[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fkollektivavtal-det-bla-avtalet-1-januari-2021-31-maj-2023":3,"menu:\u002Fsv-se:":174,"sites:htmlblocks":339,"subsites":1538,"cite-subsites":5103,"footer:root":5580,"suggested:root":5678,"cite-footer:root":5682},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":154,"content_type_view":155,"extra_breadcrumbs":156,"body":158,"body_blocks":169,"related_pages":173},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":152,"translations":153},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"kollektivavtal-det-bla-avtalet-1-januari-2021-31-maj-2023","8a3da0e8-b992-11ed-8bb0-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fkollektivavtal-det-bla-avtalet-1-januari-2021-31-maj-2023\u002Fkollektivavtal-det-bla-avtalet-1-januari-2021-31-maj-2023\u002F","Kollektivavtal Det blå avtalet 1 januari 2021 - 31 maj 2023","Kollektivavtal Det blå avtalet 1 januari 2021 - 31 maj 2023 - 2021","Sweden - Kollektivavtal Det blå avtalet 1 januari 2021 - 31 maj 2023 - 2021","Kollektivavtal Det blå avtalet 1 januari 2021 - 31 maj 2023 - 2021 - Tillverkning",{"name":39,"data":40},"Blue agreement - steel and metal - stal-och-metall-bla-avtalet-uppdaterat-2022-10-01.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Blue agreement - steel and metal -\n  stal-och-metall-bla-avtalet-uppdaterat-2022-10-01\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Kollektivavtal Det blå avtalet\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>1 januari 2021 - 31 maj 2023\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch1>inklusive förändringar gällande från och med 1 oktober 2022\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiple\">\u003Ch2>Allmänna bestämmelser för arbetare inom avtalsområde stål- och\nmetallindustrin, Blå avtalet\u003C\u002Fh2>\n\n\u003Ch2>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fh2>\n\n\u003Cp>Föreningen Industriarbetsgivama\u003C\u002Fp>\n\n\u003Cp>Industrifacket Metall \u003C\u002Fp>\n\n\u003Cp>SEKO - Facket för service och kommunikation\u003C\u002Fp>\n\n\u003Cp>Giltighetstid: 1 januari 2021 - 31 maj 2023\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grå markering - ny överenskommelse sedan Avtal 2017. | \u003C\u002Fp>\n\n\u003Cp>Svart markering - fel rättat sedan avtalet först skickades ut. | \u003C\u002Fp>\n\n\u003Cp>Grön markering - förändringar gällande från och med 1 oktober 2022.\n|\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Företag och driftsenheter som omfattas av detta avtal:\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Alumbra Stockholm AB \u003C\u002Fp>\n\n\u003Cp>Babcock & Wilcox Völund AB \u003C\u002Fp>\n\n\u003Cp>Kockums Industrier AB\u003C\u002Fp>\n\n\u003Cp>MEGTEC Systems AB \u003C\u002Fp>\n\n\u003Cp>Swemaint AB\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-cbamemtrad\">\u003Ch2>§ 1 Avtalets tillämpningsområde\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet tillämpas för anställda arbetstagare inom Industrifacket Metalls\n(IF Metall) och SEKO:s - Facket för Service och Kommunikation\norganisationsområde vid företag anslutna till Föreningen\nIndustriarbetsgivarna inom avtalsområde stål- och metallindustrin, Blå\navtalet (se inledande företagsförteckning).\u003C\u002Fp>\n\n\u003Cp>Den samlade kompetensen hos de anställda är viktig för företagens\nkonkurrenskraft. Det är positivt att en anställd innehar kompetens även för\narbetsuppgifter utanför det avtalsområde denne är anställd inom. På grund\nav detta förekommer att anställda tillfälligtvis utför arbetsuppgifter\nutanför deras huvudsakliga avtalsområde.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Lön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Löneform\u003C\u002Fh3>\n\n\u003Ch4>Mom 1:1 Definitioner\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Löneform kan bestå av:\u003C\u002Fp>\n\n\u003Cp>•Fast lön per månad (månadslön)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>-grundlön och\nkvalifikationstillägg\u003C\u002Fp>\n\n\u003Cp>•Fast lön per timme (timlön\u002Ftidlön)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>-grundlön och\nkvalifikationstillägg\u003C\u002Fp>\n\n\u003Cp>•Rörlig lön per timme\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>-rena ackord\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>-blandade ackord\u003C\u002Fp>\n\n\u003Cp>•Kombinationer av fast och rörlig lön per månad\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003Cspan style=\"color:#ffffff\">\u003C\u002Fspan>\u003C\u002Fspan>-bonus, premie och dylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Lokal överenskommelse om löneform\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna träffar överenskommelse om den eller de löneformer som\nska tillämpas i företaget.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan gälla för samtliga eller grupper av arbetstagare i\nföretaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:3 Löneform och lönedifferentiering gäller tills vidare\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den löneformstillämpning och lönedifferentiering som förekommer i\nföretaget gäller så länge som de lokala parterna inte enas om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:4 Väsentliga förändringar i lönesystemet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I alla frågor som hör samman med företagets lönesystem och där endera\nav de lokala parterna begär och motiverar en ändring som bedöms vara av\nväsentlig betydelse i frågor som rör t.ex. produktivitetsutveckling,\narbetsledning, motivation och arbetstillfredsställelse, ska förslaget utredas\ngemensamt av berörda lokala parter. När utredningen slutförts kan lokal\nförhandling inledas på grundval av utredningsresultatet.\u003C\u002Fp>\n\n\u003Cp>Inplacering i lönegrupp ska ske enligt grupperingsanvisningarna i mom 2.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som arbetat minst två år inom metallindustrin ska erhålla\nhögre lön än lägsta lön.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna om lägsta löner gäller inte elever i yrkesutbildning.\nFör dessa träffas lokal överenskommelse om de betalningsregler som ska\ngälla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Lägsta lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De i moment 1 angivna värdena för lägsta lön ändras enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>\u003Cstrong>Vuxna 18 år i\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>\u003Cstrong>1\u002F1 2021\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>\u003Cstrong>1\u002F6 2022\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>kr\u002Fmån\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>kr\u002Fmån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>- lönegrupp 1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>21 650\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>22 250\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>- lönegrupp 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>22 625\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>23 252\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>- lönegrupp 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>23 650\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>24 305\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>- lönegrupp 4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>24 716\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>25 401\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>- lönegrupp 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>25 838\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>26 554\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>Minderåriga 17 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>18 784\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>19 304\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"116\">\u003Cp>Minderåriga 16 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>16 418\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>16 873\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Ch4>Mom 2:1 Grupperingsanvisningar\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna inplacerar förekommande arbetsbefattningar i fem grupper\ni enlighet med branschavtalets grupperingsregler.\u003C\u002Fp>\n\n\u003Cp>Följande grupper förekommer:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grupp 1 Arbete som utförs efter detaljerade instruktioner och följer en\ngiven rutin.\u003C\u002Fp>\n\n\u003Cp>Grupp 2 Arbete som ställer krav på viss riktad utbildning och praktisk\nerfarenhet och som i regel utförs efter muntliga och skriftliga\ninstruktioner.\u003C\u002Fp>\n\n\u003Cp>Grupp 3 Arbete som kräver teknisk eller annan teoretisk utbildning och\npraktisk erfarenhet samt utöver muntliga eller skriftliga instruktioner\nställer krav på omdöme och initiativ eller arbete som medför stor\nansträngning och utförs i besvärande arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Grupp 4 Arbete som i hög grad kräver teknisk eller annan teoretisk\nutbildning och praktisk erfarenhet samt ställer stora krav på omdöme,\ninitiativ och ansvar för arbetets utförande eller arbete som kräver teknisk\neller annan teoretisk utbildning och praktisk erfarenhet samt utöver muntliga\neller skriftliga instruktioner ställer krav på omdöme och initiativ och som\nmedför stor ansträngning och utförs i besvärande arbetsmiljö eller arbete\nsom medför mycket stor ansträngning och utförs i mycket besvärande\narbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Grupp 5 Arbete som i mycket hög grad kräver teknisk eller annan teoretisk\nutbildning och praktisk erfarenhet samt ställer mycket stora krav på omdöme,\ninitiativ och ansvar för arbetets utförande eller arbete som i hög grad\nkräver teknisk eller annan teoretisk utbildning och praktisk erfarenhet samt\nställer stora krav på omdöme, initiativ och ansvar för arbetets utförande\noch som medför stor ansträngning och utförs i besvärande arbetsmiljö.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>Mom 3 Lönedifferentiering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Lönenivå och lönespridning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse bör träffas om lönenivån samt lönespridningen\nvid företaget. Lönen avvägs med utgångspunkt från arbetets art och krav\n(arbetets svårighet) samt arbetstagarens kvalifikationer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 Arbetsvärdering\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förekommande arbetsbefattningar arbetsvärderas, rangordnas och grupperas\nefter svårighetsgrad antingen med hjälp av det system och de riktlinjer som\növerenskommits lokalt eller med ett förenklat förfarande genom\ntillvaratagande av vunna erfarenheter av jämförbart slag inom branschen eller\nenligt grupperingsanvisningarna i § 2 mom 2:1. I begreppet svårighetsgrad\ninnefattas krav ifråga om skicklighet, ansvar, ansträngning och miljö.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:3 Antal lönegrupper\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönegruppernas antal och avgränsningen mellan grupperna fastställs genom\nlokal överenskommelse. En grundlön per månad eller timme överenskommes för\nrespektive lönegrupp.\u003C\u002Fp>\n\n\u003Cp>Kan parterna inte enas ifråga om antalet grupper ska arbetsbefattningarna\nför arbetstagare fyllda 18 år fördelas i fem lönegrupper.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:4 Kvalifikationsvärdering\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att komplettera lönesystemen med\nkvalifikationstillägg där hänsyn tas till arbetstagarens kompetens.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch4>Mom 3:5 Premie, bonus\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grundlönen och kvalifikationstillägget per månad, eller enbart\ngrundlönen, kan efter lokal överenskommelse kombineras med en premie, bonus\neller dylikt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Månadslöneregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:1 Överenskommelse om månadslön\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Träffar de lokala parterna överenskommelse om tillämpning av fast lön\nper månad, månadslön, enligt reglerna i denna paragraf gäller följande\nbestämmelser i mom 1: 1—1:4 och 3:1—3:5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Begreppet månadslön\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses ett visst fastställt belopp per kalendermånad\noberoende av i månaden infallande helgdagar och avtalsenliga fridagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:3 Löneberäkningsregler\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Löneberäkning:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön per dag utgör:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>-----------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön per timme utgör:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>---------------------------\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>Vid annan arbetstid än 40 timmar per vecka i genomsnitt per kalenderår\nanpassas talet 175 i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av lön per dag och timme medtas inte eventuell premie, bonus\noch dylikt om denna betalas per arbetad timme. Om premien är månadsbaserad\nska den ingå i beräkningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per månad betalas vid helgdag som infaller\nmåndagfredag eventuell timbaseradpremielönedel beräknad enligt\nmedeltimförtjänstme- toden i denna paragraf. Arbetstagare med obersättning\nerhåller kompensation för utebliven sådan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:4 Löneberäkning vid annan frånvaro\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro del av dag eller hel dag för period om högst fem arbetsdagar\ngörs avdrag med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>Vid längre frånvaro än fem arbetsdagar görs avdrag med lön per dag för\nvarje kalenderdag som frånvaron omfattar. Arbetsfria dagar som inleder eller\navslutar en frånvaroperiod räknas inte som frånvarodagar.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs oberoende av om frånvaron inleds\neller avslutas på arbetsfri dag avdrag med hela månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:5 Lön för del av löneperiod\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Börjar eller slutar arbetstagaren sin anställning under löpande\nkalendermånad beräknas lönen på följande sätt.\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag anställningen omfattar betalas en daglön =\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>--------------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Löneutbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För arbetstagare med lön per månad:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lönen betalas en gång per månad i efterskott om inte parterna är\növerens om annat och på löneutbetalningsdagar enligt lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Lönen betalas över bank eller post. I samband därmed ska\nlönespecifikation överlämnas. Om ordinarie avlöningsdag infaller på\nlördag, söndag, helgdag eller helgdagsafton betalas lönen närmast\nföregående arbetsdag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För arbetstagare med lön per timme:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lönen betalas varannan vecka i efterskott, om inte parterna är överens om\nannat, på löneutbetalningsdagar enligt lokal överenskommelse. Lönen betalas\növer bank eller post. I samband därmed ska lönespecifikation överlämnas.\nOm ordinarie avlöningsdag infaller på lördag, söndag, helgdag eller\nhelgdagsafton betalas lönen närmast föregående arbetsdag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Arbetstidslagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidslagen ersätts i sin helhet med denna paragraf. För minderåriga\ngäller arbetsmiljölagens regler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom 2 Arbetstidens längd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden, vilken efter lokal överenskommelse kan\ngenomsnittsberäknas över en längre period än ett år, skall i medeltal per\når och helgfri vecka vid nedanstående arbetstidsformer utgöra:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>\u003Cstrong>Årsarbetstid cirka timmar\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>\u003Cstrong>Timmar per helgfri vecka\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>Dag- och 2-skiftsarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>2 007\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>3-skiftsarbete med intermittent drift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>1 904\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>3-skiftsarbete med kontinuerlig drift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>1 799\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>med helguppehåll\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>3-skiftsarbete med kontinuerlig drift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>1 754\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>utan helguppehåll\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"224\">\u003Cp>Ständigt nattarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>1 537\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>34\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"104\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsformerna bör anpassas efter de lokala förutsättningarna. Detta\ninnebär att även andra arbetstidsformer med andra driftstider än de hittills\nvanligen tillämpade kan utnyttjas. Som exempel på sådana arbetstidsformer\nkan nämnas kontinuerligt dagarbete och kontinuerligt 2-skiftsarbete.\u003C\u002Fp>\n\n\u003Cp>Under en beräkningsperiod om ett kalenderår får den genomsnittliga\narbetstiden per sjudagarsperiod inte överstiga 48 timmar. Genom lokal\növerenskommelse kan beräkningsperioden bestämmas till annan fast eller\nrullande period om 12 månader. Vid beräkningen av den genomsnittliga\narbetstiden ska betald semester och sjukfrånvaro vara neutrala och inte\nmedräknas.\u003C\u002Fp>\n\n\u003Cp>Vid lokala överenskommelser om andra arbetstidsformer än som anges i detta\nmoment, första stycket, bestämmes arbetstidens längd samt driftsuppehåll\nenligt mellan parterna överenskomna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Inarbetning vid dagarbete och 2-skift\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som fullgjort 40-timmarsperiod (exklusive övertidsarbete) i\ndagarbete eller i 2-skiftsarbete äger rätt att tillgodoräkna sig 24 minuters\nrespektive 2 timmars betald ledighet. Vid kortare arbetstid än ordinarie\ndagtidsarbete utgår betald ledighet i proportion härtill. De lokala parterna\nkan enas om att sådan ledighet eller del därav kan schemaläggas. Med arbetad\ntid skall härvid likställas tid, då arbetstagaren haft permission, varit\npermitterad, deltagit i fackligt arbete enligt förtroendemannalagen, haft\nkompensation för övertidsarbete samt varit ledig under i arbetstidsschemat\ninfallande helgdagar måndag-fredag.\u003C\u002Fp>\n\n\u003Cp>Ledighet som ej schemalagts skall tillföras arbetstagarens arbetstidsbank,\nse mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Arbetstidsbank\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare har rätt att i arbetstidsbank spara arbetstid.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om formerna för sparande i\narbetstidsbank.\u003C\u002Fp>\n\n\u003Cp>Till arbetstidsbank skall föras ej schemalagd ledighet enligt mom 3 samt\nledighet enligt mom 5.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare har rätt att efter överenskommelse med arbetsgivare disponera\ntid ur den individuella arbetstidsbanken som ledighet, vilken skall planeras\noch förläggas utifrån verksamhetens krav och arbetstagarens berättigade\nintressen.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av ledighet betalas lön som om arbete skulle ha utförts.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av ledighet som tillförts arbetstidsbank enligt mom 5 eller tid\nsom avsatts till arbetstidskonto skall motsvarande tid återföras som\ntillgänglig övertid.\u003C\u002Fp>\n\n\u003Cp>Då anställning upphör utbetalas innestående tid med för arbetstagaren\naktuell lön (grundförtjänst).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna har noterat att det på avtalsområdet förekommer att anställdas\nsaldon i arbetstidsbanken är höga. Detta kan innebära en risk och belastning\nför såväl fö-retaget som den anställde. Mot denna bakgrund bör årlig\navstämning ske och en diskussion härvid föras om hur dessa höga saldon ska\nhanteras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Övertid\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Vid behov bör arbetstagaren, om vederbörande inte är förhindrad, arbeta\npå övertid i den utsträckning som medges i denna paragraf. Såväl\nmeddelande om övertidsarbete som meddelande om förhinder ska lämnas i så\ngod tid som möjligt, dock senast före sista rast under ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas arbete utöver arbetstidsmåttet per dag enligt det\nför arbetstagaren gällande arbetstidsschemat.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Övertid får tas ut med högst 48 timmar under en tid av fyra veckor eller\n50 timmar under en kalendermånad, dock med högst 200 timmar under ett\nkalenderår. Utöver vad nedan anges får dessa 200 timmar inte överskridas\nvid någon tidpunkt under kalenderåret.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vid uttag av kompensationsledighet för övertidsarbete ska motsvarande tid\nåterföras som tillgänglig övertid.\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertidsarbete får överföras från ett\nkalenderår till ett annat. Sådan kompensationsledighet behandlas på samma\nsätt som annan kompensationsledighet för övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om följande avvikelser:\u003C\u002Fp>\n\n\u003Cp>-Begränsningsperioden kalenderår för uttag av 200 timmar övertid kan\nersättas med annan bestämd tolvmånadersperiod.\u003C\u002Fp>\n\n\u003Cp>-Extra övertid utöver övertidsutrymmet på 200 timmar kan tas ut efter\nlokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Nödfallsövertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har en natur- eller olyckshändelse eller annan därmed jämförlig\nomständighet, som arbetsgivaren inte kunnat förutse, vållat avbrott i\nverksamheten eller medfört överhängande fara för sådant avbrott eller för\nskada på liv, hälsa eller egendom, ska övertid som fullgjorts med anledning\ndärav inte beaktas vid beräkning av övertid enligt mom 5.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska snarast underrätta fackklubben om övertidsarbetet.\u003C\u002Fp>\n\n\u003Cp>Om nödfallsövertid pågår längre tid än två dygn från arbetets\nbörjan ska det anmälas till IF Metall\u002FSEKO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Kollektiv produktionsövertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Genom lokal överenskommelse för samtliga arbetstagare i verkstad,\navdelning eller grupp kan arbetstidsschemat förlängas för minst fyra veckor\nenligt en på förhand uppgjord plan (kollektiv produktionsövertid).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att arbetstagaren\nstår till arbetsgivarens förfogande på arbetsstället för att vid behov\nutföra arbete, får jourtid tas ut med högst 48 timmar under en tid av fyra\nveckor eller 50 timmar under en kalendermånad. Tid då arbetstagaren utför\narbete för arbetsgivarens räkning räknas inte som jourtid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Kontroll av arbetstiden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren är skyldig att följa de regler för registrering och\nkontroll av arbetstiden som företaget och fackklubben träffar\növerenskommelse om.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Registrering av övertid och jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som krävs för beräkning av\növertid enligt mom 5 och jourtid enligt mom 8 i enlighet med av Stål och\nMetall Arbetsgivareförbundet och IF Metall och SEKO gemensamt utarbetade\nföreskrifter.\u003C\u002Fp>\n\n\u003Cp>Arbetstagarna samt företrädare för fackklubben eller IF Metall respektive\nSEKO har rätt att ta del av dessa anteckningar. Saknas fackklubb har\nföreträdare för lokalavdelning motsvarande rätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Arbetstidsförläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje arbetsplats träffas lokal överenskommelse om arbetstidens\nförläggning. Olika förläggning av arbetstiden under olika tidsperioder\nliksom olika lång ar-betstid under olika delar av året ska kunna genomföras.\nOrdinarie arbetstid ska inte läggas ut på midsommar-, jul- och\nnyårsafton.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>I samband med överenskommelse om arbetstidsschema ska en fast indelning\navseende sjudagarsperioder för beräkning av veckovila anges (se mom 21).\u003C\u002Fp>\n\n\u003Cp>Periodindelningen fastställs av arbetsgivaren efter samråd mellan de\nlokala parterna.\u003C\u002Fp>\n\n\u003Cp>Utnyttjas möjligheten att genom särskild lokal överenskommelse variera\narbetstiden, ska de lokala parterna i samband därmed träffa överenskommelse\nom betalningsregler. Sådan överenskommelse kan sträcka sig över\nårsskifte.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Om parterna inte enas ska arbetstiden förläggas enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"110\">\u003Cp>Dagtid:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\">\u003Cp>Måndag-fredag kl. 07.00-17.30 med 30 minuters rast\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"110\">\u003Cp>2-skift:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\">\u003Cp>1:a skiftet: Måndag-fredag kl. 05.30-14.00 med 30\n        minuters rast 2:a skiftet: Måndag-fredag kl. 14.00-22.30 med 30\n        minuters rast\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"110\">\u003Cp>Intermittent\u003C\u002Fp>\n\n        \u003Cp>3-skiftsarbete:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\">\u003Cp>Skiftordningen påbörjas tidigast söndag kl.\n        22.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"110\">\u003Cp>Ständigt nattarbete:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"335\">\u003Cp>Efter lokal överenskommelse kan ständigt nattarbete\n        införas\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"445\">\u003Cp>Mom 12 Varierad arbetstid\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd colspan=\"2\" width=\"445\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Varierad arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Varierad arbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I syfte att utjämna beläggnings- och efterfrågesvängningar över åren\nfinns möjlighet att över en längre period genomsnittsberäkna det ordinarie\narbetstidsmåttet, varierad arbetstid. Behovet av varierad arbetstid är olika.\nGenom denna typ av arbetstidslösning ges alternativ till traditionella\nåtgärder såsom t.ex. uppsägningar i samband med en efterfrågenedgång.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Arbetstidskonto\u003C\u002Fh4>\n\n\u003Cp>Tid över- eller understigande genomsnittligt veckoarbetstidsmått enligt\nmom 2 noteras på särskilt arbetstidskonto.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse bör träffas om maximalt minus- respektive plussaldo,\nalternativt hur års- eller veckoarbetstid kan variera.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Lön och andra ersättningar\u003C\u002Fh4>\n\n\u003Cp>Lön och andra ersättningar utbetalas enligt genomsnittligt\nveckoarbetstidsmått enligt mom 2 såvida de lokala parterna inte enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>För timmar som noteras på arbetstidskonto utges ej lön eller andra\nersättningar, eller görs löneavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Anställnings upphörande\u003C\u002Fh4>\n\n\u003Cp>Då anställning upphör genom egen uppsägning regleras arbetstidskonto\ngenom att ersättning utbetalas eller skuld kvittas.\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning p.g.a. arbetsbrist förfares på samma sätt, dock att\nminussaldo efterskänkes. Vid avskedande eller uppsägning p.g.a. personliga\nskäl görs som vid egen uppsägning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch3>Mom 13 Flextid\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om verksamheten tillåter det kan de lokala parterna träffa\növerenskommelse om tillämpning av s k flextid. Innan flextid införs måste\ntillämpningsregler överenskommas mellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 14 Driftsuppehåll vid storhelger\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid kontinuerlig drift ska, såvida de lokala parterna inte enas om annat,\ndriftsuppehåll i samband med storhelger göras enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Vid nyår\u003C\u002Fh4>\n\n\u003Cp>Från eftermiddagsskiftets slut dagen före nyårsafton till\nförmiddagsskiftets början dagen efter nyårsdagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Vid påsk\u003C\u002Fh4>\n\n\u003Cp>Från eftermiddagsskiftets slut dagen före långfredagen till nattskiftets\nbörjan annandag påsk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Vid 1 maj\u003C\u002Fh4>\n\n\u003Cp>Från eftermiddagsskiftets slut dagen före till nattskiftets början 1\nmaj.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Vid pingst\u003C\u002Fh4>\n\n\u003Cp>Från eftermiddagsskiftets slut dagen före pingstafton till\nförmiddagsskiftets början dagen efter pingstdagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Vid midsommar\u003C\u002Fh4>\n\n\u003Cp>Från eftermiddagsskiftets slut dagen före midsommarafton till nattskiftets\nbörjan dagen efter midsommardagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Vid jul\u003C\u002Fh4>\n\n\u003Cp>Från eftermiddagsskiftets slut dagen före julafton till nattskiftets\nbörjan annandag jul.\u003C\u002Fp>\n\n\u003Cp>Är parterna lokalt överens kan arbete pågå även under ovannämnda\nhelger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 15 Annan arbetstidsförläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Önskar arbetsgivaren eller arbetstagaren förlägga arbetstiden till annan\ntid än vad som gäller för huvuddelen av arbetstagarna enligt detta moment\nträffas överenskommelse direkt med den eller de arbetstagare som berörs.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta IF Metallklubben\u002FSEKO-klubben om\növerenskommelse med enskilda arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse upphör senast en månad efter det att endera parten\nuttryckt önskemål om detta.\u003C\u002Fp>\n\n\u003Cp>Träffas sådan överenskommelse mellan arbetsgivare och arbetstagare ska\nreglerna i momenten 17-21 nedan iakttagas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 16 Arbetstid för deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna bör träffa överenskommelse om de arbetstider som\ngäller för deltidsarbete.\u003C\u002Fp>\n\n\u003Cp>Med deltidsarbete avses att anställningen gäller del av ordinarie\narbetstid. Partiell ledighet med stöd av lagstiftning räknas inte som\ndeltidsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Mom 17 Raster, måltidsuppehåll och pauser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska raster läggas ut under den\ndagliga arbetstiden så att arbetstagarna inte utför arbete mer än fem timmar\ni följd. Rast innebär sådant avbrott i den dagliga arbetstiden då\narbetstagaren inte är skyldig att stanna kvar på arbetsplatsen. Raster får\nbytas ut mot måltidsuppehåll vid arbetsplatsen om det är nödvändigt med\nhänsyn till arbetsförhållandena eller sjukdomsfall eller annan händelse som\narbetsgivaren inte kunnat förutse. Måltidsuppehåll ingår i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det kan i stället\nsärskilda arbetspauser läggas ut. Pauser ingår i arbetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen i första stycket innebär ingen förändring av gällande\nrätt vid utläggning av raster vid treskiftsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Mom 18 Dygnsvila\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna har möjlighet att överenskomma om andra regler än de\nsom anges i detta moment.\u003C\u002Fp>\n\n\u003Cp>Arbetare ska som huvudregel ha minst 11 timmars sammanhängande viloperiod\nper 24-timmarsperiod, beräknad från arbetspassets början enligt för denne\ngällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Om arbetare av sakliga driftskäl eller av skäl som inte kunnat planeras ej\nerhållit 11 timmars dygnsvila enligt huvudregeln, ska arbetsgivaren pröva om\narbetaren istället kan erhålla förskjuten eller förlängd dygnsvila. Med\nförskjuten dygnsvila avses att viloperiod fortsätter in i nästföljande\n24-timmarsperiod det antal timmar som krävs för att en sammanhängande vila\nom 11 timmar erhålls. Förskjuten dygnsvila som förläggs till ordinarie\narbetstid är obetald. Med förlängd dygnsvila avses, att om dygnsvilan under\nen 24-timmarsperiod varit kortare än 11 timmar ska dygnsvilan enligt\nhuvudregeln under nästa 24-timmarsperiod förlängas med skillnaden mellan 11\ntimmar och det antal timmar den faktiskt varit.\u003C\u002Fp>\n\n\u003Cp>Om förskjuten eller förlängd dygnsvila av driftskäl enligt ovan inte kan\nläggas ut enligt föregående stycke ska arbetare under en period av två\nveckor erhålla minst 120 timmar dygnsvila. I dessa timmar ska ej veckovila\nenligt arbetstidslagen inräknas. Har arbetare under sådan period erhållit\nfärre timmar dygnsvila ska kvarvarande timmar föras till arbetarens\ntidsbank.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Om beordrat övertidsarbete efter arbetarens begäran delas upp eller\nförläggs åtskilt från den ordinarie arbetstiden ska reglerna i detta moment\ninte tillämpas.\u003C\u002Fp>\n\n\u003Cp>2.Arbetsgivare som utnyttjar undantagsregeln rörande dygnsvila har att,\nför lokal facklig organisation, månadsvis, eller på annat sätt som de\nlokala parterna enas om, redovisa vid vilka tillfällen detta gjorts liksom\nskälen härför.\u003C\u002Fp>\n\n\u003Cp>3.Med anledning av införandet av regler om dygnsvila är parterna överens\nom att s.k. dubbelskift enbart får tillgripas vid tillfällen då någon annan\nlösning inte står till buds.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 19 Nattvila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska ha ledigt för nattvila. I ledigheten ska ingå tiden\nmellan kl. 24.00 och kl. 05.00. De lokala parterna kan träffa överenskommelse\nom avvikelse från nattviloregeln. Överenskommelsen ska gälla för viss\nbegränsad tid, för visst arbete samt ange antalet berörda arbetstagare. IF\nMetall\u002FSEKO har rätt att om synnerliga skäl föreligger förklara sådan\nlokal överenskommelse ogiltig.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från nattviloregeln får ske utan lokal överenskommelse om\narbetet med hänsyn till dess art, allmänhetens behov eller andra särskilda\nomständigheter måste fortgå även nattetid eller bedrivas före kl. 05.00\neller efter kl. 24.00. Om denna avvikelsemöjlighet utnyttjas ska arbetsgivaren\ninformera fackklubben.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 20 Nattarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden för nattarbetande ska i genomsnitt per\nkalenderår inte överstiga åtta timmar per 24-timmarsperiod. Genom lokal\növerenskommelse kan beräkningsperioden bestämmas till fast eller rullande\nperiod om 12 månader.\u003C\u002Fp>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental ansträngning ska inte arbeta mer än åtta timmar inom en\n24-timmarsperiod när de utför nattarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 21 Veckovila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska beredas minst 36 timmars sammanhängande ledighet,\nveckovila, under varje period om sju dagar (beträffande indelningen i\nsjudagarsperioder, se anmärkning till mom 11). Veckovilan ska så långt\nmöjligt förläggas till veckoslut. Tid då arbetstagaren har\nberedskapstjänst räknas inte som veckovila.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från veckoviloregeln får göras tillfälligtvis om det\nföranleds av något särskilt förhållande som inte har kunnat förutses av\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om följande avvikelser\nfrån huvudregeln:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a.Om arbetstagaren under en sjudagarsperiod inte erhållit erforderlig\nveckovila, ska arbetstagaren under nästföljande sjudagarsperiod erhålla 72\ntimmars sammanhängande ledighet.\u003C\u002Fp>\n\n\u003Cp>För ledighet på ordinarie arbetstid utbetalas ersättning för förlorad\narbetsförtjänst enligt reglerna i § 4 mom 4.\u003C\u002Fp>\n\n\u003Cp>b.Om det vid kontinuerligt skiftarbete föreligger svårigheter att\nupprätta skiftscheman som uppfyller reglerna om veckovilan, kan veckovilan\nberäknas på annat sätt i syfte att uppnå ändamålsenliga scheman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 22 Nationaldag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat gäller att arbetare som är\nanställd på nationaldagen, i arbetstidsbanken eller på annat sätt,\nerhåller 2 timmar och 18 minuter. Detta gäller inte arbetare sysselsatta i\nkontinuerlig skiftgång, semestervikarier eller feriearbetare. För\ndeltidsanställd arbetare gäller att tiden proportioneras till\nsysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 23 Beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om att tillämpa\nberedskapstjänst, varvid betalningsregler och scheman upprättas.\u003C\u002Fp>\n\n\u003Cp>Med beredskapstjänst avses tid då arbetstagaren inte är skyldig att\nuppehålla sig på arbetsstället men efter överenskommelse är beredd att\ninom viss kortare tid efter kallelse (per telefon, med personsökare etc.)\ninställa sig i arbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 24 Stål- och Metallindustrins Arbetstidsråd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stål och Metallindustrins Arbetstidsråd prövar tvister om tolkning och\ntillämpning av denna paragraf eller med stöd därav träffade\növerenskommelser. Rådet består av fyra ledamöter. Stål och Metall\nArbetsgivareförbundet utser två ledamöter och arbetstagarparterna två\nledamöter. En av ledamöterna är ordförande. Ordförande utses växelvis av\nparterna för ett kalenderår åt gången.\u003C\u002Fp>\n\n\u003Cp>Vaije ledamot har en röst. Vid lika röstetal kan på ledamots begäran\nrådet förstärkas med ytterligare en ledamot. Vid behov utses sådan ledamot\ngemensamt av parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 25 Dispenser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kan överenskommelse om avvikelse från reglerna om nattvila och veckovila\ninte träffas kan ansökan om dispens göras hos rådet. Dispensansökan kan\nprövas av rådet utan hinder av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 26 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av denna paragraf ska först\nhänskjutas till förhandling mellan de lokala parterna (lokal\nförhandling).\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas ska tvisten på begäran av endera parten\nhänskjutas till central förhandling.\u003C\u002Fp>\n\n\u003Cp>Tvist kan av endera parten senast inom två månader från avslutad central\nförhandling hänskjutas till rådet för avgörande. Rådets beslut är\nbindande för parterna om inte tvisten hänskjuts till Arbetsdomstolen senast\ninom en månad från dagen för rådets beslut. Dispenser kan inte bli\nföremål för Arbetsdomstolens prövning.\u003C\u002Fp>\n\n\u003Cp>I övrigt gäller huvudavtalets förhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 27 Skadestånd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stål- och Metallindustrins Arbetstidsråd har rätt att döma ut\nskadestånd om arbetsgivaren bryter mot denna paragraf eller mot\növerenskommelse som har träffats med stöd av dessa regler. Sådant\nskadestånd ska tillfalla IF Metalls Fritidsfond. Rådets beslut vid ostridigt\navtalsbrott kan inte föras vidare till Arbetsdomstolen för prövning.\u003C\u002Fp>\n\n\u003Cp>Arbetstidslagens regler ska vara vägledande när rådet beslutar om storlek\noch jämkning av skadestånd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Ersättning för arbete på obekväm tid och övertid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Obekvämlighetstillägg\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>A\u003C\u002Fstrong> För arbete på obekväm tid kl. 16.30-06.30 betalas alla\ndagar följande tillägg per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"120\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>Från 1\u002F1 2021 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"167\">\u003Cp>\u003Cstrong>Från 1\u002F6 2022 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"120\">\u003Cp>16.30-22.30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>2 703\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"167\">\u003Cp>2 778\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"120\">\u003Cp>22.30-06.30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>3 546\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"167\">\u003Cp>3 644\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna har rätt att träffa överenskommelse om andra tider om\nförhållandena så kräver. Sker detta ska örestalen justeras i motsvarande\nmån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B\u003C\u002Fstrong> För arbete under helger och veckoslut betalas tillägg\nutöver vad som anges under A enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"117\">\u003Cp>\u003Cstrong>Från 1\u002F1 2021 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>\u003Cstrong>Från 1\u002F6 2022 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"199\">\u003Cp>Från kl. 22.30 dag före lördag och helgdag till kl.\n        22.30 på söndag och helgdag eller där flera sådana följer på\n        varandra kl. 22.30 den sista av dem\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"117\">\u003Cp>7 572\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\u003Cp>7 782\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillägg betalas inte på lördagar eller sön- och helgdagar för tid som\nutgör inarbetning av håldagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C\u003C\u002Fstrong> För arbete under storhelger som anges i § 3 mom 14\nbetalas tillägg utöver vad som anges i punkt A med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"211\">\u003Cp>\u003Cstrong>Från 1\u002F1 2021 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"206\">\u003Cp>\u003Cstrong>Från 1\u002F6 2022 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"211\">\u003Cp>17 346\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"206\">\u003Cp>17 826\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillägg enligt punkt B och C betalas inte samtidigt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom 2 Övertidstillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid övertidsarbete betalas ersättning dels med tillägg i öre per timme\nenligt tabellen nedan, dels med ersättning för den arbetade tiden.\nErsättning för den arbetade tiden utges antingen i pengar eller om\narbetstagaren så önskar i form av ledig tid, kompensationsledighet. Kollektiv\nproduktionsövertid kompenseras enbart i pengar.\u003C\u002Fp>\n\n\u003Cp>Sker övergång från ett arbetstidsschema till ett annat, exempelvis från\ndagtid till tvåskift, utan arbetsuppehåll om minst elva timmar ska\növertidsersättning betalas för så många timmar som arbetsuppehållet\nunderstiger detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"154\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>\u003Cstrong>Från 1\u002F1 2021 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\">\u003Cp>\u003Cstrong>Från 1\u002F6 2022 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"154\">\u003Cp>Måndag-fredag\u003C\u002Fp>\n\n        \u003Cp>(arbetsdagar)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>7 536\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\">\u003Cp>7 707\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"154\">\u003Cp>Arbetsfria vardagar i gällande arbetstids- schema\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>9 569\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\">\u003Cp>9 878\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"154\">\u003Cp>Lör-, sön-, helgdagar, nyårs-, jul-, påsk-,\n        pingst- och midsommarafton\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>12 826\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\">\u003Cp>13 117\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"143\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Kollektiv produktionsövertid och övertid på skift\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>\u003Cstrong>Från 1\u002F1 2021 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>\u003Cstrong>Från 1\u002F6 2022 öre\u002Ftimme\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>Måndag-fredag\u003C\u002Fp>\n\n        \u003Cp>(arbetsdagar)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>9 659\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>9 878\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>Arbetsfria vardagar i gällande arbetstidsschema\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>12 826\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>13 117\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"189\">\u003Cp>Lör-, sön-, helgdagar, nyårs-, jul-, påsk-,\n        pingst- och midsommarafton\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"112\">\u003Cp>14 956\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"115\">\u003Cp>15 296\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Övertidsersättning och ersättning för obekväm arbetstid betalas inte\nsamtidigt med undantag för de fall då ordinarie arbetstid är förlagd till\ntid då till lägg enligt B eller C i mom 1 betalas.\u003C\u002Fp>\n\n\u003Cp>2.Lör-, sön- och helgdagar samt helgdagsaftnar räknas från kl. 18.00\nsista arbetsdagen före sådan dag till kl. 06.00 påföljande vardag. I\növrigt går gränserna kl 00.00.\u003C\u002Fp>\n\n\u003Cp>3.I övertidstilläggen ingår semesterlön på lönen för den arbetade\növertiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Skiftformstillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid skiftarbete och ständigt nattarbete betalas skiftformstillägg i\nprocent på lönen per timme och ackord enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"439\">\u003Cp>\u003Cspan style=\"color:#ffffff\">***********************************************\u003C\u002Fspan>\u003Cstrong>Lön\n        per månad\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>intermittent 3-skift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp>1,6 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>kontinuerligt 3-skift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp>8,9 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>kontinuerligt skiftarbete med storhelgsdrift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp>10,2 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>ständigt nattarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp>2,8 %\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"150\">\n      \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 4 Ersättning vid veckovila på ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om veckovilan förläggs till ordinarie arbetstid erhåller\u003C\u002Fp>\n\n\u003Cp>• arbetstagare med lön per månad:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>- oförändrad månadslön\ninklusive eventuell premie\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med OB-ersättning erhåller kompensation för sådan utebliven\nersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Semester\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Huvudregel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semester gäller enligt lag med nedan angivna tillägg och undantag.\nSemesteråret utgörs av perioden 1 april-31 mars. Motsvarande tid närmast\nföre semesteråret är intjänandeår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Semesterdagar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anställning för begränsad tid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning för viss tid, viss säsong eller visst arbete, som inte avser\neller varar längre tid än tre månader, berättigar inte till\nsemesterledighet utan istället till semesterersättning. Arbetsgivaren kan\nkomma överens med arbetstagaren om att betala semesterersättning med 13,0\nprocent på utbetald lön istället för ersättning enligt\nberäkningsmetoderna i mom 9.\u003C\u002Fp>\n\n\u003Cp>Om en nyanställd arbetstagare beviljas tjänstledighet under företagets\nhuvudsemester, ska tjänstledigheten jämställas med obetald semesterledighet.\nLedigheten betraktas härigenom såsom anställningstid vid beräkning av\nantalet betalda semesterdagar påföljande semesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Semesterförläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om inte de lokala parterna kommer överens om annat förläggs fyra veckor\nav semestern i perioden juniaugusti. Överskjutande semester kan efter enskild\neller kollektiv överenskommelse förläggas till enskilda dagar eller till\nsammanhängande period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>Mom 5 Intermittent deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid förläggning av semester för intermittent deltidsarbete ska semestern\nutläggas på så många arbetsdagar av 25 som motsvarar deltidsarbetarens\nandel av full arbetstid. Uppstår brutet tal ska höjning ske till närmast\nhögre hela tal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Uttag av sparade semesterdagar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de intjänats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Inarbetade håldagar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Enligt arbetstidsschemat inarbetade håldagar är semesterlönegrundande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Lön för nyanställd vid semesterstängning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid semesterstängning under huvudsemester har nyanställd arbetare som har\nintjänat färre än 10 betalda semesterdagar rätt till ledighet med\nbibehållen lön (förskottssemester) upp till 10 dagar. Utnyttjande av sådan\nrätt kräver skriftlig överenskommelse.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse mellan arbetsgivaren och arbetaren ska innehålla\nen reglering - i enlighet med nedanstående - av hur förskottssemestern ska\nåterbetalas för det fall anställningen upphör inom en femårsperiod.\u003C\u002Fp>\n\n\u003Cp>Upphör anställningen inom fem år från dess början har arbetsgivaren\nrätt göra avdrag från innestående lön och\u002Feller semesterersättning enligt\nsamma regler som gäller för tjänstledighet men räknat på den lön som\ngällde under förskottssemestern.\u003C\u002Fp>\n\n\u003Cp>Avdrag skall dock ej göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1.arbetarens sjukdom,\u003C\u002Fp>\n\n\u003Cp>2.förhållande som avses i § 4 tredje stycket lagen (1982:80) om\nanställningsskydd eller\u003C\u002Fp>\n\n\u003Cp>3.uppsägning från arbetsgivarens sida, som beror på förhållande som ej\nhänför sig till arbetaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Semesterlöneberäkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell under semestern\noch semestertillägg enligt följande.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg för varje betald semesterdag utgör\u003C\u002Fp>\n\n\u003Cp>• 0,8 % av arbetstagarens vid semestertillfället aktuella månadslön.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta sammanhang fast kontant månadslön och\neventuella fasta lönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>• arbetstagarens medeltimförtjänst under närmast föregående\nkalenderår på eventuella premielönedelar, ersättning för gångtid och\nrestid, tillägg för arbete på obekväm tid, övertidstillägg, ersättning\nför arbetsberedskap samt övriga semesterlönegrundande tillägg multiplicerad\nmed faktorn 9,84 (8 x 1,23). Faktorn 9,84 anpassas till arbetstagarens\nsysselsättningsgrad under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om semesterlönen per dag inte uppgår till 1 264 kr för vuxna arbetstagare\noch 948 kr för minderåriga arbetstagare betalas en extra semesterutfyllnad\nper dag motsvarande skillnaden mellan 1 264 (948) kr och arbetstagarens\nsemesterlön per dag.\u003C\u002Fp>\n\n\u003Cp>Denna semesterutfyllnad betalas ej till arbetstagare med mindre än 2 års\nobruten anställning vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 351 (1 013) kronor avser semesteråret 1 april 2021 - 31 mars 2022.\u003C\u002Fp>\n\n\u003Cp>1 382 (1 036) kronor avser semesteråret 1 april 2022 - 31 mars 2023.\u003C\u002Fp>\n\n\u003Cp>För att kontrollera om arbetstagaren har rätt till semesterutfyllnad görs\nnedanstående beräkning (semesteråret 1 april 2021 - 31 mars 2022).\u003C\u002Fp>\n\n\u003Cp>Arbetstagarens semesterlön per dag beräknas enligt nedan och jämförs med\n1 351 (1 013) kronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4,6 % x månadslönen + semestertillägg per dag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För deltidsarbetare justeras 1 351 (1 013) kronor och kontrollberäkningen\nmed hänsyn till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Semesterersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning utgörs av intjänad semesterlön som inte betalats i\nsamband med semesterledighet. Semesterersättning beräknas som 4,6 procent av\nden aktuella månadslönen per semesterdag samt semestertillägg enligt mom\n9.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning för sparad semesterdag beräknas som om den sparade\ndagen tagits ut det semesterår anställningen upphörde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Avdrag vid obetald semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje semesterdag utan semesterlön görs avdrag från arbetstagarens\naktuella månadslön med 4,6 procent av månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Annan sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället ska den vid semestertillfället aktuella månadslönen\nproportioneras i förhållande till arbetstagarens andel av full ordinarie\narbetstid vid arbetsplatsen under intjänandeåret. Har sysselsättningsgraden\nändrats under löpande kalendermånad ska vid beräkningen användas den\nsysselsättningsgrad som har gällt under det övervägande antalet\nkalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 13 Utbetalning av semesterlön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte överenskommer om annat betalas\nsemestertillägget ut vid det ordinarie löneutbetalningstillfället i samband\nmed semestern. Om arbetstagaren sparar semester ska semestertillägg inte\nbetalas för de semesterdagar som sparas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 14 Semesterlön vid sparad semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt mom 9.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska vidare anpassas till\narbetstagarens sysselsättningsgrad under det intjänandeår som föregick det\nsemesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Permission och tjänstledighet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Permission\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med permission avses ledighet med bibehållen lön.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som önskar erhålla permission, ska - om så är möjligt -\nansöka härom i god tid innan ledigheten ska börja. I ansökan ska\narbetstagaren ange skälet och önskad tidsperiod för ledigheten.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Permission beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"226\">\u003Cp>\u003Cstrong>Skäl\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>\u003Cstrong>Tid\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"226\">\u003Cp>A Eget bröllop\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>Bröllopsdagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"226\">\u003Cp>B Nödvändiga bestyr i samband med nära anhörigs\n        frånfälle\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>Högst 1 dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"226\">\u003Cp>C Nära anhörigs begravning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>Jordfästningsdagen eller gravsätt- ningsdagen jämte\n        erforderlig restid, totalt högst 3 dagar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"226\">\u003Cp>D Egen 50-årsdag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>Födelsedagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"226\">\u003Cp>E Hastigt uppkommande sjukdoms­fall hos hemmaboende\n        nära anhörig (styrkes i efterhand vid anfordran)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"213\">\u003Cp>Högst 1 dag per tillfälle\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"213\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till punkt E\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Här avsedd förmån betalas inte i de fall då lag om allmän försäkring\nger ersättning för vård av sjukt barn.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"439\">\u003Cp>\u003Cstrong>F Eget läkar- eller\n        tandläkarbesök i följande fall\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>1 Vid akuta besvär som påfordrar omedelbar be\n        handling och under förutsättning att er­sättning inte betalas från\n        allmän försäkrings­kassa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>Tid som åtgår för första besöket inklusive restid\n        Beträffande arbetsskada se § 7 mom 9\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>2 Vid av företaget anordnad hälsokontroll och av\n        sådan kontroll föranledd remiss till annan lä­kare eller sjukhus\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>Tid som åtgår för besö­ket inklusive restid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>3 Vid besök på sjukvårdsinrättning efter remiss av\n        företagsläkare eller av företaget anvisad lä­kare, liksom till\n        följd härav av annan läkare fö­reskrivna återbesök. Permission\n        ska medges för högst 5 sådana återbesök föreskrivna av annan\n        läkare\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>Tid som åtgår för besö­ket inklusive restid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"289\">\u003Cp>G Besök vid företagshälsovårdscentral\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>Tid som åtgår för besö­ket inklusive eventuell\n        restid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till punkt G\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna bör komma överens om tillämpningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med ”nära anhörig” förstås make\u002Fmaka, bam, syskon, föräldrar, mor-\noch farföräldrar och svärföräldrar. Med make\u002Fmaka jämställs person som\narbetstagaren sammanlever med under äktenskapsliknande förhållanden, d.v.s.\nom man har samma mantalsskrivningsadress eller sammanbor och har hemmavarande\ngemensamma barn.\u003C\u002Fp>\n\n\u003Cp>Permission beviljas inte i den mån arbetstagaren under aktuell tid är\nfrånvarande av annan anledning (semester, tjänstledighet, sjukdom, fridagar,\nbortovarodagar som betalas av försäkringskassa eller annan\nförsäkringsinrättning).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med bibehållen lön enligt detta moment avses\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per månad:\u003C\u002Fp>\n\n\u003Cp>-oförändrad månadslön inklusive eventuell premie\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>-den aktuella timlön (dvs timlön inklusive eventuella individuella\ntillägg) som gäller för arbetstagaren eller\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens medeltimförtjänst på tidlön och ackord under senast\nkända kvartal eller annan period efter lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tjänstledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet är ledighet utan lön och andra anställningsförmåner.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet kan beviljas om detta inte medför olägenhet för\nverksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Detta innebär inte inskränkning i de lagenliga rättigheter som tillkommer\narbetstagarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som önskar erhålla tjänstledighet, ska ansöka om denna i\ngod tid innan ledigheten ska börja. Ansökan som avser tjänstledighet med\nanledning av studieledighetslagen ska lämnas senast 1 månad innan ledigheten\nska börja om ledigheten avses omfatta minst 1 år. I ansökan ska\narbetstagaren ange önskad tidsperiod för tjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>Vid tjänstledighet för arbetstagare med lön per månad görs löneavdrag\nenligt § 2 mom 4:4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Sjuklön, föräldralön m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätt till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren har rätt till sjuklön under de första 14 kalenderdagarna i\nen sjukperiod enligt lagen om sjuklön (SjLL) med tillägg i mom 3 tredje\nstycket. Den närmare beräkningen av sjuklönens storlek är angiven i mom\n4.\u003C\u002Fp>\n\n\u003Cp>Arbetstagarens rätt till sjuklön gäller från och med den första dagen\nav anställningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Sjukanmälan till arbetsgivaren\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Frånvaro på grund av sjukdom ska snarast möjligt anmälas till\narbetsgivaren. Arbetstagaren ska dessutom snarast möjligt underrätta\narbetsgivaren om beräknad tidpunkt för återgång i arbetet.\u003C\u002Fp>\n\n\u003Cp>Samma sak gäller om arbetstagaren blir arbetsoförmögen på grund av\nolycksfall eller arbetsskada eller om arbetstagaren måste avhålla sig från\narbete på grund av risk för överföring av smitta och har rätt till\nersättning enligt socialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte utges för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § 1 st SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska lämna arbetsgivaren en skriftlig försäkran om att\narbetstagaren har varit sjuk, uppgifter om i vilken omfattning arbetsförmågan\nvarit nedsatt på grund av sjukdomen och under vilka dagar arbetstagaren skulle\nha arbetat (9 § SjLL).\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr o m den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om arbetstagaren styrker nedsättningen av\narbetsförmågan och sjukperiodens längd med läkarintyg (8 § 2 st SjLL).\u003C\u002Fp>\n\n\u003Cp>Vid upprepade sjukdomsfall och\u002Feller där missbruk befaras kan arbetsgivaren\nbegära att arbetaren, för att ha rätt till sjuklön och permission, redan\nfrån första dagen ska styrka sjukdomen med läkarintyg eller annat av\narbetsgivaren godkänt intyg. Sådan begäran ska lämnas i förväg.\nArbetsgivaren äger i sådana fall rätt att anvisa läkare, eller\nvårdinrättning som ska utfärda intyget. Följs ej sådan anvisning\nföreligger ingen rätt till sjuklön eller permission. Kostnaden för sådant\nintyg betalas av arbetsgivaren. Begäran om förstadagsintyg samt vilken\nläkare eller vårdinrättning som anvisas ska föregås av samråd med lokal\nfacklig organisation. Begäran om förstadagsintyg samt anvisning av läkare\nska vid behov förnyas efter sex månader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Beräkning av sjuklön för månadsavlönade\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>a)Sjukdomsfall 1 - 14 dagar\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Löneavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För varje timme arbetstagaren är frånvarande på grund av sjukdom under\nde första 14 kalenderdagarna i sjukperioden görs sjukavdrag per timme:\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Karensavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av genomsnittlig ordinarie veckoarbetstid i\nsjukperioden betalas ingen sjuklön (karensavdrag).\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sjuklön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro överstigande 20 % av genomsnittlig ordinarie\nveckoarbetstid till och med dag 14 i sjukperioden betalas sjuklön enligt\nnedan:\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>Månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>80% x ----------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">********\u003C\u002Fspan>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Därutöver betalas, för sjukfrånvaro överskridande 20 % av den\ngenomsnittliga ordinarie veckoarbetstiden, sjuklön med 80 procent av de\neventuella premielönedelar och den OB-ersättning arbetstagaren skulle ha\nfått om arbete utförts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>b)Sjukdomsfall längre än 14 dagar\u003C\u002Fh4>\n\n\u003Cp>Fr.o.m. den 15:e kalenderdagen i sjukperioden görs avdrag för varje\nkalenderdag frånvaron omfattar med \u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>-------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel månad med kalenderdagsavdrag görs avdrag med hela\nmånadslönen.\u003C\u002Fp>\n\n\u003Ch4>c)\u003C\u002Fh4>\n\n\u003Cp>Vid upprepade fall av korttidsfrånvaro på grund av sjukdom, eller då\nmissbruk befaras kan efter samråd med lokal facklig organisation följande\nregel tillämpas.\u003C\u002Fp>\n\n\u003Cp>Då arbetare, efter att ha fullgjort minst halva sitt arbetspass avbryter\narbetet på grund av sjukdom, kan permission beviljas för resterande del av\narbetspasset. Sjukperiodens början ska i så fall räknas från den första\nsjukfrånvarodagen efter sådan permission. Beslut om att tillämpa denna regel\nska vid behov förnyas efter sex månader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.För arbetstagare som enligt Försäkringskassans beslut är berättigad\ntill sjuklön om 80 procent under hela sjuklöneperioden görs inget\nkarensavdrag (15 § SjLL).\u003C\u002Fp>\n\n\u003Cp>2.Om arbetstagaren under de senaste tolv månaderna, räknat från den\naktuella sjuklöneperiodens början, haft sammanlagt tio karensavdrag görs\ninget ytterligare karensavdrag (6 § 3 st SjLL).\u003C\u002Fp>\n\n\u003Cp>3.Ny sjukperiod som börjar inom fem kalenderdagar från det att en tidigare\nsjukperiod avslutats ska betraktas som fortsättning på den tidigare\nsjukperioden (7 § 3 st SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till smittbärarpenning enligt\nsocialförsäkringsbalken gäller följande:\u003C\u002Fp>\n\n\u003Cp>För varje timme arbetstagaren är frånvarande görs avdrag med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Ledighet med tillfällig föräldralön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro med tillfällig föräldralön görs avdrag för varje timme\narbetstagaren är frånvarande med\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Justeringsregel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Då den arbetade tiden, inklusive eventuell betald tid för arbetsfri dag\neller inarbetad dag, uppgår till högst 16 timmar under en månad, görs inte\nlöneavdrag enligt mom 4 b) utan istället beräknas lönen för denna tid\nenligt löneberäkningsmetoden ”lön per timme”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>Mom 8 Lön och ersättning vid olycksfall\u002Farbetsskada\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön betalas vid läkarbesök för arbetsskada eller befarad sådan. Detta\ngäller även olycksfall som inträffat under färd till eller från\narbetsplatsen. Om läkaren föreskriver återbesök betalas lön också för\ndetta. Vid sjukskrivning tillämpas istället sjuklönereglerna. Lön utgår\ninte om ersättning istället ska utgå från TFA-försäkring eller\nmotsvarande.\u003C\u002Fp>\n\n\u003Cp>Ersättning betalas för styrkta resekostnader och läkarvårdskostnader\nenligt gällande landstingstaxa, om dessa inte ersätts av Försäkringskassan,\ngenom AMF- försäkring eller på annat sätt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Hälsofarligt arbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som utför särskilt hälsofarligt arbete ska genom\narbetsgivarens försorg genomgå periodiskt återkommande\nläkarundersökning.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som tidigare varit sysselsatt i hälsofarligt arbete men\nförflyttats till annat arbete hos samma arbetsgivare har också rätt till\nundersökning i den mån läkare anser det nödvändigt.\u003C\u002Fp>\n\n\u003Cp>Om ersättning inte betalas från försäkringsanstalt enligt\nsocialförsäkringsbalken, betalar arbetsgivaren läkarundersökning och lön\nför förlorad arbetstid i samband med läkarundersökningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön enligt mom 10\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per månad:\u003C\u002Fp>\n\n\u003Cp>-oförändrad månadslön inklusive eventuell premie\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>-den aktuella timlön (d.v.s. timlön inklusive eventuella individuella\ntill- lägg) som gäller för arbetstagaren eller\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens medeltimförtjänst på tidlön och ackord under senast\nkända kvartal eller annan period som överenskommits lokalt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Permittering och driftsavbrott\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Mom 1 Avtalsregler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver reglerna om permittering i lagen om anställningsskydd (LAS) gäller\npermitteringslönebestämmelserna i mom 2-3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>Mom 2 Permitteringslön\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid permittering betalas permitteringslön enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per månad:\u003C\u002Fp>\n\n\u003Cp>-oförändrad månadslön inklusive eventuell premie\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>-den aktuella timlön (d v s timlön inklusive eventuella individuella\ntillägg) som gäller för arbetstagaren eller\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens medeltimförtjänst på tidlön och ackord under senast\nkända kvartal eller annan period som överenskommits lokalt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med OB-ersättning enligt § 4 mom 1 erhåller kompensation\nför sådan utebliven ersättning.\u003C\u002Fp>\n\n\u003Cp>Samma rätt till lönekompensation gäller i de fall arbetstagare skulle\nfullgjort beredskapstjänst (se § 3 mom 23) enligt schema som fastställts\nföre permitteringsbeslutet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid permittering, som omfattar del av arbetsdag enligt arbetstagarens\nordinarie arbetstidsförläggning, betalas permitteringslön enligt reglerna i\ndetta moment. Permitteringslön betalas dock inte i de undantagsfall som finns\nupptagna i mom 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permitteringslön betalas inte vid permittering som föranletts av\u003C\u002Fp>\n\n\u003Cp>a)arbetstagarens eget vållande\u003C\u002Fp>\n\n\u003Cp>b)olovlig konflikt inom LOs område\u003C\u002Fp>\n\n\u003Cp>c)semesterstängning i samband med huvudsemestern dock högst under de\nförsta 10 permitteringsdagarna\u003C\u002Fp>\n\n\u003Cp>d)offentlig myndighets beslut som arbetsgivaren inte bort räkna med.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Oförutsedda driftsavbrott\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid oförutsedda driftsavbrott som inte medför permittering bibehåller\narbetstagaren sin lön enligt definitionen i mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Omflyttning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Möjlighet till lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Betalningsreglerna vid omflyttning i mom 2-3 gäller om de lokala parterna\ninte enas om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Definition\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med omflyttning avses tillfällig övergång till annan befattning. Avsikten\när att arbetstagaren ska återgå till sin tidigare befattning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lön vid omflyttning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per månad:\u003C\u002Fp>\n\n\u003Cp>Vid omflyttning till befattning med högre lön betalas den för den\n”nya” befattningen gällande lönen från och med närmast efterföljande\nny löneperiod.\u003C\u002Fp>\n\n\u003Cp>Vid återgång till ordinarie befattning betalas ordinarie lön vid\nnästkommande löneperiod. Löneförändringar får inte göras för kortare\ntid än en månad.\u003C\u002Fp>\n\n\u003Cp>Vid omflyttning till befattning med lägre lön betalas oförändrad lön\nunder två avlöningsperioder efter omflyttningen. Då en omflyttning till\nbefattning med lägre lön varat två avlöningsperioder ska överläggning\nupptas om eventuell omplacering.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Omplacering och tekniska förändringar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Möjlighet till lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Betalningsreglerna vid omplacering och tekniska förändringar i mom 2-5\ngäller om de lokala parterna inte enas om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Definition\u003C\u002Fh3>\n\n\u003Cp>Med omplacering avses varaktig övergång till annan befattning. Avsikten\när att arbetstagaren ska stanna kvar i den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>Beträffande tekniska förändringar se mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>Mom 3 Lön vid omplacering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per månad:\u003C\u002Fp>\n\n\u003Cp>Vid omplacering till befattning med högre lön betalas den för den nya\nbefattningen gällande lönen från och med närmast efterföljande ny\nlöneperiod.\u003C\u002Fp>\n\n\u003Cp>Vid omplacering till befattning med lägre lön bibehålls, om arbetstagaren\nvarit anställd minst ett år, den tidigare utgående lönen som personlig\nlön. Mellanskillnaden utgör omplaceringstillägg. Avräkning från\nomplaceringstillägg sker i den mån arbetaren erhåller mer än lönepottens\nstorlek.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tekniska förändringar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vidtas tekniska förändringar beträffande produkter eller\nproduktionshjälpmedel innebärande att den ursprungliga befattningen värderas\nlägre än tidigare gäller reglerna i mom 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har inte skyldighet att betala personlig\nlön\u002Fomplaceringstillägg då omplacering föranleds av arbetstagarens eget\nförvållande, såvida inte annat överenskommits lokalt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Arbete utom verkstaden\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Möjlighet till lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reglerna för arbete utom verkstaden i mom 2-10 gäller om inte de lokala\nparterna, helt eller delvis, kommer överens om något annat.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska fastställa var den ordinarie arbetsplatsen är\nbelägen.\u003C\u002Fp>\n\n\u003Cp>Om speciella lokala förutsättningar föreligger bör de lokala parterna ta\nhänsyn härtill och komma överens om erforderliga anpassningar. De delar som\när anpassade till skattereglerna bör inte ändras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Grundläggande bestämmelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren har rätt till reskostnadsersättning och restidsersättning\nvid tjänsteresa. Vid tjänsteresa utanför den vanliga verksamhetsorten som\nmedför övernattning har arbetstagaren rätt till traktamente och\nresetillägg. Vid tjänsteresa som inte medför övernattning kan resetillägg\nbetalas.\u003C\u002Fp>\n\n\u003Cp>Ersättning enligt denna paragraf betalas inte till arbetstagare som vid\narbete på arbetsplats utom verkstaden anställts direkt av arbetsledningen på\ndenna arbetsplats eller i de fall arbetstagare har anställts för arbete utom\nverkstaden och lönevillkoren enligt enskild eller lokal överenskommelse har\nfastställts med hänsyn härtill.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Definitioner\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Avresedag\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Dag\ndå tjänsteresa påbörjas\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Bostad\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Familjebostad eller motsvarande fast\nbostad i anslutning till verksamhetsorten\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Dag\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Tiden\nmellan 06.00 och 24.00\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Egen bil\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Bil\nsom ägs av arbetstagaren eller av någon som varken föranlett tjänsteresan\neller annars berörs av den\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Hemkomstdag\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Dag\ndå tjänsteresa avslutas\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Natt\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Tiden\nmellan 00.00 och 06.00\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ordinarie\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Den\narbetsplats där arbetstagaren fullgör huvuddelen arbetsplats av sin\ntjänstgöring\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tjänsteresa\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>Resa som föranleds av tjänstgöring\nutanför den vanliga verksamhetsorten\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vanliga verksamhetsorten\u003C\u002Fstrong>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan> Ett område på ett avstånd av 50\nkilometer från den ordinarie arbetsplatsen och från bostaden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Reskostnadsersättning m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:1 Val av färdmedel\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska inhämta arbetsgivarens godkännande vid val av\nfärdmedel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2 Reskostnadsersättning vid resa med tåg, båt, buss eller flyg\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren inte tillhandahållit färdbiljett erhålls, mot uppvisande\nav använd biljett, den faktiska kostnaden för förstaklassbiljett vid\ntågresa, även sovvagn, och biljett vid båt-, buss- och flygresa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:3 Reskostnadsersättning vid resa med egen bil\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om resa med egen bil har överenskommits får arbetstagaren ersättning\nenligt följande såvida de lokala parterna inte överenskommer om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"194\">\u003Cp>\u003Cstrong>Milersättning för varje mil\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\">\u003Cp>\u003Cstrong>Grundersättning\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\">\u003Cp>\u003Cstrong>Tillägg\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"194\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\">\u003Cp>18,50 kr\u002Fmil\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\">\u003Cp>12,00 kr\u002Fmil\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:4 Reskostnadsersättning vid annat färdsätt\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om allmänt färdmedel saknas, eller om resan företas med motorcykel eller\npå an-nat sätt, betalas ersättning efter överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:5 Undantag från mom 4:2 - 4:4\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reskostnadsersättning enligt mom 4:2 - 4:4 erhålls inte när\narbetsgivaren, utan kostnad för arbetstagaren, tillhandahållit månadskort,\nårskort och dylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:6 Logikostnad\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa som medför övernattning ersätts styrkt logikostnad för\narbetstagaren. Om kostnaden väsentligt överstiger prisläget på orten har\narbetsgivaren rätt att jämka ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete utom verkstaden betalas ersättning för restid med\narbetstagarens ordinarie timlön, oavsett på vilken tid resan företas.\nBeräkning av restid sker som huvudregel med utgångspunkt från verkstaden.\u003C\u002Fp>\n\n\u003Cp>Beger sig arbetstagaren direkt från hemmet till en arbetsplats utom\nverkstaden betalas ersättning endast om restiden överstiger tiden för resa\nmellan hemmet och verkstaden.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren måste avbryta arbetet på grund av tjänsteresa betalas\nersättning med arbetstagarens ordinarie timlön för sådan ordinarie\narbetstid som åtgår för nödvändiga personliga förberedelser i samband med\nresan.\u003C\u002Fp>\n\n\u003Cp>Väntetid på reselägenhet under verkstadens ordinarie dagarbetstid betalas\nsom restid.\u003C\u002Fp>\n\n\u003Cp>Tillhandahålls arbetstagaren i samband med resa sovplats som kan utnyttjas\nunder minst 6 timmar betalas inte ersättning för restid för tiden kl. 22.00\n- 07.00. I annat fall betalas inte ersättning för den kortare tid sovplatsen\nfaktiskt kunnat utnyttjas. Vid arbete på arbetsort, där arbetstagaren\növernattar, betalas om arbetstagaren inte kan erhålla logi av\ntillfredsställande beskaffenhet i arbetsplatsens närhet, ersättning för\nrestiden mellan bostaden och arbetsplatsen om och i den mån restiden\növerstiger 15 minuter i vardera riktningen.\u003C\u002Fp>\n\n\u003Cp>Då arbetsgivaren inte bekostar kommunikationsmedlet, räknas gångtiden som\nrestid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Mom 6 Traktamente och resetillägg\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:1 När traktamente betalas\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Traktamente betalas vid tjänsteresa utanför den vanliga verksamhetsorten\noch som medför övernattning.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av tiden gäller att tjänsteresan kan påbörjas respektive\navslutas antingen vid den ordinarie arbetsplatsen eller vid bostaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 6:2 Traktamenten\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteresa betalas traktamente med fastställt belopp för hel eller\ndel av dag.\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa som pågår mer än tre månader i en följd reduceras\ntraktamentet.\u003C\u002Fp>\n\n\u003Cp>Nattraktamente om 110 kronor per natt betalas endast om arbetstagaren inte\nerhållit av arbetsgivaren betalt logi och inte heller fått logikostnad betald\npå annat sätt. Natttraktamente erhålls inte om arbetstagaren kör bil, reser\npå tåg med sittplatsbiljett eller arbetar under natt. I betalt logi inräknas\nsovplats på tåg och båt. Om tjänsteresan varat mer än 3 månader betalas\ndärefter utöver nattraktamente ett nattillägg om 110 kronor.\u003C\u002Fp>\n\n\u003Cp>En tjänsteresa anses bruten bara av uppehåll som beror på att arbetet\nförläggs till annan ort i minst fyra veckor.\u003C\u002Fp>\n\n\u003Cp>Kortare uppehåll samt uppehåll för semester eller sjukdom bör leda till\natt tremånadersperioden förlängs i motsvarande mån om inte traktamente\nbetalas under uppehållet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Traktamentsbeloppen och milersättning ska följa Skatteverkets\nschablonbelopp för skattefria traktamenten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Traktamenten betalas enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"247\">\u003Cp>\u003Cstrong>Dagtraktamente\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>\u003Cstrong>3 mån\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>Mer än 3 mån\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"247\">\u003Cp>Hel dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>220 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>154 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"247\">\u003Cp>Del av dag (avrese- och hemkomstdagen)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"75\">\u003Cp>110 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som hel dag räknas även avresedagen, om resan påbörjats före kl. 12.00\noch hem-komstdagen om resan avslutats efter kl. 19.00.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren direkt eller indirekt svarar för kostnader för måltider\nreduceras traktamentet enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"175\">\u003Cp>Dagtraktamente\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>220 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>154 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>110 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"175\">\u003Cp>Frukost, lunch och middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>198 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>139 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>99 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"175\">\u003Cp>Lunch och middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>154 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>108 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>77 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"175\">\u003Cp>Lunch eller middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>77 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>54 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>39 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"175\">\u003Cp>Frukost\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\">\u003Cp>44 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"88\">\u003Cp>31 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"97\">\u003Cp>22 kr\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"97\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch4>Mom 6:3 Resetillägg\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Resetillägg betalas enligt följande då traktamente för hel eller del av\ndag utbetalas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"241\">\u003Cp>Resetillägg\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>3 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>Mer än 3 mån\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"241\">\u003Cp>Hel dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>160 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>120 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"241\">\u003Cp>Del av dag (avrese- och hemkomstdag)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>80 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som hel dag räknas även avresedagen, om resan påbörjats före kl. 12.00\noch hemkomstdagen om resan avslutats efter kl. 19.00.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren svarar för kostnader för samtliga måltider reduceras\nresetilläg, get till 20 kronor.\u003C\u002Fp>\n\n\u003Cp>Resetillägget ska ingå i underlaget för beräkning av semesterlön och\nsemesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Resetillägg vid tjänsteresa utan övernattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete utom verkstaden som inte medför övernattning betalas\nresetillägg under förutsättning att arbetsplatsen är belägen utanför ett\nav de lokala parterna fastlagt, ortspecifikt, område kring verkstaden. Detta\nområde får fastläggas till lägst 5 km och högst 50 km. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"340\">\u003Cp>Vid bortovaro mer än 4 timmar men inte mer än 10\n        timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>100 kr*\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"340\">\u003Cp>Vid bortovaro mer än 4 timmar men inte mer än 10\n        timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>200 kr*\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"435\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\n\n        \u003Cp>Om arbetsgivaren direkt eller indirekt svarar för kostnader för\n        måltider reduceras resetillägget enligt följande.\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"340\">\u003Cp>För frukost\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>40 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"340\">\u003Cp>För lunch\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>50 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"340\">\u003Cp>För middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>130 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"435\">\u003Cp>dock högst erhållet resetillägg\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan alternativt sluta avtal om annan ersättning eller\nannan avlöningsförmån vid sådan tjänsteresa.\u003C\u002Fp>\n\n\u003Cp>*Resetillägget ovan inkluderar semesterlön och i förekommande fall\nsemesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Tjänsteresa utomlands utan övernattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa utomlands utan övernattning betalas resetillägg per dag\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>Berört lands traktamente\u003C\u002Fp>\n\n\u003Cp>--------------------------------------------- x Resetillägg\u003C\u002Fp>\n\n\u003Cp> Svenska dagtraktamentet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Reseförskott\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren har rätt till förskott på ersättning enligt denna\nparagraf. Om förskottet är större än det belopp arbetstagaren redovisar\nenligt reseräkningen ska överskjutande del betalas tillbaka. Sådant\növerskjutande förskott får kvittas mot arbetstagarens lön vid närmast\npåföljande löneutbetalning. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Reseräkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reseräkning, undertecknad av arbetstagaren, ska inges till arbetsgivaren\nsenast 10 arbetsdagar efter det att tjänsteresan avslutats, om inte annat\növerenskommits. Reseräkningen ska innehålla de uppgifter som behövs för\natt bestämma ersättningen enligt denna paragraf. Om arbetsgivaren\ntillhandahåller särskild blankett ska denna användas.\u003C\u002Fp>\n\n\u003Cp>Färdbiljetter, kvitto på övriga färdkostnader och kvitto på\nlogikostnader ska bifogas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Arbete utomlands\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan arbetstagare anträder utlandsresa avsedd att pågå mer än en vecka\nska lokal överenskommelse träffas om villkoren för utlandsarbetet. Före\nutlandsresa kortare tid än en vecka bör enskild överenskommelse träffas om\nvillkoren for utlandsarbete. Saknas sådan överenskommelse tillämpas\nbestämmelserna i Blå avtalet i tilllämpliga delar.\u003C\u002Fp>\n\n\u003Cp>Vid arbete utomlands ska arbetstagaren tillförsäkras motsvarande avtals-\noch lagfästa försäkrings- och pensionsförmåner som vid arbete i\nSverige.\u003C\u002Fp>\n\n\u003Cp>Med avtalsfästa försäkrings- och pensionsförmåner avses AGS,\nAvtalspension SAF- LO, TFA, TGL och Omställningsförsäkring Svenskt\nNäringsliv-LO.\u003C\u002Fp>\n\n\u003Cp>Med lagfästa försäkrings- och pensionsförmåner avses förmåner enligt\nsocialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med förmåner enligt socialförsäkringsbalken avses förmåner som\ntidigare reglerades i lagen om arbetsskadeförsäkring samt sjukpenning- och\nATP-förmåner enligt lagen om allmän försäkring.\u003C\u002Fp>\n\n\u003Cp>En grundläggande förutsättning för arbetsgivarens försäkringsåtagande\när att arbetstagaren inte begär utflyttning från Sverige under det första\ntjänstgöringsåret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Anställnings ingående och upphörande\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Anställnings ingående\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta moment ersätter helt lagen om anställningsskydds regler om\nanställnings ingående och besked om att tidsbegränsad anställning inte\nkommer att fortsätta.\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tills vidare om inte annat avtalats i enlighet med\nnedan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetare kan skriftligen komma överens om anställning\nför viss tid, dock längst 12 månader. Arbetare får under en treårsperiod\nomfattas av sådana anställningar sammanlagt under högst 18 månader.\nTidsgränserna gäller inte sammanhängande vikariat. Den fackliga\norganisationen ska skriftligen delges överenskommelse enligt detta stycke.\u003C\u002Fp>\n\n\u003Cp>Efter lokal överenskommelse kan anställning för viss tid förlängas\neller överenskommelse träffas om längre anställning än vad som anges i\ntredje stycket. Saknas IF Metallklubb\u002FSEKO-klubb kan arbetsgivaren och\narbetaren komma överens om sådan anställning, dock för högst 24 månader,\nutan stöd av överenskommelse med lokal facklig organisation, som dock ska\nunderrättas om varje särskilt fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till fjärde stycket sista meningen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelse\nsker, kan den påkalla lokal respektive central förhandling i ärendet. Löses\nej tvisten erfordras i fortsättningen överenskommelse med lokal organisation\nomfattande det företag som tvisten gäller.\u003C\u002Fp>\n\n\u003Cp>För anställning på viss tid gäller en månads ömsesidig\nuppsägningstid. Arbetsgivare och arbetare kan komma överens om längre\nuppsägningstid än en månad, eller att anställningen inte ska kunna sägas\nupp innan avtalstidens utgång.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till femte stycket\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>| Vid uppsägning från arbetsgivarens sida krävs sakliga skäl för\nuppsägning.\u003C\u002Fp>\n\n\u003Cp>Om arbetaren vid uppsägning eller då anställning av annan anledning\nupphör har företrädesrätt till återanställning ska arbetaren skriftligen\nfå besked om detta. Om det krävs anmälan för att göra företrädesrätten\ngällande ska detta anges.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetaren kan komma överens om att anställning ska kunna\navbrytas i förtid under de första sex månaderna. Så kan ske då arbetaren\nexempelvis är nyutbildad eller annars oprövad i arbetet, eller då andra\nskäl föreligger. Den fackliga organisationen ska delges sådan\növerenskommelse. Då arbetsgivare på så sätt avser att avbryta en\nanställning ska denne underrätta arbetaren samt den lokala fackliga\norganisationen minst två veckor i förväg. Om något avbrytande inte sker\növergår anställningen per automatik i en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till sjätte stycket\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelse\nsker, kan den påkalla lokal förhandling i ärendet. Löses ej tvisten kan\narbetsgivarparten begära central förhandling. Om tvisten efter sådan central\nförhandling ännu ej lösts erfordras i fortsättningen överenskommelse med\nlokal organisation omfattande det företag tvisten gäller.\u003C\u002Fp>\n\n\u003Cp>Anställning för begränsad tid bör i normalfallet inte vara kortare än\nen månad.\u003C\u002Fp>\n\n\u003Cp>Om en arbetare varit anställd som vikarie mer än tre år under de senaste\nfem åren övergår anställningen till en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Turordning och företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning på grund av arbetsbrist samt vid företrädesrätt vid\nåterintagning efter sådan åtgärd kan de lokala parterna träffa\növerenskommelse om turordning mellan arbetstagarna. Förbunden kan när\nsynnerliga skäl föreligger begära central förhandling om sådan\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivarens rörelse på en och samma ort har mer än en driftsenhet,\nkan lokal överenskommelse träffas att två eller flera driftsenheter ska\nomfattas av turordningen.\u003C\u002Fp>\n\n\u003Cp>I anslutning till lagen om anställningsskydds regler om företrädesrätt\ntill återanställning gäller att sådan rätt tillfaller arbetare som under\nen treårsperiod varit anställd i minst 12 månader. Företrädesrätten\ngäller under nio månader efter anställningens upphörande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Utdrag ur Huvudavtalet Svenskt Näringsliv - LO av den 22 juni 2022\nKap. 3 §§ 8-9:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Turordning vid uppsägning på grund av arbetsbrist\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>”§ 8\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I förhållandet mellan LO och Svenskt Näringsliv, samt motsvarande parter\nsom antagit Huvudavtalet på förbundsnivå, ska följande gälla.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\nföretagets krav och behov i bemanningshänseende. Om dessa behov enligt\nparternas gemensamma uppfattning inte kan tillgodoses med tillämpning av lag\nska fastställandet av turordning ske genom avtalsturlista.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de medarbetare som ska\nsägas upp så att företagets behov av kompetens särskilt beaktas liksom\nföretagets möjligheter att bedriva konkurrenskraftig verksamhet och därmed\nbereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ anställningsskyddslagen överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>Det åligger de lokala parterna att på begäran föra förhandlingar som\nsägs i föregående stycken liksom att skriftligen bekräfta träffade\növerenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger förbundsparterna, om endera begär det,\nträffa överenskommelse i enlighet med ovan angivna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågorna som här\nberörs tillhandahåller den lokala respektive den centrala avtalsparten\nrelevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 9\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om avtal om turordning vid uppsägning på grund av arbetsbrist inte kan\nträffas får arbetsgivaren vid berörd driftsenhet och avtalsområde undanta\ntre arbetstagare. De sålunda undantagna har företräde till fortsatt\nanställning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som endast har en driftsenhet kan vid tillämpning av första\nstycket istället välja att undanta totalt fyra arbetstagare för samtliga\navtalsområden.\u003C\u002Fp>\n\n\u003Cp>Vad avser situationen att flera driftsenheter sammanlagts till en gemensam\nturordning genom tillämpning av 22 § tredje stycket anställningsskyddslagen,\nska antal vid tillämpning av första stycket vara tre arbetstagare plus en\narbetstagare per driftsenhet som omfattas av sammanläggningen utöver den\nförsta driftsenheten, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>Alternativt med regleringen i första, andra och tredje stycket får en\narbetsgivare vid berörd driftsenhet och avtalsområde undanta 15 procent av de\nanställda som slutligen får avsluta sin anställning på grund av\narbetsbristen, innan lagturlistan fastställs. Undantag enligt detta stycke\nfår högst omfatta tio procent av de anställda vid berörd driftsenhet eller\ndriftsenheter, per avtalsområde.\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som vid uppsägning på grund av arbetsbrist undantagit en\neller flera arbetstagare enligt första, andra, tredje eller fjärde stycket\nfår inte vid berörd driftsenhet och avtalsområde undanta ytterligare\narbetstagare vid uppsägning som sker inom tre månader därefter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse ersätter bestämmelsen i 22 § andra stycket\nanställningsskyddslagen, dvs. det s.k. tvåundantaget.\u003C\u002Fp>\n\n\u003Cp>Med avtalsområde avses i denna bestämmelse kategoriklyvningen mellan\narbetare och tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Vad som utgör driftsenhet regleras inte i denna bestämmelse. Definitionen\nav vad som är en driftsenhet finns i 22 § tredje stycket\nanställningsskyddslagen, vilken bestämmelse är dispositiv.\u003C\u002Fp>\n\n\u003Cp>Med begreppet anställda som slutligen får avsluta sin anställning på\ngrund av arbetsbristen avses samtliga anställda vilkas anställning avslutas\npå grund av arbetsbristen. Med detta avses utöver den som sägs upp av\narbetsgivaren även den arbetstagare vars anställning på annat vis upphör\npå grund av arbetsbristen, t.ex. där anställning avslutas genom individuell\növerenskommelse därom, genom tidigare pensionsavgång och dylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Avseende procentregeln ska avrundning ske matematiskt.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De arbetstagare som undantas ska enligt arbetsgivaren ha särskild betydelse\nför den fortsatta verksamheten. Arbetsgivarens bedömning i denna fråga kan\ninte angripas rättsligt.\u003C\u002Fp>\n\n\u003Cp>Möjligheten att undanta arbetstagare från turordningen gäller enligt\nparagrafens femte stycke inte i fall där arbetsgivaren tidigare inom en tremå\nnadersperiod vid berörd driftsenhet och avtalsområde har sagt upp\narbetstagare på grund av arbetsbrist och då använt sig av undantagsmöjlig\nheten. En arbetsgivare som har sagt upp en eller flera arbetstagare på grund\nav arbetsbrist och då undantagit arbetstagare från turordningen får alltså\nförst efter att tre månader har passerat, från det att den första\nuppsägningen verkställts, undanta arbetstagare från turordningen vid\nuppsägning på grund av en ”ny” arbetsbrist vid en driftsenhet och\navtalsområde som varit berörd. Annars kan arbetsgivaren bli\nskadeståndsskyldig för brott mot turordningsreglerna. Det nu sagda gäller\nbara i fall där arbetsgivaren vid den tidigare arbetsbristuppsägningen\nfaktiskt använt sig av möjligheten att undanta arbetstagare från\nturordningen. Med begreppet berörd driftsenhet och avtalsområde avses i denna\nbestämmelse driftsenhet och avtalsområde där någon arbetstagare sagts upp\npå grund av arbetsbrist. Vid sammanläggning innebär det att spärren i\nparagrafens femte stycke endast träffar driftsenheter och avtalsområden där\nnågon arbetstagare faktiskt sagts upp på grund av arbetsbristen ”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till mom 1-2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse träffas mellan företaget och fackklubben. Saknas\nfackklubb träffas motsvarande överenskommelse med lokalavdelningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Inhyrning\u002Fföreträdesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Då företag avser anlita bemanningsföretag samtidigt som uppsagda arbetare\nhar företrädesrätt till återanställning gäller särskilda regler enligt\nbilaga 8. (Särskilda regler vid in- och uthyrning av arbetskraft mellan\nföretag när det inhyrande företaget har tidigare anställda med\nföreträdesrätt till återanställning vid uppsägning på grund av\narbetsbrist).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Huvudavtalets regler vid längre inhyrning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Utdrag ur Huvudavtalet Svenskt Näringsliv - LO av den 22 juni 2022\nKap 3.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 10:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Om uthyrning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>”§ 10\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I situationer som omfattas av lag om uthyrning av arbetstagare (2012:854)\nska i förhållande till förbund inom LO följande tillämpas istället för\nvad som föreskrivs i den lagen.\u003C\u002Fp>\n\n\u003Cp>Har en arbetstagare varit placerad hos ett kundföretag på samma driftsen\nhet under en sammanlagd tid om mer än 24 månader under en period om 36\nmånader ska kundföretaget erbjuda arbetstagaren en tillsvidareanställning\nhos företaget. Har arbetstagaren avböjt ett sådant erbjudande behöver nya\nerbjudanden inte lämnas till arbetstagaren även om arbetet hos kundföretaget\nfortsatt.\u003C\u002Fp>\n\n\u003Cp>Har arbetstagare accepterat ett erbjudande enligt andra stycket upphör\narbetstagarens anställning i bemanningsföretaget från och med den tidpunkt\nsom tillsvidareanställningen hos kundföretaget tillträds.\u003C\u002Fp>\n\n\u003Cp>Ett kundföretag kan istället för att lämna ett erbjudande till\narbetstagaren enligt andra stycket välja att utge en ersättning till\narbetstagaren motsva-rande tre för arbetstagaren aktuella månadslöner. Har\nsådan ersättning lämnats till arbetstagaren kan arbetet hos kundföretaget\nfortsätta utan att nya erbjudanden lämnas till arbetstagaren.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lön under uppsägningstiden\u003C\u002Fh3>\n\n\u003Cp>Om arbetstagaren inte bereds arbete under uppsägningstiden betalas\nordinarie lön.\u003C\u002Fp>\n\n\u003Cp>Motsvarande gäller arbetstagare som skulle ha deltagit i\narbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ordinarie lön enligt detta moment är\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per månad:\u003C\u002Fp>\n\n\u003Cp>-oförändrad månadslön inklusive eventuell premie\u003C\u002Fp>\n\n\u003Cp>•för arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>-den aktuella timlön (d v s timlön inklusive eventuella individuella\ntillägg) som gäller för arbetstagaren eller\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens medeltimförtjänst på tidlön och ackord under senast\nkända kvartal, eller annan period efter lokal överenskommelse, före\nuppsägningen.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med OB-ersättning erhåller kompensation för sådan utebliven\nersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Löneavdrag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Iakttar inte arbetstagaren uppsägningstid är arbetsgivaren berättigad att\nfrån innestående lön före skatteavdrag avdra ett belopp motsvarande\u003C\u002Fp>\n\n\u003Cp>•35 % av månadslönen (för arbetstagare med lön per månad) eller\u003C\u002Fp>\n\n\u003Cp>•hälften av lägsta timlön (för arbetstagare med lön per timme)\u003C\u002Fp>\n\n\u003Cp>för ordinarie arbetstimmar under uppsägningstid som återstår vid\navgången.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Tjänstgörings- och arbetsgivarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens sida har arbetaren rätt att\nerhålla tjänstgöringsintyg, vilket utvisar\u003C\u002Fp>\n\n\u003Cp>-den tid som arbetaren har varit anställd och\u003C\u002Fp>\n\n\u003Cp>-de arbetsuppgifter arbetaren har haft att utföra samt\u003C\u002Fp>\n\n\u003Cp>-om arbetstagaren så begär, vitsord beträffande det sätt på vilket\ndenne har utfört sitt arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna tjänstgöringsintyget inom en vecka från det att\narbetaren har begärt att få intyget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Härvid ska noteras att arbetsgivaren har en skyldighet att utfärda ett\nintyg (ett så kallat arbetsgivarintyg) om arbetstagarens arbetsförhållanden\noch de uppgifter i övrigt som behövs för att bedöma hans eller hennes rätt\ntill ersättning enligt lag (1997:238) om arbetslöshetsförsäkring. Sådant\nintyg ska utfärdas skyndsamt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Slutlön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Då arbetstagare slutar betalas slutlön direkt till arbetstagarens\nbanklönekonto eller motsvarande vid första ordinarie\nlöneutbetalningstidpunkt månaden efter det att anställningen upphörde.\u003C\u002Fp>\n\n\u003Cp>Överenskommelser mellan företag att inte anställa arbetstagare förrän\nviss tid förflutit efter den senaste anställningens upphörande strider mot\navtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Anställnings upphörande vid säkerhetstjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat gäller följande för arbetstagare\nmed minst två års sammanhängande anställning vid företaget:\u003C\u002Fp>\n\n\u003Cp>En arbetstagare i säkerhetstjänst som på grund av\nsjukdom\u002Ffunktionsbegränsning inte längre uppfyller Transportstyrelsens krav\nför trafiksäkerhetstjänst och därför sägs upp på grund av personliga\nskäl har rätt till två månaders förlängd uppsägningstid. Sjukdomen ska\nvara styrkt genom läkarintyg.\u003C\u002Fp>\n\n\u003Cp>För det fall arbetstagaren under den förlängda uppsägningstiden inte kan\nberedas arbete hos arbetsgivaren ska istället utgå avgångsvederlag\nmotsvarande två månadslöner utöver ordinarie uppsägningstid. Även i annat\nfall kan överenskommelse träffas om att ersätta den förlängda\nuppsägningstiden med avgångsvederlag, eller annan lösning som syftar till\nnyanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Avtalets giltighetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller fr. o. m. den 1 januari 2021 t. o. m. den 31 maj\n2023.\u003C\u002Fp>\n\n\u003Cp>Såvida förtida uppsägning enligt ovan inte sker gäller överenskommelsen\nefter den 31 maj 2023 för ett år i sänder om begäran om förhandling inte\nframställs senast två månader före den 31 maj 2023. Om begäran om\nförhandling framställs före denna tidpunkt gäller avtalet för tid efter\nden 31 maj 2023 med sju dagars ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 17 december 2020 \u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>FÖRENINGEN \n\n        \u003Cp>INDUSTRIARBETSGIVARNA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>INDUSTRIFACKET\n\n        \u003Cp>METALL\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Per Widolf\n\n        \u003Cp>Christian Rimmerfeldt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Tommy Thunberg Bertolone\n\n        \u003Cp>Thomas Nilsson\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>SEKO - Facket för Service och\n\n        \u003Cp>Kommunikation\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Fredrik Bäckström\n\n        \u003Cp>Ola Brossberg\u003C\u002Fp>\n\n        \u003Cp>Christer Bäcklin\u003C\u002Fp>\n\n        \u003Cp>Margareta Hanning\u003C\u002Fp>\n\n        \u003Cp>Johan Ohlson\u003C\u002Fp>\n\n        \u003Cp>Anders Stemer\u003C\u002Fp>\n\n        \u003Cp>Jan Tellow\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Ch3>Regler för timlön\u003C\u002Fh3>\n\n\u003Cp>För timlön gäller följande kompletterande regler.\nParagrafhänvisningarna hänför sig till månadslöneavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>\u003Cstrong>Vuxna 18 år i\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>\u003Cstrong>1\u002F1 2021 öre\u002Ftim\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>\u003Cstrong>1\u002F6 2022 öre\u002Ftim\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>- lönegrupp 1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>12 442\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>12 787\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>- lönegrupp 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>13 002\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>13 362\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>- lönegrupp 3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>13 591\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>13 967\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>- lönegrupp 4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>14 204\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>14 597\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>- lönegrupp 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>14 849\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>15 260\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>Minderåriga 17 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>10 796\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>11 095\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"150\">\u003Cp>Minderåriga 16 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"142\">\u003Cp>9 436\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>9 697\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Inplacering i lönegrupp ska ske enligt grupperingsanvisningarna i § 2 mom\n2:1.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som arbetat minst två år inom metallindustrin ska erhålla\nhögre lön än lägsta lön.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna om lägsta löner gäller inte elever i yrkesutbildning.\nFör dessa träffas lokal överenskommelse om de betalningsregler som ska\ngälla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Ersättning för arbete på obekväm tid och övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Mom 3 Skiftformstillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid skiftarbete, s.k. ständigt nattarbete och veckoslutsarbete, betalas\nskiftformstilllägg i procent på lönen per timme och ackord enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"437\">\u003Cp>\u003Cspan style=\"color:#ffffff\">********************************************\u003C\u002Fspan>Lön\n        per timme*)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"271\">\u003Cp>Intermittent 3-skift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>7 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"271\">\u003Cp>Kontinuerligt 3 -skift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>21 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"271\">\u003Cp>Kontinuerligt skiftarbete med storhelgsdrift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>26 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"271\">\u003Cp>Ständigt nattarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"166\">\u003Cp>21 %\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"166\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*) Gäller även för tidsbunden premiedel vid lön per månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>•\u003C\u002Fstrong>arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>-den aktuella timlön (d.v.s. timlön inklusive eventuella individuella\ntillägg) som gäller för arbetstagaren eller\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens medeltimförtjänst på tidlön och ackord under senast\nkända kvartal eller annan period efter lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Ersättning vid veckovila på ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om veckovilan förläggs till ordinarie arbetstid erhåller\u003C\u002Fp>\n\n\u003Cp>•arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>-den aktuella timlön (d v s timlön inklusive eventuella individuella\ntillägg) som gäller för arbetstagaren eller\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens medeltimförtjänst på tidlön och ackord under senast\nkända kvartal eller annan period efter lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med OB-ersättning erhåller kompensation för sådan utebliven\nersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Semesterlöneberäkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av semesterlön och semesterersättning gäller följande.\u003C\u002Fp>\n\n\u003Cp>Underlag för beräkning av semesterlön är arbetstagarens\nmedeltimförtjänst under det närmast föregående kalenderåret.\nMedeltimförtjänsten beräknas genom att summan av tidlön och ackord,\ninklusive skiftformstillägg, ersättning för gångtid och restid, tillägg\nför arbete på obekväm tid, övertidstillägg, ersättning för\narbetsberedskap samt övriga semesterlönegrundande tillägg, divideras med\nantalet arbetade timmar. Den framräknade medeltimförtjänsten ökas med 4,3\nprocent som motsvarar helglön.\u003C\u002Fp>\n\n\u003Cp>Om medeltimförtjänsten inte är representativ med hänsyn till grunderna\nför beräkning av semesterlön enligt detta avtal kan medeltimförtjänsten\nanpassas.\u003C\u002Fp>\n\n\u003Cp>Om medeltimförtjänsten inte kan beräknas på detta sätt för en\narbetstagare med rätt till semesterlön, uppskattas medeltimförtjänsten med\nhänsyn till den lön som arbetstagaren sannolikt skulle ha uppburit under\nkalenderåret närmast före semesteråret om vederbörande då utfört arbete\nför arbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>För varje betald semesterdag multipliceras den beräknade\nmedeltimförtjänsten med en timfaktor. Vid en arbetstid av 40 timmar i\ngenomsnitt per vecka är denna timfaktor 8. Timfaktorn ska anpassas till\nveckoarbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av semesterlön för betald semesterdag i samband med\nintermittent treskiftsarbete (38-timmarsvecka) är timfaktorn 7,6, vid\nkontinuerligt skiftarbete (36-timmarsvecka) 7,2 samt vid kontinuerligt\nskiftarbete med storhelgsdrift (35- timmars-vecka) 7,0.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen per dag erhålls genom att multiplicera det framräknade\nbeloppet med faktorn 1,23.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen per dag ska dock uppgå till lägst 1 351 kronor för vuxna\narbetstagare och 1 013 kronor för minderåriga arbetstagare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 351 (1 013) kronor avser semesteråret 1 april 2021 - 31 mars 2022.\u003C\u002Fp>\n\n\u003Cp>1 382 (1 036) kronor avser semesteråret 1 april 2022 - 31 mars 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 16 Annan sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under intjänandeåret helt eller delvis haft annan\narbetstid än vid semestertillfället (annan sysselsättningsgrad) ska\ntimfaktorn respektive 1 351 (1 013) kronor per dag (semesteråret 1 april 2021\n- 31 mars 2022) anpassas härtill. Har sysselsättningsgraden ändrats under\nlöpande kalendermånad ska vid beräkningen användas den sysselsättningsgrad\nsom har gällt under det övervägande antalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 17 Semesterlön vid sparad semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uttag av sparad semester beräknas semesterlönen för sparad\nsemesterdag på samma sätt som för den ordinarie semestern detta år.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska anpassas till arbetstagarens\nsysselsättningsgrad under det intjänandeår som föregick det semesterår då\ndagen sparades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid övergång till eller från intermittent eller kontinuerligt skiftarbete\nkan särskild beräkning krävas för sparad semester.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Sjuklön, föräldralön m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Beräkning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per timme beräknas sjuklönen enligt\nföljande.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom betalas inte lön.\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 % av genomsnittlig ordinarie veckoarbetstid i\nsjukperioden betalas ingen sjuklön (karensavdrag).\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro överskridande 20 % av genomsnittlig ordinarie\nveckoarbetstid till betalas, för varje timme arbetaren är frånvarande till\noch med dag 14 i sjukperioden, sjuklön med 80 % av\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens aktuella timlön (inklusive eventuella skiftformstillägg)\neller\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens medeltimförtjänst på tidlön och ackord (inklusive\neventuella skiftformstillägg) enligt senast kända kvartalslönestatistik\neller annan period efter lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Därutöver betalas, för sjukfrånvaro överskridande 20 % av den\ngenomsnittliga ordinarie veckoarbetstiden, till och med dag 14 i sjukperioden,\nsjuklön med 80 pro-cent av de eventuella premielönedelar och den\nOB-ersättning arbetstagaren skulle ha fått om arbete utförts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.För arbetstagare som enligt Försäkringskassans beslut är berättigad\ntill sjuklön om 80 procent under hela sjuklöneperioden betalas sjuklön med\n80 % utan karensavdrag. 15 § SjLL).\u003C\u002Fp>\n\n\u003Cp>2.Om arbetstagaren under de senaste tolv månaderna, räknat från den\naktuella sjuklöneperiodens början, haft sammanlagt tio karensavdrag betalas\nsjuklön den kommande sjukperioden med 80 procent utan karensavdrag (6 § 3 st\nSjLL).\u003C\u002Fp>\n\n\u003Cp>3.Ny sjukperiod som börjar inom fem kalenderdagar från det att en tidigare\nsjukperiod avslutats ska betraktas som fortsättning på den tidigare\nsjukperioden (7 § 3 st SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Omflyttning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Möjlighet till lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Betalningsreglerna vid omflyttning i mom 2-3 gäller om de lokala parterna\ninte enas om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Definition\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med omflyttning avses tillfällig övergång till annan befattning. Avsikten\när att arbetstagaren ska återgå till sin tidigare befattning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Omflyttningstillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>Vid omflyttning till befattning med högre lön betalas från och med\nomflyttningsdagen den för den nya befattningen gällande lönen.\u003C\u002Fp>\n\n\u003Cp>Vid omflyttning till befattning med lägre lön betalas under fyra\navlöningsperioder efter omflyttningen - förutom eventuella upplärnings-\neller inkörningstillägg - ett personligt tillägg (omflyttningstillägg)\nmotsvarande skillnaden mellan arbetstagarens medeltimförtjänst under senast\nkända kvartal eller annan lokalt överenskommen period och den nya\nbefattningens medeltimförtjänst under motsvarande period.\n(Medeltimförtjänst = medeltimförtjänsten på tidlön och ackord exklusive\nsemesterlön, helglön, OB- och övertidstillägg.) Då en omflyttning till\nbefattning med lägre lön varat fyra avlöningsperioder ska överläggning\nupptas om eventuell omplacering.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Omplacering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Möjlighet till lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Betalningsreglerna vid omflyttning i mom 2-5 gäller om de lokala parterna\ninte enas om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Definition\u003C\u002Fh3>\n\n\u003Cp>Med omplacering avses varaktig övergång till annan befattning. Avsikten\när att arbetstagaren ska stanna kvar i den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>Beträffande tekniska förändringar se mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lön vid omplacering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med lön per timme:\u003C\u002Fp>\n\n\u003Cp>Vid omplacering till befattning med högre lön betalas från och med\nomplaceringsdagen den för den nya befattningen gällande lönen.\u003C\u002Fp>\n\n\u003Cp>Vid omplacering till befattning med lägre lön betalas till arbetstagare\nsom varit anställd minst ett år - förutom eventuella upplärnings- eller\ninkörningstillägg - ett personligt tillägg (omplaceringstillägg),\nmotsvarande skillnaden mellan arbetstagarens medeltimförtjänst under senast\nkända kvartal eller motsvarande lokalt överenskommen period och\nmedeltimförtjänsten för den nya befattningen under motsvarande tid.\n(Medeltimförtjänst = medeltimförtjänsten på tidlön och ackord exklusive\nsemesterlön, helglön, OB- och övertidstillägg.) Fram till dess lönen\nanpassats till den nya befattningen betalas endast av förbunden överenskomna\ngenerella lönehöjningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tekniska förändringar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vidtas tekniska förändringar beträffande produkter eller\nproduktionshjälpmedel innebärande att den ursprungliga befattningen värderas\nlägre än tidigare gäller reglerna i mom 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har inte skyldighet att betala personlig\nlön\u002Fomplaceringstillägg då omplacering föranleds av arbetstagarens eget\nförvållande, såvida inte annat överenskommits lokalt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 11 Helglön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan, med utgångspunkt från nedan i paragrafen angivna\nbestämmelser, överenskomma om särskilda regler för utbetalning av\nhelglön.\u003C\u002Fp>\n\n\u003Cp>Helglön utges för arbetstagare med lön per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Mom 1 Helgdagar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om helgdag infaller måndagfredag betalas helglön för följande dagar.\u003C\u002Fp>\n\n\u003Cp>Nyårsdagen, trettondagen, långfredagen, annandag påsk, 1 maj, Kristi\nhimmels färdsdag, nationaldagen, midsommarafton, julafton, juldagen, annandag\njul och nyårsafton.\u003C\u002Fp>\n\n\u003Cp>Helglön betalas också när helgdag infaller under permittering eller\nsemester, eller när en frånvaroperiod inleds eller avslutas med helgdag.\nLikaså betalas helglön vid frånvaro hel kalendermånad på grund av\npermittering eller semester.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Helglöneberäkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Helglön utgör arbetstagarens medeltimförtjänst på tidlön och ackord\nsamt tillägg för arbete på obekväm tid och ersättning för arbetsberedskap\nunder senast kända kvartal, eller annan period efter lokal överenskommelse,\nmultiplicerad med 8,0. I beräkningsunderlaget ingår inte övertidstillägg,\nhelglön, semesterlön eller förmån som är avsedd att utgöra ersättning\nför särskilda kostnader.\u003C\u002Fp>\n\n\u003Cp>Med senast kända kvartal avses, om inte annat överenskommits lokalt\u003C\u002Fp>\n\n\u003Cp>•för nyårsdagen och trettondagen tredje kvartalet föregående år\u003C\u002Fp>\n\n\u003Cp>•för långfredagen och annandag påsk fjärde kvartalet föregående\når\u003C\u002Fp>\n\n\u003Cp>•för 1 maj, Kristi himmelsfärdsdag, nationaldagen och midsommarafton\nförsta kvartalet\u003C\u002Fp>\n\n\u003Cp>•för julafton, juldagen, annandag jul och nyårsafton tredje\nkvartalet.\u003C\u002Fp>\n\n\u003Cp>I samband med övergång till nytt avtalsår ska medeltimförtjänsten\nhöjas med generell löneökning för de helglöner som inte omfattas av\nhöjningen.\u003C\u002Fp>\n\n\u003Cp>Uppbär arbetstagaren i samband med ledighet för studier statligt eller\nkommunalt studiebidrag för helglöneberättigad dag ska helglönen minskas med\nmotsvarande belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För deltidsarbetare multipliceras medeltimförtjänsten, beräknad enligt\nmom 2, med det tal som erhålls när antalet ordinarie arbetstimmar per vecka\nunder senaste kvartal delas med 5,0.\u003C\u002Fp>\n\n\u003Cp>Med deltidsarbetare menas därvid sådan arbetstagare för vilken\narbetstidsschemat inte inbegriper mer än 30 timmar per vecka i genomsnitt. Som\ndeltidsarbetare ska dock inte räknas arbetstagare som på grund av olycksfall\neller sjukdom tillfälligtvis måste utföra arbete under kortare tid än den\nför arbetet ifråga gällande arbetstiden per dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Uppskattad beräkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall medeltimförtjänsten enligt mom 2-3 inte kan beräknas,\nuppskattas helglönen med hänsyn till den lön som arbetstagaren sannolikt\nskulle ha uppburit under senast kända kvartal om vederbörande då utfört\narbete för arbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rätt till helglön bortfaller i följande fall:\u003C\u002Fp>\n\n\u003Cp>•Vid frånvaro, om rätt till ersättning enligt lagen om allmän\nförsäkring föreligger för helgdagen. Detta gäller dock inte under\nsjuklöneperiod för arbetstagare i kontinuerligt skift.\u003C\u002Fp>\n\n\u003Cp>•För visstidsanställd som har kortare anställningstid än 30\nkalenderdagar närmast före den aktuella helgdagen.\u003C\u002Fp>\n\n\u003Cp>•Då helgdag infaller under annan frånvaro än sjukfrånvaro som varat i\nmer än 30 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Livsarbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna har diskuterat arbetstidsfrågan och enats om att denna fråga i\nförsta hand bör hanteras av de lokala parterna i syfte att träffa en\növerenskommelse härom. De lokala parterna har möjlighet att i stället för\narbetstidsförkortning använda nedanstående utrymme helt eller delvis till\natt öka den lokala potten.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om förkortad livsarbetstid\n(årsarbetstid och pensionspremie) inom de utrymmen som framgår av nedan.\nTräffas inte lokal överenskommelse gäller följande.\u003C\u002Fp>\n\n\u003Cp>1.Till varje arbetstidskonto avsätts den 31 maj varje år 3,5 % av den\nanställdes lön (ej semesterlön\u002Fsemesterersättning) under respektive år\n(TAHS).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I löneunderlaget ingår ersättning vid av arbetsgivaren betald\nledighet.\u003C\u002Fp>\n\n\u003Cp>2.Avsättning till arbetstidskonto kan uttas som betald ledig tid eller som\npensionspremie.\u003C\u002Fp>\n\n\u003Cp>3.Möjligheten till återföring av timmar som tillgänglig övertid i § 3\nmom 5 utökas med sådan ledig tid som uttas enligt punkt 2.\u003C\u002Fp>\n\n\u003Cp>4.Vid företag där de lokala parterna enats om att istället för\narbetstidsförkortning helt eller delvis enligt första stycket öka potten,\nska utrymmet enligt punkt 1 ovan minskas i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den anställde bestämmer hur uttag skall ske. Bestämmer den anställde att\nuttaget skall ske som betald ledig tid skall ledigheten utläggas efter\növerenskommelse med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Detta gäller även utläggning enligt tidigare överenskommen rätt för\narbetare med dagarbete vid heltidsanställning, och vid deltidsanställning i\nproportion, att erhålla 24 minuters ledighet för varje arbetad vecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den anställde vid varje avtalsårs utgång efter avsättning har en\nstörre tillgång än som motsvarar 3,5 %, skall den överskjutande delen utges\ntill den anställde som pensionspremie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Belopp motsvarande avsättning enligt punkt 2 är förfallet till kontant\nbetalning då anställningen upphör. Lokal överenskommelse kan träffas om\natt en anställd skall kunna kontant disponera även ”större tillgång än\nsom motsvarar 3,5 %” enligt anmärkning 2 ovan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Anmärkning 4\u003C\u002Fh3>\n\n\u003Cp>Om uttag i form av pensionspremie medför lägre total lönekostnad för\narbetsgivaren i förhållande till uttag i form av lön skall pensionspremien\nökas med mellan-skillnaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Ch2>Föreskrifter för registrering av övertid och jourtid\u003C\u002Fh2>\n\n\u003Cp>Gällande mellan Stål och Metall och IF Metall respektive SEKO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Allmänt\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska föra anteckningar om övertid och jourtid.\u003C\u002Fp>\n\n\u003Cp>Anteckningar ska vara tydliga och överskådligt uppställda i t ex journal\neller datalista.\u003C\u002Fp>\n\n\u003Cp>Anteckningarna ska innehålla uppgift om arbetsgivarens namn,\narbetsställets beteckning, arbetstagarens namn och - om så behövs -\nanställningsnummer eller personnummer.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren, företrädare för fackklubben eller IF Metall respektive\nSEKO har rätt att ta del av dessa anteckningar. Saknas fackklubb har\nföreträdare för lokalavdelningen motsvarande rätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Övertid\u003C\u002Fh3>\n\n\u003Cp>Av anteckningarna ska framgå\u003C\u002Fp>\n\n\u003Cp>-tidsperioden anteckningarna avser\u003C\u002Fp>\n\n\u003Cp>-utförd övertid under perioden och från årets början\u003C\u002Fp>\n\n\u003Cp>-uttagen kompensationsledighet på grund av övertid under perioden och\nfrån årets början\u003C\u002Fp>\n\n\u003Cp>-innestående kompensationsledighet på grund av övertidsarbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Tvåskift\u003C\u002Fh3>\n\n\u003Cp>Om tvåskift förekommer ska det klart framgå vad som är intjänad och\nuttagen kompensationsledighet på grund av tvåskiftsarbete och på grund av\növertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Extra övertid genom överenskommelse eller dispens\u003C\u002Fp>\n\n\u003Cp>Extra övertid genom överenskommelse eller dispens markeras särskilt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Nödfallsövertid\u003C\u002Fh3>\n\n\u003Cp>Har nödfallsövertid förekommit markeras det särskilt. Vid\nnödfallsövertid ska anteckningarna kompletteras med uppgift om\u003C\u002Fp>\n\n\u003Cp>-den händelse som föranlett övertiden\u003C\u002Fp>\n\n\u003Cp>-när arbetet börj ade\u003C\u002Fp>\n\n\u003Cp>-när fackklubben respektive IF Metall\u002FSEKO underrättades\u003C\u002Fp>\n\n\u003Cp>-när arbetet slutade\u003C\u002Fp>\n\n\u003Cp>-antalet berörda arbetstagare\u003C\u002Fp>\n\n\u003Cp>-det totala antalet övertidstimmar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Jourtid\u003C\u002Fh3>\n\n\u003Cp>Föreskrifter för hur jourtid ska registreras har inte utarbetats. Kontakta\nde centrala parterna för information om jourtid förekommer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Rapportperiod\u003C\u002Fh3>\n\n\u003Cp>Anteckningarna ska föras så att övertiden kan summeras för den\nfastställda löneperioden, antingen en fyraveckorsperiod eller en\nkalendermånad (rapportperiod).\u003C\u002Fp>\n\n\u003Cp>Anteckningarna som avser rapportperioden ska finnas tillgängliga i samband\nmed löneutbetalningen för perioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid tvåveckorslön ska anteckningarna vara tillgängliga vid\nlöneutbetalningen för den andra tvåveckorsperioden i rapporttiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Särskilda frågor\u003C\u002Fh3>\n\n\u003Cp>Fackklubben ska få kopia av anteckningarna efter varje rapportperiod om\nlokal överenskommelse inte träffats om annat.\u003C\u002Fp>\n\n\u003Cp>Förs anteckningarna på data ska systemet ge larm när nettoövertiden\nuppgår till 150 timmar eller mer för enskild arbetstagare, om lokal\növerenskommelse inte träffats om annat.\u003C\u002Fp>\n\n\u003Cp>Handlingar om extra övertid (t.ex. månadsöverenskommelser) bör finnas\ntillgängliga i anslutning till anteckningarna.\u003C\u002Fp>\n\n\u003Cp>Anteckningarna och andra handlingar, t ex månadsöverenskommelser, ska\nsparas i 3 år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Ch2>Avtal och överenskommelser som inte medtagits i avtalstrycket\u003C\u002Fh2>\n\n\u003Cp>Huvudavtal mellan SAF och LO\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>Jämställdhetsavtal mellan SAF, LO och PTK\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Avtalsgruppsjukförsäkring, AGS, mellan SAF och LO\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Avtalspension SAF-LO\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Trygghetsförsäkring vid arbetsskada, TFA, mellan SAF, LO och PTK\u003C\u002Fp>\n\n\u003Cp>Tjänstegrupplivförsäkring, TGL, mellan SAF och LO\u003C\u002Fp>\n\n\u003Cp>Försäkring om avgångsbidrag, AGB, mellan SAF och LO\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om inkassering av medlemsavgifter mellan Stål och Metall\noch IF Metall\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om regler för permitteringslön\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtal mellan SAF, LO och PTK med tillägg och ändringar\növerenskomna mellan SMF och Metall\u002FSIF\u002FLEDARNA\u002FCF\u003C\u002Fp>\n\n\u003Cp>Riktlinjer för produktivitetsfrämjande åtgärder jämte tillhörande\növerenskommelse och rekommendationer antagna av SMF och\nMetall\u002FSIF\u002FLEDARNA\u002FCF\u003C\u002Fp>\n\n\u003Cp>Överenskommelse mellan SMF och Metall angående företagsförlagd\nyrkesutbildning\u003C\u002Fp>\n\n\u003Cp>Överenskommelse mellan SMF och Metall gällande arbetsplatsförlagd\nutbildning i gymnasieskolans yrkesinriktade utbildningar\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om vissa särskilda åtgärder för arbetstagare som\nutsatts för asbestexponering mellan SAF och LO\u002FPTK\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om beredskapsavtal\u003C\u002Fp>\n\n\u003Cp>Avtal mellan SMF och Metall\u002FSEKO avseende anpassad studiegång och\npraktikarbete\u003C\u002Fp>\n\n\u003Cp>Avtal Omställningsförsäkring Svenskt Näringsliv – LO\u003C\u002Fp>\n\n\u003Cp>Avtal mellan Stål och Metall Arbetsgivareförbundet och IF Metall angående\nyrkesintroduktion\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om höjning av garantilöner och ob-tillägg avseende Blå\navtalet\u003C\u002Fp>\n\n\u003Cp>Huvudavtal om trygghet, omställning och anställningsskydd Svenskt\nNäringsliv – LO den 22 juni 2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5\u003C\u002Fh2>\n\n\u003Ch2>Mätning av arbetsresultat\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Regler för rörlig eller delvis rörlig lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid lokal överenskommelse om tillämpning av rörlig eller delvis rörlig\nlön grundad på arbetsresultat gäller reglerna i mom 2-3 och i förekommande\nfall ”Ackordslöneregler” (bilaga 6).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Norm för mätning av resultat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En norm överenskommes mot vilken uppnådda arbetsresultat jämförs för\nmätning av resultatet. Normen fastställs med hjälp av arbetsmätning eller\npå grundval av erfarenhetsvärden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Mått på arbetsresultat\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsresultat uttrycks vanligen i mått med anknytning till tid, mängd,\nkvalitet eller i varierande ekonomiska termer. Arbetsmätning kan ske direkt\ngenom tidmätning eller indirekt med tidformler eller motsvarande underlag.\nErfarenhetsvärden kan dokumenteras med statistik, kapacitetsuppgifter,\nproduktionsdata, kravspecifikationer etc. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6\u003C\u002Fh2>\n\n\u003Ch2>Ackordslöneregler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Överenskommelse om ackordstillämpning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Träffar de lokala parterna överenskommelse om ackordstillämpning gäller\nföljande bestämmelser i mom 2-11.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ackordsformel\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beräkningen av ackord i samband med arbetsstudier ska i princip ske efter\nformeln\u003C\u002Fp>\n\n\u003Cp>x = t H u H (1 + f \u002F100 ) H P\u002F60\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>där\u003C\u002Ftd>\n      \u003Ctd>x ackordet i öre\n\n        \u003Cp>t = uttagen verktid i minuter \u003C\u002Fp>\n\n        \u003Cp>u = utjämningsfaktor \u003C\u002Fp>\n\n        \u003Cp>f = fördelningstillägg i %\u003C\u002Fp>\n\n        \u003Cp> p = penningfaktor i öre\u002Ftimme\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uttagen verktid uträknas enligt ”medelvärdemetoden”.\u003C\u002Fp>\n\n\u003Cp>Utjämningsfaktorn bestäms med hänsyn till arbetstagarens prestation under\narbetsstudien (u = 1 för normal prestation av en medelgod van arbetstagare,\nstörre än 1 om prestationen är högre och mindre än 1 om den är lägre).\nFördelningstidstillägget beräknas med hänsyn till de nödvändiga\nfördelningstiderna för respektive arbeten.\u003C\u002Fp>\n\n\u003Cp>Vid tvångsstyrt arbete där upparbetningsmöjligheter helt eller delvis\nsaknas, multipliceras motsvarande del av verktiden med en faktor Z. Faktorns\nstorlek bestäms med utgångspunkt från aktuellt förtjänstläge och\nberäknad upparbetning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förtjänstgaranti vid arbetsstudier\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Medan arbetsstudier pågår och till dess ackord erbjuds är arbetstagarens\nmedeltimförtjänst på tidlön och ackord under senast kända kvartal\ngaranterad. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Ackordspris\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om ackordspriset träffas genom förhandling mellan\nföretaget och den eller de arbetstagare som ska utföra arbetet. Uppgörelse\nska i regel ske innan arbetet påbörjas. Om båda parter är ense därom kan\nackordspriset fastställas viss tid efter det att arbetet igångsatts.\u003C\u002Fp>\n\n\u003Cp>Föreligger svårigheter att sätta ackord t.ex. på grund av stora\nvariationer ifråga om tid, volym och utförande, kvalitetskrav, brådskande\neller sällan förekommande arbeten, ska arbetstagaren kompenseras för\nutebliven ackordsförtjänst och i stället erhålla sin medeltimförtjänst\npå tidlön och ackord under senast kända kvartal eller annan period efter\nlokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Blandackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan blandackord införs ska grunderna fastställas genom lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Arbetsstudier\u003C\u002Fh3>\n\n\u003Cp>När ackord fastställs med hjälp av arbetsstudier har berörda\narbetstagare och facklig förtroendeman rätt att ta del av grunderna för\ndärvid tillämpat system och av arbetsstudien. Detsamma gäller ifråga om\ndiagram och tabeller i den mån de ligger till grund för ackordsuppgörelsen.\nÄven arbetstagaren kan begära att visst arbete ska tidsstuderas. Sådan\nbegäran ska tillmötesgås utan onödig fördröjning. Om arbetet redan\ntidigare studerats ska arbetstagaren dock ange skäl för sin begäran. När\narbetsstudiens omfattning bestäms ska hänsyn tas till berörd arbetstagares\nsynpunkter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Ackordsunderlag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anteckningar ska föras över alla gällande ackord med tydligt angivande av\narbetets art och pris eller - vid blandackord - beräkningssättet.\nArbetstagare som er-bjuds ett förut utfört ackordsarbete har rätt att på\nbegäran av de förda anteckningarna inhämta kännedom om priset eller\nberäkningssättet. Ändrat ackord registreras på förekommande underlag och\nackordssedel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Kontrollstudier\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Facklig förtroendeman har rätt att följa kontrollstudie som anordnas på\ngrund av tvist. Om ackordstvist förs till central förhandling har också\nrepresentant för IF Metall\u002FSEKO rätt att följa kontrollstudie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Upplärnings- och inkörningstillägg\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som utför ett arbete, vilket kräver viss upplärning eller\ninkörning, har rätt att för en bestämd tidsperiod erhålla ett tillägg\ntill ackordspriset. Tilläggets storlek avvägs med hänsyn till\nomständigheterna i varje särskilt fall.\u003C\u002Fp>\n\n\u003Cp>Inträffar störningar eller avbrott i ackordsarbetet, till vilka hänsyn\ninte tagits vid ackordsberäkningen och vars orsaker arbetstagaren inte kan\nråda över, gäller motsvarande rätt till tillägg under förutsättning att\narbetsledningen omgående underrättas\u003C\u002Fp>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Gemensamhetsackord\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid gemensamhetsackord erhåller arbetstagaren del i överskottet i\nförhållande till sin fastställda grundlön och sin del i antal utförda\narbetstimmar i ackordet om inte annan särskild överenskommelse träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Ackordsgaranti\u003C\u002Fh3>\n\n\u003Cp>Vid ackordsarbete ska lägsta lön per timme enligt § 2 i ”blå”\navtalet vara garanterad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 7\u003C\u002Fh2>\n\n\u003Ch2>Löneavtal för avtalsåren 2021 och 2022\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Grundläggande principer för lönebildning och lönesättning i\nföretagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parternas gemensamma uppfattning är att lönebildningen i företagen ska\nfrämja företagens produktivitetsutveckling, lönsamhet och\nkonkurrenskraft.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen och lönesättningen ska utgöra en del av en\nproduktivitets- och intäktsskapande process. Lönesättning och lokala\nlönesystem bör därför stimulera till ökade arbetsinsatser och\nkompetensutveckling och därmed bli en drivkraft för företaget och\narbetstagarna. Lönen avvägs med utgångspunkt från arbetsuppgifternas\nsvårighetsgrad, ansvars- och kompetenskrav samt arbetstagarens sätt att\nuppfylla dessa krav.\u003C\u002Fp>\n\n\u003Cp>Om inte annat överenskommes genomförs individuella lönesamtal årligen.\nLönesättningen bör vara sakligt väl motiverad så att den enskilde\narbetstagaren vet på vilka grunder lönen satts och vad arbetstagaren kan\ngöra för att höja sin lön. Samma principer för lönesättning ska gälla\nför kvinnor och män liksom för yngre och äldre arbetstagare och oberoende\nav etniskt ursprung.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Avtalets tillämpning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Löneavtalets syfte och förutsättningar och de grundläggande principerna\nför lönebildning och lönesättning i företagen förutsätter att de lokala\nparterna gör en gemensam genomgång av avtalets intentioner och tillämpning i\nföretaget. Parterna ska snarast upprätta en tidplan för förhandlingarna.\u003C\u002Fp>\n\n\u003Cp>Med sin kännedom om företagets och de enskilda arbetstagarnas\nförhållanden ska de genom ömsesidigt hänsynstagande medverka till en god\nkvalitet i företagets lönebildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Företagsvis lönepott\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.1\u003C\u002Fh4>\n\n\u003Cp>Löneavtalet bygger på förutsättningen att det ska tillämpas enbart i\nenlighet med sitt uttryckliga innehåll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.2 Beräkning av den företagsvisa lönepotten\u003C\u002Fh4>\n\n\u003Cp>För vart och ett av avtalsåren beräknas och fördelas en företagsvis\nlönepott i enlighet med följande bestämmelser.\u003C\u002Fp>\n\n\u003Cp>I varje företag beräknas en lönepott genom att a) för timavlönade ett\nörestal respektive b) för månadsavlönade ett krontal (heltid) multipliceras\nmed antalet vuxna arbetare i företaget den 1 januari 2021 och den 1 juni\n2022.\u003C\u002Fp>\n\n\u003Cp>För år 2021 är örestalet 460 öre och krontalet 800 kr och för år 2022\när örestalet 397 öre och krontalet 690 kr.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av potten för månadsavlönade ska, för deltidsanställda,\nkrontalet nedräknas i proportion till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>Innan potten fördelas ska den minskas med det belopp som motsvarar\ngenomslaget av höjda lägsta löner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.3 Fördelning av den företagsvisa lönepotten\u003C\u002Fh3>\n\n\u003Cp>Lönepotten fördelas i lokala förhandlingar i enlighet med avtalets\nprinciper med giltighet fr.o.m. den 1 januari 2021 och den 1 juni 2022 såvida\ninte annat lokalt överenskommes.\u003C\u002Fp>\n\n\u003Cp>Tillämpas i företaget ett mellan de lokala parterna i kollektivavtal\növerenskommet lönesystem, ska lönepotten användas inom ramen för\nlönesystemet. Exempel på åtgärder med lönepotten är att införa nya\nkomponenter i systemet eller att förändra värdet på befintliga komponenter\ni systemet. Kostnaden för sådana åtgärder avräknas från lönepotten och\nminskar denna. Samma gäller också om parterna överenskommer om ett nytt\nlönesystem i samband med fördelningen av potten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.För att lönepotten ska kunna användas inom ramen för gällande\nlönesystem, kan överenskommelse träffas om att fördela den vid flera\ntillfällen under avtalsåret.\u003C\u002Fp>\n\n\u003Cp>2.Lönehöjning för arbetstagare som erhåller annat arbete med högre\ngrundlön ska inte avräknas från lönepotten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.1\u003C\u002Fh4>\n\n\u003Cp>Förhandlingar om fördelning av företagsvis lönepott ska följa en mellan\nde lokala parterna uppgjord tidplan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.2\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte enas om annat, ska förhandlingarna om\nfördelning av den företagsvisa lönepotten vara avslutade inom fyra månader\nefter ovan angivna revisionsdatum, såvitt inte part dessförinnan frånträtt\nförhandlingen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.3\u003C\u002Fh4>\n\n\u003Cp>Kan de lokala parterna inte enas i förhandlingar om fördelning av\nföretagsvis lönepott, äger part att föra frågan till central förhandling.\nSådan förhandlingsframställan ska vara motparten tillhanda senast 14 dagar\nefter att den lokala förhandlingen avslutats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 8\u003C\u002Fh2>\n\n\u003Ch2>Särskilda regler vid in- och uthyrning av arbetskraft mellan företag när\ndet inhyrande företaget har tidigare anställda med företrädesrätt till\nåteranställning vid uppsägning på grund av arbetsbrist\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Förhandling, överläggning och tvist om inhyrning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.1 Förhandling vid inhyrning enligt medbestämmandelagen (MBL)\u003C\u002Fh4>\n\n\u003Cp>Förhandling enligt 38 § MBL ska alltid ske om företaget avser anlita\nbemanningsföretag när det finns tidigare anställda med företrädesrätt\ntill återanställning genom uppsägning på grund av arbetsbrist inom berört\nturordningsområde och berörd turordningsenhet.\u003C\u002Fp>\n\n\u003Cp>I förhandlingen ska företaget ange skälen för att lösa\nbemanningsbehovet genom inhyrning av arbetstagare. Förhandlingen ska även\nomfatta frågan om företagets behov av arbetskraft istället kan tillgodoses\ngenom återanställning av tidigare anställd med företrädesrätt. Vid\ninhyrning avseende en längre period än fem (5) veckor har lokala parter att\ntillsammans överväga möjligheten att täcka hela eller delar av\narbetskraftsbehovet genom återanställning istället för att anlita\nbemanningsföretag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.2 Överläggning vid inhyrning lokal förhandling\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För det fall parterna inte är överens under punkten 1.1 har företaget\natt inom tre (3) arbetsdagar påkalla lokal förhandling från det att\nförhandling under punkten 1.1 avslutas.\u003C\u002Fp>\n\n\u003Cp>Detta gäller om ett företag avser hyra in arbetskraft genom anlitande av\nbemanningsföretag under en sammanhängande period om mer än fem (5) veckor,\nnär det samtidigt finns tidigare anställda med företrädesrätt till\nåteranställning genom uppsägning på grund av arbetsbrist inom berört\nturordningsområde och berörd turordningsenhet där inhyrning ska ske, ska\nföretaget uppta överläggning om inhyrning enligt nedan.\u003C\u002Fp>\n\n\u003Cp>I överläggningen ska företaget ange skälen för att lösa\nbemanningsbehovet genom inhyrning av arbetstagare. Överläggningen ska även\nomfatta frågan om företagets behov av arbetskraft istället kan tillgodoses\ngenom återanställning av tidigare anställd med företrädesrätt.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling ska vara genomförd inom fem (5) arbetsdagar från det\natt påkallandet har skett om parterna inte har enats om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.3 Central förhandling och påkallande av skiljenämndsförfarande\u003C\u002Fh4>\n\n\u003Cp>Uppkommer i förhandlingen\u002Föverläggningen oenighet om huruvida inhyrning\nlängre än fem (5) veckor strider mot 25 § LAS, ska central förhandling\npåkallas inom tre (3) arbetsdagar av företaget efter avslutad lokal\nförhandling.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska äga rum inom tio (10) arbetsdagar från\npåkallandet. De centrala parterna ska verka för en lösning av\nförhandlingsfrågan vilken beaktar både företagets behov och arbetstagarnas\nberättigade intressen.\u003C\u002Fp>\n\n\u003Cp>Vid oenighet i den centrala förhandlingen ska arbetsgivarsidan inom tre (3)\narbetsdagar från förhandlingens avslutande, hänskjuta saken till\nskiljenämnd enligt punkten 2.\u003C\u002Fp>\n\n\u003Cp>Underlåter arbetsgivarsidan att påkalla lokal eller central förhandling\nalternativt att hänskjuta saken till skiljenämnd, kan inhyrning avslutas inom\nfem (5) veckor från inhyrningens påbörjande utan rättslig påföljd.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivarsidan påkallar central förhandling i rätt tid och\nhänskjuter saken till skiljenämnd i rätt tid och nämnden finner att\ninhyrningen strider mot 25 § LAS, kan inhyrning pågå till dess fem (5)\narbetsdagar förflutit från beslut i skiljenämnd utan att inhyrningen är att\nbetrakta som kollektivavtalsbrott.\u003C\u002Fp>\n\n\u003Cp>Förhandling ska bedrivas skyndsamt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Om skiljenämnd avseende inhyrning\u003C\u002Fh3>\n\n\u003Cp>Parterna är ense om att inrätta en skiljenämnd enligt nedan.\u003C\u002Fp>\n\n\u003Cp>Förfarandet i skiljenämnden ska vara förenklat och snabbt.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska bestå av två (2) ledamöter från berörd\narbetstagarorganisation (SEKO\u002FIF Metall) och två (2) ledamöter från Stål\noch Metall Arbetsgivareförbundet. Nämnden ska även bestå av en (1) opartisk\nordförande. Vid oenighet om vem som skall utses som opartisk ordförande,\nskall Medlingsinstitutet utse ordförande.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden ska meddela beslut skyndsamt och som regel senast inom femton\n(15) arbetsdagar från påkallandet. Om någon organisation inte har utsett\nnågon ledamot inom nämnda treveckorsperiod, är skiljenämnden beslutför med\nenbart opartisk ordförande. Ett beslut kan ske även om\narbetstagarorganisationen int efterkommit en begäran att inkomma med\nskriftligt svaromål. Skiljenämnden ska hålla muntlig förhandling innan ett\nbeslut fattas. Muntlig bevisning får ske om handläggningen trots\nbevisupptagningen kan ske skyndsamt.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden ska i beslut förklara om företagets planerade eller\nvidtagna åtgärd kan anses strida eller strider mot 25 § LAS.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden behöver inte redovisa skälen skriftligt, men nämnden ska\nredovisa skälen muntligt till respektive part.\u003C\u002Fp>\n\n\u003Cp>Skiljenämndens beslut är inte att betrakta som en rekommendation utan är\nrättsligt bindande i den meningen att det ska betraktas som ett\nkollektivavtalsbrott om i förekommande fall ordningen i punkten 2 inte iakttas\neller om inhyrningen strider mot 25 § LAS.\u003C\u002Fp>\n\n\u003Cp>Eventuellt ekonomiskt- och allmänt skadestånd till tidigare anställd för\nbrott mot företrädesrätten enligt 25 § LAS skall hanteras enligt parternas\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>Om företaget följer skiljenämndens beslut ska parterna verka för att\navskriva eventuella rättstvister med grund i 25 § LAS. Kan parterna inte enas\nom att avskriva tvisten hanteras frågan enligt parternas\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>Tappande part i nämnden ska svara för ordförandens samtliga kostnader, i\növrigt står vardera part sina kostnader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Produktion: Industriarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>Artikelnummer: 8119-2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":45,"cbasignmultiple":47,"cbamemtrad":51,"jobclassifaction1":55,"pensionfund":59,"disabilitypay":62,"healthinsurance":66,"deathrelatives":70,"equalitymonitoring":74,"hourspday_select":78,"hourspweek_select":82,"MAXHOURS_trigger":86,"holidaysdays":90,"bankholidays1":94,"SCHEDULE_trigger":98,"schedulesrestpw":102,"FLEXWORK_trigger":105,"WAGES_payscale1_start":108,"WAGES_payscale1_end":111,"WAGES_payscale1_year":114,"SKILLEVEL_trigger":117,"STRUCINCR_trigger":120,"ONCERISE_trigger":124,"NOCTPREM_trigger":128,"OVERTIME_trigger":132,"HARDSHIP_trigger":136,"SUNDAY_trigger":140,"COMMUTE_trigger":142,"SENIOR_trigger":145,"mealvouchers":148},{"bindId":43,"name":44,"text":44},"cbadate_start","1 januari 2021 - 31 maj 2023",{"bindId":46,"name":44,"text":44},"cbadate_end_date",{"bindId":48,"name":49,"text":50},"cbasignmultiple","Allmänna bestämmelser för arbetare inom ","Allmänna bestämmelser för arbetare inom avtalsområde stål- och\nmetallindustrin, Blå avtalet\n\n\n\nFöreningen Industriarbetsgivama\n\nIndustrifacket Metall \n\nSEKO - Facket för service och kommunikation\n\nGiltighetstid: 1 januari 2021 - 31 maj 2023\n\n\n\nGrå markering - ny överenskommelse sedan Avtal 2017. | \n\nSvart markering - fel rättat sedan avtalet först skickades ut. | \n\nGrön markering - förändringar gällande från och med 1 oktober 2022.\n|",{"bindId":52,"name":53,"text":54},"cbamemtrad","§ 1 Avtalets tillämpningsområde Avtalet ","§ 1 Avtalets tillämpningsområde\n\n\n\nAvtalet tillämpas för anställda arbetstagare inom Industrifacket Metalls\n(IF Metall) och SEKO:s - Facket för Service och Kommunikation\norganisationsområde vid företag anslutna till Föreningen\nIndustriarbetsgivarna inom avtalsområde stål- och metallindustrin, Blå\navtalet (se inledande företagsförteckning).\n\nDen samlade kompetensen hos de anställda är viktig för företagens\nkonkurrenskraft. Det är positivt att en anställd innehar kompetens även för\narbetsuppgifter utanför det avtalsområde denne är anställd inom. På grund\nav detta förekommer att anställda tillfälligtvis utför arbetsuppgifter\nutanför deras huvudsakliga avtalsområde.",{"bindId":56,"name":57,"text":58},"jobclassifaction1","Mom 2:1 Grupperingsanvisningar De lokala","Mom 2:1 Grupperingsanvisningar\n\n\n\nDe lokala parterna inplacerar förekommande arbetsbefattningar i fem grupper\ni enlighet med branschavtalets grupperingsregler.\n\nFöljande grupper förekommer:\n\n\n\nGrupp 1 Arbete som utförs efter detaljerade instruktioner och följer en\ngiven rutin.\n\nGrupp 2 Arbete som ställer krav på viss riktad utbildning och praktisk\nerfarenhet och som i regel utförs efter muntliga och skriftliga\ninstruktioner.\n\nGrupp 3 Arbete som kräver teknisk eller annan teoretisk utbildning och\npraktisk erfarenhet samt utöver muntliga eller skriftliga instruktioner\nställer krav på omdöme och initiativ eller arbete som medför stor\nansträngning och utförs i besvärande arbetsmiljö.\n\nGrupp 4 Arbete som i hög grad kräver teknisk eller annan teoretisk\nutbildning och praktisk erfarenhet samt ställer stora krav på omdöme,\ninitiativ och ansvar för arbetets utförande eller arbete som kräver teknisk\neller annan teoretisk utbildning och praktisk erfarenhet samt utöver muntliga\neller skriftliga instruktioner ställer krav på omdöme och initiativ och som\nmedför stor ansträngning och utförs i besvärande arbetsmiljö eller arbete\nsom medför mycket stor ansträngning och utförs i mycket besvärande\narbetsmiljö.\n\nGrupp 5 Arbete som i mycket hög grad kräver teknisk eller annan teoretisk\nutbildning och praktisk erfarenhet samt ställer mycket stora krav på omdöme,\ninitiativ och ansvar för arbetets utförande eller arbete som i hög grad\nkräver teknisk eller annan teoretisk utbildning och praktisk erfarenhet samt\nställer stora krav på omdöme, initiativ och ansvar för arbetets utförande\noch som medför stor ansträngning och utförs i besvärande arbetsmiljö.",{"bindId":60,"name":61,"text":61},"pensionfund","Avtalspension SAF-LO",{"bindId":63,"name":64,"text":65},"disabilitypay","Mom 8 Lön och ersättning vid olycksfall\u002F","Mom 8 Lön och ersättning vid olycksfall\u002Farbetsskada\n\n\n\nLön betalas vid läkarbesök för arbetsskada eller befarad sådan. Detta\ngäller även olycksfall som inträffat under färd till eller från\narbetsplatsen. Om läkaren föreskriver återbesök betalas lön också för\ndetta. Vid sjukskrivning tillämpas istället sjuklönereglerna. Lön utgår\ninte om ersättning istället ska utgå från TFA-försäkring eller\nmotsvarande.\n\nErsättning betalas för styrkta resekostnader och läkarvårdskostnader\nenligt gällande landstingstaxa, om dessa inte ersätts av Försäkringskassan,\ngenom AMF- försäkring eller på annat sätt.",{"bindId":67,"name":68,"text":69},"healthinsurance","Avtalsgruppsjukförsäkring, AGS, mellan S","Avtalsgruppsjukförsäkring, AGS, mellan SAF och LO",{"bindId":71,"name":72,"text":73},"deathrelatives","Permission beviljas i följande fall: Skä","Permission beviljas i följande fall:\n\n\n\n\n  \n    \n      Skäl\n      \n      Tid\n      \n    \n    \n      A Eget bröllop\n      \n      Bröllopsdagen\n      \n    \n    \n      B Nödvändiga bestyr i samband med nära anhörigs\n        frånfälle\n      \n      Högst 1 dag\n      \n    \n    \n      C Nära anhörigs begravning\n      \n      Jordfästningsdagen eller gravsätt- ningsdagen jämte\n        erforderlig restid, totalt högst 3 dagar\n      \n    \n    \n      D Egen 50-årsdag\n      \n      Födelsedagen\n      \n    \n    \n      E Hastigt uppkommande sjukdoms­fall hos hemmaboende\n        nära anhörig (styrkes i efterhand vid anfordran)\n      \n      Högst 1 dag per tillfälle",{"bindId":75,"name":76,"text":77},"equalitymonitoring","Jämställdhetsavtal mellan SAF, LO och PT","Jämställdhetsavtal mellan SAF, LO och PTK",{"bindId":79,"name":80,"text":81},"hourspday_select","Om parterna inte enas ska arbetstiden fö","Om parterna inte enas ska arbetstiden förläggas enligt följande:\n\n\n\n\n  \n    \n      Dagtid:\n      \n      Måndag-fredag kl. 07.00-17.30 med 30 minuters rast\n      \n    \n    \n      2-skift:\n      \n      1:a skiftet: Måndag-fredag kl. 05.30-14.00 med 30\n        minuters rast 2:a skiftet: Måndag-fredag kl. 14.00-22.30 med 30\n        minuters rast\n      \n    \n    \n      Intermittent\n\n        3-skiftsarbete:\n      \n      Skiftordningen påbörjas tidigast söndag kl.\n        22.00\n      \n    \n    \n      Ständigt nattarbete:\n      \n      Efter lokal överenskommelse kan ständigt nattarbete\n        införas\n      \n    \n    \n      Mom 12 Varierad arbetstid",{"bindId":83,"name":84,"text":85},"hourspweek_select","Mom 2 Arbetstidens längd Den ordinarie a","Mom 2 Arbetstidens längd\n\n\n\nDen ordinarie arbetstiden, vilken efter lokal överenskommelse kan\ngenomsnittsberäknas över en längre period än ett år, skall i medeltal per\når och helgfri vecka vid nedanstående arbetstidsformer utgöra:\n\n\n\n\n\n\n  \n    \n       \n      \n      Årsarbetstid cirka timmar\n      \n      Timmar per helgfri vecka\n      \n    \n    \n      Dag- och 2-skiftsarbete\n      \n      2 007\n      \n      40\n      \n    \n    \n      3-skiftsarbete med intermittent drift\n      \n      1 904\n      \n      38\n      \n    \n    \n      3-skiftsarbete med kontinuerlig drift\n      \n      1 799\n      \n      36\n      \n    \n    \n      med helguppehåll\n      \n       \n      \n       \n      \n    \n    \n      3-skiftsarbete med kontinuerlig drift\n      \n      1 754\n      \n      35\n      \n    \n    \n      utan helguppehåll\n      \n       \n      \n       \n      \n    \n    \n      Ständigt nattarbete\n      \n      1 537\n      \n      34",{"bindId":87,"name":88,"text":89},"MAXHOURS_trigger","Övertid får tas ut med högst 48 timmar u","Övertid får tas ut med högst 48 timmar under en tid av fyra veckor eller\n50 timmar under en kalendermånad, dock med högst 200 timmar under ett\nkalenderår. Utöver vad nedan anges får dessa 200 timmar inte överskridas\nvid någon tidpunkt under kalenderåret.",{"bindId":91,"name":92,"text":93},"holidaysdays","Mom 5 Intermittent deltidsarbete Vid för","Mom 5 Intermittent deltidsarbete\n\n\n\nVid förläggning av semester för intermittent deltidsarbete ska semestern\nutläggas på så många arbetsdagar av 25 som motsvarar deltidsarbetarens\nandel av full arbetstid. Uppstår brutet tal ska höjning ske till närmast\nhögre hela tal.",{"bindId":95,"name":96,"text":97},"bankholidays1","Mom 1 Helgdagar Om helgdag infaller månd","Mom 1 Helgdagar\n\n\n\nOm helgdag infaller måndagfredag betalas helglön för följande dagar.\n\nNyårsdagen, trettondagen, långfredagen, annandag påsk, 1 maj, Kristi\nhimmels färdsdag, nationaldagen, midsommarafton, julafton, juldagen, annandag\njul och nyårsafton.\n\nHelglön betalas också när helgdag infaller under permittering eller\nsemester, eller när en frånvaroperiod inleds eller avslutas med helgdag.\nLikaså betalas helglön vid frånvaro hel kalendermånad på grund av\npermittering eller semester.",{"bindId":99,"name":100,"text":101},"SCHEDULE_trigger","Mom 17 Raster, måltidsuppehåll och pause","Mom 17 Raster, måltidsuppehåll och pauser\n\n\n\nOm de lokala parterna inte enas om annat ska raster läggas ut under den\ndagliga arbetstiden så att arbetstagarna inte utför arbete mer än fem timmar\ni följd. Rast innebär sådant avbrott i den dagliga arbetstiden då\narbetstagaren inte är skyldig att stanna kvar på arbetsplatsen. Raster får\nbytas ut mot måltidsuppehåll vid arbetsplatsen om det är nödvändigt med\nhänsyn till arbetsförhållandena eller sjukdomsfall eller annan händelse som\narbetsgivaren inte kunnat förutse. Måltidsuppehåll ingår i arbetstiden.\n\nArbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det kan i stället\nsärskilda arbetspauser läggas ut. Pauser ingår i arbetstiden.",{"bindId":103,"name":104,"text":104},"schedulesrestpw","Mom 18 Dygnsvila",{"bindId":106,"name":107,"text":107},"FLEXWORK_trigger","Mom 13 Flextid",{"bindId":109,"name":110,"text":110},"WAGES_payscale1_start","22 250",{"bindId":112,"name":113,"text":113},"WAGES_payscale1_end","26 554",{"bindId":115,"name":116,"text":116},"WAGES_payscale1_year","1\u002F6 2022",{"bindId":118,"name":119,"text":119},"SKILLEVEL_trigger","Mom 2:1 Grupperingsanvisningar",{"bindId":121,"name":122,"text":123},"STRUCINCR_trigger","Mom 3 Lön vid omplacering För arbetstaga","Mom 3 Lön vid omplacering\n\n\n\nFör arbetstagare med lön per månad:\n\nVid omplacering till befattning med högre lön betalas den för den nya\nbefattningen gällande lönen från och med närmast efterföljande ny\nlöneperiod.\n\nVid omplacering till befattning med lägre lön bibehålls, om arbetstagaren\nvarit anställd minst ett år, den tidigare utgående lönen som personlig\nlön. Mellanskillnaden utgör omplaceringstillägg. Avräkning från\nomplaceringstillägg sker i den mån arbetaren erhåller mer än lönepottens\nstorlek.",{"bindId":125,"name":126,"text":127},"ONCERISE_trigger","Mom 3:5 Premie, bonus Grundlönen och kva","Mom 3:5 Premie, bonus\n\n\n\nGrundlönen och kvalifikationstillägget per månad, eller enbart\ngrundlönen, kan efter lokal överenskommelse kombineras med en premie, bonus\neller dylikt.",{"bindId":129,"name":130,"text":131},"NOCTPREM_trigger","Mom 3 Skiftformstillägg Vid skiftarbete,","Mom 3 Skiftformstillägg\n\n\n\nVid skiftarbete, s.k. ständigt nattarbete och veckoslutsarbete, betalas\nskiftformstilllägg i procent på lönen per timme och ackord enligt\nföljande:\n\n\n\n\n\n\n  \n    \n      ********************************************Lön\n        per timme*)\n      \n    \n    \n      Intermittent 3-skift\n      \n      7 %\n      \n    \n    \n      Kontinuerligt 3 -skift\n      \n      21 %\n      \n    \n    \n      Kontinuerligt skiftarbete med storhelgsdrift\n      \n      26 %\n      \n    \n    \n      Ständigt nattarbete\n      \n      21 %",{"bindId":133,"name":134,"text":135},"OVERTIME_trigger","Mom 2 Övertidstillägg Vid övertidsarbete","Mom 2 Övertidstillägg\n\n\n\nVid övertidsarbete betalas ersättning dels med tillägg i öre per timme\nenligt tabellen nedan, dels med ersättning för den arbetade tiden.\nErsättning för den arbetade tiden utges antingen i pengar eller om\narbetstagaren så önskar i form av ledig tid, kompensationsledighet. Kollektiv\nproduktionsövertid kompenseras enbart i pengar.\n\nSker övergång från ett arbetstidsschema till ett annat, exempelvis från\ndagtid till tvåskift, utan arbetsuppehåll om minst elva timmar ska\növertidsersättning betalas för så många timmar som arbetsuppehållet\nunderstiger detta.\n\n\n\nÖvertid\n\n\n\n\n  \n    \n       \n      \n      Från 1\u002F1 2021 öre\u002Ftimme\n      \n      Från 1\u002F6 2022 öre\u002Ftimme\n      \n    \n    \n      Måndag-fredag\n\n        (arbetsdagar)\n      \n      7 536\n      \n      7 707\n      \n    \n    \n      Arbetsfria vardagar i gällande arbetstids- schema\n      \n      9 569\n      \n      9 878\n      \n    \n    \n      Lör-, sön-, helgdagar, nyårs-, jul-, påsk-,\n        pingst- och midsommarafton\n      \n      12 826\n      \n      13 117",{"bindId":137,"name":138,"text":139},"HARDSHIP_trigger","Mom 3 Lönedifferentiering Mom 3:1 Löneni","Mom 3 Lönedifferentiering\n\n\n\nMom 3:1 Lönenivå och lönespridning\n\n\n\nLokal överenskommelse bör träffas om lönenivån samt lönespridningen\nvid företaget. Lönen avvägs med utgångspunkt från arbetets art och krav\n(arbetets svårighet) samt arbetstagarens kvalifikationer.\n\n\n\nMom 3:2 Arbetsvärdering\n\n\n\nFörekommande arbetsbefattningar arbetsvärderas, rangordnas och grupperas\nefter svårighetsgrad antingen med hjälp av det system och de riktlinjer som\növerenskommits lokalt eller med ett förenklat förfarande genom\ntillvaratagande av vunna erfarenheter av jämförbart slag inom branschen eller\nenligt grupperingsanvisningarna i § 2 mom 2:1. I begreppet svårighetsgrad\ninnefattas krav ifråga om skicklighet, ansvar, ansträngning och miljö.",{"bindId":141,"name":130,"text":131},"SUNDAY_trigger",{"bindId":143,"name":144,"text":144},"COMMUTE_trigger","Mom 6 Traktamente och resetillägg",{"bindId":146,"name":147,"text":147},"SENIOR_trigger","Mom 2 Permitteringslön",{"bindId":149,"name":150,"text":151},"mealvouchers","Anmärkning Traktamentsbeloppen och miler","Anmärkning\n\nTraktamentsbeloppen och milersättning ska följa Skatteverkets\nschablonbelopp för skattefria traktamenten.\n\n\n\nTraktamenten betalas enligt följande.\n\n\n\n\n  \n    \n      Dagtraktamente\n      \n      3 mån\n      \n      Mer än 3 mån\n      \n    \n    \n      Hel dag\n      \n      220 kr\n      \n      154 kr\n      \n    \n    \n      Del av dag (avrese- och hemkomstdagen)\n      \n      110 kr\n      \n       \n      \n    \n  \n\n\n\n\nSom hel dag räknas även avresedagen, om resan påbörjats före kl. 12.00\noch hem-komstdagen om resan avslutats efter kl. 19.00.\n\n\n\nOm arbetsgivaren direkt eller indirekt svarar för kostnader för måltider\nreduceras traktamentet enligt följande.\n\n\n\n\n  \n    \n      Dagtraktamente\n      \n      220 kr\n      \n      154 kr\n      \n      110 kr\n      \n    \n    \n      Frukost, lunch och middag\n      \n      198 kr\n      \n      139 kr\n      \n      99 kr\n      \n    \n    \n      Lunch och middag\n      \n      154 kr\n      \n      108 kr\n      \n      77 kr\n      \n    \n    \n      Lunch eller middag\n      \n      77 kr\n      \n      54 kr\n      \n      39 kr\n      \n    \n    \n      Frukost\n      \n      44 kr\n      \n      31 kr\n      \n      22 kr","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Kollektivavtal Det blå avtalet 1 januari 2021 - 31 maj 2023 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2021-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-05-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Stål- och metallframställning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        SEKO - Facket för Service och Kommunikation, Metall - Svenska Metallindustriarbetareförbundet\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → 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            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \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            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utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv 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