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Företagen anges i särskild förteckning. Avtalet ska börja gälla\nden första i månaden efter det att framställan är gjord. Om\navtalsframställning har gjorts senare än 20 dagar före månadsskifte\nframflyttas dock inkopplingsdatum till därpå nästkommande månadsskifte.\nInkoppling ska göras i enlighet med följande förhandlingsordning.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Uppstår vid förhandling oenighet om vilket avtal som ska anses\ntillämpligt eller om speciella lönevillkor kan anses motiverade, ska frågan\nbehandlas under medverkan av en representant vardera för Svensk Handel och\nHandels ledningar. Skulle avtalsfrågan då inte kunna lösas, ska ärendet\nlämnas för bindande avgörande till en nämnd bestående av en representant\nför vardera parten samt en av parterna gemensamt utsedd opartisk\nordförande.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lokal facklig organisation\u003C\u002Fh3>\n\n\u003Cp>Med lokal facklig organisation avses i första hand avdelning inom\nHandelsanställdas förbund. I de fall förbundet bildat fackklubb vid\nföretaget är klubben att betrakta som lokal facklig organisation. Fackombud\nmed utbildning kan ha delegerats viss förhandlingsrätt av förbundets\nlokalavdelning och är då att betrakta som lokal facklig organisation i dessa\ndelar.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Arbetets ledning och fördelning samt föreningsrätt\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Arbetets ledning och fördelning\u003C\u002Fh3>\n\n\u003Cp>Utifrån bestämmelser i lag och i detta kollektivavtal har arbetsgivaren\nrätt att leda och fördela arbetet samt att anställa, säga upp eller avskeda\narbetstagare, oavsett om dessa är organiserade eller inte.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Föreningsrätt\u003C\u002Fh3>\n\n\u003Cp>Föreningsrätten får inte kränkas av någon part.\u003C\u002Fp>\n\n\u003Cp>Anser arbetarna, att avskedande ägt rum under omständigheter, som kan\ntolkas som angrepp på föreningsrätten, har de rätt att, genom sin\norganisation begära undersökning för att få rättelse innan andra\nåtgärder vidtas.\u003C\u002Fp>\n\n\u003Cp>Som kränkning av föreningsrätten räknas inte arbetsgivarens krav på att\narbetsledaren inte får tillhöra arbetarnas fackliga organisation. Som\narbetsledare menas den som är anställd att vara arbetsgivarens\nställföreträdare, och för att leda, fördela och kontrollera det arbete som\nutförs av underställd personal, vilket han bara tillfälligtvis deltar i\nsjälv.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Ordningsregler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Föreskrifter\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare är skyldig att rätta sig efter utfärdade föreskrifter, som\ninte strider mot detta avtal.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Trafiksäkerhet\u003C\u002Fh3>\n\n\u003Cp>Inom varje företag med anställda som omfattas av trafikförordningen bör\ndet finnas en trafiksäkerhetspolicy som anger företagets syn och arbete med\ntrafiksäkerheten. I policyn kan exempelvis upplägget av arbetet,\nfordonskontroller, bältesanvändning, drogfri körning samt hastighet\nförekomma.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Fortbildning för yrkeskompetensbevis\u003C\u002Fh3>\n\n\u003Cp>Chaufförer som ska utföra transporter med vissa motorfordon måste ha ett\nyrkeskompetensbevis enligt lag (2007:1157) om yrkesförarkomptens.\nYrkeskompetensbevis erhålls efter att chauffören genomgått fortbildning\nenligt 5 kap nämnda lag.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ge chaufförer, som avses i första stycket och som är\ntillsvidareanställda, för att kunna fullgöra sina arbetsuppgifter,\nmöjlighet att erhålla fortbildning enligt 5 kap 1 § lag (2007:1157) om\nyrkesförarkompetens. Fortbildning sker på betald arbetstid och arbetsgivaren\nstår för kurskostnaden. Tid under vilken arbetstagaren deltar i sådan\nfortbildning grundar inte rätt till övertidsersättning.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Anställning, uppsägning m.m.\u003C\u002Fh2>\n\n\u003Cp>I fråga om anställning, uppsägning m.m. gäller reglerna i lagen om\nanställningsskydd (SFS 1982:80) med följande tillägg enligt lagens § 2.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Ch3>Mom 1 Provanställning\u003C\u002Fh3>\n\n\u003Cp>Provanställning kan omfatta högst sex månader. Arbetsgivaren ska\nunderrätta den lokala fackliga organisationen att överenskommelse om\nprovanställning skett. Vid sjukdomsfall och annan frånvaro under\nprovanställning kan arbetsgivaren förlänga provanställningen i motsvarande\nomfattning som frånvaron. Arbetsgivare som önskar förlänga en\nprovanställning på grund av sjukdomsfall eller annan frånvaro ska meddela\nden provanställde skriftligen senast 14 dagar innan den ursprungliga\nprovanställningen löper ut.\u003C\u002Fp>\n\n\u003Cp>Provanställning upphör 14 dagar efter det att någondera parten lämnat\nskriftlig underrättelse om det. Har sådan underrättelse inte lämnats senast\n14 dagar före provanställningstidens utgång gäller för den fortsatta\nanställningen vad som följer av lagen om anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Om en provanställning inte övergår i en tillsvidareanställning, ska\narbetsgivaren informera den lokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>I de fall den anställde begär, ska arbetsgivaren ange skälen till varför\nprovanställningen inte övergick i en tillsvidareanställning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Anställning för viss tid får ske bl.a. vid behov av vikarie och vid\ntillfällig ökning av arbetskraftsbehovet.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som önskar avbryta en tidsbegränsad anställning före den\ntid som bestämts vid anställningstillfället, ska lämna besked minst 14\ndagar i förväg.\u003C\u002Fp>\n\n\u003Cp>Beträffande semestervikarier som anställs för semesterperioden juni, juli\noch augusti eller del därav har även arbetsgivaren möjlighet att avbryta\nanställningen genom att lämna besked 14 dagar i förväg.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anställningsbevis\u003C\u002Fh3>\n\n\u003Cp>Vid anställningens tillträdande överlämnar arbetsgivaren\nanställningsbevis. Detta ska innehålla uppgift om anställningens karaktär,\narbetstidens längd samt lön och eventuell branschvana ska anges. Ändring i\nanställningsbeviset ska göras vid väsentlig förändring av befattning eller\narbetstidsmått.\u003C\u002Fp>\n\n\u003Cp>Om anställningen avser en begränsad tid ska, om det är möjligt, anges\nnär anställningen ska upphöra.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren överlämnar varje kalendermånad till den lokala fackliga\norganisationen en förteckning över nyanställda arbetstagare inom\navtalsområdet. Förteckningen behöver inte innehålla uppgift om arbetstagare\nsom är anställd för viss tid, vid tillfällig ökning av arbetskraftsbehovet\neller kortare vikariat. Överenskommelse om annan rutin (exempelvis\növerlämnande av kopia av rapport till försäkringskassan, kopia av\nanställningsbevis eller liknande) kan träffas mellan arbetsgivaren och den\nlokala fackliga organisationen. Arbetsgivaren bör informera den lokala\nfackliga organisationen när arbetstagare sagt upp sin anställning.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Uppsägningstid\u003C\u002Fh3>\n\n\u003Cp>För tillsvidareanställd gäller, om inte längre uppsägningstid avtalats,\nmed nedan angivna undantag, en ömsesidig uppsägningstid av en månad.\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning från arbetsgivarens sida har arbetstagare rätt till en\nuppsägningstid enligt nedan:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"214\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Anställningstid vid företaget\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"212\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Uppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"214\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">mindre än 2 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"212\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1\n        månad\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"214\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">fr.o.m. 2 år till 4 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"212\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">2 månader\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"214\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">fr.o.m. 4 år till 6 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"212\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">3 månader\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"214\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">fr.o.m. 6 år till 8 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"212\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">4 månader\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"214\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">fr.o.m. 8 år till 10 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"212\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">5 månader\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"214\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">fr.o.m. 10 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"212\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">6\n        månader\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Turordning\u003C\u002Fh3>\n\n\u003Cp>Enligt lagen om anställningsskydd bestäms vid arbetsbrist turordning vid\nuppsägning med utgångspunkt från arbetstagarens anställningstid hos\narbetsgivaren. Arbetsgivaren och den lokala fackliga organisationen kan komma\növerens om att även ta hänsyn till andra faktorer när man fastställer\nturordning vid uppsägning på grund av arbetsbrist eller vid företrädesrätt\ntill återanställning.\u003C\u002Fp>\n\n\u003Cp>Med lokal facklig organisation avses på arbetstagarsidan fackklubben vid\nföretaget, i de fall sådan klubb bildats. Om fackklubb inte bildats vid\nföretaget avses härmed ifrågavarande förbundsavdelning.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Inte iakttagen uppsägningstid från arbetstagare\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som lämnar sin anställning utan att iaktta avtalsenlig eller\növerenskommen uppsägningstid har enligt vad som sägs nedan förlorat rätten\ntill innestående lön och semesterersättning. Arbetsgivaren har rätt att\ninnehålla ett belopp motsvarande lönen för det antal dagar av\nuppsägningstiden som arbetstagaren inte har infunnit sig till arbete. Det\ninnehållna beloppet får totalt högst motsvara lönen för en\navlöningsperiod.\u003C\u002Fp>\n\n\u003Ch3>Mom 7\u003C\u002Fh3>\n\n\u003Cp>Varje arbetstagare är skyldigt att iaktta diskretion rörande allt som\nangår arbetsgivarens försäljnings- och affärsförhållanden.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Särskilda regler vid deltidsarbete\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska se till att den deltidsanställdes arbetstid och\narbetsförtjänst blir så jämn som möjligt. Arbetstidsschema ska upprättas,\nom arbetsuppgifternas särskilda karaktär gör detta omöjligt. På\narbetstidsschemat ska anges all arbetstid som återkommer regelbundet.\u003C\u002Fp>\n\n\u003Cp>Sociala förmåner enligt lag och avtal är i vissa fall beroende av\narbetstidens längd och förläggning. En arbetstid understigande 16 timmar per\nvecka medför att rätten till avgångsbidragsförsäkring och\ngrupplivförsäkring samt i vissa fall avtalsgruppsjukförsäkringsförmåner\nminskas. Information om detta och övriga anställningsvillkor ska ges till den\ndeltidsanställde.\u003C\u002Fp>\n\n\u003Cp>Där det är praktiskt möjligt och om den anställde så önskar ska\narbetstiden bestämmas så att den ger rätt till de ovan angivna sociala\nförmånerna. På detta sätt beaktas också möjligheten att erhålla\narbetslöshetsförsäkring. För närvarande gäller minst 17 timmars arbete i\ngenomsnitt per vecka. Vid utökat arbetskraftsbehov ska i första hand\ndeltidsanställda erbjudas ett högre antal timmar.\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att tvist rörande tillämpning av denna\növerenskommelse avgörs av Svenskt Näringsliv och LO.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Tjänstgöringsbetyg\u003C\u002Fh3>\n\n\u003Cp>När uppsägning skett från den anställdes eller från arbetsgivarens sida\nhar den anställde rätt att erhålla tjänstgöringsbetyg. Betyget ska\ninnehålla uppgifter om anställningstidens längd, arbetsuppgifter samt på\nbegäran vitsord om anställningen varat mer än sex månader i följd.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska utfärda betyget senast i samband med utbetalning av\nslutlön. Mom 10 Arbetsgivarintyg\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska utfärda ett arbetsgivarintyg senast 14 dagar efter\narbetstagarens begäran.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Inhyrd arbetskraft\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Inhyrning och förhandling\u003C\u002Fh3>\n\n\u003Cp>A.Parterna har en gemensam uppfattning att bemanningsföretag kan vara ett\nkomplement till ett företags ordinarie verksamhet.\u003C\u002Fp>\n\n\u003Cp>Parterna är vid diskussion om anlitande av bemanningsföretag ense om att\nhänsyn ska tas till företagens behov av att organisera sitt arbete så att\ndet främjar både företagens produktivitet och fortlevnad och de anställdas\nbehov av trygga arbetstillfällen med goda villkor.\u003C\u002Fp>\n\n\u003Cp>Parterna anser att inhyrd personal ska omfattas av kollektivavtal och\nrekommenderar att endast bemanningsföretag anlitas som är auktoriserade via\növerenskommelse mellan Bemanningsföretagen och LO.\u003C\u002Fp>\n\n\u003Cp>B.Före anlitande av bemanningsföretag ska de lokala parterna förhandla om\nföljande:\u003C\u002Fp>\n\n\u003Cp>-Syftet med inhyrning av personal\u003C\u002Fp>\n\n\u003Cp>-Omfattningen av inhyrningen\u003C\u002Fp>\n\n\u003Cp>-Under vilken tidsperiod inhyrningen ska ske\u003C\u002Fp>\n\n\u003Cp>-Vilket arbete som inhyrningen huvudsakligen avser\u003C\u002Fp>\n\n\u003Cp>-På vilka arbetstider som inhyrning ska ske\u003C\u002Fp>\n\n\u003Cp>-Genomsnittligt förtjänstläge för jämförbar grupp (GFL)\u003C\u002Fp>\n\n\u003Cp>-Hur den lokala fackliga organisationen ska informeras om vilka personer som\när inhyrda\u003C\u002Fp>\n\n\u003Cp>-Arbetsplatsintroduktionen för inhyrd personal\u003C\u002Fp>\n\n\u003Cp>-När och hur utvärdering av inhyrningen ska ske mellan parterna\u003C\u002Fp>\n\n\u003Cp>Kan enighet inte uppnås i förhandlingen ska ärendet hänskjutas till de\ncentrala parterna.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Inhyrning i samband med företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp>Parterna har, med beaktande av de förutsättningar som gäller i handeln,\nträffat överenskommelse om regler vid anlitande av bemanningsföretag när\ndet finns personer som har företrädesrätt till återanställning efter\nuppsägning på grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>Denna reglering avser inhyrning i samband med företrädesrätt till\nåteranställning beroende på tillsvidareanställdas uppsägning på grund av\narbetsbrist.\u003C\u002Fp>\n\n\u003Cp>När det finns före detta anställda som är uppsagda på grund av\narbetsbrist och som har företrädesrätt till återanställning gäller\nföljande räknat från den dag då uppsägningstiden löper ut för de\narbetstagare som har längst uppsägningstid 11 § första stycket lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som avser att anlita bemanningsföretag för tid överstigande\nfem veckor härefter ska uppta förhandling med lokal facklig organisation i\nsyfte att uppnå enighet. I förhandlingen anges skälen för att anlita\nbemanningsföretag. Förhandlingen ska även klargöra i fall arbetsgivarens\nkrav kan tillgodoses genom återanställning av arbetstagare med\nåteranställningsrätt under förutsättning att arbetstagaren har\ntillräckliga kvalifikationer.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en driftsenhet eller flytt av\nhela eller delar av verksamheten gäller inte några begränsningar mot\ninhyrning av arbetskraften från bemanningsföretag under den tid beslutet om\nnedläggning eller flytt verkställs. Nedläggningsprocessen ska i normalfallet\ninte överskrida sex månader.\u003C\u002Fp>\n\n\u003Cp>Kan de lokala parterna inte enas kan arbetsgivaren begära prövning hos\nnämnden för inhyrning enligt nedan. Hela denna process kan dock längst\npågå i nio veckor totalt.\u003C\u002Fp>\n\n\u003Cp>Påkallas prövning kan arbetsgivaren anlita bemanningsföretag i avvaktan\npå nämndens prövning. Inhyrning kan pågå till dess en vecka förflutit\nfrån beslut i nämnden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1.Med bemanningsföretag avses bemanningsföretag enligt lag om uthyrning av\narbetstagare (SFS 2012:854).\u003C\u002Fp>\n\n\u003Cp>2.Varje driftsinskränkningsförfarande räknas för sig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Nämnden för inhyrning i samband med företrädesrätt till\nåteranställning\u003C\u002Fh3>\n\n\u003Cp>Parterna är ense om att inrätta en nämnd för inhyrning enligt nedan.\u003C\u002Fp>\n\n\u003Cp>Förfarandet i nämnden ska vara förenklat och snabbt.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska bestå av tre ledamöter, en från Handelsanställdas förbund,\nen från Svensk Handel och en opartisk ordförande som parterna utser\ngemensamt. Den opartiska ordföranden arvoderas av parterna med lika delar.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska meddela beslut skyndsamt och som regel senast inom tre veckor\nfrån påkallandet. Ett beslut kan ske även om endera parten inte efterkommit\nen begäran att inkomma med skriftligt svaromål. Nämnden får, men behöver\ninte, hålla muntlig förhandling innan ett beslut fattas. Muntlig bevisning\nska som regel inte tas upp av nämnden vid en muntlig förhandling, men får\nske om handläggningen trots bevisupptagningen kan ske skyndsamt.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska i beslut förklara om arbetsgivarens planerade eller vidtagna\nåtgärd kan anses strida eller strider mot 25 § lagen om anställningsskydd.\nBeslutet ska protokollföras.\u003C\u002Fp>\n\n\u003Cp>Nämnden ska som huvudregel redovisa skälen skriftligt, men får också\nredovisa skälen muntligt till respektive part.\u003C\u002Fp>\n\n\u003Cp>Om nämnden förklarat att arbetsgivarens åtgärd strider mot 25 § lagen\nom anställningsskydd kan arbetsgivaren välja att:\u003C\u002Fp>\n\n\u003Cp>•avbryta inhyrningen inom sju dagar från det att arbetsgivaren fått del\nav nämndens beslut och vid fortsatt arbetskraftsbehov återanställa enligt\nturordning, eller\u003C\u002Fp>\n\n\u003Cp>•betala den ekonomiska kompensation som nämnden beslutat om till dem vars\nföreträdesrätt kränkts. Kompensationen ersätter den ideella skada som\narbetstagaren lidit och utges med 1 1\u002F2 prisbasbelopp.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som följer nämndens utlåtande och förfarandet enligt ovan\nkan inte bli föremål för annan rättslig prövning för brott mot 25 §\nlagen om anställningsskydd.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Avlöningsbestämmelser\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Grundläggande principer\u003C\u002Fh3>\n\n\u003Cp>Handeln har en central betydelse för svensk samhällsekonomi och\nsysselsätter ett stort antal människor i många olika företag. I handeln\nfinns ett stort antal olika yrkesroller med starkt skiftande kompetenskrav. En\nkonkurrenskraftig handel förutsätter bland annat yrkeskompetenta\narbetstagare. Såväl arbetstagare som företag tjänar på att det bedrivs ett\nsystematiskt och lokalt arbete med kompetensutveckling. Lönebildningen inom\nhandeln bör syfta till att stötta och underlätta att företagen stärker sin\nkonkurrenskraft samt att arbetstagare får god löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Utgångspunkten för lönesättning och lokala löneförhandlingar ska vara\nen lönepolitik och ett lönesystem som stödjer möjligheterna att ta tillvara\noch utveckla arbetsorganisation, teknik och arbetstagarna och företagets\ntotala kompetens. Det är ett hjälpmedel för att förbättra och stimulera de\nanställdas utveckling i arbetet. Lönepolitik och lönesystem ska också\nstimulera till ökad produktivitet och lönsamhet vilket bidrar till stärkt\nkonkurrenskraft. Arbetsgivaren och arbetstagarna har ett gemensamt ansvar för\natt alla arbetstagare ges möjlighet till ökad kompetens och utveckling i\narbetet.\u003C\u002Fp>\n\n\u003Cp>Löneutveckling sker bland annat till följd av ökad erfarenhet, ökade\nkrav i befattningen, ökat ansvar, förbättrade yrkeskunskaper och övriga\nkvalifikationer samt lång anställning i företaget.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-equalitymonitoring\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-eqpay\" class=\"cbaClause highlight\">\u003Cp>De lokala parterna ska kartlägga och analysera lönesituationen på\narbetsplatsen utifrån diskrimineringslagens krav. Särskilt ska osakliga\nlöneskillnader mellan kvinnor och män beaktas. Kartläggningen och analysen\nska genomföras så att kravet på den enskildes integritet tillgodoses.\nKartläggningen och analysen ska också omfatta frågan om omotiverade\nskillnader i fråga om löneläge och löneutveckling finns.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Lönedelar\u003C\u002Fh3>\n\n\u003Cp>A.Minimilön\u003C\u002Fp>\n\n\u003Cp>Vid anställning fastställs en lön. Den fastställda lönen får aldrig\nvara lägre än tillämplig minimilönenivå. Avtalets minimilöner för\nlagerpersonal avser enklare rutinbetonade arbetsuppgifter, som kräver kort\nupplärningstid (ca en vecka). För lagerpersonal samt yrkes- och\nspecialarbetare med mer kvalificerade arbetsuppgifter motiveras en högre lön\nän minimilönen.\u003C\u002Fp>\n\n\u003Cp>Vid tidpunkten då ett lönetillägg fastställs ska tillägget utges\nutöver tillämplig minimilönenivå.\u003C\u002Fp>\n\n\u003Cp>B.Branschvana\u003C\u002Fp>\n\n\u003Cp>Arbetstagare fyllda 20 år får efter sex månaders anställning i\nföretaget tillgodoräkna sig branschvana.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som varit anställd hos arbetsgivaren minst sex månader, och\när frånvarande på grund av värnpliktstjänstgöring eller sjukdom, får vid\nuppflyttning i högre lönegrupp tillgodoräkna sig branschvana, som intjänats\nföre fyllda 20 år.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-LOWWAGE_trigger\" class=\"cbaClause highlight\">\u003Cp>C.Minimilönenivåer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"margin-left:.5pt;border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"94\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">2016-04-01 - 2\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Lönegrupp\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"107\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">017-03-31\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Lagerpersonal\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"94\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">16 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"107\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">84,07\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"94\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">17 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"107\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">90,07\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"94\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">18 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"107\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">132,29\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"94\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">19 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"107\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">132,64\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"94\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">20 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"107\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">133,56\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"94\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">+\n        6 månader i företaget\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"107\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">134,56\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" style=\"margin-left:.5pt;border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" style=\"margin-left:.5pt;border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\u003Ctbody>\u003Ctr>\u003Ctd valign=\"top\" width=\"107\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>D.Anställningstidstillägg\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som efter fyllda 18 år har varit anställd i fem år inom\nsamma företag utges ett anställningstidstillägg om\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1 april 2016________________ 75 öre\nper timme____________ \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Tillägget utges fr.o.m. den första i den månad då femårsgränsen\nuppnåtts. E . Lönetillägg\u003C\u002Fp>\n\n\u003Cp>Lokalt överenskomna lönetillägg ska årligen ses över för att\nbibehålla dess värde och garanteras en lägsta höjning enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\u003Cp class=\"Bodytext20\">\u003Cspan class=\"Bodytext2Exact\">\u003Cspan lang=\"EN-GB\">1 april\n2016                                                                    \n2,2 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Utbetalning av lön\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>A.Löneutbetalning\u003C\u002Fp>\n\n\u003Cp>1.Lön utbetalas månadsvis i efterskott.\u003C\u002Fp>\n\n\u003Cp>2.Vid företag som tillämpar eller övergår till månadslön räknas\nminimilönen fram genom att timlönen multipliceras med 174. Vid kortare\narbetsvecka än 40 timmar nedräknas talet 174 i proportion till detta.\u003C\u002Fp>\n\n\u003Cp>3.I samband med löneutbetalningen bör arbetstagaren få en skriftlig\nlönespecifikation. Av denna bör framgå storleken på de olika lönedelar som\nutgör den totala lönen för månaden. Det bör också framgå vilket\nskatteavdrag som har redovisats.\u003C\u002Fp>\n\n\u003Cp>B.Beräkning av lön i vissa fall\u003C\u002Fp>\n\n\u003Cp>Lön enligt 12 § lagen om anställningsskydd i de fall arbete inte erbjuds\nunder uppsägningstiden samt vid permittering enligt 21 § samma lag utges med\narbetstagarens genomsnittsförtjänst under de tre kalendermånader eller\nmotsvarande period för avlöningsberäkning, som närmast föregått\nuppsägningen respektive permitteringen. I genomsnittsförtjänsten inräknas\ntidlön, ackord samt förskjuten ordinarie arbetstid (ob)\u002Fskiftersättning.\u003C\u002Fp>\n\n\u003Cp>Om beräknad genomsnittsförtjänst på grund av tillfällig ändring i\ntjänstgöringsförhållandena avviker väsentligt från det normala i\nanställningen, ska jämkning ske av beloppet.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lönerevision\u003C\u002Fh3>\n\n\u003Cp>A. Lönerevisionens omfattning\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som anställts senast den 31 mars aktuellt år omfattas av den\navtalsenliga lönerevisionen och är varje år garanterad en generell\nlöneökning samt eventuell del av arbetsplatsens lokala löneutrymme.\nLöneökningen gäller från och med den 1 april respektive år.\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen sker stegvis.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Lönen för samtliga arbetstagare som omfattas av revisionen höjs med den\ngenerella löneökningen enligt punkt B nedan.\u003C\u002Fp>\n\n\u003Cp>2.Varje arbetstagares nya högre lön ska därefter minst uppgå till ny\ntillämplig minimilönenivå.\u003C\u002Fp>\n\n\u003Cp>3.Arbetsplatsens lokala löneutrymme hanteras i enlighet med punkt C.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"margin-left:.5pt;border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"227\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">B.\n        Generell löneökning\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"74\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1\u002F4 2016\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"227\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Kronor per timme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"74\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1,53\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"227\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Kronor per\n        månad för heltidsanställd\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">266\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Efter generell löneökning får den nya lönen inklusive eventuella fasta\nlönetillägg inte underskrida tillämplig ny minimilönenivå.\nAnställningstidstillägget räknas inte med vid jämförelsen.\u003C\u002Fp>\n\n\u003Cp>C.Arbetsplatsens lokala löneutrymme\u003C\u002Fp>\n\n\u003Cp>1.Efter överenskommelse mellan de lokala parterna enligt Mom 4 D-E kan\narbetsplatsens lokala löneutrymme utges individuellt. Om ingen av de lokala\nparterna begär förhandling enligt punkt G utges arbetsplatsens lokala\nlöneutrymme generellt till varje arbetstagare enligt punkt C 3 nedan.\u003C\u002Fp>\n\n\u003Cp>2.Arbetstagare som den 31 mars är under 18 år får inte del av\narbetsplatsens lokala löneutrymme.\u003C\u002Fp>\n\n\u003Cp>3.Arbetsplatsens lokala löneutrymme är i genomsnitt:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"margin-left:.5pt;border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"197\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt\" lang=\"SV\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"95\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1\u002F4\n        2016\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"197\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Kronor per timme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"95\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1,86\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"197\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Kronor per månad för heltidsanställd\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"95\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">324\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>D.Beräkning av arbetsplatsens lokala löneutrymme (pott)\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsens lokala löneutrymme beräknas enligt följande.\u003C\u002Fp>\n\n\u003Cp>I steg ett beräknas arbetsplatsens genomsnittliga antal förbrukade timmar\nper månad för all personal under september till och med november föregående\når.\u003C\u002Fp>\n\n\u003Cp>För heltidsanställd räknas förbrukade timmar alltid som 174 timmar per\nmånad, och för deltidsanställd verkligt förbrukade timmar. Om förbrukade\ntimmar vid en arbetsplats under denna beräkningsperiod väsentligt avviker\nfrån normala förhållanden eller väsentligt avviker från de förhållanden\nsom råder på arbetsplatsen vid lönerevisionstillfället bör parterna\növerenskomma om att välja en annan beräkningsperiod eller metod. De lokala\nparterna kan även av annan anledning överenskomma om annan beräkningsperiod\neller metod.\u003C\u002Fp>\n\n\u003Cp>I steg två multipliceras arbetsplatsens genomsnittliga antal förbrukade\ntimmar per månad med tillämpligt belopp i punkt C 3.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-WAGES_determined\" class=\"cbaClause highlight\">\u003Cp>E.Hantering av arbetsplatsens lokala löneutrymme\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Utläggning av arbetsplatsens lokala löneutrymme sker genom lokal\növerenskommelse. En förutsättning för detta är ett målmedvetet arbete på\nföretaget för att skapa för alla anställda gemensamma och av alla\nanställda kända utgångspunkter för såväl arbetsorganisationen som för\nlönesystemet. Sådant arbete sker i samverkan mellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsens framräknade lokala löneutrymme fördelas enligt de\nprinciper de lokala parterna är överens om.\u003C\u002Fp>\n\n\u003Cp>För små arbetsplatser, där alla anställda utför likvärdiga\narbetsuppgifter kan det lokala löneutrymmet fördelas generellt.\u003C\u002Fp>\n\n\u003Cp>För företag med flera arbetsplatser är det önskvärt att man träffar\növerenskommelse med Handels centralt om ett gemensamt lönesystem för\nsamtliga enheter.\u003C\u002Fp>\n\n\u003Cp>Vid utläggning av arbetsplatsens lokala löneutrymme kan till exempel\nföljande kriterier beaktas:\u003C\u002Fp>\n\n\u003Cp>-ansvar i arbetet\u003C\u002Fp>\n\n\u003Cp>-erfarenhet\u003C\u002Fp>\n\n\u003Cp>-mångkunnighet\u003C\u002Fp>\n\n\u003Cp>-servicekänsla\u003C\u002Fp>\n\n\u003Cp>-kompetens\u003C\u002Fp>\n\n\u003Cp>-arbetsresultat\u003C\u002Fp>\n\n\u003Cp>Beloppet fördelas per faktiskt arbetad timme.\u003C\u002Fp>\n\n\u003Cp>Vid fördelningen av arbetsplatsens lokala löneutrymme uppskattas en\nheltidsanställds månadsarbetstid till 174 timmar och en deltidsanställds\nmånadsarbetstid till den deltidsanställdes kontrakterade arbetstid per vecka\nden 1 april aktuellt år multiplicerat med 4,34.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Lönejusteringar enligt § 6 mom 2 I ska inte belasta det lokala\nlöneutrymmet.\u003C\u002Fp>\n\n\u003Cp>F.Hantering vid oenighet om arbetsplatsens lokala löneutrymme\u003C\u002Fp>\n\n\u003Cp>1.I de fall de lokala parterna efter förhandlingar inte kan träffa\növerenskommelse om beräkning respektive fördelning har lokal part rätt att\nföra frågan till central förhandling.\u003C\u002Fp>\n\n\u003Cp>2.I de fall de centrala parterna inte kan enas ska det lokala utrymmet\nläggas ut generellt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"margin-left:.5pt;border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"242\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">G.\n        Datum för förhandlingar om det lokal\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">i\n        löneutrymmet\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">2016\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"242\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Lokal förhandling begärs senast\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"87\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">30 juni\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"242\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Central\n        förhandling begärs senast\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">12\n        augusti\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\"> Mom 5 Helgersättning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För helgdag, julafton, nyårsafton och\nmidsommarafton som infaller på vardag utgår lön i nedan angivna fall och\nunder där angivna förutsättningar. Till arbetstagare utgår efter en månads\nanställning i följd lön för sådan dag om arbetstagaren deltagit i arbetet\ni omedelbar anslutning till dagen ifråga (antingen på arbetsdagen före eller\narbetsdagen efter). Beviljad ledighet begränsad till kvalifikationsdag före\noch\u002Feller efter helgdag ger rätt till helglön. Den beviljade ledigheten i\ndetta avseende är maximerad till två hela dagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Styrkt sjukfrånvaro eller frånvaro för\nvård av sjukt barn under kvalifikationsdag ger rätt till helglön. Sjukdom\npå helgdag som infaller under de första 21 kalenderdagarna av sjukperioden\nger rätt till helglön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För tjänstledig arbetstagare som\ntillfälligt inträder i tjänst utgår inte helgersättning om\ntjänstgöringsperioden är kortare än tio kalenderdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Ersättningen utgår för de ordinarie\narbetstimmar, som skulle ha arbetats om dagen inte varit fridag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Ersättningen per timme:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid tidlönsarbete: den för arbetstagaren\nfastställda timlönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid ackordsarbete: den genomsnittliga\nindividuella timförtjänst som utgått på ordinarie ackords- och\ntidlönetimmar den avlöningsperiod under vilken helgdagen, julafton,\nnyårsafton eller midsommarafton infaller.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lokal överenskommelse kan träffas om\nannan teknisk beräkning av den förtjänst, som enligt ovan angivna regler ska\nutgå.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Särskild helgdagslön utges inte till\narbetstagare med vecko- eller månadslön. \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 6 Nationaldagen\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Då nationaldagen infaller en lördag\neller söndag eller annan dag i veckan som är en fridag ska arbetstiden\nreduceras med åtta timmar. För timavlönade utges ersättning motsvarande\nhelgersättning (se § 6 mom 5) för dessa timmar. Reducering för\nheltidsanställda med månadslön sker genom en helledig dag som läggs ut\nunder juni månad i anslutning till en lördag eller söndag om inte lokal\növerenskommelse träffas om annat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För deltidsanställda med månadslön\nsker reduktion, enligt första stycket, i proportion till\nsysselsättningsgraden. Reducering sker, om möjligt, genom en helledig dag som\nläggs ut under juni månad.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 7 Regler för månadslön\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid företag som tillämpar eller\növergår till månadslön erhålls tillämplig minimilön efter multiplikation\nmed 174. Vid kortare arbetsvecka än 40 timmar nedräknas talet 174 i\nproportion därtill.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 7 Löneavdrag vid frånvaro\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid företag som tillämpar månadslön\ngäller följande avdragsregler vid frånvaro på grund av sjukdom,\ntjänstledighet, semester etc.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Heltidsanställd\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A.Frånvaro hel arbetsdag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•I kalendermånad som omfattar maximalt\n22 schemalagda arbetsdagar görs avdrag med 4,6 procent av månadslönen för\nvarje frånvarodag. Avdrag görs inte för arbetsfri söndag och helgdag eller\nschemalagd fridag under frånvaroperioden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•I kalendermånad som omfattar fler än\n22 schemalagda dagar görs avdrag för varje frånvarodag enligt\nformeln:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">månadslönen + fasta lönetillägg\nantalet schemalagda dagar i månaden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•I kalendermånad där frånvaron\nomfattar alla arbetsdagar utom högst två betalas för de sistnämnda dagarna\ntimlön enligt formeln:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">månadslönen + fasta lönetillägg\n174\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Omfattar frånvaro hel kalendermånad\ngörs avdrag med hela månadslönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B.Frånvaro del av dag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Avdrag görs med 1\u002F174 av månadslönen\nför varje timme, på vilken arbete skulle ha utförts.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Deltidsanställd\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Avdrag görs med dagslön för varje dag\ndå arbete skulle ha utförts enligt formeln:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">den deltidsanställdes månadslön + fasta\nlönetillägg antalet schemalagda dagar i månaden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Vid frånvaro del av dag sker avdrag med\ntimlön + fasta lönetillägg för varje timme arbete skulle ha utförts enligt\nformeln:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Timlön =40 x månadslön + fasta\nlönetillägg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">174 x antal timmar per vecka\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Lön för del av löneperiod för\nmånadsavlönad\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Till arbetstagare som börjar sin\nanställning under löpande kalendermånad kan timlön + fasta lönetillägg\nbetalas för arbetade timmar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Till arbetstagare som slutar sin\nanställning under löpande kalendermånad kan lokal överenskommelse träffas\nom att timlön + fasta lönetillägg betalas för arbetade timmar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Överenskommelse om annat\navdragssystem\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">De lokala parterna kan träffa\növerenskommelse om annat avdragssystem. Sådan överenskommelse ska för sin\ngiltighet godkännas av de centrala parterna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 8 Ackordsarbete\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Bestämmelser om ackordsarbete kan efter\növerenskommelse införas vid det företag, där sådant arbete lämpar sig.\nTids- och metodstudier samt andra förberedande åtgärder för att ta fram\nriktiga mått på prestationerna bör göras i god tid före införandet.\nInförs nya arbetsmetoder eller ändras det tekniska strukturella och\u002Feller\norganisatoriska förutsättningarna för arbetet, upphör berört ackord att\ngälla med 14 dagars uppsägningstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Parterna på respektive arbetsplats bör\nsjälva träffa överenskommelse om ackorden inklusive ersättningsformen efter\nackordsystemets upphörande. Kan sådan lokal överenskommelse inte träffas\nkan frågan hänskjutas till huvudorganisationerna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1)Avtalsenlig höjning fördelas vid\njustering av utgående ackord på fast och rörlig del enligt proportioner, som\ngäller vid justeringstillfället. Lokal överenskommelse kan träffas om annan\nfördelning av höjningen mellan fast och rörlig del.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2)Här angivna bestämmelser berör inte\neventuella premietillägg eller flitpremier utöver tidlönen. I dessa fall\nsker justering enligt § 6 mom 1.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3)Om de lokala parterna inte träffat\növerenskommelse angående upphörande\u002Fomförhandling av ett ackordsystem,\ngäller intill dess frågan slutgiltigt behandlats av huvudorganisationerna,\ndet genomsnittliga utfallet av ackordet under de tre senaste\nmånaderna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 9 Arbetstid\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Ordinarie arbetstid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Ordinarie arbetstid är, raster oräknade,\ni genomsnitt 40 timmar per helgfri vecka.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Ordinarie arbetstids\nförläggning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspweek_select\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-WORKHOURS_trigger\" class=\"cbaClause focus highlight\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Den ordinarie arbetstiden förläggs\nmåndagar - fredagar mellan kl. 06.00 - 17.00, om inte annan lokal\növerenskommelse träffas.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsgivaren och lokal facklig\norganisation kan överenskomma om avsteg från arbetstidslagens bestämmelser\nom dygnsvila. Överenskommelsen ska ange när ledighet som kompensation för\nutebliven dygnsvila ska förläggas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Jul-, nyårs- och midsommarafton är\nfridagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstidsschema, upptagande ordinarie\narbetstidens förläggning, ska finnas anslaget på arbetsplatsen eller på\nannat sätt skriftligen meddelas personalen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Innan arbetsgivaren fastställer\narbetstidsschemat, bör synpunkter inhämtas från de anställdas\nrepresentanter.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Bestämmelsen i 12 § arbetstidslagen\ngäller inte inom avtalsområdet. I stället gäller att ändringar i fråga om\nden ordinarie arbetstidens förläggning ska - där så kan ske - meddelas\nminst en månad i förväg.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning till § 9\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Vid arbetsplats där ersättning för\nförskjuten ordinarie arbetstid utges\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">för arbete måndag - fredag mellan 06.00\n- 07.00 bibehålls densamma om inte lokal överenskommelse träffas om\nannat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 10 Övertidsarbete\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Övertidsarbete\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">När arbetsgivaren anser, att det krävs\natt arbete utförs på annan tid än ordinarie arbetstid, ska arbetstagaren\nutföra sådant arbete i den utsträckning gällande lag medger mot fastställd\nbetalning.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Besked om övertidsarbete ska om möjligt\nlämnas till arbetstagaren före kl. 12.00.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare som har godtagbara skäl ska\nbefrias från övertidsarbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid övertidsarbete på söndag, helgdag\nsamt på dag som på grund av arbetstidens förläggning är fridag utgår\nersättning för minst tre timmar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Kontant\növertidsersättning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För övertidsarbete som utförs på\nbegäran av arbetsgivaren betalas ersättning dels med för arbetstagaren\ngällande ordinarie tidlön respektive ackord, dels övertidsersättning\nmed:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•50 procent för övertidsarbete måndag\n- fredag de två första timmarna per dag varvid sammanräknas utfört\növertidsarbete före ordinarie arbetstidens början och efter ordinarie\narbetstidens slut\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•70 procent för annat övertidsarbete\npå vardagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•100 procent för allt arbete på\nsöndag, helgdag, jul-, nyårs- och midsommarafton samt på lördag efter kl.\n12.00.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Med övertidsarbete på söndag\njämställs sådant övertidsarbete på lördag som förläggs efter kl.\n12.00.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Procentsatserna beräknas på:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•vid tidlönsarbete den för\narbetstagaren fastställda timlönen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•vid ackordsarbete den genomsnittliga\nindividuella timförtjänst som utgått på ordinarie ackords- och\ntidlönetimmar den avlöningsperiod då övertidsarbetet utförts.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lokal överenskommelse kan träffas om\nannan teknisk beräkning av den utgående förtjänst, som ska utgöra grund\nför övertidsberäkningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Kompensationsledighet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Övertidsarbete kan efter överenskommelse\ni varje särskilt fall ersättas med ledighet på ordinarie arbetstid enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•1 timme och 30 minuter för varje\narbetad timme berättigande till 50 procents ersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•1 timme och 45 minuter för varje\narbetad timme berättigande till 70 procents ersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•2 timmar för varje arbetad timme\nberättigande till 100 procents ersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Då övertidsarbete ska utföras och\növerenskommelse har träffats om förläggning av måltidsrast efter ordinarie\narbetstidens slut, utges övertidstillägg med 50 procent för de två första\ntimmarna efter rasten samt först därefter med 70 procent.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.I de fall arbetstagare beordras utföra\narbete på dag, som på grund av arbetstidens förläggning utgör fridag,\nutges övertidstillägg med 70 procent, dock utges tillägget med 100 procent\nför övertidsarbete förlagt efter kl. 12.00 på lördagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsgivaren och arbetstagaren kan\nalternativt överenskomma om annan ledighetsdag istället för den, på vilken\narbete beordrats. I de fall arbete måste utföras på fridag enligt ovan, ska\narbetsgivaren varsla om detta så snart som möjligt. Vad ovan sagts berör\ninte de företag för vilka ersättningsfrågan vid inkallelse redan reglerats\nmellan parterna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3.Då övertidsarbete utförs på tid då\nskiftgående personal eller arbetare med förskjuten ordinarie arbetstid\nerhåller ett högre tillägg än vad övertidsarbetet i sig ger så ska det\nhögre tillägget utges för övertidsarbetet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Anmälan om\növertidsarbete\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">När arbete utförts under övertid, som\ninte omedelbart kunnat kontrolleras av arbetsledningen, ska den använda tiden\nsenast arbetsdagen efter anmälas, vid äventyr att rätten till\növertidsersättning i annat fall går förlorad.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 11 Skiftarbete\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Skiftarbete\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Skiftarbete är ett arbete där två eller\nflera arbetslag (skiftlag) regelbundet avlöser varandra på bestämda tider\nvarje arbetsdygn. Ett arbetslag kan bestå av en eller flera arbetstagare. För\natt skiftarbete ska anses föreligga krävs att arbetet som varje skiftlag\nutför ingår som ett led i en enhetlig och sammanhängande arbetsprocess samt\när av viss beständighet. Arbetstiden kan förläggas så att den delvis\nsammanfaller för de olika skiftlagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Schemaläggning av arbetstiden kan även\ngöras så att den enskilde arbetstagaren gör fler t.ex. förmiddagsskift än\neftermiddagsskift.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid skiftarbete, som varar minst en\narbetsvecka, enligt gällande arbetstidsschema eller motsvarande antal\narbetsdagar i följd utgår tillägg enligt mom 4. Vid skiftarbete, som varar\nkortare tid än en arbetsvecka enligt gällande arbetstidsschema eller\nmotsvarande antal arbetsdagar i följd ska, för arbete förlagt till annan än\nordinarie arbetstid, utgå tillägg med de belopp som gäller för\növertidsarbete (enligt § 10).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Intermittent skiftarbete\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Med intermittent skiftarbete menas\nskiftarbete med ett arbetsuppehåll om minst 24 timmar sammanhängande per\nvecka.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kontinuerligt skiftarbete\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Med kontinuerligt skiftarbete menas\nskiftarbete, som kan förläggas såväl vardag som söndag samt\nhelgdag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Ordinarie arbetstidens\nlängd\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstiden beräknas utifrån\nheltidsmåttet 40 timmar per helgfri vecka, raster oräknade.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Skiftarbete medger arbetstidsförkortning.\nDen ordinarie arbetstiden blir, i genomsnitt per helgfri vecka:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">a)vid tvåskiftsarbete 38 timmar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">b)vid intermittent treskiftsarbete 38\ntimmar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">c)vid kontinuerligt treskiftsarbete 36\ntimmar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid treskiftsarbete, som varar minst en\narbetsvecka enligt gällande arbetstidsschema eller motsvarande antal\narbetsdagar i följd ska arbetstiden beräknas i genomsnitt per helgfri vecka\noch år.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid arbete del av vecka tillgodoräknas\nledighet i proportion därtill.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2.1 Förläggning av\narbetstidsförkortning vid tvåskiftsarbete\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid tvåskiftsarbete om 40 timmar per\nhelgfri vecka har arbetstagaren, enligt mom 2 a), rätt att tillgodoräkna sig\nbetald ledighet motsvarande två timmar för varje fullgjord sådan\narbetsvecka. För förläggning av denna arbetstidsförkortning träffas lokal\növerenskommelse om ett av följande alternativ:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">a)Utläggning som ledighet del av dag\neller hel dag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">b)Genom utläggning i överenskommet\narbetstidsschema.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">c)Genom ett kontant tillägg, som för\nvarje fullgjord skiftvecka om 40 timmar motsvarar två timlöner för\narbetstagaren (timlönen beräknas enligt mom 5). Skiftformstillägg enligt mom\n3 utgår inte.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kan överenskommelse inte träffas läggs,\nefter samråd mellan de lokala parterna, ledighet ut som hel eller del av\ndag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning kontinuerligt\nskiftarbete\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbete som schemaläggs på helgdag\nmedför betald reduktion av arbetstiden med de schemalagda timmarna. Om helgdag\ninfaller på en söndag sker ingen reduktion.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Reduktion enligt ovan sker med betald hel\nledig dag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Skiftformstillägg\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Skiftformstillägg utgör kompensation\ntill timavlönade för arbetstidsförkortningen från 40 timmars arbetsvecka\nenligt mom 2. Skiftformstillägg betalas inte till arbetstagare med lön\nfastställd per vecka eller månad. Dessa bibehåller sin lön under\nledigheten.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Till arbetstagare i skiftarbete utges\nskiftformstillägg per ordinarie arbetad timme beräknat på arbetstagarens\ntimlön enligt mom 5 med:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">a)vid tvåskiftsarbete 5,26 %\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">b)vid intermittent treskiftsarbete 5,26\n%\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">c)vid kontinuerligt treskiftsarbete 11,11\n%.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid arbete del av skiftvecka\ntillgodoräknas skiftformstillägget i proportion till arbetade\ntimmar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid treskiftsarbete utgår ordinarie\ntimlön (beräknad enligt mom 5) ökad med i mom 4 angivna skifttillägg för\nordinarie arbetade timmar, förlagda till annan än ordinarie arbetstid, varvid\nden framräknade lönen ökas med skiftformstillägget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Beträffande b) och c) kan lokal\növerenskommelse träffas om annan beräkningsmetod för uppräkning av lönen\ninnebärande att löneutfallet vid 38 respektive 36 timmars treskiftarbete i\nsnitt motsvarar vad som utgår vid 40 timmars arbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-NOCTPREM_trigger\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-SUNDAY_trigger\" class=\"cbaClause highlight\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Skifttillägg\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"132\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">Skifttillägg utges för ski: måndag - fredag\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"169\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan lang=\"EN-GB\">ftarbete förlagt på följande tider\n        06.00 - 07.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"85\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">med:\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Bodytext20\" align=\"right\">\u003Cspan lang=\"EN-GB\">40 %\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"132\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">måndag - fredag\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"169\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan lang=\"EN-GB\">17.00 - 23.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"85\">\u003Cp class=\"Bodytext20\" align=\"right\">\u003Cspan lang=\"EN-GB\">40 %\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"132\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">måndag - fredag\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"169\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan lang=\"EN-GB\">23.00 - 06.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"85\">\u003Cp class=\"Bodytext20\" align=\"right\">\u003Cspan lang=\"EN-GB\">70 %\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"132\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">lördag\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"169\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan lang=\"EN-GB\">00.00 - 06.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"85\">\u003Cp class=\"Bodytext20\" align=\"right\">\u003Cspan lang=\"EN-GB\">70 %\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"132\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">lördag\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"169\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan lang=\"EN-GB\">06.00 - 07.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"85\">\u003Cp class=\"Bodytext20\" align=\"right\">\u003Cspan lang=\"EN-GB\">40 %\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"bottom\" width=\"132\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">lördag\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"169\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan lang=\"EN-GB\">12.00 - 24.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"bottom\" width=\"85\">\u003Cp class=\"Bodytext20\" align=\"right\">\u003Cspan lang=\"EN-GB\">100 %\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"132\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">söndag\u002Fhelgdag\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"169\">\u003Cp class=\"Bodytext20\" align=\"center\">\u003Cspan lang=\"EN-GB\">00.00 - 24.00\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"85\">\u003Cp class=\"Bodytext20\" align=\"right\">\u003Cspan lang=\"EN-GB\">100 %\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> De procentuella tilläggen beräknas på\narbetstagarens timlön (beräknad enligt mom 5).\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 5 Beräkningsunderlag\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid tidlönsarbete är\nberäkningsunderlaget den för arbetstagaren fastställda timlönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Timlön för heltidsanställda med\nmånadslön beräknas med divisor 174.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Timlön för heltidsanställda med\nveckolön beräknas med divisor 40.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid ackordsarbete är\nberäkningsunderlaget den genomsnittliga individuella timförtjänst, som\nutgått på ordinarie ackords- och tidlönetimmar den avlöningsperiod då\nskiftarbetet utförts.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lokal överenskommelse kan träffas om\nannan teknisk beräkning av den utgående förtjänst, som ska utgöra grund\nför tillägg enligt denna paragraf.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1)På arbetsplats där högre tillägg\nför skiftarbete är överenskommet bibehålls det högre tillägget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2)Det är angeläget att arbetsgivaren vid\nnattskiftarbete vidtar åtgärder som förhindrar att ensam arbetstagare kommer\ntill skada under pågående arbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 12 Sjuklön m.m.\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare har rätt till sjuklön\nenligt lagen om sjuklön (SFS 1991:1047) med iakttagande av\nföljande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om bestämmelserna om sjukersättning i\nlag ändras under avtalsperioden ska förhandlingar upptas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Rätt till sjuklön\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-SICDIS_trigger\" class=\"cbaClause highlight\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Sjuklöneperioden omfattar de första 14\nkalenderdagarna då arbetstagaren varit frånvarande på grund av sjukdom. För\ninsjuknandedagen (karensdagen) utges ingen sjuklön. Ny sjukperiod som börjar\ninom fem kalenderdagar från det att en tidigare sjukperiod upphörde ska\nbetraktas som fortsättning på den tidigare sjukperioden och de båda\nperioderna ska räknas som en period. De mellanliggande kalenderdagarna ska\ninte räknas in i sjukperioden.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Rätt till sjuklön för den som\nvisstidsanställts för kortare tid än en månad börjar gälla först när\narbetstagaren tillträtt tjänsten och därefter varit anställd 14\nkalenderdagar innan sjukdomsfallet inträffar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Sjukanmälan till\narbetsgivaren\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">När en arbetstagare blir sjuk och\ndärför inte kan arbeta ska han snarast möjligt anmäla detta till\narbetsgivaren. Vidare ska han så snart ske kan meddela arbetsgivaren när han\nberäknar kunna återgå i arbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare har inte rätt till sjuklön\nför tid innan anmälan om sjukdomsfallet gjorts till arbetsgivaren. Detta\ngäller dock inte om arbetstagaren varit förhindrad att föra anmälan och\nsådan gjorts omedelbart efter det att hindret upphört.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Försäkran och\nläkarintyg\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A.Arbetstagaren ska lämna arbetsgivaren\nen skriftlig försäkran om att han har varit sjuk och i vilken omfattning som\nhans arbetsförmåga varit nedsatt på grund av sjukdomen. Försäkran behöver\ninte innehålla närmare uppgift om sjukdomen. Arbetsgivaren är inte skyldig\natt betala ut sjuklönen innan arbetstagaren har lämnat försäkran.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B.Arbetsgivaren är skyldig att utge\nsjuklön fr.o.m. den sjunde kalenderdagen efter dagen för sjukanmälan endast\nom arbetstagaren styrker nedsättningen av arbetsförmågan och sjukperiodens\nlängd med läkarintyg. Om särskilda skäl föreligger kan arbetsgivaren\nbegära att arbetstagaren för att få rätt till sjuklön styrker\nnedsättningen av arbetsförmågan med läkarintyg av läkare eller tandläkare\nfrån tidigare dag. Arbetsgivaren har rätt att anvisa läkare. Kostnaden för\nsådant läkarintyg ersätts av arbetsgivaren.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsgivarens möjlighet att begära\nläkarintyg ska användas selektivt och ska därför inte tillämpas generellt\nvid enskilt företag. Vidare ska bestämmelsen ges en praktisk tillämpning\nt.ex. beträffande rätt till sjuklön även om arbetstagaren misslyckats vid\nförsök att skaffa läkarintyg.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Beräkning av sjuklön\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A. Sjuklön utges inte för sjukdom som\ninfaller under den första frånvarodagen i sjukperioden (karensdagen). Under\nde 13 följande kalenderdagarna utgår sjuklön för sådan tid som\narbetstagare skulle utfört arbete under överenskommen arbetstid om han inte\nvarit sjuk.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om arbetstagaren återinsjuknar inom fem\nkalenderdagar från det tidigare sjukperioden upphörde, utgör den nya\nsjukperioden fortsättning på den tidigare, i fråga om karensdag,\nersättningens storlek och sjuklöneperiodens längd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Antalet karensdagar per 12-månadersperiod\nfår inte överstiga tio.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare med timlön:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Första frånvarodagen\u002Fdel av dagen är\nkarensdag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-maxsicknesspayperc\" class=\"cbaClause highlight\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Andra till fjortonde dagen är\nsjuklönen 80 procent av den lön som skulle utgetts.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare med månadslön:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Första frånvarodagen\u002Fdel av dagen är\nkarensdag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Andra till fjortonde dagen är\nsjuklönen 80 procent av löneavdrag enligt § 6 mom 8.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Gemensamma bestämmelser för arbetstagare\nmed månadslön och arbetstagare med timlön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Till arbetstagare som under sjukperioden,\nutom karensdagen, skulle varit berättigad till kontant ob-, skift- eller\növriga tillägg (dock inte övertidsersättning) utges dessutom 80 procent av\nifrågavarande tillägg.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Till arbetstagare som omfattas av\nackords-, prestations- eller liknande lönesystem och inte tillgodoräknas\nutfall under sjukfrånvaro utges härutöver 80 procent av det genomsnittliga\nutfallet per timme under den beräkningsperiod då sjukdomsfallet inträffade,\ndock inte för karensdagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B. Arbetstagare, som enligt beslut av\nförsäkringskassan av medicinska skäl har rätt till sjuklön om 80\nprocent.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">redan från första ersättningsdagen,\nerhåller sjuklön beräknad på samma sätt som fr.o.m. den första\nersättningsdagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning till mom 4\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Annan beräkning av sjuklön m.m. kan\ntillämpas efter lokal överenskommelse. Sådan överenskommelse gäller med\ntre månaders ömsesidig uppsägningstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-WORKFAM_trigger\" class=\"cbaClause highlight\">\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 13 Föräldraledighet och\nföräldralön\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Anmälan om\nföräldraledighet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare, som enligt reglerna i\nföräldraledighetslagen vill utnyttja sin rätt till sådan ledighet, ska så\ntidigt som möjligt och senast före de i lagen angivna tidsgränserna anmäla\ndetta till arbetsgivaren samt även ange vilken tidsperiod ledigheten avses\nomfatta och vilken typ av ledighet som åberopas. Samma gäller ledighet i\nsamband med att arbetstagare i sitt hem tar emot fosterbarn eller\nadoptivbarn.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Tidigare regler om föräldralön\nutmönstrades den 31 december 2013 och ersattes med överenskommelsen\nFöräldrapenningtillägg (FPT) mellan Svenskt Näringsliv och LO. Det är AFA\nförsäkringar som administrerar FPT. Mer information om vem som har rätt till\nFPT och hur mycket FPT uppgår till finns att läsa om bl.a. på AFA\nförsäkringars hemsida.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För krav på föräldralön för tid\ninnan 1 januari 2014 gäller då i partihandelsavtalet tillämpliga regler om\nföräldralön.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 14 Permission\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Permission är kort ledighet med\nbibehållen lön under högst en dag. Vid nära anhörigs begravning kan\npermissionen även omfatta nödvändiga - högst två - resdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Permission kan beviljas i följande\nfall:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Eget bröllop.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Egen 50-årsdag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Förstagångsbesök hos läkare eller\ntandläkare vid akut sjukdom eller olycksfall.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Besök vid sjukvårdsinrättning efter\nremiss från av arbetsgivaren anvisad läkare liksom vid av inrättningen\nföreskrivna återbesök. Bättre praxis vid enskilt företag\nbibehålls.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Nära anhörigs frånfälle.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-deathrelatives\" class=\"cbaClause highlight\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Nära anhörigs begravning.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Urnnedsättning avseende nära\nanhörig.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Plötsligt svårt sjukdomsfall hos\nhemmaboende nära anhörig.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Som nära anhörig räknas make\u002Fmaka,\nsammanboende som lever i äktenskapsliknande förhållande, barn, barnbarn,\nsyskon, föräldrar, svärföräldrar samt mor- och farföräldrar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Arbetstagare, som till följd av\narbetsolycksfall måste lämna arbetsplatsen, kan få ersättning för\ninkomstbortfallet från Trygghetsförsäkring vid arbetsskada\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Ansökan om permission\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Ansökan om permission ska göras i så\ngod tid som möjligt. Orsaken till permissionen ska på förhand eller - om så\ninte kan ske - styrkas i efterhand om arbetsgivaren begär detta.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Lön vid permission\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid permission utges lön som om arbete\nutförts enligt gällande arbetstidsschema.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 15 Semester\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Semester utges enligt semesterlagen (SFS\n1977:480). Rätt till semesterlön tjänas in under intjänandeåret den 1\napril-31 mars före semesteråret, om inte annan intjänandeperiod om 12\nmånader överenskommits.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Utöver detta gäller följande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Förläggning av\nhuvudsemestern\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Parterna är överens om att den\nledighetsperiod som avses i 12 § semesterlagen kan påbörjas i den\nkalendervecka då 1 juni infaller och avslutas i den kalendervecka då 31\naugusti infaller.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lokal överenskommelse om annan\nförläggning kan träffas där säsongsmässiga variationer föranleder\ndetta.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Rätt till ledighet veckoslut före\noch\u002Feller efter semestern\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare, som önskar utnyttja den i 9\n§, andra stycket, semesterlagen angivna rätten till ledighet under veckoslut\nomedelbart före och\u002Feller omedelbart efter semesterledighet, ska på\nförfrågan - efter skälig betänketid - meddela arbetsgivaren detta i samband\nmed att semesterledighetens förläggning fastställs.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Semester som förläggs i samband\nmed helgdag och afton\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">När en semesterledighet är fem dagar\neller längre räknas arbetsskyldig helgdagsafton eller helgdag, som infaller\nmåndag-fredag under ledigheten, som semesterdag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Tidsbegränsad\nanställning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Tidsbegränsad anställning som inte avser\neller varar längre tid än tre månader, ger inte rätt till semesterledighet\nutan till semesterersättning. Arbetsgivare och arbetstagare kan vid\nanställningstillfället komma överens om att semesterledighet ska läggas\nut.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Semesterersättning ska inte ingå i\nlönen i något fall.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 5 Löneavdrag vid semester\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid frånvaro i samband med semester görs\nlöneavdrag enligt avdragsreglerna i § 7.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 6 Beräkning av\nsemesterlön\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A.Semesterlön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Semesterlönen utgör 13 procent av\nsemesterlöneunderlaget dock lägst de garantibelopp som framgår av B\nnedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Semesterlöneunderlaget utgörs av\narbetstagarens lön under intjänandeåret.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">I semesterlöneunderlaget inräknas inte\nsemesterlön, sjuklön eller permitteringslön med anledning av driftsuppehåll\nför samtidig semester.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B.Garantibelopp\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1. För heltidsanställd arbetstagare med\nminst tre månaders sammanhängande anställningstid ska semesterlönen per\nbetald semesterdag lägst utges med:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">fr.o.m. det semesterår som börjar den 1\napril 2016:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"border-collapse:collapse\" border=\"0\" cellpadding=\"0\" cellspacing=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"197\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">arbetstagare som\n        fyllt 18 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"242\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1185\n        kr\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"197\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">arbetstagare som\n        fyllt 21 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"242\">\u003Cp class=\"Bodytext20\">\u003Cspan lang=\"EN-GB\">1405\n        kr\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> 2. För deltidsanställd beräknas\ngarantibeloppet i proportion till antalet arbetade timmar under\nintjänandeåret.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Proportioneringen görs enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Antalet arbetade timmar under\nintjänandeåret x garantibeloppet\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1 796 (den s.k.\nsemesterlönefaktorn)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3.För deltidsanställd som börjat eller\nslutat under året betalas garantibelopp i proportion för en heltidsanställd\nunder motsvarande del av året. Garantibeloppet ska proportioneras i en\nberäkning med två steg enligt följande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">i.Anställningsdagar under\nintjänandeåret x 1796 = Y 365 (366 vid skottår)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Y = arbetade timmar för heltidsanställd\nunder samma period\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">ii. Arbetade timmar under perioden x\ngarantibeloppet = Z\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Y\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Z = det faktiska garantibeloppet per dag\nför den deltidsanställde\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">4.Under semesterlönegrundande\nfrånvarotid ska uppräkning ske med den arbetstid som skulle fullgjorts enligt\nden anställdes schema för perioden, eller efter lokal överenskommelse, med\nden genomsnittliga arbetstid som fullgjorts under övrig del av\nåret.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">5.Garantibeloppen gäller fr.o.m. den\nförsta i den månad då förändringen i fråga om ålder respektive\nbranschvana inträffar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">C.Sparad semester\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Semesterlön för sparad semesterdag har\ndet år den tas ut samma värde som övrig semester. Sparade semesterdagar som\ntas ut ska betraktas som intjänade under det närmast föregående\nintjänandeåret.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om värde på sparade semesterdagar saknas\noch inget arbete utförts under intjänandeåret utgörs de sparade dagarnas\nvärde av innevarande års garantibelopp. Garantibeloppet ska proportioneras i\nförhållande till sysselsättningsgraden enligt\nanställningsbeviset.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 7 Semesterlönegrundande\nfrånvaro\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Gäller för både månads- och\ntimavlönade\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Semesterlöneunderlaget ska, för\nfrånvaro som är semesterlönegrundande enligt 17-17b §§ semesterlagen,\nökas med ett belopp motsvarande den inkomst arbetstagaren skulle ha haft om\narbete istället utförts i normal omfattning. Med normal omfattning menas\narbetstagarens ordinarie arbetstidsmått. Går beloppet inte att fastställa\nska det uppskattas till den inkomst som kan antas skulle ha betalats om\narbetstagaren under frånvarotiden hade arbetat (genom exempelvis\ngenomsnittsberäkning).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">I beloppet ingår även t.ex. rörliga\nlönedelar, tillägg för förskjuten ordinarie arbetstid, som normalt skulle\nha utgetts.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid genomsnittsberäkning ingår såväl\ntidlön som t.ex. rörliga lönedelar, tillägg för förskjuten ordinarie\narbetstid och ersättning för utfört övertidsarbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">Mom 8 Beräkning av semesterersättning m.m\u003Cspan lang=\"SV\">.\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Semesterersättning och semesterlön för\nsparad semester beräknas på samma sätt som i mom 6 och 7.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 9 Lokal överenskommelse om\navsteg\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">De lokala parterna kan träffa\növerenskommelse om att tillämpa annan beräkning av semesterlönen och\u002Feller\nregler för utläggning av semesterdagar för arbetstagare som regelbundet\narbetar färre än fem dagar i veckan. Sådan överenskommelse ska för sin\ngiltighet godkännas av de centrala parterna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 16 Övriga avtal\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Huvudavtalet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-cbasignmultiple\" class=\"cbaClause highlight\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Parterna har antagit det mellan Svenska\nArbetsgivareföreningen och Landsorganisationen i Sverige träffade\nhuvudavtalet.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Med förbund i huvudavtalets mening avses\nSvensk Handel och Handelsanställdas förbund.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Avtalsförsäkringar\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Följande överenskommelser mellan\nSAF\u002FSvenskt Näringsliv och LO har antagits att gälla parterna\nemellan:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Tjänstegrupplivförsäkring\n(TGL)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Avgångsbidrag (AGB)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Avtalsgruppsjukförsäkring\n(AGS)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Avtalspension SAF-LO\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Trygghetsförsäkring (TFA)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Omställningsavtal Svenskt Näringsliv\n- LO\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•Avtal om Föräldrapenningtillägg\n(FTP) Svenskt Näringsliv - LO\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Utvecklingsavtalet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Utvecklingsavtalet mellan SAF, LO och PTK\nav den 7 juni 1982 \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Jämställdhetsavtalet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Jämställdhetsavtalet mellan SAF, LO och\nPTK av den 3 mars 1983 \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 5 Förslagsverksamhet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Förslagsverksamhet mellan SAF, LO och PTK\nav den 9 september 1985 \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 6 Arbetsmiljöavtalet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsmiljöavtalet mellan HAO, Handels\noch HTF av den 13 juni 1995 \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 7 Handelsrådet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Svensk Handel, Arbetsgivarföreningen KFO,\nHandelsanställdas förbund, Unionen och Akademikerförbunden har den 15 juni\n2015 träffat överenskommelse om Handelsrådet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 8 Företagshälsovård\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Parterna är överens om att\nföretagshälsovård är en värdefull resurs för företag och anställda.\nFrågan om företagshälsovård regleras i 3 kap. arbetsmiljölagen (SFS\n1977:1160). Beträffande företagshälsovårdens närmare innehåll och\nuppgifter, se det mellan parterna tecknade arbetsmiljöavtalet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 17 Avtalets giltighetstid\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Giltighetstid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-cbadate_end\" class=\"cbaClause highlight\">\u003Cdiv id=\"clause-cbadate_start\" class=\"cbaClause highlight\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Avtalet gäller från den 1 april 2016\ntill och med den 31 mars 2017 med två månaders ömsesidig uppsägningstid. Om\nbegäran om förhandling framställes senast den 31 januari 2017 gäller\navtalet för tid efter den 31 mars 2017 med sju dagars ömsesidig\nuppsägningstid. Sker inte uppsägning före den 31 januari 2017, gäller\navtalet fortfarande ett år med samma uppsägningstid osv. år från\når.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Uppsägning av avtalet ska ske\nskriftligen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om nytt avtal önskas, bör fullständigt\nförslag till sådant av uppsägande part överlämnas till motparten senast 14\ndagar efter uppsägningstidens utgång. Eventuellt motförslag bör\növerlämnas senast en månad efteruppsägningstidens utgång.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Rätt till uppsägning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Rätt till uppsägning har Svensk Handel\noch Handelsanställdas förbund.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Till detta avtal fogad\nprotokollsanteckning äger samma giltighet som själva avtalet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Göteborg den 13 maj 2016\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">SVENSK HANDELHANDELSANSTALLDAS\nFÖRBUND\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Michael WahlströmTommy Tillgren\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">PROTOKOLLSANTECKNINGAR\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Om visitationskontroll ska vidtas, ska\nregler om detta utarbetas vid lokala förhandlingar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Inköpsrätten regleras vid varje\nföretag efter överenskommelse mellan arbetsledning och\narbetsplatsklubb.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3.Parterna har träffat överenskommelse\nom lönestatistik.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">4.Parterna är överens om att medverka\ntill att den anställde ges möjlighet att få ökad kompetens och utveckling i\nsitt arbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">5.Parterna har träffat särskilt avtal om\nkompetensutveckling se bilaga 1.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">6.Restidsersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Följande regler gäller för personal som\nendast undantagsvis företar tjänsteresor.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A)Med restid som medför rätt till\nersättning avses den tid under en beordrad tjänsteresa som går åt för\nsjälva resan till bestämmelseorten.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Restid som faller inom klockslagen för\nden ordinarie dagliga arbetstid som gäller för den anställde räknas som\narbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid beräkning av restid medtas därför\nendast tjänsteresor utanför den anställdes ordinarie arbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid beräkning av restid ska endast fulla\nhalvtimmar medtas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om arbetsgivaren har bekostat sovplats på\ntåg eller båt under resan eller del av denna, ska tiden klockan 22-08 inte\nmedräknas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Som restid räknas även normal\ntidsåtgång då den anställde under tjänsteresa själv kör bil eller annat\nfordon, oavsett om detta tillhör arbetsgivaren eller inte.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Resan ska anses påbörjad och avslutad i\nenlighet med de bestämmelser som gäller vid traktamentsberäkning eller\nmotsvarande vid respektive företag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B)Restidsersättning per timme är 60\nprocent av timlönen, dock högst sex timmar per kalenderdygn. När resan sker\nunder tiden fredag kl. 18.00 fram till måndag kl. 06.00 eller kl. 18.00 dag\nföre arbetsfri helgdagsafton eller helgdag till kl. 06.00 dag efter helgdag\när ersättningen 75 procent av timlönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Timlönen utgör 1\u002F174 av arbetstagarens\nutgående fasta kontanta månadslön och personliga tillägg om sådana\nfinns.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Med timlön avses resp. arbetstagares\nersättning vid ordinarie tidlönearbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">7.Traktamenten\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid flerdygnsförrättning utanför den\nvanliga verksamhetsorten betalar arbetsgivaren ersättning för logikostnad och\ntraktamenten enligt de bestämmelser och med de belopp som vid varje tidpunkt\nanges som avdragsgilla i anvisningarna till Kap 12 §§ 6 - 16\nInkomstskattelagen (IL).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Bilaga 1 Utökad lokal lönebildning inom\nhandeln\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Grundläggande principer\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lönen är ett viktigt styrinstrument i\ndet enskilda företaget för att uppnå en produktiv och effektiv verksamhet.\nAtt som arbetstagare få möjligheter att påverka lönen genom de egna\narbetsinsatserna skapar engagemang och därmed förutsättningar för att göra\nhandeln till en attraktivare arbetsplats. De lokala parterna ges därför\nmöjligheter att arbeta med utökad lokal lönebildning som ett alternativ till\ngällande regelverk för lokala löneförhandlingar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">En lokalt anpassad lönemodell kan\nanvändas vid företag där arbetsgivare och fackklubb vill arbeta mer aktivt\nmed den lokala hanteringen av löneutrymmet för att på så sätt skapa en\nlokal lönebildning på arbetsplatsen. Utgångspunkten i det alternativa\nregelverket är därför att arbetsgivare och den lokala fackklubben\ntillsammans fastställer sådan lönemodell. Tillsammans kan de lokala parterna\narbeta för att utveckla företagets verksamhet och öka kompetensen hos\narbetstagare. Genom det gemensamma arbetet skapas förbättrad konkurrenskraft\noch möjligheter för utökad löneutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Lokal lönemodell\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Bestämmelserna i § 6 gäller i sin\nhelhet, om inget annat anges nedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A. För att få tillämpa reglerna i denna\nbilaga måste två förutsättningar vara uppfyllda.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Arbetsgivaren och den lokala fackliga\norganisationen måste träffa överenskommelse om att tillämpa denna\nbilaga.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Arbetsgivaren och den lokala fackliga\norganisationen måste träffa överenskommelse om en lokal lönemodell i\nenlighet med mom 3 nedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Med lokal facklig organisation avses i\ndetta sammanhang, om inget annat anges, lokal facklig klubb vid\nföretaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B. Vid företag med flera arbetsplatser\nträffas överenskommelse med Handels centralt. Överenskommelse om att\ntillämpa reglerna i denna bilaga samt överenskommelse om lokal lönemodell\nkan gälla för arbetsgivarens samtliga enheter som omfattas av\npartihandelsavtalet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Allmänna\nförutsättningar\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">En överenskommelse om lokal lönemodell\nska reglera nedan angivna punkter A-D.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A.Förhandlingsordning vid\nlönerevision\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Den lokala lönemodellen ska innehålla en\nförhandlingsordning. I ett företag med flera arbetsplatser som på en enskild\narbetsplats saknar lokal klubb kan lokal ombudsman träda in som lokal part vid\nförhandling om löneutrymmet på den arbetsplatsen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om parterna i de lokala förhandlingarna\ninte kommer överens läggs löneutrymmet ut av arbetsgivaren enligt\nprinciperna i lönemodellen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B.Kompetensutveckling\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsgivaren och arbetstagarna har ett\ngemensamt ansvar för att alla arbetstagare ges möjlighet till ökad kompetens\noch utveckling i arbetet. Den lokala lönemodellen bör reglera hur de lokala\nparterna ska arbeta med bilaga 2, avtal kompetensutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">C.Löneutrymme\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">De lokala parterna ska i den lokala\nlönemodellen komma överens om hur den generella löneökningen i § 6 mom 4 B\nsamt arbetsplatsens lokala löneutrymme i § 6 mom 4 C, ska hanteras inom ramen\nför ett lokalt lönesystem.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Av det sammanlagda löneutrymmet ska minst\n25 procent läggas ut generellt per timme.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">De lokala parterna kan inte göra avsteg\nfrån tillämpliga minimilönenivåer.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">D.Utvärdering av lönemodell\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För att skapa ett lönesystem som kan\nvara långsiktigt är det viktigt att lönesystemet underhålls och uppdateras\npå ett sådant sätt att det är relevant och aktuellt utifrån arbetsplatsens\nförutsättningar. De lokala parterna ska komma överens om en återkommande\ntidpunkt för utvärdering av den lokala lönemodellen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Extra ledighetsdag\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Tillsvidareanställd arbetstagare som\nvarit anställd fem år vid samma företag, som tillämpar reglerna i denna\nbilaga, får under varje lönerevisionsår som bilagan tillämpas, en\npermissionsdag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagaren ska i så god tid som\nmöjligt ansöka om att nyttja permissionsdagen till arbetsgivaren.\nArbetsgivaren ska ange skälen om arbetstagarens önskemål om permission inte\nkan tillgodoses.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om permissionsdagen inte tagits ut vid\nlönerevisionsårets slut ska sådan dag betalas ut vid nästkommande\nlöneutbetalning. För heltidsanställd utbetalas lön för åtta timmar och\nför deltidsanställd utbetalas lön i proportion till\nsysselsättningsgraden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 5 Ikraftträdande av lokal\nlönemodell\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Överenskommelse om att tillämpa reglerna\ni denna bilaga samt överenskommelse om lokal lönemodell enligt mom 2 A 1-2\nska träffas senast ett år före nästkommande\nlönerevisionstidpunkt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Övergångsbestämmelse\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För att tillämpa reglerna i bilaga 1\nfrån och med 1 april 2017 ska sådan överenskommelse ha träffats senast 30\nseptember 2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 6 Uppsägning av lokal\nlönemodell\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Uppsägning av överenskommelse om att\ntillämpa denna bilaga innebär att överenskommelsen upphör att gälla efter\nnästa lönerevision. Därefter gäller lönereglerna i § 6 i stället för\ndenna bilaga. Särskild uppsägning kan dock ske, varje år, inom fem dagar\nfrån det att beslut om fördelning fattats med effekt att överenskommelse om\natt tillämpa denna bilaga omedelbart upphör att gälla\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">vilket innebär att samtliga bestämmelser\ni denna bilaga faller och ersätts av lönereglerna i § 6.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Bilaga 2: AVTAL om\nkompetensutveckling\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Handeln har en central roll i samhället\noch sysselsätter ca 12 procent av arbetskraften. Det framförs emellertid ofta\natt anställda inom branschen upplever en relativt låg yrkesstatus. Objektivt\nkan även konstateras att anställda i framförallt detaljhandeln har en lägre\ngrundutbildning än genomsnittet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Handeln står inför förändringar, som\npå olika sätt innebär utmaningar för branschen. Det kommer att krävas en\nhög förändringsberedskap och en kompetenshöjning. Risken är annars att\nmöjligheterna förvandlas till hot såväl för företagen som de anställda.\nHandeln måste framstå som en attraktiv bransch och dess samhällsekonomiska\nbetydelse bör på olika sätt tydliggöras.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Handelsföretagen är i särskilt hög\ngrad beroende av kompetenta medarbetare för att kunna leva vidare och\nutvecklas. För att åstadkomma en verksamhetsutveckling krävs en kontinuerlig\noch systematisk kompetensutveckling. Ökad internationalisering och\nglobalisering, effektivare transportnät, IT-utvecklingen m.m. skärper kraven\npå kompetens.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kompetensen är i hög grad en färskvara,\nsom ständigt måste förnyas i takt med kundernas krav. Företag med\nkompetenta medarbetare har lättare att möta snabba förändringar i\nomvärlden och ökad konkurrens. Verksamhets-, kvalitets- och\nkompetensutveckling är därför viktiga strategiska inslag i\nledningsfunktionen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Verksamhetsutveckling sker i samverkan\nmellan ledning och anställda. Kompetensutvecklingen bör planeras så att den\nkan genomföras kontinuerligt i verksamheten.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsgivaren ska medverka till att det\nskapas goda förutsättningar för lärande och att det kan omsättas i\norganisationens system, rutiner och praxis.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kartläggningen av nuvarande och framtida\nkompetensbehov är en angelägen samarbetsuppgift på arbetsplatsen. Plan för\nbehovet av kompetensutveckling utformas och följs upp så ofta som konkurrens-\noch omvärldssituationen i övrigt ger anledning till. Genomförandet av\nkompetensutveckling kräver dock tidsplanering samt att ekonomiska medel\navsätts i budget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsgivarorganisationen är ett stöd\nför företagen i frågor rörande kompetensförsörjning och\nverksamhetsutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Information om och stimulans av\nkompetensutveckling, liksom utarbetande av hjälpmedel, är viktiga\nuppgifter.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Organisationen ska även medverka till att\nstudie- och yrkesförberedande utbildning står i samklang med företagens\ninriktning och framtida behov.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Den fackliga organisationens uppgift är\natt informera medlemmarna om de snabba förändringar som sker i yrkeslivet.\nFacket ska på olika sätt stödja och stimulera den anställda att skaffa sig\nden kompetens som motsvarar de krav som ställs och som kommer att ställas i\nframtidens yrkesliv. I företag där anställda känner delaktighet i\nverksamhetens mål skapas en vilja till förändring och förnyelse. Det är\nviktigt för såväl företag som anställda att alla omfattas av den\nkänslan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Alla anställda ska ha möjlighet att\nutvecklas till självständiga, ansvarstagande och yrkeskompetenta\narbetstagare. Detta ska ske genom att företaget erbjuder alla anställda\nkompetensutveckling inom yrket. Ökat yrkeskunnande ska beaktas vid\nlönesättningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kompetensutveckling utgår från\nföretagets verksamhet och de anställdas behov.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Syftet är att utifrån uppställda mål\ntillföra och fördjupa teoretiska kunskaper och yrkeserfarenheter som gör det\nmöjligt att upprätthålla en hög kompetensoch kunskapsnivå inom\nföretaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kunskapsuppbyggnad är en viktig form av\ninvestering i ett företag och ska ske på sådant sätt att det främjar en\njämn fördelning mellan kvinnor och män i skilda typer av befattningar och\ninom olika kategorier arbetstagare.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Överenskommelse mellan parterna i\nföretaget ska träffas om principerna för kompetensutvecklingen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kompetensutveckling bör utgå från en\nutvecklingsplan som upprättats av företaget efter förhandling med den lokala\nfackliga organisationen. Av utvecklingsplanen bör framgå målsättning samt\nvilka studieformer som ska användas vid kompetensutvecklingens genomförande.\nVidare bör det framgå efter vilka grunder urval ska ske.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Individuell utvecklingsplan\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Omfattning och inriktning av den enskildes\nkompetensutveckling avgörs gemensamt av arbetsgivaren och den anställde. En\nviktig förutsättning för utveckling av kompetens, arbetsorganisation och\narbetsplats är att arbetet med dessa frågor systematiseras. Företagen bör\nårligen genomföra\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">utvecklingssamtal med samtliga\narbetstagare för att kartlägga befintliga och kommande behov av\nkompetenshöjning.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Parterna har utarbetat ett hjälpmedel\nför genomförande av sådana samtal. För utveckling av verksamheten bör\narbetsplatsträffar genomföras.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Utvecklingsplanen ska dels ta upp de\ninsatser som kan åstadkommas genom företagsintern\nkompetensutveckling\u002Futvecklingsarbete och dels insatser som kan åstadkommas\ngenom extern utbildning\u002Ferfarenhetsöverföring.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"equalitymonitoring":41,"disabilitypay":45,"WORKFAM_trigger":49,"SECTOR1":53,"NOCTPREM_trigger":57,"JOBTYPE_comments_txt":61,"LOWWAGE_trigger":63,"cbadate_end":67,"WAGES_determined":71,"cbadate_start":75,"SUNDAY_trigger":77,"contracttrial":79,"cbasignmultiple":83,"eqpay":87,"hourspweek_select":89,"OVERTIME_trigger":93,"WORKHOURS_trigger":97,"maxsicknesspayperc":99,"SICDIS_trigger":103,"deathrelatives":107},{"bindId":42,"name":43,"text":44},"equalitymonitoring","De lokala parterna ska kartlägga och ana","De lokala parterna ska kartlägga och analysera lönesituationen på\narbetsplatsen utifrån diskrimineringslagens krav. Särskilt ska osakliga\nlöneskillnader mellan kvinnor och män beaktas. Kartläggningen och analysen\nska genomföras så att kravet på den enskildes integritet tillgodoses.\nKartläggningen och analysen ska också omfatta frågan om omotiverade\nskillnader i fråga om löneläge och löneutveckling finns.",{"bindId":46,"name":47,"text":48},"disabilitypay","2.Arbetstagare, som till följd av arbets","2.Arbetstagare, som till följd av\narbetsolycksfall måste lämna arbetsplatsen, kan få ersättning för\ninkomstbortfallet från Trygghetsförsäkring vid arbetsskada",{"bindId":50,"name":51,"text":52},"WORKFAM_trigger","§ 13 Föräldraledighet och föräldralön Mo","§ 13 Föräldraledighet och\nföräldralön\n\nMom 1 Anmälan om\nföräldraledighet\n\nArbetstagare, som enligt reglerna i\nföräldraledighetslagen vill utnyttja sin rätt till sådan ledighet, ska så\ntidigt som möjligt och senast före de i lagen angivna tidsgränserna anmäla\ndetta till arbetsgivaren samt även ange vilken tidsperiod ledigheten avses\nomfatta och vilken typ av ledighet som åberopas. Samma gäller ledighet i\nsamband med att arbetstagare i sitt hem tar emot fosterbarn eller\nadoptivbarn.\n\nAnmärkning\n\nTidigare regler om föräldralön\nutmönstrades den 31 december 2013 och ersattes med överenskommelsen\nFöräldrapenningtillägg (FPT) mellan Svenskt Näringsliv och LO. Det är AFA\nförsäkringar som administrerar FPT. Mer information om vem som har rätt till\nFPT och hur mycket FPT uppgår till finns att läsa om bl.a. på AFA\nförsäkringars hemsida.\n\nFör krav på föräldralön för tid\ninnan 1 januari 2014 gäller då i partihandelsavtalet tillämpliga regler om\nföräldralön.",{"bindId":54,"name":55,"text":56},"SECTOR1","lagerpersonal vid postorder- och e-hande","lagerpersonal vid postorder- och e-handelsföretag",{"bindId":58,"name":59,"text":60},"NOCTPREM_trigger","Mom 4 Skifttillägg Skifttillägg utges fö","Mom 4 Skifttillägg\n\n\n\n\n\n\n  \n    \n      Skifttillägg utges för ski: måndag - fredag\n      \n      ftarbete förlagt på följande tider\n        06.00 - 07.00\n      \n      med:\n\n        40 %\n      \n    \n    \n      måndag - fredag\n      \n      17.00 - 23.00\n      \n      40 %\n      \n    \n    \n      måndag - fredag\n      \n      23.00 - 06.00\n      \n      70 %\n      \n    \n    \n      lördag\n      \n      00.00 - 06.00\n      \n      70 %\n      \n    \n    \n      lördag\n      \n      06.00 - 07.00\n      \n      40 %\n      \n    \n    \n      lördag\n      \n      12.00 - 24.00\n      \n      100 %\n      \n    \n    \n      söndag\u002Fhelgdag\n      \n      00.00 - 24.00\n      \n      100 %\n      \n    \n  \n\n\n De procentuella tilläggen beräknas på\narbetstagarens timlön (beräknad enligt mom 5).",{"bindId":62,"name":55,"text":56},"JOBTYPE_comments_txt",{"bindId":64,"name":65,"text":66},"LOWWAGE_trigger","C.Minimilönenivåer 2016-04-01 - 2 Lönegr","C.Minimilönenivåer\n\n\n\n\n\n\n  \n    \n      2016-04-01 - 2\n\n        Lönegrupp\n      \n      017-03-31\n\n        Lagerpersonal\n      \n    \n    \n      16 år\n      \n      84,07\n      \n    \n    \n      17 år\n      \n      90,07\n      \n    \n    \n      18 år\n      \n      132,29\n      \n    \n    \n      19 år\n      \n      132,64\n      \n    \n    \n      20 år\n      \n      133,56\n      \n    \n    \n      +\n        6 månader i företaget\n      \n      134,56",{"bindId":68,"name":69,"text":70},"cbadate_end","Avtalet gäller från den 1 april 2016 til","Avtalet gäller från den 1 april 2016\ntill och med den 31 mars 2017 med två månaders ömsesidig uppsägningstid. Om\nbegäran om förhandling framställes senast den 31 januari 2017 gäller\navtalet för tid efter den 31 mars 2017 med sju dagars ömsesidig\nuppsägningstid. Sker inte uppsägning före den 31 januari 2017, gäller\navtalet fortfarande ett år med samma uppsägningstid osv. år från\når.",{"bindId":72,"name":73,"text":74},"WAGES_determined","E.Hantering av arbetsplatsens lokala lön","E.Hantering av arbetsplatsens lokala löneutrymme",{"bindId":76,"name":69,"text":70},"cbadate_start",{"bindId":78,"name":59,"text":60},"SUNDAY_trigger",{"bindId":80,"name":81,"text":82},"contracttrial","Mom 1 Provanställning Provanställning ka","Mom 1 Provanställning\n\nProvanställning kan omfatta högst sex månader. Arbetsgivaren ska\nunderrätta den lokala fackliga organisationen att överenskommelse om\nprovanställning skett. Vid sjukdomsfall och annan frånvaro under\nprovanställning kan arbetsgivaren förlänga provanställningen i motsvarande\nomfattning som frånvaron. Arbetsgivare som önskar förlänga en\nprovanställning på grund av sjukdomsfall eller annan frånvaro ska meddela\nden provanställde skriftligen senast 14 dagar innan den ursprungliga\nprovanställningen löper ut.\n\nProvanställning upphör 14 dagar efter det att någondera parten lämnat\nskriftlig underrättelse om det. Har sådan underrättelse inte lämnats senast\n14 dagar före provanställningstidens utgång gäller för den fortsatta\nanställningen vad som följer av lagen om anställningsskydd.\n\nOm en provanställning inte övergår i en tillsvidareanställning, ska\narbetsgivaren informera den lokala fackliga organisationen.\n\nI de fall den anställde begär, ska arbetsgivaren ange skälen till varför\nprovanställningen inte övergick i en tillsvidareanställning.",{"bindId":84,"name":85,"text":86},"cbasignmultiple","Parterna har antagit det mellan Svenska ","Parterna har antagit det mellan Svenska\nArbetsgivareföreningen och Landsorganisationen i Sverige träffade\nhuvudavtalet.",{"bindId":88,"name":43,"text":44},"eqpay",{"bindId":90,"name":91,"text":92},"hourspweek_select","Den ordinarie arbetstiden förläggs månda","Den ordinarie arbetstiden förläggs\nmåndagar - fredagar mellan kl. 06.00 - 17.00, om inte annan lokal\növerenskommelse träffas.",{"bindId":94,"name":95,"text":96},"OVERTIME_trigger","§ 10 Övertidsarbete Mom 1 Övertidsarbete","§ 10 Övertidsarbete\n\nMom 1 Övertidsarbete\n\nNär arbetsgivaren anser, att det krävs\natt arbete utförs på annan tid än ordinarie arbetstid, ska arbetstagaren\nutföra sådant arbete i den utsträckning gällande lag medger mot fastställd\nbetalning.\n\nBesked om övertidsarbete ska om möjligt\nlämnas till arbetstagaren före kl. 12.00.\n\nArbetstagare som har godtagbara skäl ska\nbefrias från övertidsarbete.\n\nVid övertidsarbete på söndag, helgdag\nsamt på dag som på grund av arbetstidens förläggning är fridag utgår\nersättning för minst tre timmar.\n\nMom 2 Kontant\növertidsersättning\n\nFör övertidsarbete som utförs på\nbegäran av arbetsgivaren betalas ersättning dels med för arbetstagaren\ngällande ordinarie tidlön respektive ackord, dels övertidsersättning\nmed:\n\n•50 procent för övertidsarbete måndag\n- fredag de två första timmarna per dag varvid sammanräknas utfört\növertidsarbete före ordinarie arbetstidens början och efter ordinarie\narbetstidens slut\n\n•70 procent för annat övertidsarbete\npå vardagar\n\n•100 procent för allt arbete på\nsöndag, helgdag, jul-, nyårs- och midsommarafton samt på lördag efter kl.\n12.00.\n\nMed övertidsarbete på söndag\njämställs sådant övertidsarbete på lördag som förläggs efter kl.\n12.00.\n\nProcentsatserna beräknas på:\n\n•vid tidlönsarbete den för\narbetstagaren fastställda timlönen\n\n•vid ackordsarbete den genomsnittliga\nindividuella timförtjänst som utgått på ordinarie ackords- och\ntidlönetimmar den avlöningsperiod då övertidsarbetet utförts.\n\nLokal överenskommelse kan träffas om\nannan teknisk beräkning av den utgående förtjänst, som ska utgöra grund\nför övertidsberäkningen.\n\nMom 3 Kompensationsledighet\n\nÖvertidsarbete kan efter överenskommelse\ni varje särskilt fall ersättas med ledighet på ordinarie arbetstid enligt\nföljande:\n\n•1 timme och 30 minuter för varje\narbetad timme berättigande till 50 procents ersättning\n\n•1 timme och 45 minuter för varje\narbetad timme berättigande till 70 procents ersättning\n\n•2 timmar för varje arbetad timme\nberättigande till 100 procents ersättning\n\nAnmärkningar\n\n1.Då övertidsarbete ska utföras och\növerenskommelse har träffats om förläggning av måltidsrast efter ordinarie\narbetstidens slut, utges övertidstillägg med 50 procent för de två första\ntimmarna efter rasten samt först därefter med 70 procent.\n\n2.I de fall arbetstagare beordras utföra\narbete på dag, som på grund av arbetstidens förläggning utgör fridag,\nutges övertidstillägg med 70 procent, dock utges tillägget med 100 procent\nför övertidsarbete förlagt efter kl. 12.00 på lördagar.\n\nArbetsgivaren och arbetstagaren kan\nalternativt överenskomma om annan ledighetsdag istället för den, på vilken\narbete beordrats. I de fall arbete måste utföras på fridag enligt ovan, ska\narbetsgivaren varsla om detta så snart som möjligt. Vad ovan sagts berör\ninte de företag för vilka ersättningsfrågan vid inkallelse redan reglerats\nmellan parterna.\n\n3.Då övertidsarbete utförs på tid då\nskiftgående personal eller arbetare med förskjuten ordinarie arbetstid\nerhåller ett högre tillägg än vad övertidsarbetet i sig ger så ska det\nhögre tillägget utges för övertidsarbetet.\n\nMom 4 Anmälan om\növertidsarbete\n\nNär arbete utförts under övertid, som\ninte omedelbart kunnat kontrolleras av arbetsledningen, ska den använda tiden\nsenast arbetsdagen efter anmälas, vid äventyr att rätten till\növertidsersättning i annat fall går förlorad.",{"bindId":98,"name":91,"text":92},"WORKHOURS_trigger",{"bindId":100,"name":101,"text":102},"maxsicknesspayperc","•Andra till fjortonde dagen är sjuklönen","•Andra till fjortonde dagen är\nsjuklönen 80 procent av den lön som skulle utgetts.",{"bindId":104,"name":105,"text":106},"SICDIS_trigger","Sjuklöneperioden omfattar de första 14 k","Sjuklöneperioden omfattar de första 14\nkalenderdagarna då arbetstagaren varit frånvarande på grund av sjukdom. För\ninsjuknandedagen (karensdagen) utges ingen sjuklön. Ny sjukperiod som börjar\ninom fem kalenderdagar från det att en tidigare sjukperiod upphörde ska\nbetraktas som fortsättning på den tidigare sjukperioden och de båda\nperioderna ska räknas som en period. De mellanliggande kalenderdagarna ska\ninte räknas in i sjukperioden.",{"bindId":108,"name":109,"text":109},"deathrelatives","•Nära anhörigs begravning.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KOLLEKTIVAVTAL mellan a ena sidan SVENSK HANDEL och a andra sidan HANDELSANSTÄLLDAS FÖRBUND avseende lagerpersonal vid postorder och e-handelsföretag 2016-17\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2016-01-04\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2017-03-31\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: → Transport, logistik, kommunikation\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → Svenska Arbetsgivareföreningen\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Landsorganisationen i Sverige\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        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → 80 %\n            \u003C\u002Fdiv>\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: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → \u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 1 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Särskild hänvisning till kön för lika lön: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → 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            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → 183 dagar\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → 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            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Avtalad lägstalön per: → Hours\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lägstalön: → SEK 84.07\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Tillägg för kvälls- eller nattarbete: → 140 % av grundlönen\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Tillägg för endast nattarbete: → Ja\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Tillägg för söndagsarbete:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Tillägg för söndagsarbete: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[115],{"title":34,"slug":31},[117],{"type":118,"data":119},"call_to_action_body_block",{"title":120,"description":121,"variant":122,"link":123},"Jämför kollektivavtal","Jämför artiklarna med kollektivavtal från Sverige genom olika sektorer, ämnen och länder","dark",{"title":120,"url":124,"description":120,"rel":125,"type":126},"\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fjamfor-kollektivavtal","follow","internal",[128],{"type":118,"data":129},{"title":120,"description":121,"variant":122,"link":130},{"title":120,"url":124,"description":120,"rel":125,"type":126},[],{"title":15,"seo_title":133,"description":7,"path":134,"redirect_url":7,"locale":16,"children":135},"WageIndicator Sverige: löner, minimilön och 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