmåga\nvarit nedsatt på grund av sjukdomen och under vilka dagar denne skulle ha\narbetat (9 § SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Läkarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att betala sjuklön fr o m den sjunde\nkalenderdagen efter dagen för sjukanmälan endast om medarbetaren styrker\nnedsättningen av arbetsförmågan och sjukperiodens längd med läkarintyg (8\n§ 2 st SjLL).\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär ska medarbetaren styrka nedsättningen av\narbetsförmågan med läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den sjuklön som arbetsgivaren ska betala till medarbetaren beräknas genom\natt avdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Sjukdom till och med 14:e kalenderdagen per sjukperiod\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje timme en medarbetare 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>____________________\u003C\u002Fp>\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>_______________________\u003Cbr>\n        52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Medarbetare som skulle ha arbetat på schemalagd ob-tid får dessutom\nsjuklön efter karenstid med 80 procent av den ersättning för ob-tid som de\ngått miste om. \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Med medarbetares genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka enigt gällande arbetstidsmått (enligt 5§ mom\n1).\u003C\u002Fp>\n\n\u003Cp>2.För medarbetare som är berättigad till sjuklön (enligt 3 § SjLL) och\narbetar varierande utan schema eller fast arbetstidsmått beräknas den\ngenomsnittliga veckoarbetstiden över en representativ period så att\ngenomsnittet på ett rättvisande sätt speglar medarbetarens\narbetstidsförhållande.\u003C\u002Fp>\n\n\u003Cp>3.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 lagen om sjuklön. Det innebär att\nfortsatt karensavdrag kan behöva göras upp till 20 procent av genomsnittlig\nveckoarbetstid i den fortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Definition av månadslön och veckoarbetstid:\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen, se dock mom 7 nedan. För\nmedarbetare avlönad med veckolön ska månadslönen beräknas som 4.3 x\nvecko-lönen.\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 ob-, beredskaps- eller jourtillägg).\u003C\u002Fp>\n\n\u003Cp>•den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För medarbetare 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 medarbetaren. Om medarbetaren har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Beräkning av veckoarbetstiden görs med högst två 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\u003Ch4>Mom 6:1 Sjuklön utan beaktande av karens\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För en medarbetare som enligt Försäkringskassans beslut är berättigad\ntill sjuklön utan beaktande av karens, görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro överstigande 20 procent av genomsnittlig veckoarbetstid\ntill och med dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Ch4>Mom 6:2 När tio karensavdrag gjorts\u003C\u002Fh4>\n\n\u003Cp>Antalet karensavdrag får enligt lagen om sjuklön inte överstiga tio\ntillfällen under en tolvmånadersperiod. Om det vid en ny sjukperiod visar sig\natt medarbetaren fått tio tillfällen med karensavdrag inom tolv månader\nbakåt från den nya sjuklöneperiodens början, ska avdraget för de första\n20 procenten av sjukfrånvaron beräknas enligt vad som gäller för\nsjukfrånvaro överstigande 20 procent av genomsnittlig veckoarbetstid till och\nmed dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt mom 6 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\u003Ch3>Mom 7 Ändrad lön eller veckoarbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om ändring av lön eller veckoarbetstid sker gäller följande.\nArbetsgivaren ska göra sjukavdrag med utgångspunkt från den gamla lönen\nrespektive arbetstiden under längst den månad medarbetaren fått besked om\nsin nya lön respektive ändrar arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Sjukdom fr o m 15:e kalenderdagen\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 6 även avses förmåner i form av kost eller bostad värderade\nenligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Cp>För medarbetare med månadslön om högst:\u003C\u002Fp>\n\n\u003Cp>10 x prisbasbeloppet (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>90 % x månadslön x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>För medarbetare med månadslön över\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 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>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.För medarbetare som kontinuerligt arbetar på ob-tid eller jour och\nberedskap ska i månadslönebegreppet inräknas ett genomsnittligt värde av\nnämnda lönedelar.\u003C\u002Fp>\n\n\u003Cp>2.Den ovan angivna lönegränsen utgör 10 x gällande pbb\u002F12.\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får inte 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>Månadslönen = den aktuella månadslönen. För medarbetare avlönad med\nveckolön ska månadslönen beräknas som 4,3 x veckolönen.\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs vid tillämpningen av denna\nregel\u003C\u002Fp>\n\n\u003Cp>•fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>•genomsnittligt belopp på ob-tillägg, jour eller beredskap\u003C\u002Fp>\n\n\u003Cp>•sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med medarbetarens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>•garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>Mom 9 Sjuklönetidens längd vid ITP Huvudregel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om medarbetaren enligt bestämmelserna i detta avtal har rätt till sjuklön\nfr o m 15:e kalenderdagen i sjukperioden ska arbetsgivaren betala sådan.\u003C\u002Fp>\n\n\u003Cp>• för grupp 1 t o m 90:e kalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>• för grupp 2 t o m 45:e kalenderdagen i sjukperioden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>I sjukperioden ingår dels samtliga dagar med sjukavdrag även karensdagar,\ndels arbetsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Medarbetare tillhör grupp 1\u003C\u002Fp>\n\n\u003Cp>•om denne har varit anställd hos arbetsgivaren under minst ett år i\nföljd,\u003C\u002Fp>\n\n\u003Cp>•eller om denne övergått direkt från en anställning i vilken denne har\nhaft rätt till sjuklön under minst 90 dagar.\u003C\u002Fp>\n\n\u003Cp>Medarbetare tillhör grupp 2 i övriga fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Undantag 1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om medarbetaren 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.\u003C\u002Fp>\n\n\u003Cp>Om medarbetare därför under de senaste 12 månaderna, räknat från den\naktuella sjukperiodens början, har fått sjuklön från arbetsgivaren, ska\nantalet sjuklönedagar dras från 105 respektive 45. Resten utgör det maximala\nantalet sjuklönedagar för det aktuella sjukdomsfallet.\u003C\u002Fp>\n\n\u003Cp>Med sjuklönedagar avses dels samtliga dagar med sjukavdrag, dels arbetsfria\ndagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Undantag 2\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar betalas till medarbetaren upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Vissa samordningsregler vid ITP \u003C\u002Fh3>\n\n\u003Ch4>Mom 10:1 Livränta\u003C\u002Fh4>\n\n\u003Cp>Om en medarbetare på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då medarbetaren har rätt till sjuklön,\nska sjuklönen från arbetsgivaren inte beräknas enligt mom 5-8 utan i\nstället utgöra skillnaden mellan 80 % av månadslönen och livräntan.\u003C\u002Fp>\n\n\u003Cp>Om en medarbetare som omfattas av ITP-planen är frånvarande med\nrehabiliteringspenning under annan sjuklöneberättigad tid enligt mom 9 görs\nlöneavdrag som vid sjukdom fr o m 15:e kalenderdagen enligt mom 8.\u003C\u002Fp>\n\n\u003Ch4>Mom 10:2 Ersättning från annan försäkring\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Om medarbetaren får ersättning från annan försäkring än ITP eller\ntrygghetsförsäkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 10:3 Ersättning från staten\u003C\u002Fh4>\n\n\u003Cp>Om medarbetaren får annan ersättning från staten än från den allmänna\nförsäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskadeskydd, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>Mom 11 Inskränkningar i rätten till sjuklön \u003C\u002Fh3>\n\n\u003Ch4>Mom 11:1 Viss sjukdom\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om medarbetare vid anställningen har undanhållit att denne lider av viss\nsjukdom, har medarbetaren inte 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 11:2 Friskintyg\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av medarbetaren\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har medarbetaren\ninte rätt till sjuklön fr o m 15:e kalenderdagen i sjukperioden vid\narbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Ch4>Mom 11:3 Nedsatta sjukförmåner\u003C\u002Fh4>\n\n\u003Cp>Om medarbetarens sjukförmåner har nedsatts enligt avdelning C i\nsocialförsäkringsbalken ska arbetsgivaren reducera sjuklönen i motsvarande\nmån.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 11:4 Skada vid olycksfall då TFA inte är tillämplig\u003C\u002Fh4>\n\n\u003Cp>Om medarbetare har skadats vid olycksfall som vållats av tredje man och\nersättning inte erhålls enligt trygghetsförsäkring vid arbetsskada (TFA),\nska arbetsgivaren utge sjuklön endast om - respektive i den utsträckning -\nmedarbetaren inte kan få skadestånd för förlorad arbetsförtjänst från\nden för skadan ansvarige.\u003C\u002Fp>\n\n\u003Ch4>Mom 11:5 Olycksfall hos annan arbetsgivare\u003C\u002Fh4>\n\n\u003Cp>Om medarbetare 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 denne särskilt har åtagit\nsig detta.\u003C\u002Fp>\n\n\u003Ch4>Mom 11:6 Inskränkning fr o m 15:e kalenderdagen\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utbetala sjuklön fr o m 15:e\nkalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>•om medarbetaren har undantagits från sjukförsäkringsförmåner enligt\navdelning C i socialförsäkringsbalken, eller\u003C\u002Fp>\n\n\u003Cp>•om medarbetarens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>•om medarbetare har skadats till följd av krigsåtgärd, om inte\növerenskommelse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Medarbetare som uppnått ordinarie pensionsålder enligt ITP-planen har\nrätt till sjuklön efter arbetsgivarperioden endast om uttrycklig\növerenskommelse träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nerhålls enligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt avdelning C i socialförsäkringsbalken och lagen om\narbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 13 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om medarbetare 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 medarbetaren är frånvarande görs avdrag per timme\nmed;\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>Fr o m 15:e kalenderdagen görs avdrag enligt mom 8.\u003C\u002Fp>\n\n\u003Cp>För medarbetare med månadslön över 10 x prisbasbeloppet (pbb)\u002F12 ska\ndock avdrag göras med \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>90 % x (10 x pbb) + 10 % x (månadslön 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>Beträffande begreppen veckoarbetstid och månadslön, se mom 6 respektive\nmom 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 14 Beviljad sjukersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Medarbetare som beviljas sjukersättning ska informera arbetsgivaren om\nsådant beslut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>§ 14 Föräldraledighetstillägg och avdrag vid föräldraledighet\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Föräldraledighetstillägg\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Upphör 2021-06-30\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En medarbetare som är tjänstledig i samband med barns födelse eller\nadoption har rätt till föräldraledighetstillägg från arbetsgivaren om\u003C\u002Fp>\n\n\u003Cp>•medarbetaren varit anställd hos arbetsgivaren i minst ett år i följd\nsamt\u003C\u002Fp>\n\n\u003Cp>•anställningen fortsätter under minst tre månader efter\ntjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>För kvinnlig medarbetare gäller rätten till föräldraledighetstillägg\näven för tid hon är tjänstledig på grund av graviditet.\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget utges inte för längre tid än som anges\nnedan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 1 Föräldraledighetstillägg \u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Gäller från och med 2021-07-01\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En medarbetare som är tjänstledig i samband med barns födelse eller\nadoption har rätt till föräldraledighetstillägg från arbetsgivaren om\u003C\u002Fp>\n\n\u003Cp>•medarbetaren varit anställd hos arbetsgivaren i minst ett år i\nföljd\u003C\u002Fp>\n\n\u003Cp>För kvinnlig medarbetare gäller rätten till föräldraledighetstillägg\näven för tid hon är tjänstledig på grund av graviditet.\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget utges inte för längre tid än som anges\nnedan \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Utbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Upphör 2021-06-30\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget utbetalas med halva beloppet när\ntjänstledigheten börjar och resterande hälft när medarbetaren fortsatt sin\nanställning i tre månader efter tjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Utbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Gäller från och med 2021-07-01\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget fastställs enligt Mom 2:1 i samband med att\nmedarbetarens föräldraledighet påbörjas. Föräldraledighetstillägget\nbetalas ut månadsvis under föräldraledighetsperioden om inte arbetsgivaren\noch medarbetaren kommer överens om annat.\u003C\u002Fp>\n\n\u003Ch4>Mom 2:1 Belopp\u003C\u002Fh4>\n\n\u003Cp>Föräldraledighetstillägget utgörs av ett belopp motsvarande;\u003C\u002Fp>\n\n\u003Cp>•en månadslön minus avdrag under 30 kalenderdagar beräknad per\nkalenderdag enligt nedan om medarbetaren varit anställd i ett men inte två\når i följd,\u003C\u002Fp>\n\n\u003Cp>•tre månadslöner minus avdrag under 90 kalenderdagar beräknad per\nkalenderdag enligt nedan om medarbetaren varit anställd i två men inte tre\når i följd,\u003C\u002Fp>\n\n\u003Cp>•sex månadslöner minus avdrag under 180 kalenderdagar beräknad per\nkalenderdag enligt nedan om medarbetaren varit anställd i tre år i följd\neller mer.\u003C\u002Fp>\n\n\u003Cp>Om ledigheten skulle bli kortare än en, tre respektive sex månader utges\ninte föräldraledighetstillägg för längre tid än ledigheten omfattar.\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägg utges inte på lönedelar över 15\nprisbasbelopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Avdrag för beräkning av tillägget\u003C\u002Fh4>\n\n\u003Cp>För varje föräldraledighetsdag (även arbetsfria vardagar samt sön- och\nhelgdagar) görs avdrag per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Avdraget beräknas olika beroende på om medarbetarens månadslön\növereller understiger en viss lönegräns. Denna lönegräns beräknas\nsom: \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 medarbetare med månadslön som uppgår till högst lönegränsen görs\navdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>_________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För medarbetare med månadslön över lönegränsen görs avdrag per\ndag:\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 13 § mom 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägg erhålles inte om medarbetaren är undantagen\nfrån föräldrapenning enligt avdelning B i socialförsäkringsbalken. Om\ndenna förmån har nedsatts ska föräldraledighetstillägget reduceras i\nmotsvarande grad.\u003C\u002Fp>\n\n\u003Cp>Föräldraledighetstillägget får inte delas upp i flera perioder och utges\naldrig för tjänstledighet efter det att barnet är 18 månader gammalt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För en medarbetare som har adopterat ett barn eller tagit emot ett barn i\navsikt att adoptera det ska tiden 18 månader i stället räknas från den\ntidpunkt då medarbetaren fått barnet i sin vård i enlighet med\nföräldraledighetslagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om medarbetaren är frånvarande med tillfällig föräldrapenning, görs\nlöneavdrag per frånvarotimme med\u003C\u002Fp>\n\n\u003Cp>månadslön x 12 \u003C\u002Fp>\n\n\u003Cp>______________________\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Om ledighetsperiod med tillfällig föräldrapenning omfattar en eller flera\nhela kalendermånader ska medarbetarens hela månadslön dras av för var och\nen av kalendermånaderna. Om de avräkningsperioder som företaget använder\nvid löneutbetalningen inte sammanfaller med kalendermånaderna har\narbetsgivaren rätt att vid tillämpning av denna bestämmelse byta begreppet\n\"kalendermånad\" mot \"avräkningsperiod\".\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön, se § 13 mom 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Tjänstledighetsavdrag vid annan än tillfällig\nföräldraledighet\u003C\u002Fh3>\n\n\u003Cp>Avdrag görs enligt § 11.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Intyg från Försäkringskassan angående föräldrapenning och\ntillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>På arbetsgivarens begäran är medarbetare skyldig att styrka att denne\nuppbär föräldrapenning eller tillfällig föräldrapenning från\nFörsäkringskassan.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Gäller inte vid föräldraledighet utan föräldrapenning enligt 5 §\nFöräldraledighetslagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Ansökan om föräldraledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Medarbetare som vill nyttja sin rätt till föräldraledighet ska anmäla\ndetta till arbetsgivaren senast tre månader före ledighetens början. Vid\nföräldraledighet i direkt samband med huvudsemester bör anmälan göras\nsamtidigt som semesteransökan. Anmälan kan göras senare om medarbetaren har\nsärskilda skäl.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Gäller inte vid ledighet med tillfällig föräldrapenning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>§ 15 Semester\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Om inte annat individuellt överenskommes erhålls semester enligt lag med\nnedan angivna tillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Sammanfallande intjänande- 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 istället 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 medarbetaren fyller 40 år 31 dagar\noch från och med det år medarbetaren fyller 50 år 32 dagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Semesterlön 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 medarbetarens vid\nsemestertillfället aktuella månadslönen.\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-annleaveallowancetype\">\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 semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från medarbetarens\nmånadslön med 4,6 %.\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 medarbetaren under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället 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 ändras under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt 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>Erhållen semesterlön betraktas som a conto utbetalning och avräknas från\nsåväl semesterersättning som lön. Medarbetare som erhållit fler betalda\nsemesterdagar än intjänade 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>Medarbetare som har rätt till fler än 20 betalda semesterdagar kan av de\növerskjutande semesterdagarna spara en eller flera till senare semesterår.\nDetta får endast ske om medarbetaren inte samma år tar ut tidigare sparad\nsemester.\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 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 medarbetare ska antalet semesterdagar, som ska anses ingå i\nsemesterledigheten, beräknas som timmar:\u003C\u002Fp>\n\n\u003Cp>A = semesterrätt i dagar\u003C\u002Fp>\n\n\u003Cp>B = sysselsättningsgrad\u003C\u002Fp>\n\n\u003Cp>C = heltidsarbetstidsmått per vecka\u003C\u002Fp>\n\n\u003Cp>D = en semesterdags värde i timmar = BxC\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\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>A semesterrätt i dagar\u003C\u002Ftd>\n      \u003Ctd>25\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B sysselsättningsgrad\u003C\u002Ftd>\n      \u003Ctd>1 (100 %)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C heltidsarbetstidsmått per vecka\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D en semesterdags värde i timmar \u003C\u002Ftd>\n      \u003Ctd>8 (1 x 40 timmar\u002F5)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>totalt antal semestertimmar\u003C\u002Ftd>\n      \u003Ctd>200 (25 dagar x 8 timmar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E antal utlagda semestertimmar\u003C\u002Ftd>\n      \u003Ctd>16\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>F antal utlagda semesterdagar\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>återstående semester i timmar\u003C\u002Ftd>\n      \u003Ctd>184 (200 - 16 timmar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>återstående semesterdagar\u003C\u002Ftd>\n      \u003Ctd>23 (25 - 2 dagar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel 2\u003C\u002Fstrong>\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>A semesterrätt i dagar\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B sysselsättningsgrad\u003C\u002Ftd>\n      \u003Ctd>0,5 (50 %)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>C heltidsarbetstidsmått per vecka\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>D en semesterdags värde i timmar\u003C\u002Ftd>\n      \u003Ctd>3,7 (0,5 x 37\u002F5)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>totalt antal semestertimmar\u003C\u002Ftd>\n      \u003Ctd>118,4 (32 dagar x 3,7 timmar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E antal utlagda semestertimmar\u003C\u002Ftd>\n      \u003Ctd>16,5\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>F antal utlagda semesterdagar\u003C\u002Ftd>\n      \u003Ctd>4,46 (avrundning till 2 decimaler)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>återstående semester i timmar\u003C\u002Ftd>\n      \u003Ctd>101,9 (118,4 - 16,5 timmar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>återstående semesterdagar\u003C\u002Ftd>\n      \u003Ctd>27,54 (32 - 4,46 dagar)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Efter lokal överenskommelse kan hela eller delar av semesterledigheten\nberäknas i dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Timavlönades semesterlön\u003C\u002Fh3>\n\n\u003Cp>Timavlönades semesterlön beräknas enligt följande:\u003C\u002Fp>\n\n\u003Cp>(totalt intjänad lön x 12 % ) x antal överenskomna semesterdagar\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******************************\u003C\u002Fspan>25\u003C\u002Fp>\n\n\u003Cp>Beträffande överenskommen semester, se mom 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 16 Tjänste- och personalbostad\u003C\u002Fh2>\n\n\u003Cp>Hyresförhållande som är beroende av anställning regleras enligt\ngällande lag i den mån inte annat följer av denna paragraf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Tjänstebostad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med tjänstebostad menas av arbetsgivare ägd eller disponerad\nbostadslägenhet, som arbetsgivaren anvisar medarbetaren såsom nödvändig\nbostad för fullgörande av anställningens arbetsuppgifter och därför\nupplåter till medarbetaren i samband med anställning som är förenad med\nbostadstvång.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Personalbostad\u003C\u002Fh3>\n\n\u003Cp>Med personalbostad menas av arbetsgivaren ägd eller disponerad\nbostadslägenhet, som arbetsgivaren upplåter till medarbetare i samband med\nanställning.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Hyra\u003C\u002Fh3>\n\n\u003Cp>Hyra för tjänste- och personalbostad fastställs av arbetsgivaren till\nbelopp som är skäligt med hänsyn till olägenheter, som kan följa av\nbostadens karaktär av tjänste- och personalbostad och dess belägenhet.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Förbehåll\u003C\u002Fh3>\n\n\u003Cp>Utan arbetsgivarens medgivande får inte;\u003C\u002Fp>\n\n\u003Cp>a)hyresrätt till tjänste- eller personalbostad överlåtas,\u003C\u002Fp>\n\n\u003Cp>b)hyresgäst upplåta tjänste- eller personalbostad i andra hand.\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Uppsägning av hyresavtal\u003C\u002Fh4>\n\n\u003Cp>Hyresavtal för tjänste- eller personalbostad kan av arbetsgivaren sägas\nupp för att upphöra att gälla med en minsta uppsägningstid av en månad i\nföljande fall;\u003C\u002Fp>\n\n\u003Cp>a)då medarbetarens anställning ska upphöra,\u003C\u002Fp>\n\n\u003Cp>b)då medarbetaren inte betalt hyra,\u003C\u002Fp>\n\n\u003Cp>c)då medarbetaren vidtagit åtgärd i strid mot mom 4,\u003C\u002Fp>\n\n\u003Cp>d)då medarbetaren beviljats längre studieledighet och studierna syftar\ntill annan sysselsättning än vad som gäller för företagets verksamhet.\u003C\u002Fp>\n\n\u003Cp>Dock gäller, då medarbetarens anställning ska upphöra att:\u003C\u002Fp>\n\n\u003Cp>a)om medarbetaren, vid uppsägningstillfället av hyresavtalet har rätt\ntill en uppsägningstid - vad gäller anställningens upphörande - som är\nlängre än en månad, ska arbetsgivaren iaktta motsvarande uppsägningstid,\nvad gäller hyresavtalets upphörande,\u003C\u002Fp>\n\n\u003Cp>b)om anställningen upphör på grund av att medarbetaren avlider, gäller\nhyreslagens uppsägningstider.\u003C\u002Fp>\n\n\u003Cp>Uppsägningstid enligt momentet gäller för hyresavtal med bestämd\nhyrestid som är längre än tre månader och för hyresavtal som gäller för\nobestämd tid.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har sagt upp hyresavtalet för tjänste- eller\npersonalbostaden i samband med anställningens upphörande har hyresgästen\neller medhyresgäst inte rätt till förlängning av avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 17 Avtalsförsäkringar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nedan angivna kollektiva försäkringslösningar gäller om inte\nkollektivavtalsparterna i det enskilda fallet överenskommit om annat.\u003C\u002Fp>\n\n\u003Cp>ITP\u003C\u002Fp>\n\n\u003Cp>Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>Trygghetsförsäkring vid arbetsskada (TFA)\u003C\u002Fp>\n\n\u003Cp>Omställningsavtalet (TRR)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 18 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>Mom 1 Förhandlingspreskription\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\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\u003Ch3>Mom 2 Lokal förhandling\u003C\u002Fh3>\n\n\u003Cp>Förhandling ska i första hand genomföras mellan arbetsgivaren och den\nlokala arbetstagarorganisation medarbetaren tillhör. Med lokal organisation\navses lokalavdelning, distrikt eller av den fackliga organisationen utsett\narbetsplatsombud.\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 förhandlingsframställan, om\nparterna inte kommer överens om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 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.\u003C\u002Fp>\n\n\u003Cp>Om parterna inte enas om annat ska central förhandling hållas inom 30\ndagar från den dag motparten fick del av förhandlingsframställan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 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 lag om anställningsskydd 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\u003Ch2>§ 19 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>Detta avtal gäller fr o m den 1 januari 2021 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>Parterna är överens om att detta avtal kan upphöra tidigast den 31\ndecember 2021.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Ch3>Löneavtal\u003C\u002Fh3>\n\n\u003Cp>Avtal om lokal lönebildning i företagen mellan Föreningen\nVårdföretagama och Vårdförbundet avseende bransch Vård och behandling samt\nomsorgsverksamhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Avtalets omfattning\u003C\u002Fh4>\n\n\u003Cp>Avtalet gäller för medlemmar i ovanstående förbund som är anställda i\nföretag anslutna till Föreningen Vårdföretagarna, om de lokala parterna\ninte kommer överens om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Övergripande mål för lönebildningen\u003C\u002Fh4>\n\n\u003Cp>Det är parternas gemensamma uppfattning att god lönsamhet, produktivitet\noch utvecklingskraft i företagen samt stabila och förtroendefulla relationer\nmellan företagsledning, medarbetare 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 medarbetarnas bidrag till denna. Detta\nställer krav på definierade och kommunicerade mål för verksamheten och\nmedarbetarna 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 samt verka\nför en ökad lönespridning och möjlighet till lönekarriär i yrket över\ntid, kan lönebildningen vara en positiv kraft i företagets verksamhet som\nstärker den produktivitets- och intäktsskapande processen. Det är parternas\nuppfattning att detta avtal därmed över tid bör generera bättre\nlöneutveckling för medarbetarna i företaget än ett avtal med centralt\nfastställda nivåhöjningar.\u003C\u002Fp>\n\n\u003Cp>Företagets resultat och utveckling är en effekt av tydliga mål för\nverksamheten och för medarbetaren. Företagets chefer har därför ett\nsärskilt ansvar för att mål sätts upp och att uppföljning av resultat\nsker.\u003C\u002Fp>\n\n\u003Cp>Avtalets inriktning är att knyta samman medarbetarens prestation och\nuppnådda resultat med den individuella löneutvecklingen. Medarbetarnas\nutbildning, erfarenhet och kompetensutveckling är av stor betydelse för\nföretagets produktivitet och förnyelse. \u003C\u002Fp>\n\n\u003Cp>Lönenivåer och lönespridning inom respektive yrken ska särskilt\nuppmärksammas. Genom en prioritering av särskilt yrkesskickliga kan\nlönespridningen öka och möjlighet ges till lönekarriär i yrket över\ntid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Lönesättningsprinciper\u003C\u002Fh4>\n\n\u003Cp>Den individuella lönen och löneutvecklingen grundas på\u003C\u002Fp>\n\n\u003Cp>-verksamhetens krav och behov\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>-engagemang, prestation, kunskap och kompetens där erfarenhet och särskild\nyrkesskicklighet kan uppmärksammas\u003C\u002Fp>\n\n\u003Cp>-förmåga att utveckla verksamheten och samarbetet med kollegor\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\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>\u003C\u002Fdiv>\n\n\u003Cp>Även föräldralediga och sjukskrivna omfattas av lönerevisionen.\nMedarbetare som har varit eller är föräldralediga ska inte, på grund av\nföräldraledigheten, ha en ogynnsam löneutveckling i förhållande till\növriga tjänstemän i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Den lokala lönebildningsprocessen\u003C\u002Fh4>\n\n\u003Cp>Lönebildningsprocessen avseende medarbetarna 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 inte\nkommer överens om annat. Med årlig avses att lönen revideras vid samma\ntidpunkt varje år om inte lokala parter kommer överens om annat.\u003C\u002Fp>\n\n\u003Cp>Avräkning ska göras med 0,1 % från löneökningsutrymmet vid\nlönerevisionen 2019 eller det år som de två nya arbetstidsmåtten för\narbete om minst 20 respektive 30 procent på natt samt den förkortade\narbetstiden vid ständig nattjänstgöring i § 5 börjar gälla hos\narbetsgivaren. Avräkning från löneökningsutrymmet ska inte göras om lokala\nparter tidigare tecknat lokalt kollektivavtal om motsvarande förkortad\narbetstid eller lägre mot en avräkning från löneökningsutrymmet eller\nandra ersättningar.\u003C\u002Fp>\n\n\u003Cp>Saknas lokal facklig organisation ska nedanstående steg ske direkt med\nmedarbetarna. Oavsett om det på företaget finns lokal facklig klubb, 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>\u003Cstrong>Steg 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Företaget och den lokala fackliga organisationen\u002Fmedarbetarna träffas i\ngod tid före lönerevisionstidpunkten 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 verksamhetens behov samt företagets övergripande\nekonomiska och marknadsmässiga förutsättningar\u003C\u002Fp>\n\n\u003Cp>-en gemensam genomgång av företagets lönepolicy och lönekriterier\u003C\u002Fp>\n\n\u003Cp>-en redovisning av företagets övergripande lönestruktur, lönespridning\noch löneutveckling\u003C\u002Fp>\n\n\u003Cp>-kommer överens om 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 medarbetare\nska lämnas\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Steg 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De individuella samtalen om resultat och lön mellan lönesättande chef och\nmedarbetare förs enligt avsnitt 5 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Steg 3:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Varje medarbetare informeras av lönesättande chef om sin nya lön och\nmotiveringen till denna.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Steg 4:\u003C\u002Fstrong>\u003C\u002Fp>\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>\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\u003Ch4>5.Det individuella samtalet om resultat och lön\u003C\u002Fh4>\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 medarbetaren, ska vara en väl genomtänkt\ndialog om individens resultat, arbetssituation, möjlighet till lönekarriär i\nyrket över tid samt föreslagen ny lön. Varje medarbetare ska få en\nindividuell återkoppling på sina prestationer. Inför samtalet bör\nmedarbetaren göra en egen bedömning av sina prestationer. Löneutvecklingen\nska grunda sig på hur medarbetaren har uppfyllt sina individuella mål och\nutgå från de lönekriterier som tagits fram inom företaget i enlighet med\nlönesättningsprinciperna i avsnitt 3. Lönekriterierna ska vara kända för\nbåde chef och medarbetaren.\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 medarbetare får ringa eller ingen lönehöjning i samband med\nlönerevision i företaget, ska särskilda överläggningar mellan chef och\nmedarbetare föras om vad som krävs för en god löneutveckling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6.Förstärkt lönesamtal\u003C\u002Fh4>\n\n\u003Cp>Medarbetaren kan begära ett förstärkt lönesamtal om kvaliteten på\nlönesamtalet eller motiveringen till ny lön inte varit tillfredsställande\noch medarbetaren därför inte accepterar denna. Vid sådant förstärkt\nlönesamtal kan medarbetaren om denne så önskar bistås av lokal facklig\nförtroendeman. Lönesättande chef bistås om möjligt av ytterligare\narbetsgivarrepresentant. Det förstärkta lönesamtalet ska begäras\nskriftligen av medarbetaren inom två veckor från det att ny lön meddelats\noch innehålla en motivering till varför ett förstärkt lönesamtal\nönskas.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Saknas lokal facklig klubb eller lokal facklig förtroendeman kan\nmedarbetaren bistås av annan facklig förtroendeman. Om annan facklig\nförtroendemans medverkan inte är möjlig kan medarbetare om denne så önskar\nbistås av annan på arbetsplatsen.\u003C\u002Fp>\n\n\u003Ch4>7.Central konsultation\u003C\u002Fh4>\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\u003Ch4>8.Förhandlingsordning\u003C\u002Fh4>\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 enighet inte kan uppnås kring den lokala lönebildningsprocessen kan\ncentral förhandling begäras av endera parten, under förutsättning att\ncentral konsultation ägt rum dessförinnan. Central förhandling ska påkallas\nsenast tre veckor efter den centrala konsultationen, eller senast vid annan\ntidpunkt som de centrala parterna enas om.\u003C\u002Fp>\n\n\u003Ch4>9.Avsteg från den lokala lönebildningsprocessen och fastställande av\ncentral löneökning\u003C\u002Fh4>\n\n\u003Cp>Om någon av de centrala parterna anser att avtalets intentioner inte har\nföljts på ett visst företag, trots genomförd central konsultation och\ncentral förhandling, kan respektive part frånträda den lokala\nlönebildningsprocessen på företaget för innevarande år. Sådant besked ska\nlämnas inom tre veckor efter avslutad central förhandling, dock senast den 31\noktober respektive år, eller senast vid annan tidpunkt som de centrala\nparterna enas om.\u003C\u002Fp>\n\n\u003Cp>En nivå för löneökning för innevarande år ska då fastställas av de\ncentrala parterna, att gälla för den grupp av medarbetare som omfattas av\ndetta löneavtal på berörda företag. De centrala parterna fastställer även\ndatum för lönerevisionen.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna ska snarast efter den 31 oktober inleda förhandling\nenligt ovan.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Är inte den lokala löneprocessen klar eller har inte central konsultation\noch central förhandling avslutats senast den 31 oktober kan part även då\nfrånträda processen enligt ovan.\u003C\u002Fp>\n\n\u003Ch4>10.Upphörande av fredsplikt\u003C\u002Fh4>\n\n\u003Cp>Central part kan under pågående förhandling (enligt punkt 9 ovan) med en\nveckas varsel upphäva fredsplikten på berörda företag. Besked härom ska\nomgående lämnas till Föreningen Vårdföretagarna eller Vårdförbundet.\u003C\u002Fp>\n\n\u003Ch4>11.Uppföljning och utvärdering\u003C\u002Fh4>\n\n\u003Cp>De centrala parterna ska senast den 30 november varje år göra en\nuppföljning och utvärdering av det centrala avtalet inför kommande\nkalenderår.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Mellan de centrala parterna gäller ett separat statistikavtal, enligt\nvilket företagen årligen ska rapportera in underlag för lönestatistik för\nmedarbetare inom branschen. Detta är av stor vikt för att kunna följa\nlöneutvecklingen inom de branscher som tillämpar lokal lönebildning.\u003C\u002Fp>\n\n\u003Ch4>12.Lönebildningsgrupp\u003C\u002Fh4>\n\n\u003Cp>De centrala parterna tillsätter en gemensam Lönebildningsgrupp. Gruppens\nuppgift är att vid behov stödja den lokala lönerevisionsprocessen genom sina\nkunskaper och erfarenheter. Gruppen ska även utvärdera statistikavtalet med\navseende på kvalitet, detaljeringsgrad m m.\u003C\u002Fp>\n\n\u003Ch4>13.Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Avtalet gäller fr o m den 1 januari 2021 tillsvidare. Avtalet gäller med\nen ömsesidig uppsägningstid av tre månader. Avtalet kan sägas upp senast\nden 30 september att upphöra den 31 december samma år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":45,"disabilityfund":49,"contracttrial":53,"tempagency":57,"sicknesspay":61,"disabilitypay":65,"healthandsafetypolicy":69,"paidmaternityleave":73,"deathrelatives":77,"discrimination":81,"WORKHOURS_trigger":85,"hourspweek_select":88,"dayspweek":92,"PAIDLEAV_trigger":96,"holidaysdays":99,"bankholidays1":103,"PAYSCALES_trigger":107,"NOCTPREM_trigger":111,"annleaveallowancetype":115,"OVERTIME_trigger":119},{"bindId":43,"name":44,"text":44},"cbadate_start","Giltighetstid: 2021-01-01 - tillsvidare",{"bindId":46,"name":47,"text":48},"cbadate_end","Detta avtal gäller fr o m den 1 januari ","Detta avtal gäller fr o m den 1 januari 2021 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},"disabilityfund","Mom 11 Inskränkningar i rätten till sjuk","Mom 11 Inskränkningar i rätten till sjuklön \n\nMom 11:1 Viss sjukdom\n\n\n\nOm medarbetare vid anställningen har undanhållit att denne lider av viss\nsjukdom, har medarbetaren inte rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\n\n\n\nMom 11:2 Friskintyg\n\nOm arbetsgivaren vid anställningen har begärt friskintyg av medarbetaren\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har medarbetaren\ninte rätt till sjuklön fr o m 15:e kalenderdagen i sjukperioden vid\narbetsoförmåga som beror på sjukdomen ifråga.\n\nMom 11:3 Nedsatta sjukförmåner\n\nOm medarbetarens sjukförmåner har nedsatts enligt avdelning C i\nsocialförsäkringsbalken ska arbetsgivaren reducera sjuklönen i motsvarande\nmån.",{"bindId":54,"name":55,"text":56},"contracttrial","Mom 6 Provanställning Anställning på pro","Mom 6 Provanställning\n\n\n\nAnställning 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.\n\nMedarbetare eller arbetstagarorganisation kan begära att arbetsgivaren\nmotiverar grunden för att anställningen avbryts.",{"bindId":58,"name":59,"text":60},"tempagency","Vikarie enligt s k löpande semesterlista","Vikarie enligt s k löpande semesterlista eller i andra liknande situationer\nhar inte rätt till övertidsersättning vid övergång mellan\n”vikariaten”.",{"bindId":62,"name":63,"text":64},"sicknesspay","Mom 9 Sjuklönetidens längd vid ITP Huvud","Mom 9 Sjuklönetidens längd vid ITP Huvudregel\n\n\n\nOm medarbetaren enligt bestämmelserna i detta avtal har rätt till sjuklön\nfr o m 15:e kalenderdagen i sjukperioden ska arbetsgivaren betala sådan.\n\n• för grupp 1 t o m 90:e kalenderdagen i sjukperioden\n\n• för grupp 2 t o m 45:e kalenderdagen i sjukperioden.",{"bindId":66,"name":67,"text":68},"disabilitypay","Om medarbetaren får ersättning från anna","Om medarbetaren får ersättning från annan försäkring än ITP eller\ntrygghetsförsäkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring ska sjuklönen minskas med ersättningen.",{"bindId":70,"name":71,"text":72},"healthandsafetypolicy","De lokala parterna kan också med avvikel","De lokala parterna kan också med avvikelse från bestämmelserna i §§\n25-27 lagen om anställningsskydd överenskomma om turordning vid\nåteranställning. De ovan nämnda kriterierna ska då gälla.",{"bindId":74,"name":75,"text":76},"paidmaternityleave","§ 14 Föräldraledighetstillägg och avdrag","§ 14 Föräldraledighetstillägg och avdrag vid föräldraledighet\n\nMom 1 Föräldraledighetstillägg\n\nUpphör 2021-06-30\n\nEn medarbetare som är tjänstledig i samband med barns födelse eller\nadoption har rätt till föräldraledighetstillägg från arbetsgivaren om\n\n•medarbetaren varit anställd hos arbetsgivaren i minst ett år i följd\nsamt\n\n•anställningen fortsätter under minst tre månader efter\ntjänstledigheten.\n\nFör kvinnlig medarbetare gäller rätten till föräldraledighetstillägg\näven för tid hon är tjänstledig på grund av graviditet.\n\nFöräldraledighetstillägget utges inte för längre tid än som anges\nnedan.",{"bindId":78,"name":79,"text":80},"deathrelatives","§ 11 Permission, tjänstledighet och nati","§ 11 Permission, tjänstledighet och nationaldagen\n\nMom 1 Permission\n\n\n\nPermission 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 medarbetarens familj kan permission beviljas för en eller\nflera dagar.",{"bindId":82,"name":83,"text":84},"discrimination","Lönekriterier med utgångspunkt i ovanstå","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.",{"bindId":86,"name":87,"text":87},"WORKHOURS_trigger","§ 5 Arbetstid",{"bindId":89,"name":90,"text":91},"hourspweek_select","Mom 1 Ordinarie arbetstid Ordinarie arbe","Mom 1 Ordinarie arbetstid\n\nOrdinarie arbetstid är vid heltidsanställning - om inte annat följer av\nnedanstående - i genomsnitt 40 timmar per helgfri vecka.\n\nInnehåller schemat söndags- och helgarbete var fjärde söndag\u002Fhelgdag\neller mindre frekvent uppgår den genomsnittliga arbetstiden den aktuella\nveckan till 40 timmar. Vid arbete på söndag alternativt helgdag ska\narbetstiden reduceras med 3 timmar. För medarbetare med proportionerad deltid\nska arbetstidsreduktionen proportioneras i motsvarande mån.",{"bindId":93,"name":94,"text":95},"dayspweek","Om inte arbetsgivare och lokal arbetstag","Om inte arbetsgivare och lokal arbetstagarorganisation träffat avtal om\nannat har medarbetare, 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 medarbetaren\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 medarbetaren.",{"bindId":97,"name":98,"text":98},"PAIDLEAV_trigger","§ 15 Semester",{"bindId":100,"name":101,"text":102},"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 medarbetaren fyller 40 år 31 dagar\noch från och med det år medarbetaren fyller 50 år 32 dagar.",{"bindId":104,"name":105,"text":106},"bankholidays1","Tid från kl 00.00 till kl 24.00 lördag, ","Tid från kl 00.00 till kl 24.00 lördag, söndag, helgdag eller dag\n        som både föregås och efterföljs av söndag eller helgdag. Jul- och\n        nyårsafton jämställs med helgdag.\n\n        Tid från kl 16.00 till kl 24.00 vardag närmast före trettondag\n        jul, första maj, Kristi himmelsfärdsdag, nationaldagen eller Alla\n        helgons dag. Tid från kl 00.00 till kl 07.00 måndag eller vardag\n        närmast efter trettondag jul, första maj, Kristi himmelsfärdsdag\n        eller nationaldagen.\n\n        \n\n        Tid från kl 19.00 till kl 24.00 fredag som inte omfattas av\n        o-tilläggstid ovan.",{"bindId":108,"name":109,"text":110},"PAYSCALES_trigger","§ 12 Lön för del av löneperiod och timlö","§ 12 Lön för del av löneperiod och timlön",{"bindId":112,"name":113,"text":114},"NOCTPREM_trigger","1.Samtliga timmar som är förlagda mellan","1.Samtliga timmar som är förlagda mellan kl 22 — 06 under schemaperioden\nska tas med i beräkningen för fastställande av arbetstidsmått enligt\novan.\n\n2.De två nya arbetstidsmåtten för arbete om minst 20 respektive 30\nprocent på natt samt den förkortade arbetstiden vid ständig\nnattjänstgöring ska vara implementerade senast den 1 juli 2020.\n\nI upphandlade verksamheter enligt LOU eller LOV, liksom i påbörjade\nupphandlingar som arbetsgivaren lämnat in anbud på före den 1 februari 2019,\ngäller de två nya arbetstidsmåtten för arbete om minst 20 respektive 30\nprocent på natt samt den förkortade arbetstiden vid ständig\nnattjänstgöring från nästa upphandling.\n\nRast får vid ständig nattjänstgöring bytas mot måltidsuppehåll.",{"bindId":116,"name":117,"text":118},"annleaveallowancetype","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":120,"name":121,"text":122},"OVERTIME_trigger","§ 6 Ersättning vid tjänstgöring på ob-ti","§ 6 Ersättning vid tjänstgöring på ob-tid och förskjuten\narbetstid\n\nMom 1 Ob-ersättning\n\nFör nedan angiven ordinarie arbetstid och mertid erhålles tillägg enligt\nföljande:\n\n\n\n\n  \n  \n  \n  \n  \n    \n      1. O-tilläggstid A -storhelg\n      Kr\u002Ftim\n\n        2021-01-01\n      \n      Kr\u002Ftim\n\n        2022-01-01\n      \n    \n    \n      Tid från kl 18.00 dag före långfredagen till kl 07.00 dagen efter\n        annandag påsk.\n\n        Tid från kl 18.00 dag före pingstafton eller midsommarafton till\n        kl 07.00 vardag närmast efter helgdagsaftonen Tid från kl 18.00 dag\n        före julafton eller nyårsafton till kl 07.00 vardag utom lördag\n        närmast efter helgdags aftonen.\n      \n      109:71\n      111:90\n    \n    \n      2. O-tilläggstid B - helgdagar, söndagar (inte i fall som\n        avsesmed o-tilläggstid A)\n      56:04\n      57:16\n    \n    \n      Tid från kl 00.00 till kl 24.00 lördag, söndag, helgdag eller dag\n        som både föregås och efterföljs av söndag eller helgdag. Jul- och\n        nyårsafton jämställs med helgdag.\n\n        Tid från kl 16.00 till kl 24.00 vardag närmast före trettondag\n        jul, första maj, Kristi himmelsfärdsdag, nationaldagen eller Alla\n        helgons dag. Tid från kl 00.00 till kl 07.00 måndag eller vardag\n        närmast efter trettondag jul, första maj, Kristi himmelsfärdsdag\n        eller nationaldagen.\n\n        \n\n        Tid från kl 19.00 till kl 24.00 fredag som inte omfattas av\n        o-tilläggstid ovan.\n      \n      \n      \n    \n    \n      3. O-tilläggstid C natt vardagar (inte i fall som avses med\n        otilläggstid A eller B)\n\n        \n\n        För ordinarie arbetstid och mertid förlagd till tid från kl 22.00\n        till kl 24.00 måndag till torsdag samt från kl 00.00 till kl 06.00\n        tisdag till fredag\n      \n      47:98\n      48:94\n    \n    \n      O-tilläggstid D kväll vardagar (inte i fall som avses med\n        otilläggstid A eller B)\n\n        För ordinarie arbetstid och mertid förlagd till tid från kl 19.00\n        till kl 22.00 på vardag\n      \n      22:75","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KOLLEKTIVAVTAL, ALLMÄNNA VILLKOR OCH LÖNER Bransch Vård och behandlingsverksamhet samt omsorgsverksamhet Giltighetstid: 2021-01-01 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2021-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2021-12-31\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: → Bygg-och anläggning, teknisk rådgivning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Övrigt\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            \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: → Ja\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): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 15 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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -9 veckor\n            \u003C\u002Fdiv>\n\n            \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            \u003Cdiv id=\"display-childcareleave\">\n                Betald ledighet per år för vård av anhörig: → 1 dagar\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 1 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → 30 dagar\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \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            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Juldagen, Första maj, Annandag påsk\n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Tillägg för kvälls- eller nattarbete: → 120 % av grundlönen\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Tillägg för endast nattarbete: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Semestertillägg: → 5.2 % av grundlönen\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Tillägg för söndagsarbete:\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[128],{"title":35,"slug":31},[130],{"type":131,"data":132},"call_to_action_body_block",{"title":133,"description":134,"variant":135,"link":136},"Jämför kollektivavtal","Jämför artiklarna med kollektivavtal från Sverige genom olika sektorer, ämnen och länder","dark",{"title":133,"url":137,"description":133,"rel":138,"type":139},"\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fjamfor-kollektivavtal","follow","internal",[141],{"type":131,"data":142},{"title":133,"description":134,"variant":135,"link":143},{"title":133,"url":137,"description":133,"rel":138,"type":139},[],{"title":15,"seo_title":146,"description":7,"path":147,"redirect_url":7,"locale":16,"children":148},"WageIndicator Sverige: löner, minimilön och arbetsrätt","\u002Fsv-se",[149,230,259],{"title":18,"seo_title":150,"description":7,"path":151,"redirect_url":7,"locale":16,"children":152},"Arbeta i Sverige: löner och minimilön","\u002Fsv-se\u002Farbeta-i-sverige",[153,157,161,177,226],{"title":154,"seo_title":8,"description":7,"path":155,"redirect_url":7,"locale":16,"children":156},"Minimallön","\u002Fsv-se\u002Farbeta-i-sverige\u002Fminimallon",[],{"title":158,"seo_title":8,"description":7,"path":159,"redirect_url":7,"locale":16,"children":160},"Levnadslöner","\u002Fsv-se\u002Farbeta-i-sverige\u002Flevnadsloner",[],{"title":162,"seo_title":8,"description":7,"path":163,"redirect_url":7,"locale":16,"children":164},"Lön","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon",[165,169,173],{"title":166,"seo_title":8,"description":7,"path":167,"redirect_url":7,"locale":16,"children":168},"Lönecheck","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fkontroll",[],{"title":170,"seo_title":8,"description":7,"path":171,"redirect_url":7,"locale":16,"children":172},"Löneundersökning","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fundersokning",[],{"title":174,"seo_title":8,"description":7,"path":175,"redirect_url":7,"locale":16,"children":176},"VIP-lön","\u002Fsv-se\u002Farbeta-i-sverige\u002Flon\u002Fvip",[],{"title":178,"seo_title":179,"description":7,"path":180,"redirect_url":7,"locale":16,"children":181},"Arbetsrätt","Arbetsrätt i Sverige: löner, arbetstagares rättigheter","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt",[182,186,190,194,198,202,206,210,214,218,222],{"title":183,"seo_title":8,"description":7,"path":184,"redirect_url":7,"locale":16,"children":185},"Arbete och Löner","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Farbete-och-loner",[],{"title":187,"seo_title":8,"description":7,"path":188,"redirect_url":7,"locale":16,"children":189},"Ersättning och arbetstid","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fersattning-och-arbetstid",[],{"title":191,"seo_title":8,"description":7,"path":192,"redirect_url":7,"locale":16,"children":193},"Semester och Ledighet","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fsemester-och-ledighet",[],{"title":195,"seo_title":8,"description":7,"path":196,"redirect_url":7,"locale":16,"children":197},"Avtal och uppsägningar","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Favtal-och-uppsagningar",[],{"title":199,"seo_title":8,"description":7,"path":200,"redirect_url":7,"locale":16,"children":201},"Familjeansvar","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Ffamiljeansvar",[],{"title":203,"seo_title":8,"description":7,"path":204,"redirect_url":7,"locale":16,"children":205},"Graviditet och Arbete","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fgraviditet-och-arbete",[],{"title":207,"seo_title":8,"description":7,"path":208,"redirect_url":7,"locale":16,"children":209},"Hälsa och Trygghet","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fhalsa-och-trygghet",[],{"title":211,"seo_title":8,"description":7,"path":212,"redirect_url":7,"locale":16,"children":213},"Sjukfrånvaro","\u002Fsv-se\u002Farbeta-i-sverige\u002Farbetsratt\u002Fsjukfranvaro",[],{"title":215,"seo_title":8,"description":7,"path":216,"redirect_url":7,"locale":16,"children":217},"Social 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