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charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Kollektivavtal\u003C\u002Fh1>\n\n\u003Ch1>IMG-avtalet\u003C\u002Fh1>\n\n\u003Ch1>Industrifacket Metalls Gemensamma kollektivavtal Nummer 13\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>1 januari 2021-31 maj 2023 \u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultipleemployerssignatory\">\u003Cp>\u003Cstrong>INDUSTRIFACKET METALLS GEMENSAMMA KOLLEKTIVAVTAL\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Detta kollektivavtal gäller för de företag som undertecknat\navtalsförbindelse med Industrifacket Metall\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller för vid företaget anställd personal, som arbetar inom\nIndustrifacket Metalls organisationsområde enligt LO:s organisationsplan.\nDetta innebär att kollektiv-avtalet omfattar, förutom vanliga fabriksarbeten,\nalla vid företaget regelmässigt återkommande arbeten, således också med\negna anställda utförda underhålls-, komplet-terings- och ändringsarbeten.\nAvtalsparterna kan dock träffa överenskommelse om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch2>§ 2 Ordinarie arbetstid\u003C\u002Fh2>\n\n\u003Cp>Paragrafen ersätter arbetstidslagen i dess helhet men ut-gör ingen\nändring av arbetsmiljölagens regler för minder-åriga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Arbetstidens längd\u003C\u002Fh3>\n\n\u003Cp>Den ordinarie arbetstidens längd utgör för heltidsarbetan- de följande\nantal timmar i genomsnitt per helgfri vecka:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Vid dagtidsarbete\u003C\u002Ftd>\n      \u003Ctd>40 timmar i genomsnitt \n\n        \u003Cp>per helgfri vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>vid kontinuerligt treskiftsarbete samt i förekommande fall\n      arbete\u003C\u002Ftd>\n      \u003Ctd>34 timmar i genom snitt per helgfri vecka\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>vid intermittent treskiftsarbete\u003C\u002Ftd>\n      \u003Ctd>38 timmar i genomsnitt \n\n        \u003Cp>per helgfri vecka\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>vid tvåskiftsarbete\u003C\u002Ftd>\n      \u003Ctd>38 timmar i genomsnitt \n\n        \u003Cp>per helgfri vecka.\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av årsarbetstid används formeln aktuell veckoarbetstid x\n45,18 veckor = årsarbetstid vid fem veckors semester. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch4>Mom. 1:1 Genomsnittlig arbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under en beräkningsperiod om fyra månader får den genomsnittliga\narbetstiden per sjudagarsperiod inte över¬stiga 48 timmar. Vid beräkningen\nav den genomsnittliga arbetstiden ska betald semester och sjukfrånvaro vara\nneutrala och inte medräknas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Nattarbete vid treskift\u003C\u002Fh3>\n\n\u003Cp>Vid treskiftsarbete ska samma arbetare inte utföra natt- skiftsarbete mer\nän fem dygn i följd. Efter en nattskifts- period ska arbetare vara befriad\nfrån nattarbete under minst 14 kalenderdygn. Lokal överenskommelse kan\nträffas om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid intermittent treskiftsarbete, där ständigt nattskift efter\növerenskommelse tillämpas och där övriga skift arbetar 38 timmar per vecka\nska arbetstiden för nattskift utgöra i genomsnitt 34 timmar per helgfri\nvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Nya arbetstidsformer\u003C\u002Fh3>\n\n\u003Cp>Vid övergång till ny arbetstidsform gäller vid oenighet att arbetsgivaren\nefter avslutad lokal förhandling ska varsla arbetstagarna två veckor innan\nden nya arbetstidsformen införs.\u003C\u002Fp>\n\n\u003Cp>Lokal facklig organisation har rätt att inom två veckor från avslutad\nlokal förhandling begära central förhandling om den nya arbetstidsformen.\nDen nya arbetstidsformen kan då inte införas innan den centrala\nförhandlingens avgörande.\u003C\u002Fp>\n\n\u003Cp>Undantag för övergång till ny arbetstidsform ska göras för arbetstagare\nmed särskilda skäl. Det gäller för att kunna förena föräldraskap och\narbetsliv samt vid medicinska skäl.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Vid övergång till ny arbetstidsform som innebär avvikelse från\nnattarbetsförbudet hänvisas till protokollsanmärk-ningen till moment 10:1\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Arbetstidens förläggning\u003C\u002Fh3>\n\n\u003Cp>Den ordinarie arbetstidens förläggning fastställs efter överenskommelse\nmellan de lokala parterna för varje arbetsplats för sig och inom den ram\narbetstidsavtalet medger.\u003C\u002Fp>\n\n\u003Cp>Arbetets början och slut samt rasternas förläggning fastställs med\nbeaktande av vad såväl produktionens som arbetarnas berättigade intressen\nkräver. Överens-kommelse rörande arbetstidens förläggning ska träffas i\ngod tid för varje nytt år, dock senast den 15 december.\u003C\u002Fp>\n\n\u003Cp>Rast ska förläggas senast efter fem timmars arbete. Raster får bytas ut\nmot måltidsuppehåll på arbetsplatsen. Med rast menas uppehåll i arbetet då\narbetstagaren inte är skyldig att stanna kvar på arbetsstället. Rast ingår\ninte i arbetstiden. Måltidsuppehåll och pauser ingår i arbets-tiden.\u003C\u002Fp>\n\n\u003Cp>Där parterna icke enas ska arbetstidens förläggning gälla följande\ntider:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Ch4>Dagtid\u003C\u002Fh4>\n\n\u003Cp>måndag t.o.m. fredag mellan kl. 07.00-16.00.\u003C\u002Fp>\n\n\u003Cp>Raster förläggs mellan kl. 09.00-09.30 och mellan kl. 12.00-12.30.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Intermittent tvåskift\u003C\u002Fh4>\n\n\u003Cp>första skiftet måndag t.o.m. fredag kl. 05.30-14.00.\u003C\u002Fp>\n\n\u003Cp>Raster förläggs mellan kl. 09.00-09.30.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>andra skiftet måndag t.o.m. torsdag kl. 14.00-22.30. fredag kl.\n14.00-18.00.\u003C\u002Fp>\n\n\u003Cp>Raster förläggs måndag-torsdag mellan kl. 17.30-18.00.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Intermittent treski ftsarbete\u003C\u002Fh4>\n\n\u003Cp>Skiftordning påbörjas söndag kl. 22.00.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Kontinuerligt treskiftsarbete\u003C\u002Fh4>\n\n\u003Cp>Befattning 1 - FFFI EEEINNNIIII (5 man per befatt¬ning).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>F = förmiddag\u003C\u002Fp>\n\n\u003Cp>E = eftermiddag \u003C\u002Fp>\n\n\u003Cp>N = natt\u003C\u002Fp>\n\n\u003Cp>I = friskift\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Arbetstidsförkortning\u003C\u002Fh3>\n\n\u003Cp>Arbetstidsförkortning utgår med 7,6 dagar för varje år från och med den\n1 januari 2014.\u003C\u002Fp>\n\n\u003Cp>Iarbetstidsförkortningen har hänsyn även tagits till införandet av\nnationaldagen den 6 juni och borttagandet av annandag pingst som allmän\nhelgdag. Tidigare beta¬lade arbetsgivarna på detta avtalsområde kostnaden\nför TFF - Olycksfallsförsäkring vid fritidsskador. Denna kost¬nad har\nlösts av till arbetstidsförkortning och ligger också med i de 7,6\ndagarna.\u003C\u002Fp>\n\n\u003Cp>Grunden för arbetstidsförkortning enligt detta avtal är, att\narbetstidsförkortningen är direkt intjänad. För den som påböijar sin\nanställning under löpande kalenderår beräknas arbetstidsförkortningen\nutifrån 71 minuter per anställningsvecka under resterande del av\nkalenderåret (5 veckor semester ska medräknas i underlaget).\u003C\u002Fp>\n\n\u003Cp>För visstidsanställda gäller att 71 minuter per överens-kommen\nanställningsvecka förläggs i tidbank.\u003C\u002Fp>\n\n\u003Cp>Tjänstlediga\u002Fsjukskrivna etc., som varit helt från-varande mer än ett\nkalenderår och som återgår i tjänst under löpande kalenderår gäller 71\nminuter per återstå-ende veckor under året.\u003C\u002Fp>\n\n\u003Cp>Utläggningen av arbetstidsförkortningen sker efter överenskommelse mellan\narbetstagaren och arbetsgivaren som kan tas ut i hel eller del av dag.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att arbetstidsförkort-ningen helt eller\ndelvis schemaläggs.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren har rätt att spara ej utnyttjade arbets-\ntidsförkortningsdagar mellan kalenderår.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren slutar sin anställning ska kvarvarande\narbetstidsforkortningsdagar avlösas i pengar, som värdet av motsvarande\narbetad tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokala parter kan överenskomma att hantera arbetstids-förkortningen på\nannat sätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>Vid deltidsarbete gäller följande:\u003C\u002Fp>\n\n\u003Cp>Arbetstiden kan förläggas på annat sätt än vad som an-givits i mom. 4,\ndock att deltidsarbetandes ordinarie ar-betstid ska upphöra senast kl. 22.30\nmåndagar-fredagar och inte ta sin början före kl. 05.30 på\nmåndagar-fredagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Ändring av ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>Där särskilda skäl föranleder ändring av den fastställda ordinarie\narbetstiden ska överenskommelse träffas mellan företaget och den lokala\nfackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 8 Avtalsenliga fridagar\u003C\u002Fh3>\n\n\u003Cp>Påsk-, pingst, midsommar-, jul- och nyårsafton, första maj, nationaldagen\noch samtliga övriga helgdagar är fridagar från kl. 22.00 dagen innan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Mom. 9 Dygnsvila\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Varje arbetstagare ska beredas elva timmars samman-hängande dygnsvila per\n24-timmars period.\u003C\u002Fp>\n\n\u003Cp>Varje 24-timmars period ska ha en fast indelning genom att fastställa en\nbrytpunkt för när beräkningen börjar.\u003C\u002Fp>\n\n\u003Cp>Om brytpunkten inte är fastställd på företaget gäller var¬je skifts\nstarttid måndag som brytpunkt. Exempelvis vid tvåskiftsarbete kl. 06.00-14.00\noch kl. 14.00-22.00 är bryt-punkten kl. 06.00 för förmiddagsskiftet och kl.\n14.00 för eftermiddagsskiftet.\u003C\u002Fp>\n\n\u003Cp>Undantag från regeln får göras tillfälligtvis om det föranleds av\nnågot förhållande som arbetsgivaren inte kunnat förutse eller planerat i\nsin verksamhet, under förutsättning att arbetstagaren i direkt anslutning\ntill arbetspassets slut ges elva timmars sammanhängande vila. Om vilan\ninkräktar på ordinarie arbetstid ska arbets-tagaren erhålla lön som om\narbete utförts för den tiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 10 Nattvila\u003C\u002Fh3>\n\n\u003Cp>Alla arbetstagare ska ha ledigt för nattvila. I ledigheten ska tiden mellan\nkl. 24.00 och kl. 05.00 ingå.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras, om arbetet med hänsyn till\narbetets art, allmänhetens behov eller andra särskilda omständigheter måste\nfortgå även nattetid eller bedrivas före kl. 05.00 eller efter kl. 24.00.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket kan göras med stöd av lokal\növerenskommelse. Lokal överenskommelse om arbetstidens förläggning\ninnefattar i förekommande fall, överenskommelse om avsteg från reglerna om\nnattvila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 10:1 Nattarbete\u003C\u002Fh4>\n\n\u003Cp>Den ordinarie arbetstiden för nattarbetande ska i genom-snitt per\nfyramånadersperiod inte överstiga åtta timmar per 24-timmar speriod.\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\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid avvikelse från nattarbetsförbudet ska förhandlingar med den lokala\narbetstagarorganisationen upptas i god tid. 1 normalfallet ska detta ske tre\nveckor i förväg.\u003C\u002Fp>\n\n\u003Cp>Innan arbetstagare påbörjar nattarbete ska läkarunder-sökning\ngenomföras enligt Arbetsmiljö verkets föreskrift om medicinska kontroller i\narbetslivet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 11 Veckovila\u003C\u002Fh3>\n\n\u003Cp>En arbetstagare ska ha minst 36 timmars samman-hängande ledighet under var\nje period om sju dagar. Sjudagarsperioden ska indelas i fasta perioder genom\natt arbetsgivaren fastställer brytpunkt för beräkningen. Om brytpunkten inte\när fastställd räknas måndag kl. 07.00 som brytpunkt. Veckovilan ska så\nlångt som möjligt förläggas till veckoslutet. Beredskap bryter\nveckovilan.\u003C\u002Fp>\n\n\u003Cp>Avsteg från regeln om veckovila får göras i de fall ar-betsgivaren i\nförväg skriftligen meddelar den lokala fack-liga organisationen om att ett\navsteg kommer att ske samt att personen ifråga får en sammanhängande\nledighet om 72 timmar under nästkommande sjudagarsperiod. Om veckovila\nförläggs till ordinarie arbetstid ska arbetstagar-en erhålla lön som om\narbete utförts. Tim- och ackords- avlönad personal erhåller för sådan dag\nlön med arbeta-rens genomsnittsförtjänst på tidlön och ackord under senast\nföregående avlöningsperiod.\u003C\u002Fp>\n\n\u003Cp>Exempel: Om ledigheten förläggs fredag-söndag vecka två ska\narbetstagaren erhålla lön som om arbete utförts på fredagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 12 Övertid\u003C\u002Fh3>\n\n\u003Ch4>Mom. 12:1 Övertidsuttag\u003C\u002Fh4>\n\n\u003Cp>Övertid får tas ut med högst 50 timmar under en kalede- månad, dock med\nhögst 200 timmar under ett kalenderår. Utöver vad som anges nedan får dessa\n200 timmar inte överskridas vid någon tidpunkt under kalenderåret. Avvikelse\nfrån första stycket får göras efter skriftlig över-enskommelse med lokal\nfacklig organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom.12:2 Nödfallsövertid\u003C\u002Fh4>\n\n\u003Cp>Har natur- eller olyckshändelse eller annan därmed jäm-förlig\nomständighet, som inte kunnat förutses, vållat av-brott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller skada på liv, hälsa\neller egen¬dom, ska övertid som fullgjorts med anledning därav inte beaktas\nvid beräkning av övertid enligt mom. 12:1. Arbetsgivaren ska snarast\nunderrätta lokal facklig organi¬sation om övertidsarbetet.\u003C\u002Fp>\n\n\u003Cp>Pågår nödfallsövertid längre tid än två dygn ska det anmälas till\nIndustrifacket Metalls förbundskontor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 12:3 Registrering av övertid\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid. Arbetsgivaren ska kunna redogöra för övertidsarbete som\ngenomförts under varje kalender-månad, totalt under året samt efter\nåterföring av tillgäng-lig övertid av tid som tagits ut som\nkompensationsledighet efter genomfört övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren, lokal facklig företrädare eller IF Metall har rätt att ta\ndel av dessa handlingar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Om inte annan lokal överenskommelse träffas mellan parterna gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>Vid dagtidsarbete och samtliga intermittenta skiftformer måndag-fredag ska\nveckoarbetstiden aktuell vecka kortas med en femtedel av den genomsnittliga\narbetstiden för varje helgdag som infaller under veckan. Förläggning av\nsäclan förkortning sker genom lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>2)Arbetstidsschemat ska finnas anslaget på arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Löner\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Lägsta lön per månad (kr\u002Fmånad)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>2021-01-01\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>2022-06-01\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>Nyanställd\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>23 259\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>23 948\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>Tre månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>24 205\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>24 894\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>1 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>25 011\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>25 700\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>2 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>25 717\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>26 406\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>4 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>26 482\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>27 171\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>6 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>26 956\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>27 645\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>17-åringar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>20 928\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>21 617\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"85\">\u003Cp>16-åringar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>20 211\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp>20 900\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen dividerad med talet 175 = motsvarande timlön.\u003C\u002Fp>\n\n\u003Cp>Med anställningstid jämställs även yrkeserfarenhet från liknande\nverksamhet. Hänsyn ska även tas till sådan yr-kesutbildning som har\nbetydelse för arbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Ovanstående lägstalöner tillämpas från oeh med ingången av den\nkalendermånad då vederbörande uppnår respektive anställningstid eller\nålder.\u003C\u002Fp>\n\n\u003Cp>2)Minderåriga arbetare, som utför likvärdig arbets-prestation i sin\nbefattning i jämförelse med vuxna arbetare, erhåller efter överenskommelse\nmellan före-taget oeh den lokala fackliga organisationen samma lön som vuxna\narbetare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Lönesystem\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna bör utöver mom.l gemensamt arbeta för att träffa\nlokal överenskommelse om att utforma löne-system som ger de anställda\nlöneutveckling utifrån ökad erfarenhet, kvalifikation, mångkunnighet.\nLönesystem ska utformas så att vaije arbetstagare vet på vilken grund lönen\när satt och vad han\u002Fhon ska göra för att öka sin lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Löneform\u003C\u002Fh3>\n\n\u003Cp>Vid valet mellan olika löneformer ska eftersträva en anpassning till\nförhållandena vid företaget och till arbets-uppgifternas karaktär. Innan\nnya löneformer införs ska överenskommelse träffas mellan företaget och den\nlokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Tillämpning av månadslön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Beräkning av månadslön\u003C\u002Fh3>\n\n\u003Cp>Månadslön utgår med oförändrat belopp oavsett under månaden\ninträffade helgdagar och avtalsenliga fridagar. Månadslönen beräknas enligt\nföljande: Timlönen inklusive fasta tillägg x 175 timmar = månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom. 2 Övertid\u003C\u002Fh3>\n\n\u003Cp>Utöver månadslön erhåller arbetarna ersättning per tim-me vid\növertidsarbete. Ersättning per timme beräknas enligt formeln\nmånadslön\u002F175.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Avtalets bestämmelser i övrigt tillämpas, vilket bland annat innebär att\nob-tillägg, övertidstillägg, beredskaps- ersättning, med flera i avtalet\nangivna tillägg tillkommer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Månadslön vid arbete del av månad\u003C\u002Fh3>\n\n\u003Cp>Om en anställd börjar eller slutar sin anställning under löpande\nkalendermånad, utges förutom rörlig premielöne- del lön per arbetad timme\nmed månadslön\u002F175.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Avdrag vid frånvaro\u003C\u002Fh3>\n\n\u003Cp>Vid frånvaro*) tillämpas följande avdragsregler:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)frånvaro del av dag upp till 5 arbetsdagar: \u003C\u002Fp>\n\n\u003Cp>månadslönen = kr\u002Ftim \u003C\u002Fp>\n\n\u003Cp>--------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>175\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)frånvaro fler än 5 arbetsdagar i följd:\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 = kr\u002Ffrånvarodag\u003C\u002Fp>\n\n\u003Cp>-----------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)vid frånvaro hel kalendermånad görs avdrag med hela månadslönen\u003C\u002Fp>\n\n\u003Cp>*) Vid frånvaro på grund av sjukdom, se § 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Som frånvarodag enligt b) räknas även för den enskilde arbetstagaren\narbetsfri vardag samt sön- och helgdag. Vid tjänstledighet i samband med\nhelgdagar göres ej avdrag för dessa. Samma gäller vid eventuella fridagar\nenligt skiftschema även om tjänstledighetsperioden över¬stiger fem\narbetsdagar. Avdraget beräknas dock i så-dana fall enligt punkt a) ovan.\u003C\u002Fp>\n\n\u003Cp>2)Arbetstagare har rätt att i samband med semesterledig het vara ledig utan\nlöneavdrag lördag och söndag som vederbörande skulle ha arbetat,\u003C\u002Fp>\n\n\u003Cp>a)vid ledighet om minst 5 dagar - lördagen och söndagen före eller efter\nledigheten,\u003C\u002Fp>\n\n\u003Cp>b)vid ledighet längre tid än 19 dagar - lördagen och söndagen före och\nefter ledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Mom. 5 Semester\u003C\u002Fh3>\n\n\u003Cp>1)Semesterlönen utgörs av den på semestertiden aktuella månadslönen och\nsemestertillägg enligt nedan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Antalet semesterdagar är 25.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Semestertillägg:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)0,8 procent av arbetarens vid semestertillfället aktuella månadslön per\nbetald semesterdag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses vid semestertillfallet aktuell månadslön och\neventuella fasta lönetillägg per månad (t.ex. fasta skifttillägg eller\nliknande).\u003C\u002Fp>\n\n\u003Cp>b)13,2 procent av summan av de rörliga lönedelama som har utbetalats under\nintjänandeåret den 1 april-31 mars.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>-premielön\u003C\u002Fp>\n\n\u003Cp>-skift-, beredskaps- och övertidsersättning eller liknande rörlig\nlönedel som inte ingår i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Till ”summan av den rörliga lönedel som har utbetalats under\nintjänandeåret” ska för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en genomsnittlig dagsinkomst av\nrörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>Denna genomsnittliga dagsinkomst beräknas genom att under intjänandeåret\nutbetald rörlig lönedel divideras med antalet anställningsdagar (definierat\nenligt 7 § se-mesterlagen) exklusive semesterledighetsdagar och hela\nkalenderdagar med semesterlönegrundande frånvaro under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättning - se mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2)Semesterersättning beräknas som 4,6 procent av den aktuella\nmånadslönen per outtagen betald semesterdag jämte semestertillägg beräknat\nenligt mom. 6a och b. Semesterersättning för sparad semesterdag beräknas som\nom den sparade dagen tagits ut det semesterår anställ-ningen upphörde.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen per betald semesterdag för vuxna res-pektive minderåriga\narbetstagare ska uppgå till minst beloppet nedan från semesteråret som\nböljar \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F1 2021\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>1\u002F4 2022\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vuxna\u003C\u002Ftd>\n      \u003Ctd>1 551\u003C\u002Ftd>\n      \u003Ctd>1 588\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minderåriga\u003C\u002Ftd>\n      \u003Ctd>1 207\u003C\u002Ftd>\n      \u003Ctd>1 236\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens semesterlön per dag understiger ovan-stående belopp ska\nutfyllnad göras med skillnaden mellan detta belopp och arbetstagarens\nsemesterlön per dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3)För varje uttagen obetald semesterdag görs avdrag från arbetarens\naktuella månadslön med 4,6 procent av månadslönen.\u003C\u002Fp>\n\n\u003Cp>Beträlfande begreppet månadslön - se mom. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4)Om arbetaren under intjänandeåret haft annan syssel-sättningsgrad än\nvid semestertillfället ska den vid se-mestertillfället aktuella månadslönen\nproportioneras i förhållande till hans andel av full ordinarie arbetstid vid\narbetsplatsen under intjänandeåret. Om sysselsättnings-graden har ändrats\nunder löpande kalendermånad ska vid beräkningen användas den\nsysselsättningsgrad som har gällt under det övervägande antalet\nkalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön - se mom. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5)Vid utbetalning av semesterlön gäller följande: Huvudregel\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 procent respektive 13,2 procent utbetalas senast\nfem arbetsdagar före huvudsemesterns böljan.\u003C\u002Fp>\n\n\u003Cp>6)Semesterlön för sparad semesterdag beräknas enligt mom. 1 och mom. 6a\noch b. Semesterlönen för sparad semesterdag ska vidare anpassas till\narbetarens andel av full ordinarie arbetstid under det inljänandeår som\nföre-gick det semesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel full ordinarie arbetstid - se mom. 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Sjuklön m.m.\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Rätt till sjuklön\u003C\u002Fh3>\n\n\u003Cp>Sjuklön utges enligt gällande lag under de första 14 dagar-na i\nsjukperioden med nedan angivna ändringar och tillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Anmälan om sjukdom\u003C\u002Fh3>\n\n\u003Cp>Vid frånvaro på grund av sjukdom eller olycksfall ska arbetstagaren\nomgående göra anmälan till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Vidare ska arbetstagaren så snart som möjligt meddela arbetsgivaren när\nhan beräknar kunna återgå i arbete. Sådant besked ska lämnas senast dagen\nföre återgång.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om arbetstagaren blir arbetsoförmögen på grund av\nolycksfall eller arbetsskada eller måste av-hålla sig från arbete på grund\nav risk för överförande av smitta och rätt föreligger till ersättning\nenligt lagen om ersättning åt smittbärare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cp>Arbetstagaren ska lämna arbetsgivaren en skriftlig för-säkran om att han\nvarit sjuk, uppgifter om i vilken omfatt-ning hans oförmåga varit nedsatt på\ngrund av sjukdomen och under vilka dagar arbetstagaren skulle ha arbetat.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom som varar längre tid än sju dagar är\narbetstagaren skyldig enligt lagen om sjuklön att uppvisa läkarintyg.\u003C\u002Fp>\n\n\u003Cp>I det fall arbetsgivaren befarar missbruk av sjuklöne- rätten kan denne\nbegära att arbetstagaren ska styrka sjukdomen med läkarintyg från tidigare\ndag i sjukperio-den. Arbetsgivaren betalar kostnaden för begärda intyg. Har\narbetsgivaren begärt intyg från viss läkare, är han inte skyldig att\nersätta kostnaderna för intyg från annan läkare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beträffande arbetsgivarens möjlighet att begära läkar¬intyg från\ntidigare dag än den åttonde sjukdagen (s.k. forstadagsintyg) är parterna\növerens om följande:\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens möjlighet att infordra läkarintyg redan från första dagen\nbör utnyttjas restriktivt och ska ej tilläm-pas generellt. Arbetsgivaren bör\nhärvid beakta förekomsten av upprepade sjukdomsfall liksom ifrågasätta\nmissbruk av sjuklöneråtten. Arbetsgivaren ska underrätta den lokala\norganisationen om begärda intyg. Den avtalsenliga möjlig-heten att begära\nsjukintyg redan från första sjukdagen är en ordningsföreskrift och utgör i\noch för sig inte ett villkor for rätt till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Beräkning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>Sjuklön betalas för sådan tid som arbetstagaren skulle ha utfört arbete\nunder ordinarie arbetstid om han inte varit sjuk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4:1 Timavlönade\u003C\u002Fh4>\n\n\u003Cp> Sjuklönen beräknas enligt nedan:\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 procent av genomsnittlig veckoarbetstid i\nsjukperioden (karens) betalas ingen sjuklön. Därefter, för sjukfrånvaro\növerstigande 20 procent av genomsnittlig veckoarbetstid till och med dag 14 i\nsjukperioden betalas, för vaije timme arbetstagaren är frånvarande, sjuklön\nmed 80 procent av arbetstagarens medeltimförtjänst på tidlön och ackord.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med enbart timlön utgör sjuklönen 80 procent av denna\ntimlön. Dessutom utges tom den 14:e kalenderdagen i sjuklöneperioden sjuklön\nmed 80 procent av övriga lönedelar och ersättningar som avser ersättning\nför ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Aktuell förtjänst:\u003C\u002Fp>\n\n\u003Cp>-För arbetstagare med enbart timlön: timlönen.\u003C\u002Fp>\n\n\u003Cp>-För övriga arbetstagare: medeltimförtjänsten av tidlön och ackord\nmultiplicerat med antalet ordinarie arbets-timmar under de aktuella dagarna\ninklusive premie- lönedelar, bonus, personliga lönetillägg, skiftforms-\ntillägg och dylikt. Ob-tillägg och fasta beredskaps- ersättningar som\narbetstagaren gått miste om på grund av sjukdom.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med schemalagt förberedelse- eller avslutningsarbete\ningår även övertidsersättningen för förberedelse- eller\navslutningsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beräkningsperiod för medeltimförtjänst ska vara, om inte annat\növerenskommes, närmast föregående avlönings- period. Vid arbetsplatser som\ntillämpar längre mät¬perioder för prestations- eller resultatrelateracle\nlönedelar än ordinarie avlöningsperiod ska de lokala parterna träffa\növerenskommelse om vilken beräkningsperiod som ska tillämpas för dessa\nlönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4:2 Månadsavlönade \u003C\u002Fh3>\n\n\u003Cp>Sjuklön beräknas enligt nedan:\u003C\u002Fp>\n\n\u003Cp>a)För varje timme arbetstagaren är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt nedan från den fasta kontanta månadslönen\ninklusive fasta tillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"140\">\u003Cp>KARENSAVDRAG\u003C\u002Fp>\n\n        \u003Cp>För sjukfrånvaro upp till 20% av genom­snittlig veckoarbetstid\n        (karens) i sjukperioden\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      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>AVDRAG EFTER KARENS\u003C\u002Fp>\n\n        \u003Cp>För sjukfrånvaro överstigande 20 % av genomsnittlig\n        veckoarbets­tid till och med dag 14 i sjukperioden\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>Månadslönen x 12\u003C\u002Fp>\n\n        \u003Cp>20% x -----------------------------\u003C\u002Fp>\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dessutom utges tom 14:e kalenderdagen i sjuklöneperio- den sjuklön med 80\nprocent av övriga lönedelar och ersätt-ningar som avser ersättning för\nordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid annan ordinarie arbetstid än 40 timmar per helgfri vecka anpassas talet\n175 i proportion härtill, \u003C\u002Fp>\n\n\u003Cp>a) För arbetstagare med prestations- eller resultatrelatera- de lönedelar\nsåsom bonus, premier och dylikt utges sjuklön på sådana ersättningar\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>För dagarna 2-14 i sjuklöneperioden utges 80 procent av\ngenomsnittsförtjänsten per timme för ovan angivna ersätt-ningar,\nmultiplicerad med antalet ordinarie arbetstimmar under de aktuella dagarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beräkningsperiod ska vara om inte annat överenskommes närmast\nföregående avlöningsperiocl. Vid arbetsplatser som tillämpar längre\nmätperioder för prestations- eller resultat- relaterade lönedelar än\nordinarie avlöningsperiocl ska de lokala parterna träffa överenskommelse om\nvilken beräk-ningsperiod som ska tillämpas för dessa lönedelar.\u003C\u002Fp>\n\n\u003Cp>För dagarna 2-14 i sjuklöneperioden utges även 80 procent av den\nersättning för ob-tillägg och fasta beredskapser- sättningar som\narbetstagaren gått miste om på grund av sjukdom - för arbetstagare med\nschemalagt förberedelse eller avslutningsarbete ingår även\növertidsersättningen för förberedelse- eller avslutningsarbete.\u003C\u002Fp>\n\n\u003Cp>a)Vid sjukdomsfall längre än 14 dagar görs fr.o.m. den 15 dagen avdrag\nför varje kalenderdag frånvaron omfattar med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro med kalenderdagsavdrag hel kalendermånad görs avdrag med\nhela månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch4>Mom. 4:3 Ersättning vid arbetsplatsolycksfall\u003C\u002Fh4>\n\n\u003Cp> Sjukavdrag enligt denna paragraf ska inte göras vid arbetsplatsolycksfall\nsom förorsakar sjukfrånvaro under sjuklöneperioden (14 dagar). Ersättning\nutges därvid som om arbete utförts.\u003C\u002Fp>\n\n\u003Cp>Denna regel gäller inte om arbetstagaren får ersättning från annat\nhåll, exempelvis TFA.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Antalet karenstillfällen per 12-månadersperiod får inte överstiga 10\ntillfällen.\u003C\u002Fp>\n\n\u003Cp>2)Ersättning för övertidsarbete ingår inte i sjuklöneunder¬laget. I de\nfall där behovet av övertidsarbete är känt vid fastställandet av den\nårliga arbetstidsförläggningen kan sådan ersättning dock ingå i\nberäkningsunderlaget.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning kan också inräknas i underlaget i de fall\növertidsarbetet är förutsebart för arbetstagaren och pla¬nerat en längre\ntid i förväg, bestämt till tid och omfattning och regelbundet återkommande\nunder en på förhand be¬stämd period. Däremot ska inte den förväntade\ninkomsten ingå i underlaget då arbetstagaren genom ändrad plane¬ring\nerhåller motsvarande inkomst vid annat tillfälle.\u003C\u002Fp>\n\n\u003Cp>3)Om arbetsgivaren så medger kan utlagd kompensations- ledighet vid\ninträffat sjukdomsfall på begäran av arbets-tagaren utläggas vid ett senare\ntillfälle.\u003C\u002Fp>\n\n\u003Cp>4)Om arbetare återinsjuknar inom fem kalenderdagar från det den tidigare\nsjukperioden upphörde, utgör den nya sjukperioden fortsättning på den\ntidigare i fråga om karenstid, ersättningens storlek och sjuklöneperiodens\nlängd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4:4 Sjukdom under semester\u003C\u002Fh4>\n\n\u003Cp>För arbetstagare som är sjuk under semesterledighet och enligt 15 §\nsemesterlagen begär att semestern ska tas ut senare, beräknas sjuklönen som\nom arbetstagaren utfört arbete enligt mom. 4:1 och 4:2\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Arbetsskada och sjukdom\u003C\u002Fh3>\n\n\u003Cp>Vid besök på sjukhus eller hos läkare, sjuksköterska, sjuk-gymnast eller\ntandläkare ersätts kostnader för behand¬ling av:\u003C\u002Fp>\n\n\u003Cp>a)arbetssjukdom som läkare kunnat konstatera, eller återbesök som\nföreskrivits av läkare samt genomgång av yrkesmedicinsk undersökning,\u003C\u002Fp>\n\n\u003Cp>b)annan sjukdom som läkare konstaterat och som för-anleder remiss till\nannan läkare eller till sjukhus,\u003C\u002Fp>\n\n\u003Cp>c)skada förorsakad av olycksfall som inträffat på arbets-platsen eller\nvid färd till eller från arbetsplatsen,\u003C\u002Fp>\n\n\u003Cp>d)besvär som föranleder omedelbar behandling vid arbetsskada\u002Folycksfall,\nska den anställde erhålla full lön för bortovaro under den dag behandling\nsker, under förutsättning att ersättning ej utgår från\nFörsäkringskassan. Företaget lämnar även ersättning för\nläkarvårdskostnader samt övriga styrkta kostnader som inte ersatts av\nFörsäkringskassan eller annan för-säkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Hälsoundersökning\u003C\u002Fh3>\n\n\u003Cp>Då det föranleds av hälsorisker i arbetet, ska arbetstagare genomgå\nperiodiskt återkommande riktad läkarundersök-ning. Detta gäller även\narbetstagare som förflyttats från de arbetsuppgifter som föranlett\nundersökning om läkare bedömer att behov av hälsokontroll fortfarande\nföreligger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Lönetillägg vid förflyttning av personal\u003C\u002Fh2>\n\n\u003Ch3>Omplaceringar\u003C\u002Fh3>\n\n\u003Cp>Med omplacering avses varaktig förflyttning till annan befattning. Avsikten\när att förändringen ska bli stadig-varande.\u003C\u002Fp>\n\n\u003Cp>Innan omplacering vidtas ska den godkännas av den lokala fackliga\norganisationen. Vid omplacering ska följande gälla:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Omplaceringstillägg\u003C\u002Fh3>\n\n\u003Cp>Sker omplacering till befattning med lägre lön betalas ett personligt\ntillägg (omplaceringstillägg) i en månad, mot-svarande skillnaden mellan\narbetstagarens lön i den be-fattning denne var placerad närmast före\nomplaceringen och lönen för den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som fyllt 40 år och har fem års obruten anställning vid\nföretaget erhåller omplaceringstillägg i tolv månader. Arbetstagare som\nfyllt 50 år och har tio års obruten anställning vid företaget bibehåller\nvid omplace-ringen oförändrad lön. Omplaceringstillägg ska ej utges när\narbetstagaren är berättigad till arbetsskadelivränta enligt lag om\narbetsskadeforsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Omplacering vid medicinska skäl\u003C\u002Fh3>\n\n\u003Cp>Sker omplacering på grund av medicinska skäl bibehålies oförändrad lön\nvid omplacering till befattning med lägre lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Omplacering på egen begäran\u002Fförskyllan\u003C\u002Fh3>\n\n\u003Cp>Sker omplaceringen på arbetstagarens egen begäran\u002F förskyllan betalas den\npå den nya befattningen gällande lönen fr.o.m dagen efter omplaceringen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Omflyttning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med omflyttning avses tillfällig förflyttning till annan befattning.\nAvsikten är att arbetstagaren efter kortare tid ska återgå till den tidigare\nbefattningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Ersättning vid omflyttning\u003C\u002Fh3>\n\n\u003Cp>Vid omflyttning av arbetstagare mellan befattningar som har olika lön\ngäller följande:\u003C\u002Fp>\n\n\u003Cp>Vid omflyttning från arbetsuppgifter med lägre lön till högre lön\nerhålles den högre lönen från och med en hel arbetsdag eller ett helt skift\ni den högre befattningen.\u003C\u002Fp>\n\n\u003Cp>Vid återgång till ordinarie befattning erhålles på motsva-rande sätt\nlönen för den ordinarie befattningen från och med en hel arbetsdag, eller\nett helt skift efter återgången. Vid omflyttning från arbetsuppgifter med\nhögre till lägre lön bibehålies den högre lönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Tillägg för obekväm och förskjuten tid\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 OB-tillägg\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Vid arbete som förläggs till följande tider utgår tillägg (s.k.\nob-tillägg) med nedan angivna belopp i öre per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)Vardagar, kvälls- och nattetid kl. 18.00-06.00, såvida icke högre\nbelopp anges ib) eller c).\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>53,16 kr\u003C\u002Ftd>\n      \u003Ctd>54,43 kr\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>b)Sön- och helgdagstid räknat från kl. 18.00 på fredag och\u003C\u002Fp>\n\n\u003Cp>dag före helgdag respektive fridag till kl. 06.00 dagen efter sön- eller\nhelgdagen, såvida icke högre belopp anges i c). \u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>85,11 kr\u003C\u002Ftd>\n      \u003Ctd>87,15 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Storhelgstid\u003C\u002Fp>\n\n\u003Cp>från kl. 06.00 nyårsafton till kl. 06.00 den 2 januari, från kl. 18.00\nvalborgsmässoafton till kl. 06.00 den 2 maj, från kl. 18.00 skärtorsdag till\nkl. 06.00 tredjedag påsk, från kl. 06.00 pingstafton till kl. 06.00 dagen\nefter pingstdagen, från kl. 06.00 nationaldagen till kl. 06.00 dagen efter\nnationaldagen, från kl. 06.00 midsommarafton till kl. 06.00 dagen efter\nmidsommardagen, från kl. 06.00 julafton till kl. 06.00 tredjedag jul. \u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>170,14 kr\u003C\u002Ftd>\n      \u003Ctd>174,22 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med sön- och helgdagstid enligt mom. 1 b) jämställs skiftfri dag (fridag\nenligt skiftschema) om denna infaller pä annan tid än vad som anges i c).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Förskjuten tid\u003C\u002Fh3>\n\n\u003Cp>Efter överenskommelse med den lokala fackliga organisationen om\nförskjutning av arbetstiden utges för den tid som ligger utanför den för\nden anställde gällande ordinarie arbetstiden nedanstående tillägg i kronor\nper timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>53,16 kr\u003C\u002Ftd>\n      \u003Ctd>54,43 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tillägg för förskjuten tid ersätts inte när övertidstillägg betalas.\nTillägget ersätts därmed utöver eventuella tillägg för obekväm arbetstid\nenligt mom. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Divisorer\u003C\u002Fh3>\n\n\u003Cp>För månadsavlönade kan efter lokal överenskommelse divisorer tillämpas\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a)kvälls- och nattetid månadslönen\u003C\u002Fp>\n\n\u003Cp>480\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)sön- och helgdagstid månadslönen\u003C\u002Fp>\n\n\u003Cp>300\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)storhelgstid månadslönen\u003C\u002Fp>\n\n\u003Cp>150\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorer får tilläggen inte understiga beloppen i\nmom. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 SkiftformstiIlägg och ersättning vid underjordsarbete\u003C\u002Fh2>\n\n\u003Cp>Skiftformstillägg utbetalas enbart till timavlönade arbetare. Tillägget\nutbetalas per arbetad timme enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Skiftformsersättning\u003C\u002Fh3>\n\n\u003Cp>- vid kontinuerligt treskiftsarbete och undeijordsarbete\u003C\u002Fp>\n\n\u003Cp>17,64 procent\u003C\u002Fp>\n\n\u003Cp>-vid intermittent treskiftsarbete 5,9 procent\u003C\u002Fp>\n\n\u003Cp>-vid tvåskiftsarbete 5,9 procent\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Ständig natt\u003C\u002Fh3>\n\n\u003Cp>Vid intermittent treskiftsarbete där tvåskift och ständig natt tillämpas\nutgör skiftformstillägget vid tvåskift 5,9 procent och ständig natt 17,64\nprocent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Ersättning vid underjordsarbete\u003C\u002Fh3>\n\n\u003Cp>När arbetare utfor arbete underjord utges ett särskilt tillägg för både\ntim- och månadsavlönade med 16,66 procent av den totala förtjänsten under\ntiden undeijordsarbetet pågår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Övertidsarbete\u003C\u002Fh2>\n\n\u003Cp>Som övertid räknas arbete utöver det ordinarie arbetstidsmåttet per\ndygn. Övertidsarbete får inte användas i den utsträckningen att\narbetstagaren överansträngs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Arbetsskyldighet\u003C\u002Fh3>\n\n\u003Cp>När så begärs bör den anställde, såvida denne inte är förhindrad och\ni den utsträckning gällande arbetstidsavtal medger, utföra arbete utöver\nden ordinarie arbetstiden. Meddelande om övertidsarbete ska lämnas i god tid\noch senast före sista måltidsrasten på ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Ch3>Mom. 2 Vid övertidsarbete betalas nedanstående tillägg: \u003C\u002Fh3>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>73,95 kr\u003C\u002Ftd>\n      \u003Ctd>75,73 kr\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3>Mom. 3 Inställelseersättning\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare, som inställer sig till övertidsarbete eller arbete på\nförskjuten tid före vederbörande arbetstagares ordinarie arbetstids början,\nerhåller för varje sådan inställelse en inställelseersättning. Sådan\nersättning ska också betalas vid inställelse för övertidsarbete och arbete\npå förskjuten tid efter ordinarie arbetstidens slut som inte är\nsammanhängande med vederbörandes ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Inställelseersättning utgör \u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>293 kr\u003C\u002Ftd>\n      \u003Ctd>300 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sker inställelse på sön- eller helgdag eller i avtalet fast-ställd\nfridag samt på dag före sådan dag, från kl. 22.00 till 07.00 dagen efter\nsön- och helgdag, utgör beloppet \u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>399 kr\u003C\u002Ftd>\n      \u003Ctd>408 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som beordras inställa sig till arbete vid flera tillfällen\nper dygn räknat än vad som erfordras med hänsyn till för honom vid dygnets\ningång gällande ordinarie arbetstid, erhåller för varje sådan extra\ninställelse, utöver ordinarie lön och eventuellt övertidstillägg för den\narbetade tiden, inställelseersätt¬ning med belopp enligt ovan. Som\ndygnsgräns gäller i förevarande sammanhang kl. 06.00.\u003C\u002Fp>\n\n\u003Cp>Vid övertidsarbete under veckoslut som sker utan sam¬band med\nberedskapstjänst och som för arbetaren medför inställelse under både\nlördags- och söndagsdygnet eller mellan lördag kl. 18.00 och söndag kl.\n06.00 utges ett särskilt tillägg med nedanstående belopp per veckoslut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>410 kr\u003C\u002Ftd>\n      \u003Ctd>420 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Till skiftarbetare som i direkt anslutning till ordinarie skift utgör\nytterligare minst två timmar utgår en särskild ersättning med samma belopp\nsom vid inställelse på sön- eller helgdag respektive år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som utför övertidsarbete nattetid mellan kl. 22.00-06.00\näger rätt till permission enligt § 21 från kl. 07.00 motsvarande antal\ntimmar påföljande dag i det fall denna är arbetsdag enligt\narbetstidsschemat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Byte av ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>Vid övergång från dagarbete till skiftarbete eller från skiftarbete till\ndagarbete samt vid byte av skiftlag utgår utöver ordinarie lön\növertidstillägg, för den tid som ligger utanför den tidigare arbetstiden,\nsamt i förekommande fall tillägg enligt § 7 mom. 1 och § 8 under de tre\nföljande arbetsdagarna. Avbryts den nya ordinarie arbetstiden av ny övergång\nutgår ersättning enligt första stycket förutsatt att den nya arbetstiden\npågått under minst 14 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Med ordinarie veckoarbetstid, enligt mom. 4 avses veckoarbetstiden enligt\n2 for arbetstagarens befattning i början av den kalendervecka varunder\növergång skett.\u003C\u002Fp>\n\n\u003Cp>2)Vid intermittent skiftarbete se särskilda regler i § 2\nprotokollsanteckning 1.\u003C\u002Fp>\n\n\u003Cp>3)Övertidsersättning vid månadslön se § 4 mom. 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>Övertidsarbete ersätts dels med särskilt övertidstillägg, dels med\nersättning för den arbetade tiden och i förekom-mande fall Ob-tillägg.\nErsättning för den arbetade tiden utgår antingen i pengar eller om arbetaren\nså önskar i form av ledig tid, kompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>Kompensationsledighet för övertidsarbete ges med en timmes\nkompensationsledighet för varje övertidstimme, varvid endast\növertidsersättningen och i förekommande fall Ob-tillägg utbetalas. Tiden\nsparas i arbetarens kompbank. Vid uttag av kompensationsledighet betalas lön\nsom om arbete utförts.\u003C\u002Fp>\n\n\u003Cp>Uttag av kompensationsledighet sker efter överenskom-melse mellan\narbetstagaren och arbetsledningen. Härvid ska såväl produktionens som\narbetstagarnas berättigade intressen beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Beredskapstjänst\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Definition\u003C\u002Fh3>\n\n\u003Cp>Med beredskapstjänst avses då arbetstagare - under annan än för honom\nordinarie arbetstid - åläggs vara anträffbar för att inom föreskriven tid\nefter varsel infinna sig på arbetsstället. En förutsättning för att\nberedskaps¬tjänst ska kunna inforas på arbetsplatsen är att\növerens¬kommelse träffas mellan företaget och den lokala fackliga\norganisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Utläggning av beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>Beredskapstjänst ska fördelas så att den ej oskäligt belastar enskild\narbetstagare. Schema för beredskaps¬tjänst upprättas i god tid - dock\nsenast en månad före sådan tjänst - efter överenskommelse mellan\nföretaget och den lokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Beredskapsersättning\u003C\u002Fh3>\n\n\u003Cp>Då arbetstagare fullgör beredskapstjänstgöring utgår ersättning per\ndygn för måndag-fredag:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>312 kr\u003C\u002Ftd>\n      \u003Ctd>320 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>samt för lördag, sön- och helgdag, nyårs-, pingst-, midsom-mar- och\njulafton med beloppet:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 193 kr\u003C\u002Ftd>\n      \u003Ctd>1 221 kr\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>Ovanstående regler är utformade under förutsättning att\nberedskapstjänst mändag-fredag utförs frän ordinarie dagarbetstidens slut\ntill dess början påföljande dag, samt pä arbetsfri dag under 24 pä\nvarandra följande timmar, räknade från det klockslag dä ordinarie\ndagarbetstidens slut börjar på arbetad vardag.\u003C\u002Fp>\n\n\u003Cp>Om annan periodindelning tillämpas utgår ersättning enligt följande:\u003C\u002Fp>\n\n\u003Cp>För varje avslutat beredskapstjänstpass utgår alltid minst ett fullt\ndygnsbelopp. I de fall bereclskapstjänstpasset omfattar mer än 24 timmar i\nföljd, vilket normalt inträffar endast vid beredskapstjänst på\nlördag-söndag eller i anslutning till helger, ska för del av\nberedskapstjänstpass överskjutande en eller eventuellt flera perioder om 24\ntimmar, ytterligare ett hett dygnsbelopp utgå, om delen omfattar minst åtta\ntimmar, och eljest halvt belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Reseersättning\u003C\u002Fh3>\n\n\u003Cp>Den som kallas till arbete i samband med beredskaps-tjänstgöring som ej\nsammanfaller med ordinarie arbetstid erhåller en ersättning vid användning\nav egen bil enligt Skatteverkets rekommendationer per mil gånger två. Om egen\nbil ej står till förfogande ska ersättning erhållas mot kvitto för\nallmänna kommunikationsmedel eller taxi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Telefonersättning\u003C\u002Fh3>\n\n\u003Cp>Lokal överenskommelse träffas angående telefonersätt-ning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Reseersättningar och traktamente\u003C\u002Fh2>\n\n\u003Cp>Då arbetare beordrats tjänstgöra på annan ort än den där han normalt\ntjänstgör utges ersättning enligt nedan om inte lokal överenskommelse om\nannat träffats.\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Resekostnadsersättning\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren betalar resekostnad för arbetstagaren och eventuellt\ntransportkostnader för bagage och utrustning med det transportmedel som\narbetsgivaren föreskriver.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Träffas överenskommelse om användande av egen bil ska ersättning utges\nmed belopp enligt §10 mom. 4. Vid resa färdas arbetarna i samma resklass som\ngäller för tjänste-männen vid företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Restidsersättning utges under hela restiden även för sön-, helg- och\nfridag. Då sovplats beredes arbetstagaren får han dock inte\nrestidsersättning för tiden kl. 22.00-06.00.\u003C\u002Fp>\n\n\u003Cp>a)Vid resa under arbetstid utges ersättning motsvarande förlorad\narbetsförtjänst.\u003C\u002Fp>\n\n\u003Cp>b)Vid resa utom ordinarie arbetstid motsvarar restids- ersättningen\narbetarens aktuella lön per timme och vid månadslön, månadslönen dividerat\nmed 175.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Traktamente och researvode\u003C\u002Fh3>\n\n\u003Cp>Vid flerdygnsförrättning betalas traktamente enligt Skat-teverkets\nbestämmelser och skattepliktigt researvode, om förrättningen medfört\növernattning och skett på avstånd av 50 km räknat från\ntjänsteställe\u002Fbostaden. Som förrätt- ningstid räknas även restid.\nTraktamente betalas inte för längre tid än vad som föranleds av\nförrättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättningar vid tjänsteresa med övernattning:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>\u003Cstrong>Traktamente\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"116\">\u003Cp>\u003Cstrong>Traktamente 2021*\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>Hel dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>240 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>Avresedagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- avresa före kl. 12.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>240 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- avresa efter kl. 12.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>120 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>Hemkomstdagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- hemkomst före kl. 19.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>120 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- hemkomst efter kl. 19.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>240 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>N attraktamente\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>120 kronor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>se anm. 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>\u003Cstrong>Researvode\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>Hel dag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>301\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>308\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>Avresedagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- avresa före kl. 12.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>154\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- avresa efter kl. 12.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>154\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>Hemkomstdagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- hemkomst före kl. 19.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>113\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>116\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"173\">\u003Cp>- hemkomst efter kl. 19.00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>227\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"55\">\u003Cp>232\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning vid tjänsteresa utan övernattning och mer än fem kilometer\nfrån tjänstestället:\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Researvode\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-06-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mer än 4 timmar men inte\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>mer än 10 timmar\u003C\u002Ftd>\n      \u003Ctd>173\u003C\u002Ftd>\n      \u003Ctd>177\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Mer än 10 timmar\u003C\u002Ftd>\n      \u003Ctd>324\u003C\u002Ftd>\n      \u003Ctd>332\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkningar med följande ändrade belopp:\u003C\u002Fp>\n\n\u003Cp>1)Researvocle är att betrakta som lön och är skattepliktigt.\u003C\u002Fp>\n\n\u003Cp>2)Då sovplats på båt, tåg eller nattlogi av godtagbar standard bereds\nutges inte nattraktamente. Med nattlogi av godtagbar standard avses logi i\nenkelrum med toalett och dusch eller bad.\u003C\u002Fp>\n\n\u003Cp>3)Har logi till kostnad som täcks av nattraktamente ej kunnat anskaffas,\nfår den anställde i stället ersättning med belopp motsvarande kostnaden\nför av arbetsgiva¬ren anvisad logi enligt kvitterad räkning.\u003C\u002Fp>\n\n\u003Cp>4)Om tjänsteresan sträcker sig över mer än tre månader utgår\nheldagstraktamente med 168 kronor och rese- arvode med 181, 186 kr kronor\nrespektive avtalsår, medan nattraktamentet fortfarande är 120 kr.\u003C\u002Fp>\n\n\u003Cp>5)Traktamentets storlek och eventuella avdrag följer Skatteverkets regler.\nUppgifterna finns på\u003C\u002Fp>\n\n\u003Cp>www. skatteverket, se.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4 Hemresa vid långtidsförrättning\u003C\u002Fh4>\n\n\u003Cp>Vid bortovaro inom landet bekostar arbetsgivaren en hem-resa vartannat\nveckoslut om inte arbetet lägger hinder i vägen. Traktamente och\nrestidsersättning utges ej för tiden för bortovaron från\nförrättningsstället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Sjukdom m.m.\u003C\u002Fh3>\n\n\u003Cp>Vid sjukdom under tjänstgöring inom landet men utom den egna arbetsplatsen\nutges ovannämnda ersättningar under högst 20 dagar, såvida annan\növerenskommelse inte träffas. För tid därutöver utges ersättning för de\nmerkost-nader, som uppstår genom att arbetsoförmågan inträffat utom arbets-\neller bostadsorten.\u003C\u002Fp>\n\n\u003Cp>Vid hemresa i samförstånd med arbetsgivaren utges resekostnadsersättning\noch traktamente om inte kost-naden täcks av försäkring eller på annat\nsätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Arbete utomlands\u003C\u002Fh3>\n\n\u003Cp>Innan arbetstagare påbörjar utlandsresa ska särskild överenskommelse\nträffas om villkoren för detta.\u003C\u002Fp>\n\n\u003Cp>Vid arbete utomlands ska arbetstagare tillförsäkras motsvarande avtals-\noch lagfästa försäkrings- och pen-sionsförmåner som vid arbete i\nSverige.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>När överenskommelse om utlandsarbete träffas, ska den mall IF Metall har\ntagit fram användas. Se Bilaga 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Definitioner\u003C\u002Fp>\n\n\u003Cp>1)Arbetsplats\u003C\u002Fp>\n\n\u003Cp>Den eller de byggnader eller områden där arbetstagaren normalt utför sitt\narbete eller den lokal där vederbörande hämtar och inlämnar arbetsmaterial,\ntar emot arbetsorder och redovisar för deras utförande etc.\u003C\u002Fp>\n\n\u003Cp>2)Restidsersättning\u003C\u002Fp>\n\n\u003Cp>Den ersättning\u002Flön den anställde erhåller för den tid re-sandet tar i\nanspråk.\u003C\u002Fp>\n\n\u003Cp>3)Resekostnadsersättning\u003C\u002Fp>\n\n\u003Cp>Ersättning avseende kostnaden för arbetstagaren, hans bagage samt ev.\nutrustning denne behöver, som själva re-san betingar. Vid tågresa färdas\narbetarna i samma res- klass som gäller för tjänstemännen vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Helglön\u003C\u002Fh2>\n\n\u003Cp>Helglön betalas till arbetstagare med timlön.\u003C\u002Fp>\n\n\u003Cp>Vid löneform med fast och rörlig del, såsom premie eller dylikt, betalas\nhelglön på den rörliga delen även för må- nadsavlönade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Helglönens storlek\u003C\u002Fh3>\n\n\u003Cp>Helglön betalas med arbetstagarens genomsnittliga tim- förtjänst under\nsenaste löneperiod, multiplicerad med 8 timmar vid heltidsarbete och vid\ndeltidsarbete i proportion därtill. Med genomsnittlig timförtjänst avses\nfasta och rör-liga lönedelar (inklusive OB-tillägg).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Mom. 2 Helglöneberättigade dagar\u003C\u002Fh3>\n\n\u003Cp>Helglön betalas för följande dagar: nyårs-, tretton-, lång-fredagen,\nannandag påsk, första maj, Kristi Himmel- fardsdag, nationaldagen, midsommar-\noch julafton, jul-dagen, annandag jul och nyårsafton. Ovanstående gäller\nunder förutsättning att helgdagen infaller måndag-fredag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Kvalifikationsdag för helglön\u003C\u002Fh3>\n\n\u003Cp>För erhållande av helglön erfordras, att arbetstagaren för\narbetsgivarens räkning arbetat under för honom gällande arbetsdag\n(kvalifikationsdag) närmast före eller efter helg-dagen. För arbetstagare\nmed ordinarie arbetstid på helg-dagen fordras arbetstid även på helgdagen\nifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Utbetalning av helglön\u003C\u002Fh3>\n\n\u003Cp>Helglön betalas vid det avlöningstillfälle, som avser den\navlöningsperiod, inom vilken helgdagen infaller.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckningar\u003C\u002Fp>\n\n\u003Cp>1) Med arbete på kvalifikationsdag jämställs skriftlig be-viljad ledighet\nunder sådan dag. Med arbete på kvalifika-tionsdag jämställs även\u003C\u002Fp>\n\n\u003Cp>a)erforderlig frånvaro på grund av styrkt sjukdom eller olycksfall i den\nmån sjukdomen eller olycksfallet inte meclför rätt till sjukpenning under\nhelgdagen enligt lag samt\u003C\u002Fp>\n\n\u003Cp>b)försening till följcl av hinder i allmänt kommunikations¬medel, som\ninte normalt kunnat förutses.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Hemarbete\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>Mom. 1 Försäkringar\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Arbetsgivare med hemarbetare ska teckna AFA-försäk- ringar för dessa, det\nvill säga försäkring om avgångsbidrag (AGB), avtalsgruppsjukförsäkring\n(AGS), tjänstegruppliv- försäkring (TGL), försäkring om avtalspension och\nomställningsförsäkring samt Föräldrapenningtillägg.\u003C\u002Fp>\n\n\u003Cp>För hemarbetare gäller särskilda bestämmelser i enlig-het med § 10 i de\ngemensamma försäkringsvillkoren för AFA-försäkringar.\u003C\u002Fp>\n\n\u003Cp>Försäkringsreglerna enligt AFA:s försäkringsvillkor förutsätter\nberäkning av hemarbetarnas genomsnittliga timtid per vecka. Antalet timmar\nberäknas därvid efter hemarbetarens arbetsförtjänst under senaste\narbetspe¬riod, dividerad med avtalets timlön för arbetstagare fyllda 18 år\nenligt § 3 mom. 1.\u003C\u002Fp>\n\n\u003Cp>En hemarbetare är att betrakta såsom anställd enligt innebörden i det\nförsäkringsavtal som ska träffas mellan den enskilde arbetsgivaren och AFA,\nunder den tid då han har hemarbete att utföra, dvs. från och med den dagen\nefter det arbetet utjämnats till och med den dagen för inlämnandet av det\nfärdiga arbetet. Arbetsgivare har att föra erforderliga anteckningar, så att\nuppgift om anställ-ningstid vid förfrågan kan lämnas till AFA.\u003C\u002Fp>\n\n\u003Cp>I övrigt gäller avtalet angående tjänstegrupplivförsäk- ring i den\nomfattning AFA bestämmer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Arbetsgivarens informationsskyldighet\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska noggrant informera hemarbetaren om de risker för\nolycksfall och ohälsa som kan vara för-knippade med av arbetsgivaren\ntillhandahållna verktyg, maskiner och material.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Hemarbetsackord\u003C\u002Fh3>\n\n\u003Cp>Vid nysättning av hemarbetsackord, som väntas bli av större omfattning,\nska arbetsledningen meddela den lokala arbetstagarorganisationen att ackordet\nutlämnas eller erbjudits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid tvist rörande hemarbetsackord ska de ackordspriser som gäller för\narbetet eller motsvarande arbete i fabriken äga tillämpning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4. Information till lokal facklig organisation\u003C\u002Fh3>\n\n\u003Cp>Företag med hemarbetare anställda ska fortlöpande infor-mera den lokala\narbetstagarorganisationen om hemarbe-tets omfattning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Utökat hemarbete\u003C\u002Fh3>\n\n\u003Cp>Ar utökning av hemarbetet aktuellt ska redan anställda hemarbetare som\nuttryckt önskemål om mer arbete, i för-sta hand erbjudas detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Avlöningens utbetalande\u003C\u002Fh2>\n\n\u003Cp>Om lokal överenskommelse inte träffats om annat gäller följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Utbetalningsdatum\u003C\u002Fh3>\n\n\u003Cp>Löneutbetalning sker den 25:e i vaije kalendermånad. Avdrag respektive\ntillägg som ej beräknas på kalender-månad redovisas vid\navlöningstillfället närmast efter föregående kalendermånads utgång.\u003C\u002Fp>\n\n\u003Cp>Infaller löneutbetalningsdagen enligt ovan på en lördag eller söndag\nutbetalas lönen på fredagen före respektive dag och infaller\nutbetalningsdagen på en helgdag sker utbetalningen på närmast föregående\nvardag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Lönespecifikation\u003C\u002Fh3>\n\n\u003Cp>Vid löneutbetalning ska lönespecifikation lämnas innehållande intjänad\nlön för perioden, intjänade och sparade semesterdagar, övertidstimmar,\nuttagna och innestående övertidstimmar, saldo i kompbank samt gjorda skatte-\nsamt övriga avdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 15 Uppbörd av fackliga avgifter m.m.\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Allmänt om uppbörd\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivare ska, på sätt nedan anges, medverka till upp-börden av\narbetstagarnas ordinarie fackliga avgifter. Arbetsgivare äger rätt att efter\nförhandling med den loka¬la fackliga organisationen låta uppbörden ske\nantingen via den betalningsförmedlare som anlitats för avlöningsutbe-\ntalningen eller via bank, post eller intressekontor eller ge-nom avdrag i\nsamband med löneutbetalningen.\u003C\u002Fp>\n\n\u003Cp>Avdrag av den fackliga avgiften får endast ske för de arbetstagare som\nlämnat skriftlig fullmakt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Avdrag och inbetalning\u003C\u002Fh3>\n\n\u003Cp>I samband med lönens utbetalande, ej dellön eller förskott, ska\narbetsgivaren innehålla den av arbetarparten medde-lade avgiften. Om efter\nverkställda avdrag återstående lönemedel ej motsvarar avgiftens fasta del\ndras endast procentuell del eller det av den procentuella delen som är möjlig\natt dra. Har medlemmen ingen intjänad lön eller saknas möjlighet att dra\nfacklig avgift meddelas detta på sätt som anges nedan under moment 4.\u003C\u002Fp>\n\n\u003Cp>Totalsumman av de medel som innehållits vid avlön- ingstillfällena under\nen kalendermånad inbetalas direkt till Industrifacket Metall senast den 15:e i\nefterföljande kalendermånad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)Avdrag för facklig avgift görs efter samtliga i lag och förordning\nreglerade avdrag samt närmast efter samt-liga avdrag, som betingas av\narbetsgivarens fordringar eller sammanhänger med\nanställningsförhållandet.\u003C\u002Fp>\n\n\u003Cp>b)Avdraget belopp ska anges i lönespecifikation.\u003C\u002Fp>\n\n\u003Cp>c)Parterna är ense om att avrunclning av avclragsbeloppet till hel krona\nkan ske enligt sedvanliga matematiska regler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Arbetarpartens uppgiftsskyldighet\u003C\u002Fh3>\n\n\u003Cp>Det åligger arbetarparten att senast under november månad varje år\nskriftligen underrätta arbetsgivaren om storleken av det procentuella\noch\u002Feller fasta avdrag som ska tillämpas under kommande kalenderår. Om så ej\nsker tillämpas även under det kommande kalenderåret det under närmast\nföregående kalenderår gällande avdraget såvida annat ej överenskommes\nlokalt.\u003C\u002Fp>\n\n\u003Cp>För nya medlemmar åligger det arbetarparten att till arbetsgivaren\növerlämna fullmakter jämte förteckning över dessa. Avdrag för nya\nmedlemmar ska ske från och med första avlöningstillfället.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Arbetsgivarpartens uppgiftsskyldighet\u003C\u002Fh3>\n\n\u003Cp>Det åligger arbetsgivaren att senast den 15:e i vaije ka-lendermånad till\nIndustrifacket Metalls avdelning insända uppgifter på förteckning över de\narbetstagare för vilka arbetsgivaren vid avlöningstillfället under närmast\nföre-gående månad haft fullmakt att göra avdrag för fackliga avgifter.\u003C\u002Fp>\n\n\u003Cp>Förteckningen ska uppta följande uppgifter\u003C\u002Fp>\n\n\u003Cp>-arbetsgivarens namn\u003C\u002Fp>\n\n\u003Cp>-arbetsgivarens arbetsplats\u003C\u002Fp>\n\n\u003Cp>-arbetsgivarens redovisningsnummer - tilldelat av \u003C\u002Fp>\n\n\u003Cp>Industrifacket Metall\u003C\u002Fp>\n\n\u003Cp>-avgiftsmånad\u003C\u002Fp>\n\n\u003Cp>-löneutbetalningsdatum\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens\u002Fnas namn\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens\u002Fnas personnummer\u003C\u002Fp>\n\n\u003Cp>-arbetstagarens\u002Fnas avdragsbelopp\u003C\u002Fp>\n\n\u003Cp>-i kolumn ”summa ej dragna avgifter” anges om arbets-givaren ej kunnat\nverkställa något avdrag under av- giftsmånaden.\u003C\u002Fp>\n\n\u003Cp>Markeringar om avvikelser ska också göras med koder enligt förbundets\nanvisningar för:\u003C\u002Fp>\n\n\u003Cp>-Föräldraledig\u003C\u002Fp>\n\n\u003Cp>-Sjukfrånvaro\u003C\u002Fp>\n\n\u003Cp>-Utbildning\u002Fstudier\u003C\u002Fp>\n\n\u003Cp>-Första värnpliktstjänstgöring\u003C\u002Fp>\n\n\u003Cp>-Tjänstledig\u003C\u002Fp>\n\n\u003Cp>-Annan orsak\u003C\u002Fp>\n\n\u003Cp>-Nyanställd\u002Fny fullmakt\u003C\u002Fp>\n\n\u003Cp>-Slutat anställning\u003C\u002Fp>\n\n\u003Cp>-Återtagen fullmakt\u003C\u002Fp>\n\n\u003Cp>Uppgifterna ska avse förhållandet för redovisnings-perioden.\u003C\u002Fp>\n\n\u003Cp>Redovisningsuppgifterna ska lämnas enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Om arbetsgivarens lönebehandlingssystem kan ska¬pa en så kallad textfil\nenligt specifikation som tillhanda¬hålls av Industrifacket Metall ska\nuppgifterna lämnas till Industrifacket Metall på sådan textfil.\u003C\u002Fp>\n\n\u003Cp>2.Om arbetsgivaren har tillgång till dator, internet och kalkylprogrammet\nExcel eller Star Office kan uppgifterna lämnas på en så kallad webb- eller\ne-lista. Listan skickas en gång i månaden till arbetsgivaren. Beskrivning av\nwebb- eller e-listans funktion och de koder som ska använ-das lämnas av\nIndustrifacket Metall.\u003C\u002Fp>\n\n\u003Cp>3.Om arbetsgivaren inte har förutsättning att lämna upp-gifterna enligt\npunkt 1 eller 2 lämnas uppgifterna på av Industrifacket Metall\ntillhandahållen förtryckt uppbörds- lista.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Rörande den praktiska handläggningen hänvisas till respektive avdelning\nför mer information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Förändringar under året\u003C\u002Fh3>\n\n\u003Cp>Om förändringar av det procentuella och\u002Feller fasta av-draget är\nnödvändig under året på grund av omständig-heter över vilka IF Metall ej\nråder, kan avgiften ändras även vid andra tillfällen än vad som anges\nunder mom. 3, arbetarpartens uppgiftsskyldighet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>§ 16 Kläder, skor och annan skyddsutrustning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Arbetskläder\u003C\u002Fh3>\n\n\u003Cp>Företaget tillhandahåller fria arbetskläder. Tvättbyte sker minst en\ngång per vecka. Tvätt och lagning av dessa kläder bekostas av\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Personlig skyddsutrustning\u003C\u002Fh3>\n\n\u003Cp>Vid arbetsuppgifter där detta är motiverat av arbetsmiljö-skäl\ntillhandahåller arbetsgivaren kläder och skor. Därvid kan ifrågakomma att\ndräkt for skydd mot värme, kyla eller väta, t.ex. regnkläder,\nskyddskläder, skyddsskor, skyddshandskar och även underkläder\ntillhandahålls. Arbetsgivaren är skyldig att bekosta och tillhanda¬hålla\npersonlig skyddsutrustning där sådan är erforder¬lig. Sådan\nskyddsutrustning kan t.ex. bestå av andnings¬skydd, fot- och benskydd,\nhörselskydd, skyddshjälm, säkerhetsbälte med lina, ögon- och\nansiktsskydd.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Glasögon\u003C\u002Fh3>\n\n\u003Cp>Anställd som i sitt arbete skadar eller onormalt försliter sina glasögon\nerhåller ersättning av företaget.\u003C\u002Fp>\n\n\u003Cp>Där det är motiverat av arbetsmiljöskäl, tillhandahåller arbetsgivaren\nglasögon samt regelbundna synundersök-ningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>§ 17 Föreskrifter om arbetsmiljöns beskaffenhet\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Föreskrifter, författningar etc.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">\u003Cp>Av Arbetsmiljöverket och andra tillsynsmyndigheter utfärdade\nförfattningar, föreskrifter och anvisningar ska följas. Hälso- och\nmiljöfarliga varor som förekommer på arbetsstället ska vara försedda med\nmärkning enligt kemikalielagen samt föreskriften Kemiska arbetsmiljö-risker,\nAFS 2014:43.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>På varje arbetsställe ska i arbetstagarnas personal-utrymme finnas\ntillgängligt arbetsmiljölagen, arbetsmiljö-förordningen, de av\nArbetsmiljöverket eller annan tillsyns-myndighet utfärdade författningar,\nföreskrifter och an-visningar som avser verksamheten inom arbetsstället samt\nde lokala skyddsföreskrifterna.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöverkets föreskrifter om systematiskt arbets- miljöarbete samt\nOrganisatorisk och social arbetsmiljö bör särskilt beaktas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Gemensamma utgångspunkter om att främja utvecklingen av en god\narbetsmiljö\u003C\u002Fh3>\n\n\u003Cp>Arbetsmiljöarbetet är en viktig och integrerad del av före-tagens\nverksamhet. En god arbetsmiljö som även omfattar de psyko\u002Fsociala\nförhållandena i arbetsmiljön ska syfta till låg sjukfrånvaro, bra\narbetsförhållanden samt ökad pro-duktivitet, kvalitet och lönsamhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Lokal samverkan om arbetsmiljöarbete\u003C\u002Fh3>\n\n\u003Cp>De lokala parternas samverkan är grundläggande för\narbetsmiljöarbetet.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöfrågorna handläggs i bl.a. linjeorganisatio-nerna av ansvariga\nchefer och ska inordnas i företagets or-dinarie verksamhet. Det är viktigt\natt arbetsgivarens och arbetstagarens företrädare på olika nivåer har\ntillräckliga befogenheter och erforderlig kompetens för att fylla sin del av\ndet samlade ansvaret. Lokala överenskommelser bör därför träffas om formen\nför samverkan, där reglerna om systematiskt arbetsmiljöarbete och\nrehabilitering utgör viktiga delar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Mom. 4 Utbildning\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna bedömer behovet av utbildning och information samt den\ntid somfattning och det innehåll som erfordras för att åstadkomma och\nvidmakthålla en god arbetsmiljö i företaget.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Företagshälsovård\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivare har skyldighet att ansluta sig till företags-hälsovård. En\nändamålsenlig företagshälsovård är en betydelsefull resurs för företag\noch anställda. Företags-hälsovården bör utformas med utgångspunkt från\nolika behov och krav i de enskilda företagen. En genomgång av företagens\nbehov av företagshälsovård är av betydelse och bör ske årligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Information om arbetsmiljön\u003C\u002Fh3>\n\n\u003Cp>Varje arbetstagare ska få tillgång till den information som företaget har\ntillgång till och som är av betydelse för hans egen arbetsmiljö. Vid\nnyanställning och vid övergång till nya arbetsuppgifter ska den anställde\ngenom arbets-givarens försorg få erforderlig information om yrkesrisker och\nskyddsåtgärder.\u003C\u002Fp>\n\n\u003Cp>Skyddsombudet har rätt att vid dessa och vid övriga tillfäl-len ta den\nanställdes arbetstid i anspråk för att informera om yrkesrisker och\nskyddsåtgärder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Skyddsombuden har enligt arbetsmiljölagen sjätte kapitlet § 6 rätt att\nta del av de handlingar och erhälla de upplys-ningar i övrigt som är av\nbetydelse för deras verksamhet.\u003C\u002Fp>\n\n\u003Cp>I den mån så är erforderligt ska tolkning till främmande språk ske då\ninformation och instruktion sker i ovannämn-da avseenden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Användning av truck\u003C\u002Fh3>\n\n\u003Cp>Då truck används på arbetsplatsen ska utbildning av truckförare och\nhantering av truck ske enligt föreskrifter-na i Arbetsmiljöverkets\nförfattningssamling AFS 2006:5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 18 Försäkringar\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Försäkringsskydd\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivare är skyldig att teckna och vidmakthålla följ-ande\nförsäkringar enligt gällande överenskommelse mel¬lan SAF och LO.\u003C\u002Fp>\n\n\u003Cp>1 Grupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>2 Omställningsförsäkring\u003C\u002Fp>\n\n\u003Cp>-Avgångsbidragsförsäkring (AGB)\u003C\u002Fp>\n\n\u003Cp>-Omställningsstöd\u003C\u002Fp>\n\n\u003Cp>3 Gruppsjukförsäkring (AGS)\u003C\u002Fp>\n\n\u003Cp>4 Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>5 Avtalspension Svenskt Näringsliv-LO\u003C\u002Fp>\n\n\u003Cp>6 Försäkring om föräldrapenningtillägg\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar att åtgärder enligt TSL.s omställ- ningsprogram är\nviktiga för att arbetstagaren vid arbets-bristsituation snabbt ska komma i ny\nanställning. Arbets-tagare har rätt att delta i sådana aktiviteter under\nuppsäg-ningstiden på betald arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Avsättning Deltidspension (DP)\u003C\u002Fh3>\n\n\u003Cp>Avsättning till DP sker med inbetalning av del av löne-summan per\nanställd enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2021-01-01\u003C\u002Fstrong> 2,0 %\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch2>§ 19 Åtgärder för utveckling av företaget\u002F anställda, jämställdhet\nmellan könen samt förslagsverksamheten\u003C\u002Fh2>\n\n\u003Cp>Beträffande utveckling av företaget\u002Fanställda har parter¬na antagit de\nav SAF och LO träffade utvecklingsavtal (UVA) från april 1982 och avtalet om\nåtgärder för jäm¬ställdhet mellan kvinnor och män i arbetslivet från\nden 3 mars 1983.\u003C\u002Fp>\n\n\u003Cp>Dock gäller inte § 14,15 samt 16 mom. 3 och 4 i UVA. Som en följd av\ndetta gäller inte heller hänvisningarna till dessa bestämmelser i\njämställdhetsavtalet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cp>\u003Cstrong>Europeiska ramavtalet om distansarbete och stress\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Europeiska ramavtalet om trakasserier och våld\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Europeiska ramavtalet om kvarts\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Föreningen Svenskt Näringsliv och LO, TCO, SACO m.fl. rekommenderar att\nramavtalen om distansarbete och stress, i svensk översättning, liksom\nramavtalen om tra-kasserier och våld samt ramavtalet om kvarts, bör tjäna\nsom riktlinjer då avtal träffas i dessa frågor inom avtals-området.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Förslagsverksamhet och utvecklingsavtal m.m.\u003C\u002Fh4>\n\n\u003Cp>Avtal om förslagsverksamheten mellan LO\u002FPTK\u002FSAF från 1985 gäller med\nföljande undantag och tillägg.\u003C\u002Fp>\n\n\u003Cp>Avtalet omfattar alla företag oavsett antalet anställda.\u003C\u002Fp>\n\n\u003Cp>I tvist om tillämpningen av avtalet om förslagsverksam-heten gäller\nförhandlingsordningen i IMG-avtalets § 24 samt Medbestämmandelagen § 64.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Hållbart arbete\u003C\u002Fh4>\n\n\u003Cp>På arbetsmarknaden har diskuterats frågor om arbetsor-ganisation,\nkompetensutveckling och lön, mot bakgrund av såväl företagens kunskaper och\nerfarenheter av föränd-rad organisation, kompetensutveckling och\nlönebildning. Industrifacket Metall har utarbetat en rapport ”Hållbart\narbete”.\u003C\u002Fp>\n\n\u003Cp>I rapporten konstateras att de mål som ställts upp av båda parter är\nförenliga: ökad produktivitet, lönsamhet och utvecklingskraft i företagen\nskapar bättre förutsätt-ningar för de anställdas löneutveckling och goda\narbetsför-hållanden i övrigt.\u003C\u002Fp>\n\n\u003Cp>Konstaterades vidare att utvecklingen ställer krav på förändring av\narbetsorganisationen och på kompetensut-veckling hos de anställda samt på\nutveckling av lönesys-tem och lönesättning.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen förutsätter ökat ansvar och vidgad kom-petens hos de\nanställda, vilket ger dessa möjlighet att inom ramen för företagets\nverksamhet utveckla sina färdigheter och därmed också sitt inflytande i\narbetet. Detta i sin tur ger förutsättningar för en mer individuell,\ndifferentierad och decentraliserad lönesättning samt löne-system som är\nanpassade till en ny organisation. Allmänt bör lönesättningen ha sin\nutgångspunkt i en lönepolitik för företaget, kopplad till företagens mål\noch verksamhet. Lönen och lönesystemen ska vara en drivkraft för att bl.a.\nlära sig mer och ta på sig nya arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Industrifacket Metall rekommenderar företagen att, sär-skilt i samband med\nförändringar av arbetsorganisationen, uppmärksamma kompetensen och\nkompetensutvecklingen och dess betydelse för lönesystemen och\nlönesättningen i företaget.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen måste i första hand ske i företagen. I en-lighet med\nutvecklingsavtalet och jämställdhetsavtalet samverkar företag, de anställda\noch facklig organisation vid arbetsorganisationsförändringar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 20 Permission samt ledighet med stöd av lag\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Definition\u003C\u002Fh3>\n\n\u003Cp>Med permission avses ledighet med bibehållen lön under högst en dag. I\nsärskilda fall kan permission beviljas för flera dagar, t.ex. vid\nfamiljeangelägenheter av synnerlig vikt. Arbetstagare som önskar erhålla\npermission bör om så är möjligt ansöka härom i god tid innan ledigheten\nska bölja. I ansökan ska arbetstagaren ange skälet och önskad tidsperiod\nför ledigheten.\u003C\u002Fp>\n\n\u003Cp>Med bibehållen lön avses - vid tidlönearbete den timlön (d.v.s. tidlön\ninklusive eventuella individuella tillägg\u002Fper- sonlig tidlön) som gäller\nför arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cp>- Vid nära anhörigs eller annan person för vilken den anställde har\nvårdnadsansvar, hastigt påkommande sjukdomsfall, olycksfall, frånfälle,\nbegravning och urn- nedsättning.\u003C\u002Fp>\n\n\u003Cp>Med ”nära anhörig” förstås make\u002Fmaka, barn, barnbarn, syskon,\nföräldrar, svärföräldrar samt mor och farföräldrar. Med make\u002Fmaka\njämställs person som arbetstagare sam-manlever med under äktenskapsliknande\nförhållanden samt registrerad partner.\u003C\u002Fp>\n\n\u003Cp>-Eget besök hos läkare, sjukvårdsinrättning och tand-läkare samt\nåterbesök i skälig omfattning.\u003C\u002Fp>\n\n\u003Cp>-Egen bemärkelsedag (50 och 60 år).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>-Eget bröllop eller ingående av partnerskap.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid nära anhörigs frånfälle och begravning kan permissio-nen också\nomfatta nödvändiga resdagar, högst två.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Annan ledighet\u003C\u002Fh3>\n\n\u003Cp>Vid ledighet som utgår med stöd av lag tillämpas däri angivna regler\nbeträffande bl.a. ansökan om ledighet och anmälan om återgång i\narbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Politisk och facklig verksamhet\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare har rätt till erforderlig ledighet för att delta i politiska\noch fackliga val samt för offentliga upp¬drag. Anmälan om detta ska göras\nsenast dagen innan ledigheten.\u003C\u002Fp>\n\n\u003Cp>Rätt föreligger också till erforderlig ledighet för upp-drag för den\nfackliga organisationen. Anmälan ska i dessa fall göras i så god tid som\nmöjligt i förväg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 21 Semester\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Semesterlagen\u003C\u002Fh3>\n\n\u003Cp>Semester utgår enligt lag och ersättningarna utbetalas vid ordinarie\nlönetillfälle före semestertillfället, dock senast fem dagar före\nhuvudsemesterns böljan. Kollektivavtalets semesterbestämmelser utgör ej\nhinder att lokalt träffa kollektiva eller individuella överenskommelser i\nsådana fall, där semesterlagen förutsätter att sådana överens-kommelser\nska kunna träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Mom. 2 Semesterlön\u003C\u002Fh3>\n\n\u003Cp>a)Semesterlöneunderlaget för timavlönade och ackordsar¬betare ska för\nvarje semesterlönegrundande frånvarotim¬me ökas med ett belopp motsvarande\nden genomsnittliga inkomst som utges för vaije timme i anställningen under\nintjänandeåret. Semesterlönen utgör 13,2 procent av\nsemesterlöneunderlaget.\u003C\u002Fp>\n\n\u003Cp>b)För månadsavlönade gäller reglerna enligt § 4 mom. 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för vuxna respektive minderåriga arbetsta-gare ska uppgå\ntill lägst ett belopp per dag enligt nedan: Semesteråret som böljar\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2021-01-01\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>2022-04-01\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Vuxna\u003C\u002Ftd>\n      \u003Ctd>1 551 kr\u003C\u002Ftd>\n      \u003Ctd>1 588 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Minderåriga\u003C\u002Ftd>\n      \u003Ctd>1 207 kr\u003C\u002Ftd>\n      \u003Ctd>1 236 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens semesterlön per dag understiger ovan-stående belopp ska\nutfyllnad göras med skillnaden mellan detta belopp och arbetstagarens\nsemesterlön per dag. För arbetstagare som under intjänandeåret arbetat\ndeltid ska beloppen omräknas i proportion därtill.\u003C\u002Fp>\n\n\u003Cp>c)Vad som ovan sagts rörande semesterlön gäller på motsvarande sätt vid\nberäkning av semesterlön för sparad semester och semesterersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Sjukfrånvaro\u003C\u002Fh3>\n\n\u003Cp>För att sjukfrånvaron ska kvalificera till semester och se-mesterlön ska\nsjukdomen snarast möjligt anmälas till ar-betsgivaren och senast inom 14\ndagar efter återkomsten i arbetet styrkas genom intyg från\nförsäkringskassan, när ersättning erhållits, eller annars genom skriftlig\nförsäkran av vederbörande arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Har arbetstagaren varit förhindrad att anmäla sjuk¬domen till\narbetsgivaren, ska frånvaron likväl kvalificera, om arbetstagaren kan visa\ngodtagbara hinder, och styrka sjukdomen genom intyg från\nförsäkringskassan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan i samtliga fall kräva att sjukdomen styrks genom\nläkarintyg under förutsättning att han klar-gjort detta i det enskilda\nfallet för vederbörande arbetsta-gare senast i samband med att arbetsgivaren\nfår anmälan om sjukdomen. Om arbetsgivaren kräver intyg av läkare, ska han\nersätta kostnaden för intyget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckningar\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren ej anmält orsak till sjukfrånvaron sna-rast möjligt\nefter återkomsten i arbete bör arbetsgivare efterhöra orsaken till\nfrånvaron och begära att av arbets-tagaren åberopad sjukfrånvaro styrkes.\nOm arbetstagaren i så fall ej styrker sjukfrånvaron inom en vecka härefter\när sjukdomen ej kvalificerande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Förskottssemester\u003C\u002Fh3>\n\n\u003Cp>Om arbetstagare ej har intjänat betalda semesterdagar som täcker\nföretagets semesterstängning och arbets¬tagaren ej kan beredas arbete ska\nföretaget träffa skriftlig överenskommelse med arbetstagaren om ledighet med\nbibehållen lön (förskottssemester).\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens anställning upphör inom fem år från anställningens\nbörjan får avdrag från innestående lön och\u002Feller semesterersättning\ngöras enligt samma regler som för tjänstledighet men räknat på den lön\nsom gällde under förskottssemestern. För timavlönade görs avdrag på\nmotsvarande sätt men med den timlön som gällde under förskottssemestern.\u003C\u002Fp>\n\n\u003Cp>Avdrag ska dock inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>-Arbetstagarens sjukdom\u003C\u002Fp>\n\n\u003Cp>-Förhållanden som avses i 4 § tredjestycket första meningen i lagen\n(1982:80) om anställningsskydd, eller\u003C\u002Fp>\n\n\u003Cp>-Uppsägning från arbetsgivarens sida, som beror på förhållanden som\ninte hänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avdraget sker i proportion till anställningstiden.\u003C\u002Fp>\n\n\u003Cp>< - 1 år 100 %\u003C\u002Fp>\n\n\u003Cp>1- 2 år 80 %\u003C\u002Fp>\n\n\u003Cp>2- 3 år 60 %\u003C\u002Fp>\n\n\u003Cp>3- 4 år 40 %\u003C\u002Fp>\n\n\u003Cp>4- 5 år 20 %\u003C\u002Fp>\n\n\u003Cp>> - 5 år 0 sker inget avdrag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 22 Ingående och upphörande av anställning\u003C\u002Fh2>\n\n\u003Cp>Visstidsanställning på detta avtalsområde sker enbart enligt detta avtal\nsom helt ersätter reglerna om visstidsan-ställning i Lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom.1 Anställningsformer\u003C\u002Fh3>\n\n\u003Cp>En anställning gäller tillsvidare. Avtal om anställning för viss tid kan\ndock träffas enligt mom. 2:1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom.2:1 Anställning för viss tid, vikariat och praktik\u003C\u002Fh4>\n\n\u003Cp> Arbetsgivaren kan efter överenskommelse med den lokala fackliga\norganisationen anställa arbetstagare på viss tid, vikariat för namngiven\nperson och praktik. Sådan anställ-ning ska normalt inte överstiga tolv\nmånader.\u003C\u002Fp>\n\n\u003Cp>Avtal om viss tid, dock högst 12 månader, med anställd som har\nkollektivavtalad förstärkt företrädesrätt. Om en sådan anställning\npågår i mer än 12 månader övergår den till en tillsvidareanställning,\növergår den till en tillsvida-reanställning. Visstidsanställning genom KFF\nenligt detta stycke får inte vara kortare än en dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Arbetstagarparten motsätter sig inte att arbetsgivaren an-ställer\nskolungdom för feriearbete på begränsad tid, doek ska den lokala fackliga\norganisationen delges kopia på anställningsbeviset.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:2 Deltidsanställning\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren kan efter överenskommelse med den lokala fackliga\norganisationen anställa arbetstagare på deltid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Turordning och företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>Reglerna i lagen om anställningsskydd om turordning och återanställning\ngäller med följande ändringar och tillägg: mellan arbetsgivaren och den\nlokala arbetstagarorganisa-tionen vid företaget får - om så skulle bli\naktuellt vid upp-kommande fall av personalförändringar till följd av\ndrifts-inskränkningar - överenskommelse träffas (lokal överens-kommelse) om\nturordning vid uppsägning respektive före-trädesrätt till ny anställning.\nSådan överenskommelse kan träffas avseende turordning för uppsägning och\nåteran-ställning vid uppsägningstillfället. Inför återanställning kan\növerenskommelse om turordning träffas även efter att uppsägningar\nverkställts.\u003C\u002Fp>\n\n\u003Cp>Centrala parter kan när synnerliga skäl föreligger begära central\nförhandling om sådan överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Kollekti vavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som blivit uppsagd från en tillsvidareanställ-ning på grund\nav arbetsbrist och som har företrädesrätt enligt mom 3, har kollektivavtalad\nförstärkt företrädes¬rätt under en fast förlagd sammanhängande period\nom som regel sex månader.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt gäller under samma period\nför samtliga uppsagda och räknas från den dag då uppsägningstiden enligt\nlagen om anställnings-skydd löper ut för de arbetstagare av de uppsagda som\nhar längst uppsägningstid. Genom lokal överenskommelse kan perioden med\nkollektivavtalad förstärkt företrädesrätt förläggas till annan fast\nförlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>En arbetstagare som hos arbetsgivaren tidigare haft en kollektivavtalad\nförstärkt företrädesrätt kan tjäna in en ny kollektivavtalad förstärkt\nföreträdesrätt. Det förutsät¬ter att arbetstagaren återanställts\ntillsvidare och att ar-betstagaren varit anställd sammanlagt 18 månader under\n36 månader efter den förra kollektivavtalade förstärkta\nföreträdesrätten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För undvikande av missuppfattningar konstaterar parter¬na att såväl\nföreträdesrätt enligt mom 3 som kollektiv¬avtalad förstärkt\nföreträdesrätt gäller vid driftsenheten samt förutsätter att\narbetstagaren har tillräckliga kvali¬fikationer för det arbete som är i\nfråga.\u003C\u002Fp>\n\n\u003Cp>Tidpunkten då perioden av kollektivavtalad förstärkt företrädesrätt\ninleds bestäms enbart med utgångspunkt i den lagstadgade uppsägningstiden.\nEventuella förläng-ningar av uppsägningstiden beaktas inte.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt förutsätter\nföre-trädesrätt enligt mom. 3. Det innebär att den kollektivav- talade\nförstärkta företrädesrätten blir fyra månader för arbetstagare med en\nmånads uppsägningstid när uppsäg-ningstiden är sex månader för de\narbetstagare av de upp-sagda som har längst uppsägningstid, om inte de lokala\nparterna kommer överens om att förlägga den kollektivav- talade förstärkta\nföreträdesrätten till annan fast förlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Inhyrningav bemanningsföretag under kollektivavtalad förstärkt\nföreträdesrätt\u003C\u002Fh3>\n\n\u003Cp>Under den tid då arbetstagare har kollektivavtalad förstärkt\nföreträdesrätt kan inhyrning ske under sam-manlagt 30 arbetsdagar, då\ninhyrning på grund av tidsbe-gränsning är motiverat. Inhyrning kan också\nske för att säkerställa produktionens behöriga gång under den tid då\narbetsgivaren, utan onödigt dröjsmål, löser bemanningsbe- hovet genom\nåteranställning.\u003C\u002Fp>\n\n\u003Cp>Annan inhyrning av arbetskraft från bemanningsföre-tag än vad som sagts i\nförsta stycket under den tid då ar-betstagare har kollektivavtalad\nförstärkt företrädesrätt, ska föregås av överläggningar mellan\nföretaget och den lokala arbetstagarorganisationen. Om den lokala arbets-\ntagarparten vid sådana överläggningar motsätter sig in-hyrning, till\nförmån för att personalbehovet tillgodoses genom återanställning, och\narbetsgivaren då väljer återan-ställning gäller bestämmelserna i mom\n6.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren, trots att den lokala arbetstagarorga-nisationen motsatt\nsig detta, väljer att hyra in ska arbets-givaren som avlösen av den\nkollektivavtalade förstärkta företrädesrätten betala tre månadslöner\n(fast kontant lön) till envar av de arbetstagare har företrädesrätt till\nåteran-ställning enligt mom 3.\u003C\u002Fp>\n\n\u003Cp>Avlösen ska betalas till det antal arbetstagare som mot-svarar antalet\ninhyrda.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en drifts-enhet eller flytt\nav hela eller delar av verksamheten gäl¬ler inte några begränsningar mot\ninhyrning av arbetskraft från bemanningsföretag under den tid beslutet om\nned-läggning eller flytt verkställs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Återanställning\u003C\u002Fh3>\n\n\u003Cp>Om den lokala arbetstagarorganisationen enligt mom 5 motsatt sig inhyrning\nhar arbetsgivaren rätt att avseen¬de en tredjedel av det antal arbetstagare\nsom han återan- ställer frångå turordningen för återanställning enligt\nmom 3, för det fall de lokala parterna inte dessförinnan träffat lokal\növerenskommelse om turordningen för återanställ-ning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tredjedel fastställs genom matematisk avrundning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Förfarande vid återanställning\u003C\u002Fh3>\n\n\u003Cp>För att skynda på återanställningsprocessen kan företaget, som ett\nkomplement till andra kontakter, per post skicka ut\nåteranställningserbjudande till hela eller delar av den krets av arbetstagare\nsom omfattas av turordningen för återanställning enligt mom 3. Erbjudandet\nskickas till senast kända adress med begäran om svar inom viss tid, dock som\nkortast fem arbetsdagar från det att meddelan¬det skickades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att återanställningsprocessen ska bedrivas\nskyndsamt.\u003C\u002Fp>\n\n\u003Cp>I erbjudandet ska arbetsgivaren ange att antalet platser är begränsat och\natt en accept således inte innebär att återan-ställning är garanterad.\u003C\u002Fp>\n\n\u003Cp>När svar från arbetstagarna inkommit sker urvalet en-ligt mom 6 för\nåteranställning bland de arbetstagare som meddelat företaget att de är\nberedda att acceptera åter- anstållningserbjudandet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 8 Egen uppsägning\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som slutar sin anställning utan iakttagan¬de av bestämd\nuppsägningstid förlorar innestående avlö¬ning, dock högst uppgående\nbelopp som motsvarar hälften av avtalets grundtimlön, enligt § 3 mom 1, för\nde dagar arbetstagare ej tjänstgjort.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som uteblivit från arbetet under tio ar-betsdagar utan att\ntill arbetsgivaren ha anmält orsaken till sin frånvaro, anses ha slutat sin\nanställning utan iakt-tagande av uppsägningstiden. Om arbetstagare likväl\nin¬om rimlig tid inställer sig till arbete och därvid som orsak till\nfrånvaron och underlåtenheten att anmäla denna anför omständigheter som\nskäligen bör godtas, ska anställnings-förhållandet bestå. Vid frånvaro\nenligt ovan ska, innan åtgärd i anledning därav vidtages, underrättelse\nlämnas arbetstagare och överläggning ske med den lokala fackliga\norganisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Belopp som enligt ovan av arbetsgivaren innehållits ska utbetalas till\narbetstagarnas fackliga organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 9 Avtalsturlista\u003C\u002Fh3>\n\n\u003Cp>I anslutning till §§ 22 och 24-27 i lagen om anställnings-skydd gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivare och den lokala fackliga organisa-tionen vid företaget\nfår - om så skulle bli aktuellt vid uppkommande fall av\npersonalförändringar till följd av driftsinskränkningar - överenskommelse\nträffas (lokal överenskommelse) om avvikelse från bestämmelserna om\nturordning vid uppsägning respektive företrädesrätt till ny\nanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Uppsägningstider\u003C\u002Fh3>\n\n\u003Cp>För uppsägningstider gäller följande:\u003C\u002Fp>\n\n\u003Cp>För både arbetsgivare och arbetstagare gäller en minsta uppsägningstid\nav en månad. Arbetstagaren har rätt till en uppsägningstid av\u003C\u002Fp>\n\n\u003Cp>-två månader, om den sammanlagda anställningstiden är minst två år,\nmen kortare än fyra år\u003C\u002Fp>\n\n\u003Cp>-tre månader, om den sammanlagda anställningstiden är minst fyra år, men\nkortare än sex år\u003C\u002Fp>\n\n\u003Cp>-fyra månader, om den sammanlagda anställningstiden är minst sex år men\nkortare än åtta år\u003C\u002Fp>\n\n\u003Cp>-fem månader, om den sammanlagda anställningstiden är minst åtta men\nkortare än tio år\u003C\u002Fp>\n\n\u003Cp>-sex månader, om den sammanlagda anställningstiden är minst tio år\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 11 Arbetsgivarintyg och tjänstgöringsbetyg\u003C\u002Fh3>\n\n\u003Cp>I samband med att anställningen upphör ska arbetsgiva¬ren utan\ndröjsmål, dock senast inom 14 kalenderdagar, skriva ut arbetsgivarintyg till\narbetstagaren. På begäran skall även tjänstgöringsbetyg utfärdas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 12 Kollektivavtalad deltid i pensioneringssyfte\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 12:1 Deltid i pensioneringssyfte (Deltidspension)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare kan ansöka om rätt till deltidspension från och med den\nmånad arbetstagaren fyller 60 år.\u003C\u002Fp>\n\n\u003Cp>Om deltidspension beviljas är anställningen från det att deltidspensionen\nböljar gälla, en deltidstjänst med den sysselsättningsgrad som följer av\ndeltidspensionen.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsätt-ningsgrad enligt\n25 a § anställningsskyddslagen gäller inte för arbetstagare som har\ndeltidsanställning genom deltidspensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension, t.ex. skatte-regler avseende uttag av\npensionsförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 12:2 Ansökan och underrättelse\u003C\u002Fh4>\n\n\u003Cp> Arbetstagaren ska hos arbetsgivaren skriftligen ansö¬ka om deltidspension\nsex kalendermånader före det att deltidspensionen ska börja gälla. Av\nansökan ska tydligt framgå vilken sysselsättningsgrad som avses.\u003C\u002Fp>\n\n\u003Cp>Samtidigt som ansökan lämnas till arbetsgivaren ska arbetstagaren\nunderrätta den lokala fackliga organisa-tionen.\u003C\u002Fp>\n\n\u003Cp>Senast två månader från det att arbetsgivaren mot¬tagit ansökan ska\narbetsgivaren skriftligen till arbets¬tagaren och den lokala fackliga\norganisationen meddela svar om ansökan beviljas eller inte, för det fall inte\nupp¬skov överenskommits med arbetstagaren. Att inte svara i rätt tid utgör\nett brott mot en ordningsföreskrift och har därmed inte innebörden att\nansökan ska anses beviljad. För det fall ansökan inte senare beviljas ska\narbetsgivaren i förekommande fall betala 2 000 kr1 för åsidosättandet av\nordningsföreskriften till berörd arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan avslå ansökan om deltidspension om ett beviljande vid en\nobjektiv bedömning skulle medföra en beaktansvärd störning i\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kommentar:1 Beloppet räknas årligen upp med KPI.\u003C\u002Fp>\n\n\u003Ch4>Mom. 12:3 Förhandling och tvist\u003C\u002Fh4>\n\n\u003Cp>Om ansökan om deltidspension har avslagits och arbets-tagaren vill få\nansökan prövad i förhandlingsordningen ska arbetstagaren underrätta lokal\nfacklig organisation som har att begära lokal förhandling. Tvisten ska då\nanses gälla deltidspension med sysselsättningsgraden 50 procent och ska\nbehandlas enligt § 24 enligt följande.\u003C\u002Fp>\n\n\u003Cp>Frågan om deltidspension ska beviljas kan behandlas i lokal förhandling\noch därefter, om frågan inte lösts, slut-ligt i central förhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna varken i lokal eller central förhandling kan komma överens i\nfrågan om deltidspension enligt av-tal kan beviljas utan beaktansvärd\nstörning i verksam-heten, ska den lokala fackliga organisationen om\narbets-tagaren vill driva saken vidare, begära lokal förhandling om\nskyldighet för arbetsgivaren att betala skadestånd för felaktig\navtalstillämpning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 23 Facklig verksamhet\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Tillträde till arbetsplatsen\u003C\u002Fh3>\n\n\u003Cp>För personer som ej är anställda i företaget erfordras till-stånd för\ntillträde till arbetsplatsen, såvida de ej represen-terar den\nkollektivavtalsslutande fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Facklig information\u003C\u002Fh3>\n\n\u003Cp>Facklig informations- och mötesverksamhet ska ej för-hindras, om det inte\nmedför betydande hinder för produk-tionen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Anslagstavla\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren har att tillse att anslagstavla för facklig information finns\npå lämplig plats inom företaget.\u003C\u002Fp>\n\n\u003Cp>Den lokala fackliga organisationen beslutar vad som får anslås på denna\nanslagstavla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Facklig introduktion för nyanställd\u003C\u002Fh3>\n\n\u003Cp>Parterna konstaterar att det är viktigt för nyanställd personal att\nerhålla introduktion på arbetsplatsen. Arbetstagarorganisation har rätt att\npå betald arbetstid genomföra facklig introduktion för nyanställda.\nDetsamma gäller för inhyrda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 24 Meningsskiljaktigheter\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Uppstår meningsskiljaktigheter mellan parterna rörande, i detta avtal\növerenskomna bestämmelser, ska därom för¬handlas först mellan de lokala\nparterna och därefter, såvi¬da ej enighet uppnåtts, mellan Industrifacket\nMetall cen¬tralt och företaget.\u003C\u002Fp>\n\n\u003Cp>Uppstår av annan anledning meningsskiljaktigheter mellan parterna, får\ndessa icke omedelbart föranleda nå¬got som helst störande ingrepp i\narbetets gång vare sig genom strejk, blockad, bojkott, lockout eller dylikt,\nutan ska därom förhandlas först mellan de lokala parterna och därefter,\nsåvida enighet ej uppnåtts, mellan Industrifacket Metall centralt och\nföretaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Stridsåtgärder\u003C\u002Fh3>\n\n\u003Cp>Enligt lag tillåten stridsåtgärd må ej företagas med min¬dre densamma\nblivit i behörig ordning beslutad eller med-given av Industrifacket Metall\ncentralt eller företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch3>Mom. 3 Varselskyldighet\u003C\u002Fh3>\n\n\u003Cp>Part, som ämnar vidta stridsåtgärder är skyldig att med-dela motparten\nminst en vecka före stridsåtgärden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1)Med lokal facklig organisation i detta avtal avses\u003C\u002Fp>\n\n\u003Cp>IF Metallklubb om sådan finns, annars förbundets avdel-ning i regionen.\u003C\u002Fp>\n\n\u003Cp>2)Bestämmelserna i detta avtal innebär inte någon regle-ring av\nmedbestämmandelagens dispositiva regler eller tillämpning av lagens 32 §.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 25 Avtalets giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller från och med den 1 januari 2021, eller den tidpunkt som\nangetts i § 3 Särskild överenskommelse, till och med den 31 maj 2023.\u003C\u002Fp>\n\n\u003Cp>Om avtalen inom Industriavtalet sägs upp det tredje avtalsåret, anses\näven detta avtal vara uppsagt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm 2020-12-21 \u003C\u002Fp>\n\n\u003Cp>Industrifacket Metall\u003C\u002Fp>\n\n\u003Cp>Georgios Kontorinis\u003Cspan style=\"color:#ffffff\">****************\u003C\u002Fspan>Bengt\nEriksson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ÖVERGÅNGSBESTÄMMELSER\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseamount1\">\u003Ch3>Höjning av utgående löner\u003C\u002Fh3>\n\n\u003Cp>Lokala förhandlingar upptas om höjning av utgående löner från och med\nden 1 januari 2021. Till förfogande vid dessa förhandlingar ställs ett\nminsta löneökningsutrymme uttryckt i pott enligt nedan\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>2021-01-01\u003C\u002Ftd>\n      \u003Ctd>2022-06-01\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>801 kr\u003C\u002Ftd>\n      \u003Ctd>689 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>Vid oenighet om pottens fördelning läggs potten ut gene-rellt.\u003C\u002Fp>\n\n\u003Cp>Vid omräkning till timlön ska respektive tal divideras med 175. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Ch3>Överenskommelse om villkor vid arbete i utlandet\u003C\u002Fh3>\n\n\u003Cp>Datum........................\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Överenskommelse mellan \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Den anställde\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Personnr:............................\u003C\u002Fp>\n\n\u003Cp>Namn:................................\u003C\u002Fp>\n\n\u003Cp>Adress:....................................\nTelefon:......................\u003C\u002Fp>\n\n\u003Cp>........................................\u003C\u002Fp>\n\n\u003Cp>E-Post: .............................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Arbetsgivaren, företaget\u003C\u002Fh3>\n\n\u003Cp>Namn:...........................................................\u003C\u002Fp>\n\n\u003Cp>Organisationsnr:...........................................\u003C\u002Fp>\n\n\u003Cp>Kontaktman:................................................\u003C\u002Fp>\n\n\u003Cp>Adress:...................... Telefon:.....................\u003C\u002Fp>\n\n\u003Cp>Fax:............................................................\u003C\u002Fp>\n\n\u003Cp>E-post:......................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Tillämplig lag:\u003C\u002Fh4>\n\n\u003Cp>Svensk rätt ska vara tillämplig för avtalsförhållandet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Förordnande\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren medger arbetstagaren tjänstledighet från ordinarie\nanställning under förordnandetiden, därefter återgår arbetstagaren i\nordinarie anställning.\u003C\u002Fp>\n\n\u003Cp>Tjänstgöringsställe\u002Farbetsplats:................\u003C\u002Fp>\n\n\u003Cp>Arbetsuppgifter:..........................................\u003C\u002Fp>\n\n\u003Cp>Under tiden fr.o.m.................... t.o.m........................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Nyanställning\u003C\u002Fh3>\n\n\u003Cp>3a) Tillsvidareanställning fr.o.m......................................\u003C\u002Fp>\n\n\u003Cp>3b) Visstidsanställning fr.o.m.............t.o.m....................\u003C\u002Fp>\n\n\u003Cp>Tjänstgöringsställe\u002Farbetsplats:...................................\u003C\u002Fp>\n\n\u003Cp>Arbetsuppgifter:..............................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4. Anställningsvillkor\u003C\u002Fh4>\n\n\u003Cp>De villkor som framgår av avtalet mellan\u003C\u002Fp>\n\n\u003Cp>Industrifacket Metall och............................................\u003C\u002Fp>\n\n\u003Cp>av senaste lydelse, ska vara gällande mellan parterna med de tillägg och\nundantag som framgår nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5. Lönevillkor\u003C\u002Fh4>\n\n\u003Cp>Lön utgår per månad med.................... SEK\u003C\u002Fp>\n\n\u003Cp>Lön utgår per timme med..................... SEK\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Helgdagar och helgdagsaftnar enligt svensk och tjänstgöringslandets\nalmanackor är tjänstgöringsfria och ersätts för timavlönade med 8 ggr\ntimlönen.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning utgår med........................... SEK per timme.\u003C\u002Fp>\n\n\u003Cp>Ob-ersättning utgår med ...................................SEK per\ntimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>6. Arbetstid\u003C\u002Fh4>\n\n\u003Cp>Den ordinarie arbetstiden är .........................timmar per vecka.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden förläggs från kl.....................\u003C\u002Fp>\n\n\u003Cp>till kl..................\u003C\u002Fp>\n\n\u003Cp>Med raster mellan kl................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7. Reseersättning\u003C\u002Fh4>\n\n\u003Cp>Kostnader för samtliga resor föranledda av arbetet i utlandet bekostas av\narbetsgivaren, liksom hem och återresa för semester och övriga avtalade hem\noch återresor.\u003C\u002Fp>\n\n\u003Cp>Färd mellan anvisad bostad och arbetsplats (ToR) sker med:\u003C\u002Fp>\n\n\u003Cp>*Företagets bil (tjänstebil).\u003C\u002Fp>\n\n\u003Cp>*Egen bil, färdmedelsersättning .................SEK\u002Fmil.\u003C\u002Fp>\n\n\u003Cp>Hemresa sker var ...........................vecka\u003C\u002Fp>\n\n\u003Cp>Restidsersättning utgår med............................ SEK per timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8. Traktamente\u002FResearvoden\u003C\u002Fh4>\n\n\u003Cp>1. Traktamente utgår med SEK\u002Fkalenderdygn fr.o.m. utresedagen t.o.m.\nhemresedagen. Styrkta kostnader för nödvändig övernattning i samband med\nresa ersätts av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>2. Utöver traktamente utges researvode med\n.............................SEK\u002Fkalenderdygn.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch4>9. Försäkringar\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Arbetsgivaren ska teckna och vidmakthålla följande försäkringar:\u003C\u002Fp>\n\n\u003Cp>– Tjänstegruppliv (TGL)\u003C\u002Fp>\n\n\u003Cp>– Avgångsbidragsförsäkring (AGB)\u003C\u002Fp>\n\n\u003Cp>– Avtalsgruppsjukförsäkring (AGS)\u003C\u002Fp>\n\n\u003Cp>– Avtalspension SAF-LO\u003C\u002Fp>\n\n\u003Cp>– Trygghetsförsäkring vid arbetsskada (TFA\u003C\u002Fp>\n\n\u003Cp>Annan kompletterande försäkring:\u003C\u002Fp>\n\n\u003Cp>Bolag:..................................................................\u003C\u002Fp>\n\n\u003Cp>Försäkringsnummer:.........................................\u003C\u002Fp>\n\n\u003Cp>Frågor som bör beaktas här är också:\u003C\u002Fp>\n\n\u003Cp>Tillgång till sjukvård.\u003C\u002Fp>\n\n\u003Cp>Olycksfall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10. Särskilda villkor\u003C\u002Fh4>\n\n\u003Cp>1. Kostnader för bostad på arbetsorten betalas av arbetsgivaren. Bostaden\nska vara av godtagbar standard.\u003C\u002Fp>\n\n\u003Cp>Definierat:.................................................................\u003C\u002Fp>\n\n\u003Cp>2. Särskilda skriftliga överenskommelser ska träffas i förekommande fall\nom:\u003C\u002Fp>\n\n\u003Cp>– Arbetstagarens familj ska medfölja.\u003C\u002Fp>\n\n\u003Cp>– Språkundervisning.\u003C\u002Fp>\n\n\u003Cp>– Rekreationsresor vid svåra förhållanden (hardship).\u003C\u002Fp>\n\n\u003Cp>– Andra förhållanden i arbetslandet.\u003C\u002Fp>\n\n\u003Cp>– Möjlighet att avbryta kontraktet.\u003C\u002Fp>\n\n\u003Cp>– Villkor vid eventuell förlängning av kontraktet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11. Övriga villkor\u003C\u002Fh4>\n\n\u003Cp>T.ex.:\u003C\u002Fp>\n\n\u003Cp>– Arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>– Utrustning.\u003C\u002Fp>\n\n\u003Cp>– Verktygsersättning m.m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12. Tvist\u003C\u002Fh4>\n\n\u003Cp>Tvister ska avgöras vid svensk domstol.\u003C\u002Fp>\n\n\u003Cp>Anm. Parterna noterar att andra villkor med hänsyn till EU-regler kan bli\ngällande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Underskrifter\u003C\u002Fh4>\n\n\u003Cp>Den anställde \u003Cspan style=\"color:#ffffff\">*************************\u003C\u002Fspan>\nFöretaget\u003C\u002Fp>\n\n\u003Cp>...............................................................\n...................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Namnförtydligande\u003Cspan style=\"color:#ffffff\">********************\u003C\u002Fspan>Namnförtydligande\u003C\u002Fp>\n\n\u003Cp>...............................................................\n...................................................\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":46,"cbasignmultipleemployerssignatory":48,"trainingprogrammes":52,"pensionfund":56,"disabilitypay":59,"healthinsurance":63,"healthandsafetypolicy":66,"protectiveclothing":70,"deathrelatives":74,"marriage":78,"sexualhar":82,"violence":86,"equalitymonitoring":88,"hourspweek_select":92,"dayspweek_select":96,"MAXHOURS_trigger":100,"PAIDLEAV_trigger":104,"holidaysdays":108,"bankholidays1":111,"SCHEDULE_trigger":115,"WAGES_payscale1_start":118,"WAGES_payscale1_end":121,"WAGES_payscale1_year":124,"wageincreaseamount1":127,"NOCTPREM_trigger":131,"ANNLEAVE_trigger":135,"OVERTIME_trigger":139,"overtimeallowancetype_general":143,"SUNDAY_trigger":147,"strikes_trigger":151,"green_trigger":155},{"bindId":43,"name":44,"text":45},"cbadate_start","1 januari 2021-31 maj 2023 ","1 januari 2021-31 maj 2023 ",{"bindId":47,"name":44,"text":45},"cbadate_end",{"bindId":49,"name":50,"text":51},"cbasignmultipleemployerssignatory","INDUSTRIFACKET METALLS GEMENSAMMA KOLLEK","INDUSTRIFACKET METALLS GEMENSAMMA KOLLEKTIVAVTAL\n\nDetta kollektivavtal gäller för de företag som undertecknat\navtalsförbindelse med Industrifacket Metall",{"bindId":53,"name":54,"text":55},"trainingprogrammes","Mom. 4 Utbildning De lokala parterna bed","Mom. 4 Utbildning\n\nDe lokala parterna bedömer behovet av utbildning och information samt den\ntid somfattning och det innehåll som erfordras för att åstadkomma och\nvidmakthålla en god arbetsmiljö i företaget.",{"bindId":57,"name":58,"text":58},"pensionfund","Mom. 1 Försäkringar",{"bindId":60,"name":61,"text":62},"disabilitypay","Mom. 4:3 Ersättning vid arbetsplatsolyck","Mom. 4:3 Ersättning vid arbetsplatsolycksfall\n\n Sjukavdrag enligt denna paragraf ska inte göras vid arbetsplatsolycksfall\nsom förorsakar sjukfrånvaro under sjuklöneperioden (14 dagar). Ersättning\nutges därvid som om arbete utförts.\n\nDenna regel gäller inte om arbetstagaren får ersättning från annat\nhåll, exempelvis TFA.",{"bindId":64,"name":65,"text":65},"healthinsurance","9. Försäkringar",{"bindId":67,"name":68,"text":69},"healthandsafetypolicy","§ 17 Föreskrifter om arbetsmiljöns beska","§ 17 Föreskrifter om arbetsmiljöns beskaffenhet\n\nMom. 1 Föreskrifter, författningar etc.\n\nAv Arbetsmiljöverket och andra tillsynsmyndigheter utfärdade\nförfattningar, föreskrifter och anvisningar ska följas. Hälso- och\nmiljöfarliga varor som förekommer på arbetsstället ska vara försedda med\nmärkning enligt kemikalielagen samt föreskriften Kemiska arbetsmiljö-risker,\nAFS 2014:43.\n\nPå varje arbetsställe ska i arbetstagarnas personal-utrymme finnas\ntillgängligt arbetsmiljölagen, arbetsmiljö-förordningen, de av\nArbetsmiljöverket eller annan tillsyns-myndighet utfärdade författningar,\nföreskrifter och an-visningar som avser verksamheten inom arbetsstället samt\nde lokala skyddsföreskrifterna.\n\nArbetsmiljöverkets föreskrifter om systematiskt arbets- miljöarbete samt\nOrganisatorisk och social arbetsmiljö bör särskilt beaktas.",{"bindId":71,"name":72,"text":73},"protectiveclothing","§ 16 Kläder, skor och annan skyddsutrust","§ 16 Kläder, skor och annan skyddsutrustning\n\n\n\nMom. 1 Arbetskläder\n\nFöretaget tillhandahåller fria arbetskläder. Tvättbyte sker minst en\ngång per vecka. Tvätt och lagning av dessa kläder bekostas av\narbetsgivaren.\n\n\n\nMom. 2 Personlig skyddsutrustning\n\nVid arbetsuppgifter där detta är motiverat av arbetsmiljö-skäl\ntillhandahåller arbetsgivaren kläder och skor. Därvid kan ifrågakomma att\ndräkt for skydd mot värme, kyla eller väta, t.ex. regnkläder,\nskyddskläder, skyddsskor, skyddshandskar och även underkläder\ntillhandahålls. Arbetsgivaren är skyldig att bekosta och tillhanda¬hålla\npersonlig skyddsutrustning där sådan är erforder¬lig. Sådan\nskyddsutrustning kan t.ex. bestå av andnings¬skydd, fot- och benskydd,\nhörselskydd, skyddshjälm, säkerhetsbälte med lina, ögon- och\nansiktsskydd.",{"bindId":75,"name":76,"text":77},"deathrelatives","Anmärkning Vid nära anhörigs frånfälle o","Anmärkning\n\nVid nära anhörigs frånfälle och begravning kan permissio-nen också\nomfatta nödvändiga resdagar, högst två.",{"bindId":79,"name":80,"text":81},"marriage","-Eget bröllop eller ingående av partners","-Eget bröllop eller ingående av partnerskap.",{"bindId":83,"name":84,"text":85},"sexualhar","Europeiska ramavtalet om distansarbete o","Europeiska ramavtalet om distansarbete och stress\n\nEuropeiska ramavtalet om trakasserier och våld\n\nEuropeiska ramavtalet om kvarts\n\nFöreningen Svenskt Näringsliv och LO, TCO, SACO m.fl. rekommenderar att\nramavtalen om distansarbete och stress, i svensk översättning, liksom\nramavtalen om tra-kasserier och våld samt ramavtalet om kvarts, bör tjäna\nsom riktlinjer då avtal träffas i dessa frågor inom avtals-området.",{"bindId":87,"name":84,"text":85},"violence",{"bindId":89,"name":90,"text":91},"equalitymonitoring","§ 19 Åtgärder för utveckling av företage","§ 19 Åtgärder för utveckling av företaget\u002F anställda, jämställdhet\nmellan könen samt förslagsverksamheten\n\nBeträffande utveckling av företaget\u002Fanställda har parter¬na antagit de\nav SAF och LO träffade utvecklingsavtal (UVA) från april 1982 och avtalet om\nåtgärder för jäm¬ställdhet mellan kvinnor och män i arbetslivet från\nden 3 mars 1983.\n\nDock gäller inte § 14,15 samt 16 mom. 3 och 4 i UVA. Som en följd av\ndetta gäller inte heller hänvisningarna till dessa bestämmelser i\njämställdhetsavtalet.",{"bindId":93,"name":94,"text":95},"hourspweek_select","§ 2 Ordinarie arbetstid Paragrafen ersät","§ 2 Ordinarie arbetstid\n\nParagrafen ersätter arbetstidslagen i dess helhet men ut-gör ingen\nändring av arbetsmiljölagens regler för minder-åriga.\n\n\n\nMom. 1 Arbetstidens längd\n\nDen ordinarie arbetstidens längd utgör för heltidsarbetan- de följande\nantal timmar i genomsnitt per helgfri vecka:\n\n\n  \n  \n  \n  \n    \n      Vid dagtidsarbete\n      40 timmar i genomsnitt \n\n        per helgfri vecka\n      \n    \n    \n      vid kontinuerligt treskiftsarbete samt i förekommande fall\n      arbete\n      34 timmar i genom snitt per helgfri vecka\n    \n    \n      vid intermittent treskiftsarbete\n      38 timmar i genomsnitt \n\n        per helgfri vecka\n      \n    \n    \n      vid tvåskiftsarbete\n      38 timmar i genomsnitt \n\n        per helgfri vecka.",{"bindId":97,"name":98,"text":99},"dayspweek_select","Dagtid måndag t.o.m. fredag mellan kl. 0","Dagtid\n\nmåndag t.o.m. fredag mellan kl. 07.00-16.00.\n\nRaster förläggs mellan kl. 09.00-09.30 och mellan kl. 12.00-12.30.",{"bindId":101,"name":102,"text":103},"MAXHOURS_trigger","Mom. 1:1 Genomsnittlig arbetstid Under e","Mom. 1:1 Genomsnittlig arbetstid\n\n\n\nUnder en beräkningsperiod om fyra månader får den genomsnittliga\narbetstiden per sjudagarsperiod inte över¬stiga 48 timmar. Vid beräkningen\nav den genomsnittliga arbetstiden ska betald semester och sjukfrånvaro vara\nneutrala och inte medräknas.",{"bindId":105,"name":106,"text":107},"PAIDLEAV_trigger","Mom. 5 Semester 1)Semesterlönen utgörs a","Mom. 5 Semester\n\n1)Semesterlönen utgörs av den på semestertiden aktuella månadslönen och\nsemestertillägg enligt nedan.\n\nAntalet semesterdagar är 25.",{"bindId":109,"name":110,"text":110},"holidaysdays","Antalet semesterdagar är 25.",{"bindId":112,"name":113,"text":114},"bankholidays1","Mom. 2 Helglöneberättigade dagar Helglön","Mom. 2 Helglöneberättigade dagar\n\nHelglön betalas för följande dagar: nyårs-, tretton-, lång-fredagen,\nannandag påsk, första maj, Kristi Himmel- fardsdag, nationaldagen, midsommar-\noch julafton, jul-dagen, annandag jul och nyårsafton. Ovanstående gäller\nunder förutsättning att helgdagen infaller måndag-fredag.",{"bindId":116,"name":117,"text":117},"SCHEDULE_trigger","Mom. 9 Dygnsvila",{"bindId":119,"name":120,"text":120},"WAGES_payscale1_start","23 948",{"bindId":122,"name":123,"text":123},"WAGES_payscale1_end","27 645",{"bindId":125,"name":126,"text":126},"WAGES_payscale1_year","2022-06-01",{"bindId":128,"name":129,"text":130},"wageincreaseamount1","Höjning av utgående löner Lokala förhand","Höjning av utgående löner\n\nLokala förhandlingar upptas om höjning av utgående löner från och med\nden 1 januari 2021. Till förfogande vid dessa förhandlingar ställs ett\nminsta löneökningsutrymme uttryckt i pott enligt nedan\n\n\n  \n  \n  \n  \n    \n      2021-01-01\n      2022-06-01\n    \n    \n      801 kr\n      689 kr\n    \n  \n",{"bindId":132,"name":133,"text":134},"NOCTPREM_trigger","Vid arbete som förläggs till följande ti","Vid arbete som förläggs till följande tider utgår tillägg (s.k.\nob-tillägg) med nedan angivna belopp i öre per timme:\n\n\n\na)Vardagar, kvälls- och nattetid kl. 18.00-06.00, såvida icke högre\nbelopp anges ib) eller c).\n\n\n  \n  \n  \n  \n    \n      2021-01-01\n      2022-06-01\n    \n    \n      53,16 kr\n      54,43 kr",{"bindId":136,"name":137,"text":138},"ANNLEAVE_trigger","Mom. 2 Semesterlön a)Semesterlöneunderla","Mom. 2 Semesterlön\n\na)Semesterlöneunderlaget för timavlönade och ackordsar¬betare ska för\nvarje semesterlönegrundande frånvarotim¬me ökas med ett belopp motsvarande\nden genomsnittliga inkomst som utges för vaije timme i anställningen under\nintjänandeåret. Semesterlönen utgör 13,2 procent av\nsemesterlöneunderlaget.\n\nb)För månadsavlönade gäller reglerna enligt § 4 mom. 5.\n\n\n\nSemesterlönen för vuxna respektive minderåriga arbetsta-gare ska uppgå\ntill lägst ett belopp per dag enligt nedan: Semesteråret som böljar\n\n\n  \n  \n  \n  \n  \n    \n      \n      2021-01-01\n      2022-04-01\n    \n    \n      Vuxna\n      1 551 kr\n      1 588 kr\n    \n    \n      Minderåriga\n      1 207 kr\n      1 236 kr\n    \n  \n",{"bindId":140,"name":141,"text":142},"OVERTIME_trigger","Mom. 2 Övertid Utöver månadslön erhåller","Mom. 2 Övertid\n\nUtöver månadslön erhåller arbetarna ersättning per tim-me vid\növertidsarbete. Ersättning per timme beräknas enligt formeln\nmånadslön\u002F175.",{"bindId":144,"name":145,"text":146},"overtimeallowancetype_general","Mom. 2 Vid övertidsarbete betalas nedans","Mom. 2 Vid övertidsarbete betalas nedanstående tillägg: \n\n\n  \n  \n  \n  \n    \n      2021-01-01\n      2022-06-01\n    \n    \n      73,95 kr\n      75,73 kr",{"bindId":148,"name":149,"text":150},"SUNDAY_trigger","b)Sön- och helgdagstid räknat från kl. 1","b)Sön- och helgdagstid räknat från kl. 18.00 på fredag och\n\ndag före helgdag respektive fridag till kl. 06.00 dagen efter sön- eller\nhelgdagen, såvida icke högre belopp anges i c). \n\n\n  \n  \n  \n  \n    \n      2021-01-01\n      2022-06-01\n    \n    \n      85,11 kr\n      87,15 kr\n    \n  \n",{"bindId":152,"name":153,"text":154},"strikes_trigger","Mom. 3 Varselskyldighet Part, som ämnar ","Mom. 3 Varselskyldighet\n\nPart, som ämnar vidta stridsåtgärder är skyldig att med-dela motparten\nminst en vecka före stridsåtgärden.",{"bindId":156,"name":157,"text":158},"green_trigger","Av Arbetsmiljöverket och andra tillsynsm","Av Arbetsmiljöverket och andra tillsynsmyndigheter utfärdade\nförfattningar, föreskrifter och anvisningar ska följas. Hälso- och\nmiljöfarliga varor som förekommer på arbetsstället ska vara försedda med\nmärkning enligt kemikalielagen samt föreskriften Kemiska arbetsmiljö-risker,\nAFS 2014:43.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Kollektivavtal IMG-avtalet Industrifacket Metalls Gemensamma kollektivavtal Nummer 13 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: → Reparation och installation av maskiner och apparater  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_2\">\n\n                \n                    \n                    \u003Cdiv>\n                        Namn på arbetsgivare: → \n                        \n                    \u003C\u002Fdiv>\n                \n            \n                \u003Cdiv id=\"display-CBA_MNCOMPA_2_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Industrifacket Metall\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → 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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks, The relationship between work and health\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: → 2 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Juldagen, Nyårsdagen (1:a januari), Annandag påsk\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fasta dagar för betald årlig semester: → 1.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 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