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Avtalet ska börja gälla den första i\nmånaden efter det att avtalsframställan om inkoppling har gjorts enligt\nnedanstående förhandlingsordning. Om framställan har gjorts senare än 20\ndagar före månadsskifte framflyttas dock inkopplingsdatum till därpå\nnästkommande månadsskifte.\u003C\u002Fp>\n\n\u003Cp>Lager- och distributionsarbete inom detaljhandeln omfattas av detta\nkollektivavtal under förutsättning att lagerenheten är belägen inom butiken\neller betjänar endast en butik.\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\nförbundets ledningar. Skulle avtalsfrågan då inte lösas, ska ärendet\nbehandlas av en nämnd som består av en representant för vardera parten samt\nen av parterna gemensamt utsedd opartisk ordförande.\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 i dessa delar att betrakta som lokal facklig\norganisation.\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. Anser arbetstagare att\navskedande ägt rum under omständigheter, som kan tolkas som angrepp på\nföreningsrätten, har de rätt att genom sin organisation begära\nundersökning för att få rättelse innan andra åtgärder vidtas.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Tjänsteföreskrifter\u003C\u002Fh2>\n\n\u003Cp>A.Arbetstagare är skyldig att rätta sig efter utfärdade föreskrifter,\nsom inte strider mot detta avtal.\u003C\u002Fp>\n\n\u003Cp>B.Arbetsgivaren tillhandahåller lämpliga skyddskläder när så\nbehövs.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Anställning, uppsägning m.m.\u003C\u002Fh2>\n\n\u003Cp>På avtalsområdet gäller reglerna i lagen om anställningsskydd (SFS\n1982:80) med följande tillägg enligt lagens 2 §.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Heltid och deltid\u003C\u002Fh3>\n\n\u003Cp>Handelns företag och medarbetare gynnas långsiktigt av att\nanställningarna i branschen är trygga. Det är viktigt att handelns företag\nkan öka sin konkurrenskraft samtidigt som andelen tillsvidareanställningar\npå heltid eller deltid med hög\u003C\u002Fp>\n\n\u003Cp>sysselsättningsgrad ökar. Parternas ambition är att normen för\ntillsvidareanställda i handeln ska bli heltid eller deltid med högre\nsysselsättningsgrad. Om det är möjligt ska arbetsgivarens personalplanering\nha inriktningen så att tillsvidareanställda erbjuds arbete i minst 25 timmar\nper vecka.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Reglerna om företrädesrätt för deltidsanställda och turordning enligt\n25 a och 26 §§ lagen om anställningsskydd är tillämpliga på\navtalsområdet.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Mom 2 Provanställning\u003C\u002Fh3>\n\n\u003Cp>Provanställning kan omfatta högst sex månader. Arbetsgivaren ska\nunderrätta den lokala fackliga organisationen att överenskommelse om\nprovanställning skett.\u003C\u002Fp>\n\n\u003Cp>Vid sjukdomsfall och annan frånvaro under provanställning kan\narbetsgivaren förlänga provanställningen i motsvarande omfattning som\nfrånvaron. Arbetsgivare som önskar förlänga en provanställning på grund\nav sjukdomsfall eller annan frånvaro ska meddela den provanställde\nskriftligen senast 14 dagar innan den ursprungliga provanställningen löper\nut.\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. I de fall\narbetstagaren begär, ska arbetsgivaren ange skälen till varför\nprovanställningen inte övergick i en tillsvidareanställning\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 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>En allmän visstidsanställning ska omfatta en anställningstid om minst 14\nkalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Part som önskar avbryta en tidsbegränsad anställning före den tid som\nbestämts vid anställningstillfället, ska lämna besked minst 14 dagar i\nförväg. Arbetsgivares rätt att avbryta en tidsbegränsad anställning enbart\ngenom att lämna besked 14 dagar i förväg gäller inte efter att tre månader\nförflutit från det att den tidsbegränsade anställningen påbörjades.\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare under en femårsperiod har varit anställd hos\narbetsgivaren i tidsbegränsad anställning i sammanlagt mer än ett år eller\nsom vikarie i sammanlagt mer än tre år, övergår anställningen till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen i stycke två träder i kraft den 1 juli 2016.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Anställningsbevis m.m.\u003C\u002Fh3>\n\n\u003Cp>Vid anställningens tillträdande överlämnar arbetsgivaren\nanställningsbevis. Detta ska innehålla uppgift om anställningens karaktär,\narbetstidsmått samt arbetstagarens lön och eventuella branschvana. Ändring i\nanställningsbeviset ska göras vid bestående förändring av befattning eller\narbetstidsmått.\u003C\u002Fp>\n\n\u003Cp>Som anställningsbevis anses vid korta tillfälliga anställningar (högst\n14 kalenderdagar) anställningsbevis där anställningstiden och\nanställningsform vid varje enskilt tillfälle dokumenteras i bilaga. Kopia av\nbilagan ska senast inom en månad överlämnas till arbetstagaren. Om\narbetstagaren begär det ska ett komplett anställningsbevis utfärdas.\u003C\u002Fp>\n\n\u003Cp>Om anställningen är tidsbegränsad ska, om det är möjligt, anges när\nanställningen 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 tidsbegränsat anställd i samband med julhandeln.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om annan rutin (exempelvis överlämnande av kopia av\nrapport till försäkringskassan, kopia av anställningsbevis eller liknande)\nkan träffas mellan arbetsgivaren och den lokala fackliga organisationen.\nArbetsgivaren bör informera den lokala fackliga organisationen när\narbetstagare har sagt upp sin anställning.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Uppsägningstid\u003C\u002Fh3>\n\n\u003Cp>För tillsvidareanställd gäller, om inte längre uppsägningstid avtalats,\nmed nedan angivna undantag, en ömsesidig uppsägningstid om en månad.\u003C\u002Fp>\n\n\u003Cp>Vid uppsägning från arbetsgivarens sida har arbetstagare rätt till\nuppsägningstid enligt nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"195\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Anställningstid vid\n        företaget\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Uppsägningstid\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">mindre än 2 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">1 månad\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">fr.o.m. 2 år till 4\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">2 månader\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">fr.o.m. 4 år till 6\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">3 månader\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">fr.o.m. 6 år till 8\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">4 månader\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">fr.o.m. 8 år till 10\n        år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">5 månader\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"195\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">fr.o.m. 10 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"185\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">6 månader\u003C\u002Fspan>\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\u003Ch3>Mom 6 Företrädesrätt till återanställning\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till återanställning gäller inte till tidsbegränsad\nanställning som har en varaktighet av högst 14 kalenderdagar.\nFöreträdesrätt gäller dock om det i direkt anslutning till varandra ingås\nflera anställningar som sammantaget är längre än 14 kalenderdagar.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 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 8 Tjänstgöringsbetyg\u003C\u002Fh3>\n\n\u003Cp>När uppsägning skett från arbetstagarens eller från arbetsgivarens sida\nhar arbetstagaren rätt att få ett tjänstgöringsbetyg.\u003C\u002Fp>\n\n\u003Cp>Betyget ska innehålla uppgifter om anställningstidens längd,\narbetsuppgifter samt på begäran vitsord om anställningen varat mer än sex\nmånader i följd.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska utfärda betyget senast i samband med utbetalning av\nslutlön.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Arbetsgivarintyg\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska utfärda ett arbetsgivarintyg senast 14 dagar efter\narbetstagarens begäran.\u003C\u002Fp>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>§ 5 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>På avtalsområdet gäller arbetstidslagen (SFS 1982:673) med nedanstående\nändringar och tillägg.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Från och med den 1 januari 2014 gäller samma arbetstidsregler för butiker\nsom har öppet alla dagar i veckan som för butiker som har stängt minst en\ndag i veckan.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>A.Ordinarie arbetstid för heltidsanställd är i genomsnitt 38 timmar och\n15 minuter per vecka. Rast räknas inte som arbetstid.\u003C\u002Fp>\n\n\u003Cp>B.Ordinarie arbetstid för deltidsanställd är i genomsnitt det antal\ntimmar per vecka som finns angivet i anställningsbeviset. Rast räknas inte\nsom arbetstid.\u003C\u002Fp>\n\n\u003Cp>C.Arbetstiden genomsnittsberäknas på en period om maximalt 52 veckor.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Arbetstidens utläggning\u003C\u002Fh3>\n\n\u003Cp>A.En arbetsvecka får omfatta högst fem arbetsdagar. Överenskommelse om\nannat kan för heltidsanställd träffas lokalt eller individuellt. För\ndeltidsanställd kan sådan överenskommelse träffas individuellt.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-consecutivesundays\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-sundays_year\">\u003Cp>B.Arbetstagare ska vara ledig 16 sammanhängande lördagar och söndagar per\nkalenderår. Ledigheten ska vara jämnt fördelad över kalenderåret.\nÖverenskommelse om annat kan träffas lokalt eller individuellt.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>C.Arbetstiden per arbetspass får inte understiga tre timmar. Detta gäller\ninte under pågående rehabilitering, eller för minderårig skolelev vid\narbete under skoltermin.\u003C\u002Fp>\n\n\u003Cp>D.Schemalagd arbetstid får inte över- eller underskrida\ngenomsnittsarbetstiden med mer än nio timmar per vecka för heltidsanställd\nrespektive fem timmar för deltidsanställd. Överenskommelse om annat kan\nträffas individuellt.\u003C\u002Fp>\n\n\u003Cp>E.Tillsvidareanställd arbetstagare kan årligen, senast den 30 september,\ninkomma med skriftligt önskemål om fem kalenderdagar nästkommande\nkalenderår då arbetstagaren inte önskar vara schemalagd.\u003C\u002Fp>\n\n\u003Cp>I den mån som arbetsgivaren inte har kunnat tillmötesgå arbetstagarens\nönskemål ska arbetsgivaren förklara skälet till detta. Tillsvidareanställd\narbetstagare som framställt önskemål om att vara arbetsfri på julafton ska\nfå sitt önskemål tillgodosett minst vartannat år.\u003C\u002Fp>\n\n\u003Cp>F.Tillsvidareanställd arbetstagare kan årligen, senast den 30 september,\ninkomma med skriftligt önskemål angående förläggningen av arbetstid på\nsen kvällstid, lördag, söndag, och helgdag.\u003C\u002Fp>\n\n\u003Cp>G.Överenskommelse om annan tidpunkt för inlämnande av önskemål\ngällande mom 2 E-F kan träffas med de anställdas representanter (fackklubb,\nfackombud där sådana är utsedda).\u003C\u002Fp>\n\n\u003Cp>H.Arbetsgivaren och lokal facklig organisation kan överenskomma om avsteg\nfrån arbetstidslagens bestämmelser om dygnsvila. Överenskommelsen ska ange\nnär ledighet som kompensation för utebliven dygnsvila ska förläggas.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Särskilda regler för butiker som har stängt minst en dag i veckan\n(sexdagarsbutiker)\u003C\u002Fh3>\n\n\u003Cp>A.Butik som tillämpar en systematisk utläggning av fridagarna i form av\n”rullande” femdagarsvecka omfattas inte av regeln om rätt till ledigt 16\nsammanhängande lördagar och söndagar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>B.Schemalagd arbetstid får underskrida den genomsnittliga arbetstiden med\nmer än nio timmar för heltidsanställd respektive fem timmar för\ndeltidsanställd.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Arbetstidsschema\u003C\u002Fh3>\n\n\u003Cp>A.En gång per kalenderår ska samråd med arbetstagarnas representanter\n(fackklubb, fackombud där sådana är utsedda) ske avseende den övergripande\nbemanningsplaneringen för den kommande 12-månadersperioden.\u003C\u002Fp>\n\n\u003Cp>I den övergripande planeringen ingår följande;\u003C\u002Fp>\n\n\u003Cp>•Butikens planerade öppettider och hur bemanning ska ske\u003C\u002Fp>\n\n\u003Cp>•Förläggningen av 16 sammanhängande lördagar och söndagar\u003C\u002Fp>\n\n\u003Cp>•Frekvensen av arbete på kvällar och helger för olika\npersonalkategorier\u003C\u002Fp>\n\n\u003Cp>•Eventuellt inkomna önskemål enligt mom 2 E- F\u003C\u002Fp>\n\n\u003Cp>•Arbetsmiljöaspekter kring arbetstidens förläggning - som exempelvis\nförekomsten av ensamarbete och antalet arbetsdagar i följd utan fridag\u003C\u002Fp>\n\n\u003Cp>•Familjeskäl\u003C\u002Fp>\n\n\u003Cp>B.Arbetsgivaren ska utifrån den övergripande bemanningsplaneringen\nfastställa arbetstidsschemat så tidigt som möjligt, dock senast en månad i\nförväg. Schemat ska omfatta hela beräkningsperioden, dock minst sex\nmånader. Arbetsgivare som tillämpar ett rullande schema uppfyller detta krav\ngenom att lägga ut detta rullande i sex månader.\u003C\u002Fp>\n\n\u003Cp>C.Arbetstidsschema med den ordinarie arbetstiden ska överlämnas\nskriftligen eller elektroniskt till de anställda samt anslås på\narbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>D.Ändringar i fråga om den ordinarie arbetstidens förläggning ska - där\nså kan ske - skriftligen meddelas minst en månad i förväg.\u003C\u002Fp>\n\n\u003Cp>E.De lokala parterna kan komma överens om andra samverkansformer än de i\npunkt A-D inför arbetsgivarens fastställande av arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>F.Arbetstidsschemat gäller även vid semester, sjukdom och tjänstledighet\noch då arbetstagare börjar eller slutar sin anställning under året.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Måltidsuppehåll\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivarens rätt enligt 16 § arbetstidslagen att byta ut rast mot\nmåltidsuppehåll vid arbetsplatsen får endast tillämpas i\nundantagssituationer.\u003C\u002Fp>\n\n\u003Cp>Sådana måltidsuppehåll räknas in i arbetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 6 Lön\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.\u003C\u002Fp>\n\n\u003Cp>Lönepolitik och lönesystem ska också stimulera till ökad produktivitet\noch lönsamhet vilket bidrar till stärkt konkurrenskraft.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och arbetstagarna har ett gemensamt ansvar för att alla\narbetstagare ges möjlighet till ökad kompetens och utveckling i arbetet.\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 class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\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>\n\n\u003Ch3>Mom 2 Lönedelar\u003C\u002Fh3>\u003C\u002Fdiv>\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.\u003C\u002Fp>\n\n\u003Cp>Anställningstidstillägg utges alltid utöver tillämplig\nminimilönenivå.\u003C\u002Fp>\n\n\u003Cp>Vid tidpunkten då ett lönetillägg fastställs ska tillägget utges\nutöver tillämplig minimilönenivå.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B. Branschvana\u003C\u002Fp>\n\n\u003Cp>1.Branschvana beräknas från fyllda 18 år. Branschvana tjänas in i block\nom kalendermånader. En branschvanemånad som en gång tjänats in kan inte\nförloras. För att tjäna in en branschvanemånad krävs att arbetstagaren\narbetat minst 44 timmar under månaden. Månadsarbetstiden beräknas genom att\narbetstagarens ordinarie arbetstid\u002Fvecka multipliceras med 4,34. Till det\nvärde som fås fram läggs sedan eventuell mertid under månaden. Om summan\nuppgår till minst 44 timmar får arbetstagaren tillgodoräkna sig en\nbranschvanemånad.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som inte varit anställd under hela månaden, men haft flera\nkorta anställningar under månaden får räkna samman alla timmarna.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med en ordinarie arbetstid om minst 10 timmar per vecka - som\när anställd under hela månaden - tjänar in en branschvanemånad även om\narbetstagaren p.g.a. schemaläggningen inte kommit att arbeta minst 44 timmar\nunder månaden.\u003C\u002Fp>\n\n\u003Cp>Uppflyttning till ny branschvana sker när arbetstagaren uppnått sammanlagt\n1, 2 eller 3 års branschvana (12, 24 eller 36 branschvanemånader).\u003C\u002Fp>\n\n\u003Cp>2.Vid beräkning av branschvana medräknas, oavsett ålder, fullgjord\nutbildning inom branschen, ersättning utgår dock först vid fyllda 18 år.\nMed fullgjord utbildning menas avklarad utbildning med godkänt resultat i\nenlighet med gällande regler. Gymnasieprogram med inriktning mot branschen ska\nmedräknas med ett år (t.ex. Handel- och administrationsprogrammet) och\nHantverksprogram (t.ex. florist, dekoratör) två år. KY-utbildning riktad mot\nhandeln medräknas med den faktiska utbildningstiden.\u003C\u002Fp>\n\n\u003Cp>3.Vana från samma detaljhandelsbransch som den arbetstagaren anställs inom\ntillgodoräknas helt. Vana från annan detaljhandelsbransch tillgodoräknas\ntill hälften. Vana från annan bransch än detaljhandeln tillgodoräknas i den\nutsträckning som fastställs vid anställningen.\u003C\u002Fp>\n\n\u003Cp>4.Arbetstagare som anställs för kontorsarbete har rätt att tillgodoräkna\nsig branschvana för tidigare kontorsarbete oavsett bransch.\u003C\u002Fp>\n\n\u003Cp>5.En anställd som har varit frånvarande på grund av totalförsvarsplikt,\nföräldraledighet eller sjukdom, samt varit anställd minst sex månader\ninnan, kan tillgodoräkna sig upp till 12 månaders anställning, för\nfrånvaroperioden för tiden innan 18 års ålder, som branschvana.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>C.Minimilönenivåer\u003C\u002Fp>\n\n\u003Cp>1 april 2016 - 31 mars 2017\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"51\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Ålder\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Månadslön\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Timlön\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"51\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">16 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">13 265\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">79,91\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"51\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">17 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">13 675\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">82,38\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"51\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">18 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">19 919\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">119,99\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"51\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">19 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">20 239\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">121,92\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> Efter fyllda 18 års ålder förvärvad\nbranschvana om\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"38\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">1 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">20 823\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">125,44\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">2 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">21 159\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">127,46\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">3 år\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">22 449\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"86\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">135,23\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"86\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Med 1,2 respektive 3 års förvärvad\nbranschvana menas 12, 24 respektive 36 branschvanemånader.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Uppfyttning i lönenivå sker från den\nförsta i månaden då förändring sker.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3.Om en anställd som inte uppnått tre\nårs branschvana får del av lokala löneutrymmet ska det inte avräknas från\nkommande uppflyttningar på grund av branschvana.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">D.Regler om rörlig lön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Prestations- eller provisionslönesystem\nkan tillämpas inom avtalsområdet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lokala parter kan överenskomma om\nprestationslönesystem utan hinder av den i avtalet intagna\nlönekonstruktionen. Sådan överenskommelse ska godkännas av de centrala\nparterna för att äga giltighet.\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\">Ett prestations- eller\nprovisionslönesystem från tiden före den 1 april 2016, med avtalsenlig\nreduktion av minimilönenivåerna, kan fortsätta gälla till dess uppsägning\nsker.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">E.Anställningstidstillägg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Till arbetstagare som efter fyllda 18 år\nhar varit anställd i fem år inom samma företag utges ett\nanställningstidstillägg om\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\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"234\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">månadslön\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">timlön\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"234\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">1 april\n        2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">125\n        kr\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"70\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">75\n        öre\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> Tillägget utges fr.o.m. den första i\nden månad då femårsgränsen uppnåtts.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">F.Lönetillägg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lönetillägg ska fastställas för\narbetstagare med mer kvalificerade arbetsuppgifter, vid utökat ansvar\noch\u002Feller relevant yrkesbevis\u002Fgesäll.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Tillägget utges som ett fast belopp och\ngaranteras en lägsta höjning enligt följande;\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">G.Vikariatstillägg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare, som utsetts att under\nlängre tid (minst två veckor) vikariera i högre befattning, får särskilt\ntillägg för detta. Överenskommelse om vikariatstillägg träffas\nindividuellt och normalt före vikariatets början.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">H.Särskild överenskommelse för\nbutikschefer\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">I.Arbetsgivare och butikschef kan komma\növerens om att övertidsarbete och\u002Feller arbete på ob-tid ska kompenseras\ngenom att chefen får en högre lön och\u002Feller fem semesterdagar utöver\nlagstadgad semester. För sådana semesterdagar utges samma belopp per dag som\nför ordinarie semesterdagar. Överenskommelsen ska vara skriftlig och gäller\ntillsvidare.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Den förväntade omfattningen av arbete\npå ob-tid ska framgå av överenskommelsen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3.Om förläggningen av arbete på ob-tid\nväsentligt förändras bör parterna träffa en ny överenskommelse baserad\npå de nya förutsättningarna. Om en ny överenskommelse inte träffas har\nbutikschefen rätt till ob-ersättning för arbetstid på ob-tid som inte kan\nanses ha ingått i den ursprungliga överenskommelsen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">4.Överenskommelsen kan sägas upp till\nvarje semesterårs utgång med två månaders varsel.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">5.Lokal överenskommelse kan träffas om\natt även andra högre chefer vars totala månadslön uppgår till minst 75\nprocent av aktuellt prisbasbelopp kan omfattas av överenskommelse enligt\novan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 3 Utbetalning av lön\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A.Heltidsanställd\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Heltidsanställd avlönas med\nmånadslön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B.Deltidsanställd\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Deltidsanställd avlönas med timlön.\nTimlönen utgörs av 1\u002F166 av tillämplig månadslön varvid i timlönen\ninräknats ersättning för helgdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Deltidsanställd har rätt till\nmånadslön om arbetstiden genomsnittsberäknas på en period om minst 11\nveckor. Lokal eller central överenskommelse kan träffas om annan period. För\nkedjeföretag eller företag med flera arbetsplatser kan central\növerenskommelse träffas direkt med av Handelsanställdas förbund utsedd\ncentral kontaktperson.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3.Deltidsanställd kan efter individuell\növerenskommelse avlönas med månadslön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">4.Månadslön för deltidsanställd\nberäknas enligt formeln:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">antalet timmar per vecka x arbetstagarens\ntimlön x 166\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">38,25\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">5.Timberäkning för deltidsanställda med\nmånadslön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Timlön =38,25 x månadslön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">166 x antalet timmar per vecka\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">C.Löneutbetalning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Lön utbetalas månadsvis i\nefterskott.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.I samband med löneutbetalningen bör\narbetstagaren få en skriftlig lönespecifikation. Av denna bör framgå\nstorleken på de olika lönedelar som utgör den totala lönen för månaden.\nDet bör också framgå vilket skatteavdrag som har redovisats.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">D.Beräkning av lön i vissa\nfall\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lön enligt 12 § lagen om\nanställningsskydd i de fall arbete inte erbjuds under uppsägningstiden samt\nvid permittering enligt 21 § samma lag utges med den anställdes\ngenomsnittsförtjänst under de tre kalendermånader eller motsvarande period\nför avlöningsberäkning som närmast föregått uppsägningen respektive\npermitteringen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">I genomsnittsförtjänsten inräknas\ntimlön, rörlig lön samt ob- ersättning. Om beräknad genomsnittsförtjänst\npå grund av tillfällig ändring i tjänstgöringsförhållandena avviker\nväsentligt från den normala, ska jämkning av beloppet ske.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 4 Lönerevision A. Lönerevisionens\nomfattning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagare som anställts senast den 31\nmars aktuellt år omfattas av den avtalsenliga lönerevisionen och är varje\når garanterad en\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">generell löneökning samt eventuell del\nav arbetsplatsens lokala löneutrymme. Löneökningen gäller från och med den\n1 april respektive år.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Lönerevisionen sker stegvis.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Lönen för samtliga arbetstagare som\nomfattas av revisionen höjs med den generella löneökningen enligt punkt B\nnedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Varje arbetstagares nya högre lön ska\ndärefter minst uppgå till ny tillämplig minimilönenivå.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3.Arbetsplatsens lokala löneutrymme\nhanteras i enlighet med punkt C.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B. Generell löneökning\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\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"227\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">1\u002F4 2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"227\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Kronor per månad för\n        heltidsanställd\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">324\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"227\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Kronor per timme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">1,95\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> Efter generell löneökning får den nya\nlönen inklusive eventuella fasta lönetillägg inte underskrida tillämplig ny\nminimilönenivå. Anställningstidstillägget räknas inte med vid\njämförelsen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">C. Arbetsplatsens lokala\nlöneutrymme\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.Efter överenskommelse mellan de lokala\nparterna enligt Mom 4 D-E kan arbetsplatsens lokala löneutrymme utges\nindividuellt. Om ingen av de lokala parterna begär förhandling enligt punkt G\nutges arbetsplatsens lokala löneutrymme generellt till varje arbetstagare\nenligt punkt C 3 nedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Arbetstagare som den 31 mars är under\n18 år får inte del av arbetsplatsens lokala löneutrymme.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">3. Arbetsplatsens lokala löneutrymme är\ni genomsnitt:\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\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"196\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">1\u002F4\n        2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"196\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Kronor per\n        timme\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">1,60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"196\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Kronor per\n        månad för heltidsanställd\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">266\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> D.Beräkning av arbetsplatsens lokala\nlöneutrymme (pott)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsplatsens lokala löneutrymme\nberäknas enligt följande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">I steg ett beräknas arbetsplatsens\ngenomsnittliga antal förbrukade timmar per månad för all personal under\nseptember till och med november föregående år.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För heltidsanställd räknas förbrukade\ntimmar alltid som 166 timmar per månad, och för deltidsanställd verkligt\nförbrukade timmar. Om förbrukade timmar vid en arbetsplats under denna\nberäkningsperiod väsentligt avviker från normala förhållanden eller\nväsentligt avviker från de förhållanden som råder på arbetsplatsen vid\nlönerevisionstillfället bör parterna överenskomma om att välja en annan\nberäkningsperiod eller metod. De lokala parterna kan även av annan anledning\növerenskomma om annan beräkningsperiod eller metod.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">I steg två multipliceras arbetsplatsens\ngenomsnittliga antal förbrukade timmar per månad med tillämpligt belopp i\npunkt C 3.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">E.Hantering av arbetsplatsens lokala\nlöneutrymme\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Utläggning av arbetsplatsens lokala\nlöneutrymme sker genom lokal överenskommelse. En förutsättning för detta\när ett målmedvetet arbete på företaget för att skapa för alla anställda\ngemensamma och av alla anställda kända utgångspunkter för såväl\narbetsorganisationen som för lönesystemet. Sådant arbete sker i samverkan\nmellan de lokala parterna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsplatsens framräknade lokala\nlöneutrymme fördelas enligt de principer de lokala parterna är överens\nom.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För små arbetsplatser, där alla\nanställda utför likvärdiga arbetsuppgifter kan det lokala löneutrymmet\nfördelas generellt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För kedjeföretag eller företag med\nflera arbetsplatser är det önskvärt att man träffar överenskommelse med\nHandels centralt om ett gemensamt lönesystem för samtliga enheter.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid utläggning av arbetsplatsens lokala\nlöneutrymme kan till exempel följande kriterier beaktas:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">-ansvar i arbetet\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">-erfarenhet\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">-mångkunnighet\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">-servicekänsla\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">-kompetens\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">-arbetsresultat\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Beloppet fördelas per faktiskt arbetad\ntimme.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid fördelningen av arbetsplatsens lokala\nlöneutrymme uppskattas en heltidsanställds månadsarbetstid till 166 timmar\noch en deltidsanställds månadsarbetstid till den deltidsanställdes\nkontrakterade arbetstid per vecka den 1 april aktuellt år multiplicerat med\n4,34.\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\">Lönejusteringar enligt § 6 mom 2 F ska\ninte belasta det lokala löneutrymmet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">F.Hantering vid oenighet om arbetsplatsens\nlokala löneutrymme\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1.I de fall de lokala parterna efter\nförhandlingar inte kan träffa överenskommelse om beräkning respektive\nfördelning har lokal part rätt att föra frågan till central\nförhandling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.I de fall de centrala parterna inte kan\nenas ska det lokala utrymmet läggas ut generellt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">G.Datum för förhandling om\narbetsplatsens lokala löneutrymme\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\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"242\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">2016\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"242\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Lokal\n        förhandling begärs senast\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">27\n        maj\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"242\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">Central förhandling begärs\n        senast\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">12 augusti\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\"> § 7 Arbete på ob-tid\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Kontant ob-ersättning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För ordinarie arbetstid förlagd på\nföljande tider betalas ob-ersättning med:\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\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"198\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">måndag-fredag kl. 18.15 -\n        20.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"181\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">50 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"198\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">måndag-fredag efter kl.\n        20.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"181\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">70 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"198\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">lördagar efter kl.\n        12.00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"181\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">100 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"198\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">söndagar och\n        helgdagar\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"181\">\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Bodytext20\">\u003Cspan lang=\"SV\" style=\"font-size:10.0pt\">100 %\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\"> Med lördagar jämställs jul-, nyårs-\noch midsommarafton.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">De procentuella tilläggen utges på\ntimlönen beräknad som 1\u002F166 av arbetstagarens utgående fasta kontanta\nmånadslön och fasta tillägg. För deltidsanställd med månadslön används\nformeln i § 12 mom 2 A punkt 2 för att beräkna timlönen.\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 arbetstagare har rätt till\növertidsersättning på tid då ob- ersättning ska betalas har arbetstagaren\nendast rätt till den procentuellt sett högsta ersättningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Kompensationsledighet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">I stället för kontant ob-ersättning kan\nheltidsanställd kompenseras med ledighet på annan ordinarie arbetstid\n(kompensationsledighet). För utbyte av kontant tillägg mot\nkompensationsledighet efter kl. 14.00 på lördagar samt för ordinarie\narbetstid på söndagar och helgdagar krävs lokal överenskommelse.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetsgivarens utbytesrätt av kontant\nob-ersättning mot kompensationsledighet får endast användas för utläggning\nav hellediga dagar. Överenskommelse om annat kan träffas kollektivt eller\nindividuellt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Kompensationsledighet ska utges\nmed:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•30 minuter för varje arbetad timme\nberättigande till 50 procent ob-ersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•45 minuter för varje arbetad timme\nberättigande till 70 procent ob-ersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•1 timme för varje arbetad timme\nberättigande till 100 procent ob-ersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 8 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 arbetstagare, i\nden utsträckning gällande lag tillåter det, utföra sådant arbete mot\nfastställd betalning.\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\noch på dag som på grund av arbetstidens förläggning är fridag utges\nersättning för minst tre timmar.\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 arbetstagare har rätt till\növertidsersättning på tid då ob- ersättning ska betalas har arbetstagaren\nendast rätt till den procentuellt sett högsta ersättningen.\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 arbetstagarens personliga timlön samt\nkontant övertidsersättning enligt nedan:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•50 procent de första två timmarna per\ndag före och efter\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">ordinarie arbetstid (övertidsarbete före\nordinarie arbetstids början och efter ordinarie arbetstids slut\nsammanräknas)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•70 procent för övrig övertid på\nvardagar samt efter kl. 20.00 måndag-fredag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•70 procent för övertid på dag som\nannars skulle varit fridag måndag - fredag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•100 procent för övertid efter kl.\n12.00 på lördag samt jul-, nyårs- och midsommarafton\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•100 procent för all övertid som\nutförs på söndag, helgdag och på fridag som infaller på lördag, jul-,\nnyårs- och midsommarafton\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">De procentuella tilläggen utges på\ntimlönen beräknad som 1\u002F166 av arbetstagarens utgående fasta kontanta\nmånadslön och fasta lönetillägg.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För deltidsanställd med månadslön\nanvänds formeln i § 12 mom 2 A punkt 2 för att beräkna timlönen.\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\nmed:\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 övertidsersättning\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 övertidsersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•2 timmar för varje arbetad timme\nberättigande till 100 procents övertidsersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Övertidsersättning till deltidsanställda\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">A.Deltidsanställd får\növertidsersättning för arbetstid som överstiger 38 timmar och 15 minuter\nper vecka. Detta gäller inte om arbetstiden på grund av schemaläggningen\nutförts på ordinarie arbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">B.Deltidsanställd får\növertidsersättning för arbetstid förlagd utanför på arbetsplatsen normalt\nschemalagd arbetstid för personal med liknande arbetsuppgifter.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 5 Anspråk på\növertidsersättning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">När arbete utförts på övertid, som\ninte omedelbart kunnat kontrolleras av arbetsledningen, ska anspråk på\nersättning för utfört övertidsarbete framföras senast vid nästkommande\nordinarie avlöningstillfälle. Har sådan anmälan inte gjorts förlorar\narbetstagaren rätten till övertidsersättning.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 9 Restidsersättning\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Följande regler gäller för arbetstagare\nsom endast undantagsvis företar tjänsteresor.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Beräkning av restid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Med restid som medför rätt till\nersättning avses den tid under en beordrad tjänsteresa som går åt för\nsjälva resan till bestämmelseorten. Restid som faller inom klockslagen för\nden ordinarie dagliga arbetstid som gäller för arbetstagaren räknas som\narbetstid. Vid beräkning av restid medtas därför endast tjänsteresor\nutanför arbetstagarens ordinarie arbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Vid beräkning av restid ska endast hela\nhalvtimmar tas med. Om arbetsgivaren har bekostat sovplats på tåg eller båt\nunder resan eller del av denna, ska tiden kl. 22.00-08.00 inte\nmedräknas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Som restid räknas även normal\ntidsåtgång då arbetstagaren 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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Restidsersättningens\nstorlek\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">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\u002F166 av arbetstagarens\nutgående fasta kontanta månadslön och fasta tillägg.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">För deltidsanställd med månadslön\nanvänds formeln i § 12 mom 2 A punkt 2 för att beräkna timlönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"SV\">§ 10 Traktamenten\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Måltidsersättning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">När arbetstagare på grund av resa\nutanför ordinarie tjänstgöringsort inte kan äta sin huvudmåltid för dagen\npå vanlig tid och plats, utges ersättning med:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•94 kronor om arbetstagaren varit på\nresa minst fyra timmar och hela måltidsrasten infaller under denna\ntid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">•94 kronor för kvällsmål om resan\nvarat mer än tre timmar efter ordinarie arbetstids slut och att arbetstagare\ninte beretts möjlighet att äta på tjänstgöringsorten innan resan\npåbörjades.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Ersättningarna är både bidrag till\nmåltidskostnaden och ersättning för eventuellt utfört, men inte särskilt\nbeordrat övertidsarbete, under sådan måltidsrast.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Överenskommelse om annat kan träffas\nlokalt.\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.Beloppen justeras årligen per\nnästkommande lönerevisionsdatum med hänsyn till förändring i\nkonsumentprisindex för \"restauranger\" utifrån perioden november - november.\nBasår för justering är november 2005 med indextalet 391,6.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2.Ersättningarna inkluderar semesterlön\n(semesterersättning).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Ersättning i samband med\növernattning\u003C\u002Fspan>\u003C\u002Fh3>\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 12 kap. 6-16 §§\ninkomstskattelagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Utöver detta får den anställde ett\nsärskilt researvode om 150 kronor då helt traktamente utgår och 75 kronor\ndå halvt traktamente utgår.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Om arbetsgivaren står för kost och logi\nutges varken traktamente eller särskilt researvode.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Överenskommelse om annat kan träffas\nlokalt.\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\">Ersättningarna inkluderar semesterlön\n(semesterersättning)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Användning av egen bil i tjänst\u003C\u002Fh3>\n\n\u003Cp>Ersättning utgår för användning av egen bil i tjänsten enligt\nSkatteverkets allmänna råd avseende skattefri bilersättning efter tre mils\nfärd från hemmet till första arbetsplatsen. Samma gäller då hemresa görs\nfrån sista arbetsplatsen för dagen.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Permission\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch3>Mom 1 Definition\u003C\u002Fh3>\n\n\u003Cp>Permission är kort ledighet med bibehållen lön under högst en dag. Vid\nnära anhörigs begravning kan permissionen även omfatta nödvändiga - högst\ntvå - resdagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Permissionsanledningar\u003C\u002Fh3>\n\n\u003Cp>Permission kan beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cp>•Eget bröllop\u003C\u002Fp>\n\n\u003Cp>•Egen 50-årsdag\u003C\u002Fp>\n\n\u003Cp>•Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall\u003C\u002Fp>\n\n\u003Cp>•Besök vid sjukvårdsinrättning efter remiss från av arbetsgivaren\nanvisad läkare liksom vid föreskrivna återbesök. Bättre praxis vid enskilt\nföretag bibehålls\u003C\u002Fp>\n\n\u003Cp>•Nära anhörigs frånfälle\u003C\u002Fp>\n\n\u003Cp>•Nära anhörigs begravning\u003C\u002Fp>\n\n\u003Cp>•Urnedsättning avseende nära anhörig\u003C\u002Fp>\n\n\u003Cp>•Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1.Som nära anhörig räknas make\u002Fmaka, sammanboende som lever i\näktenskapsliknande förhållande, barn, barnbarn, syskon, föräldrar,\nsvärföräldrar samt mor- och farföräldrar.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>2.Arbetstagare, som till följd av arbetsolycksfall måste lämna\narbetsplatsen, kan få ersättning för inkomstbortfallet från\nTrygghetsförsäkring vid arbetsskada.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Ansökan om permission\u003C\u002Fh3>\n\n\u003Cp>Ansökan om permission ska göras i så god tid som möjligt. Orsaken till\npermissionen ska på förhand eller - om så inte kan ske - styrkas i efterhand\nom arbetsgivaren begär detta.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lön vid permission\u003C\u002Fh3>\n\n\u003Cp>Vid permission utges lön som om arbete utförts enligt gällande\narbetstidsschema.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Löneavdrag vid frånvaro\u003C\u002Fh2>\n\n\u003Cp>Vid frånvaro på grund av sjukdom, semester, föräldraledighet m.m.\ngäller följande avdragsregler\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Heltidsanställd\u003C\u002Fh3>\n\n\u003Cp>A.Frånvaro hel arbetsdag\u003C\u002Fp>\n\n\u003Cp>1. I kalendermånad som omfattar maximalt 22 schemalagda arbetsdagar görs\navdrag med 4,6 procent av månadslönen + fasta lönetillägg för varje\nfrånvarodag. Avdrag görs inte för arbetsfri söndag, helgdag eller\nschemalagd fridag under frånvaroperioden.\u003C\u002Fp>\n\n\u003Cp>2.I kalendermånad som omfattar fler än 22 schemalagda dagar görs avdrag\nför varje frånvarodag enligt formeln:\u003C\u002Fp>\n\n\u003Cp>månadslönen + fasta lönetillägg antalet schemalagda dagar i månaden\u003C\u002Fp>\n\n\u003Cp>3.I kalendermånad där frånvaron omfattar alla arbetsdagar utom högst\ntvå betalas för de sistnämnda dagarna timlön enligt formeln:\u003C\u002Fp>\n\n\u003Cp>månadslönen + fasta lönetillägg 166\u003C\u002Fp>\n\n\u003Cp>4.Omfattar frånvaron hel kalendermånad görs avdrag med månadslönen +\nfasta lönetillägg.\u003C\u002Fp>\n\n\u003Cp>B.Frånvaro del av arbetsdag\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med 1\u002F166 av månadslönen + fasta lönetillägg för varje\ntimme på vilken arbete skulle ha utförts.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Deltidsanställd\u003C\u002Fh3>\n\n\u003Cp>A.Deltidsanställd med månadslön\u003C\u002Fp>\n\n\u003Cp>1.Avdrag sker med en dagslön för varje dag som arbete skulle ha utförts\nenligt formeln:\u003C\u002Fp>\n\n\u003Cp>Dagslön =månadslönen + fasta lönetillägg\u003C\u002Fp>\n\n\u003Cp>antalet schemalagda dagar i månaden\u003C\u002Fp>\n\n\u003Cp>2.Vid frånvaro del av dag sker avdrag med timlön + fasta lönetillägg\nför varje timme arbete skulle ha utförts enligt formeln:\u003C\u002Fp>\n\n\u003Cp>Timlön =38,25 x månadslön + fasta lönetillägg\u003C\u002Fp>\n\n\u003Cp>166 x antal timmar per vecka\u003C\u002Fp>\n\n\u003Cp>B.Deltidsanställd med timlön\u003C\u002Fp>\n\n\u003Cp>Ingen lön betalas för tid då arbetstagaren är frånvarande.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lön för del av löneperiod för månadsavlönad\u003C\u002Fh3>\n\n\u003Cp>Till arbetstagare som börjar sin anställning under löpande kalendermånad\nkan timlön + fasta lönetillägg betalas för arbetade timmar.\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som slutar sin anställning under löpande kalendermånad\nkan lokal överenskommelse träffas om att timlön + fasta lönetillägg\nbetalas för arbetade timmar.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Överenskommelse om annat avdragssystem\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om annat avdragssystem.\nSådan överenskommelse ska för sin giltighet godkännas av de centrala\nparterna.\u003C\u002Fp>\n\n\u003Ch2>§ 13 Semester\u003C\u002Fh2>\n\n\u003Cp>Semester utges enligt semesterlagen (1977:480). Rätt till semesterlön\ntjänas in under intjänandeåret den 1 april - 31 mars före semesteråret, om\ninte annan intjänandeperiod om 12 månader överenskommits. Utöver detta\ngäller följande:\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Förläggning av huvudsemestern\u003C\u002Fh3>\n\n\u003Cp>Parterna är överens om att den ledighetsperiod som avses i 12 §\nsemesterlagen kan påbörjas i den kalendervecka då 1 juni infaller och\navslutas i den kalendervecka då 31 augusti infaller.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse om annan förläggning kan träffas där\nsäsongsmässiga variationer föranleder detta.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Rätt till ledighet veckoslut före och\u002Feller efter semestern\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare, som önskar utnyttja den i 9 § första stycket semesterlagen\nangivna rätten till ledighet under veckoslut omedelbart före och\u002Feller\nomedelbart efter semesterledighet, ska på förfrågan - efter skälig\nbetänketid - meddela arbetsgivaren detta i samband med att semesterledighetens\nförläggning fastställs.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Semester som förläggs i samband med helgdag och afton\u003C\u002Fh3>\n\n\u003Cp>När en semesterledighet är fem dagar eller längre räknas arbetsskyldig\nhelgdagsafton eller helgdag, som infaller måndag¬fredag under ledigheten, som\nsemesterdag.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Tidsbegränsad anställning som inte avser eller varar längre tid än tre\nmånader, ger inte rätt till semesterledighet utan till semesterersättning.\nArbetsgivare och arbetstagare kan vid anställningstillfället komma överens\nom att semesterledighet ska läggas ut.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning ska inte ingå i lönen i något fall.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Löneavdrag vid semester\u003C\u002Fh3>\n\n\u003Cp>Vid frånvaro i samband med semester görs löneavdrag enligt\navdragsreglerna i detta avtal.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Beräkning av semesterlön\u003C\u002Fh3>\n\n\u003Cp>A.Semesterlön\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgör 13 procent av semesterlöneunderlaget dock lägst de\ngarantibelopp som framgår av B nedan.\u003C\u002Fp>\n\n\u003Cp>Semesterlöneunderlaget utgörs av arbetstagarens lön under\nintjänandeåret. I semesterlöneunderlaget ska inte inräknas semesterlön,\nsjuklön eller permitteringslön med anledning av driftuppehåll för samtidig\nsemester.\u003C\u002Fp>\n\n\u003Cp>B.Garantibelopp\u003C\u002Fp>\n\n\u003Cp>1. För heltidsanställd arbetstagare med minst tre månaders\nsammanhängande anställningstid ska semesterlönen per betald semesterdag\nlägst utges med:\u003C\u002Fp>\n\n\u003Cp>fr.o.m. det semesterår som börjar den 1 april 2016:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"176\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">arbetstagare som\n        fyllt 18 år\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1 185 kr\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"176\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">arbetstagare med 3\n        års branschvana\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"204\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">1 405\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 17-17 b §§ 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 betalts om\narbetstagaren under frånvarotiden hade arbetat (genom exempelvis\ngenomsnittsberäkning).\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\">1.1 beloppet ingår även t.ex. rörliga\nlönedelar och ob-ersättning som normalt skulle ha utgetts.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">2. Vid genomsnittsberäkning ingår\nsåväl tidlön som t.ex. rörliga lönedelar,ob-ersättning och ersättning\nför 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\">§ 14 Sjuklön m.m.\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Arbetstagaren har rätt till sjuklön\nenligt lagen om sjuklön (1991:1047) med iakttagande av följande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 1 Rätt till sjuklön\u003C\u002Fspan>\u003C\u002Fh3>\n\n\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>\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>\u003C\u002Fdiv>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"SV\">Mom 2 Sjukanmälan till\narbetsgivaren\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp>När en arbetstagare blir sjuk och därför inte kan arbeta ska han snarast\nmöjligt anmäla detta till arbetsgivaren. Vidare ska han så snart det är\nmöjligt meddela arbetsgivaren när han beräknar kunna återgå i arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare har inte rätt till sjuklön för tid innan anmälan om\nsjukdomsfallet gjorts till arbetsgivaren. Detta gäller dock inte om\narbetstagaren varit förhindrad att göra anmälan och sådan gjorts omedelbart\nefter det att hindret upphört.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cp>A.Arbetstagaren ska lämna arbetsgivaren en skriftlig försäkran om att han\nhar varit sjuk och i vilken omfattning som hans arbetsförmåga varit nedsatt\npå grund av sjukdomen. Försäkran behöver inte innehålla närmare uppgift\nom sjukdomen. Arbetsgivaren är inte skyldig att betala ut sjuklönen innan\narbetstagaren har lämnat försäkran.\u003C\u002Fp>\n\n\u003Cp>B.Arbetsgivaren är skyldig att utge sjuklön fr.o.m. den sjunde\nkalenderdagen efter dagen för sjukanmälan endast om arbetstagaren styrker\nnedsättningen av arbetsförmågan och sjukperiodens längd med läkarintyg. Om\nsärskilda skäl föreligger kan arbetsgivaren begära att arbetstagaren för\natt få rätt till sjuklön styrker nedsättningen av arbetsförmågan med\nläkarintyg av läkare eller tandläkare från tidigare dag. Arbetsgivaren har\nrätt att anvisa läkare. Kostnaden för sådant läkarintyg ersätts av\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens möjlighet att begära läkarintyg ska användas selektivt\noch ska därför inte tillämpas generellt vid enskilt företag. Vidare ska\nbestämmelsen ges en praktisk tillämpning t.ex. beträffande rätt till\nsjuklön även om arbetstagaren misslyckats vid försök att skaffa\nläkarintyg.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Beräkning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>A. Sjuklön utges inte för sjukdom som infaller under den första\nfrånvarodagen i sjukperioden (karensdagen).\u003C\u002Fp>\n\n\u003Cp>Under de 13 följande kalenderdagarna utges sjuklön för den tid som\narbetstagare skulle utfört arbete under överenskommen arbetstid om\narbetstagaren inte varit sjuk.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren återinsjuknar inom fem kalenderdagar från det tidigare\nsjukperiod upphörde, utgör den nya sjukperioden fortsättning på den\ntidigare, i fråga om karensdag, ersättningens storlek och sjuklöneperiodens\nlängd.\u003C\u002Fp>\n\n\u003Cp>Antalet karensdagar per 12-månadersperiod får vara högst tio.\nArbetstagare med månadslön:\u003C\u002Fp>\n\n\u003Cp>•Första frånvarodagen\u002Fdel av dagen är karensdag.\u003C\u002Fp>\n\n\u003Cp>•Andra till fjortonde dagen är sjuklönen 80 procent av löneavdrag\nenligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med timlön:\u003C\u002Fp>\n\n\u003Cp>•Första frånvarodagen\u002Fdel av dagen är karensdag.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>•Andra till fjortonde dagen är sjuklönen 80 procent av den lön som\nskulle utgetts.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Gemensamma bestämmelser för arbetstagare med månadslön och arbetstagare\nmed timlön\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som under sjukperioden, utom karensdagen, skulle varit\nberättigad till kontant ob-ersättning och övriga tillägg (gäller inte\növertidsersättning) utges dessutom 80 procent av ifrågavarande tillägg.\u003C\u002Fp>\n\n\u003Cp>Till arbetstagare som omfattas av ackords-, prestations- eller liknande\nlönesystem och inte tillgodoräknas utfall under sjukfrånvaro utges\nhärutöver 80 procent av det genomsnittliga utfallet per timme under den\nberäkningsperiod då sjukdomsfallet inträffade, utom för karensdagen.\u003C\u002Fp>\n\n\u003Cp>B. Arbetstagare, som enligt beslut av försäkringskassan av medicinska\nskäl har rätt till sjuklön om 80 procent redan från första\nersättningsdagen, får sjuklön beräknad på samma sätt som fr.o.m. den\nförsta ersättningsdagen.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1.(avseende mom 4) Annan beräkning av sjuklön kan tillämpas efter lokal\növerenskommelse. Sådan överenskommelse gäller med tre månaders ömsesidig\nuppsägningstid.\u003C\u002Fp>\n\n\u003Cp>2.Om bestämmelserna om sjukersättning i lag ändras under avtalsperioden\nska förhandlingar upptas.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch2>§ 15 Föräldraledighet\u003C\u002Fh2>\n\n\u003Cp>Arbetstagare, som enligt reglerna i föräldraledighetslagen vill utnyttja\nsin rätt till sådan ledighet, ska anmäla detta till arbetsgivaren minst två\nmånader före ledighetens början eller, om det inte kan ske, så snart som\nmöjligt. Vid anmälan ska den anställde även ange vilken tidsperiod\nledigheten avses omfatta och vilken typ av ledighet som åberopas. Samma\ngäller ledighet i samband med att arbetstagare i sitt hem tar emot fosterbarn\neller adoptivbarn.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Tidigare regler om föräldralön utmönstrades den 31 december 2013 och\nersattes med överenskommelsen Föräldrapenningtillägg (FPT) mellan Svenskt\nNäringsliv och LO. Det är AFA försäkringar som administrerar FPT. Mer\ninformation om vem som har rätt till FPT och hur mycket FPT uppgår till finns\natt läsa om bl.a. på AFA försäkringars hemsida.\u003C\u002Fp>\n\n\u003Cp>Krav på föräldralön för tid innan 1 januari 2014 gäller då i\ndetaljhandelsavtalet tillämpliga regler om föräldralön.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 16 Övriga avtal\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Huvudavtalet\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiple\">\u003Cp>Parterna har antagit det mellan Svenska Arbetsgivareföreningen och\nLandsorganisationen i Sverige träffade huvudavtalet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Med förbund i huvudavtalets mening avses Svensk Handel och\nHandelsanställdas förbund.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Avtalsförsäkringar\u003C\u002Fh3>\n\n\u003Cp>Följande överenskommelser mellan SAF och LO har antagits att gälla\nparterna emellan:\u003C\u002Fp>\n\n\u003Cp>•Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>•Avgångsbidrag (AGB)\u003C\u002Fp>\n\n\u003Cp>•Avtalsgruppsjukförsäkring (AGS)\u003C\u002Fp>\n\n\u003Cp>•Avtalspension SAF-LO\u003C\u002Fp>\n\n\u003Cp>•Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>•Omställningsavtal Svenskt Näringsliv - LO\u003C\u002Fp>\n\n\u003Cp>•Avtal om Föräldrapenningtillägg (FTP) Svenskt Näringsliv - LO\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Utvecklingsavtalet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit det mellan SAF, LO och PTK upprättade\nutvecklingsavtalet enligt en den 7 juni 1982 träffad överenskommelse.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Jämställdhetsavtalet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit det mellan SAF, LO och PTK upprättade\njämställdhetsavtalet av den 3 mars 1983.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Förslagsverksamhet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit den mellan SAF, LO och PTK träffade överenskommelsen\nom förslagsverksamhet.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Beredskapsavtalet\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit det mellan SAF, LO och PTK gällande beredskapsavtalet\nav den 20 april 1989.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Arbetsmiljöavtal\u003C\u002Fh3>\n\n\u003Cp>HAO, Handels och HTF har träffat särskilt arbetsmiljöavtal av den 13 juni\n1995.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Uppbörd av fackföreningsavgifter\u003C\u002Fh3>\n\n\u003Cp>Parterna har träffat överenskommelse om uppbörd av\nfackföreningsavgifter.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 ”Post i butik”\u003C\u002Fh3>\n\n\u003Cp>Parterna har antagit en gemensam rekommendation avseende ”Post i\nbutik”.\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Lönestatistik\u003C\u002Fh3>\n\n\u003Cp>Parterna har träffat överenskommelse om lönestatistik.\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Handelsrådet\u003C\u002Fh3>\n\n\u003Cp>Svensk Handel, Arbetsgivarföreningen KFO, Handelsanställdas förbund,\nUnionen och Akademikerförbunden har den 15 juni 2015 träffat överenskommelse\nom Handelsrådet.\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Företagshälsovård\u003C\u002Fh3>\n\n\u003Cp>Parterna är överens om att företagshälsovård är en värdefull resurs\nför företag och anställda. Frågan om företagshälsovård regleras i 3 kap.\narbetsmiljölagen (SFS 1977:1160). Beträffande företagshälsovårdens\nnärmare innehåll och uppgifter, se det mellan parterna tecknade\narbetsmiljöavtalet.\u003C\u002Fp>\n\n\u003Ch3>Mom 13 Försäkring vid råd m.m.\u003C\u002Fh3>\n\n\u003Cp>Vid rån, rånförsök, hot eller överfall ska arbetsgivaren svara för att\nde drabbade arbetstagarna får vård och behandling omedelbart. För att täcka\nkostnader för behandling av trauma och krisreaktion vid sådana händelser ska\narbetsgivaren teckna försäkring som omfattar sådan behandling (högst tio\nbehandlingstillfällen).\u003C\u002Fp>\n\n\u003Ch2>§ 17 Avtalets giltighetstid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Giltighetstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Detta avtal gäller fr.o.m. den 1 april 2016 t.o.m. den 31 mars 2017 med\ntvå månaders ömsesidig uppsägningstid. Framställs begäran om förhandling\nsenast den 31 januari 2017 gäller avtalet för tid efter den 31 mars 2017 med\nsju dagars ömsesidig uppsägningstid. Sker inte uppsägning före den 31\njanuari 2017, gäller avtalet fortfarande ett år med samma uppsägningstid osv\når från år.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Uppsägning av avtalet ska ske skriftligen.\u003C\u002Fp>\n\n\u003Cp>Om nytt avtal önskas, bör fullständigt förslag till sådant av\nuppsägande part överlämnas till motparten senast 14 dagar efter\nuppsägningstidens utgång. Eventuellt motförslag bör överlämnas senast en\nmånad efter uppsägningstidens utgång.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Rätt till uppsägning\u003C\u002Fh3>\n\n\u003Cp>Rätt till uppsägning har Svensk Handel och Handelsanställdas förbund.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 3 april 2016\u003C\u002Fp>\n\n\u003Cp>SVENSK HANDELHANDELSANSTÄLLDAS FÖRBUND\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 Utökad lokal lönebildning inom handeln\u003C\u002Fh2>\n\n\u003Cp>Lönen är ett viktigt styrinstrument i det enskilda företaget för att\nuppnå en produktiv och effektiv verksamhet. Att som arbetstagare få\nmöjligheter att påverka lönen genom de egna arbetsinsatserna skapar\nengagemang och därmed förutsättningar för att göra handeln till en\nattraktivare arbetsplats. De lokala parterna ges därför möjligheter att\narbeta med utökad lokal lönebildning som ett alternativ till gällande\nregelverk för lokala löneförhandlingar.\u003C\u002Fp>\n\n\u003Cp>En lokalt anpassad lönemodell kan användas vid företag där arbetsgivare\noch fackklubb vill arbeta mer aktivt med den lokala hanteringen av\nlöneutrymmet för att på så sätt skapa en lokal lönebildning på\narbetsplatsen. Utgångspunkten i det alternativa regelverket är därför att\narbetsgivare och den lokala fackklubben tillsammans fastställer sådan\nlönemodell. Tillsammans kan de lokala parterna arbeta för att utveckla\nföretagets verksamhet och öka kompetensen hos arbetstagare. Genom det\ngemensamma arbetet skapas förbättrad konkurrenskraft och möjligheter för\nutökad löneutveckling.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Lokal lönemodell\u003C\u002Fh3>\n\n\u003Cp>Bestämmelserna i § 6 gäller i sin helhet, om inget annat anges nedan.\u003C\u002Fp>\n\n\u003Cp>A. För att få tillämpa reglerna i denna bilaga måste två\nförutsättningar vara uppfyllda.\u003C\u002Fp>\n\n\u003Cp>1.Arbetsgivaren och den lokala fackliga organisationen måste träffa\növerenskommelse om att tillämpa denna bilaga.\u003C\u002Fp>\n\n\u003Cp>2.Arbetsgivaren och den lokala fackliga organisationen måste träffa\növerenskommelse om en lokal lönemodell i enlighet med mom 3 nedan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med lokal facklig organisation avses i detta sammanhang, om inget annat\nanges, lokal facklig klubb vid företaget.\u003C\u002Fp>\n\n\u003Cp>B. Vid kedjeföretag träffas överenskommelse med Handels centralt.\nÖverenskommelse om att tillämpa reglerna i denna bilaga samt överenskommelse\nom lokal lönemodell kan gälla för arbetsgivarens samtliga enheter som\nomfattas av detaljhandelsavtalet.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Allmänna förutsättningar\u003C\u002Fh3>\n\n\u003Cp>En överenskommelse om lokal lönemodell ska reglera nedan angivna punkter\nA-D.\u003C\u002Fp>\n\n\u003Cp>A.Förhandlingsordning vid lönerevision\u003C\u002Fp>\n\n\u003Cp>Den lokala lönemodellen ska innehålla en förhandlingsordning. I ett\nkedjeföretag som på en enskild arbetsplats saknar lokal klubb kan lokal\nombudsman träda in som lokal part vid förhandling om löneutrymmet på den\narbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>Om parterna i de lokala förhandlingarna inte kommer överens läggs\nlöneutrymmet ut av arbetsgivaren enligt principerna i lönemodellen.\u003C\u002Fp>\n\n\u003Cp>B.Kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och arbetstagarna har ett gemensamt ansvar för att alla\narbetstagare ges möjlighet till ökad kompetens och utveckling i arbetet. Den\nlokala lönemodellen bör reglera hur de lokala parterna ska arbeta med bilaga\n2, avtal kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>C.Löneutrymme\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska i den lokala lönemodellen komma överens om hur den\ngenerella löneökningen i § 6 mom 4 B samt arbetsplatsens lokala löneutrymme\ni § 6 mom 4 C, ska hanteras inom ramen för ett lokalt lönesystem.\u003C\u002Fp>\n\n\u003Cp>Av det sammanlagda löneutrymmet ska minst 25 procent läggas ut generellt\nper timme.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan inte göra avsteg från tillämpliga\nminimilönenivåer.\u003C\u002Fp>\n\n\u003Cp>D. Utvärdering av lönemodell\u003C\u002Fp>\n\n\u003Cp>För att skapa ett lönesystem som kan vara långsiktigt är det viktigt att\nlönesystemet underhålls och uppdateras på ett sådant sätt att det är\nrelevant och aktuellt utifrån arbetsplatsens förutsättningar. De lokala\nparterna ska komma överens om en återkommande tidpunkt för utvärdering av\nden lokala lönemodellen.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Extra ledighetsdag\u003C\u002Fh3>\n\n\u003Cp>Tillsvidareanställd arbetstagare som varit anställd fem år vid samma\nföretag, som tillämpar reglerna i denna bilaga, får under varje\nlönerevisionsår som bilagan tillämpas, en permissionsdag.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska i så god tid som möjligt ansöka om att nyttja\npermissionsdagen till arbetsgivaren. Arbetsgivaren ska ange skälen om\narbetstagarens önskemål om permission inte kan tillgodoses.\u003C\u002Fp>\n\n\u003Cp>Om permissionsdagen inte tagits ut vid lönerevisionsårets slut ska sådan\ndag betalas ut vid nästkommande löneutbetalning. För heltidsanställd\nutbetalas lön för åtta timmar och för deltidsanställd utbetalas lön i\nproportion till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Ikraftträdande av lokal lönemodell\u003C\u002Fh3>\n\n\u003Cp>Överenskommelse om att tillämpa reglerna i denna bilaga samt\növerenskommelse om lokal lönemodell enligt mom 2 A 1-2 ska träffas senast\nett år före nästkommande lönerevisionstidpunkt.\u003C\u002Fp>\n\n\u003Cp>Övergångsbestämmelse\u003C\u002Fp>\n\n\u003Cp>För att tillämpa reglerna i bilaga 1 från och med 1 april 2017 ska sådan\növerenskommelse ha träffats senast 30 september 2016.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Uppsägning av lokal lönemodell\u003C\u002Fh3>\n\n\u003Cp>Uppsägning av överenskommelse om att tillämpa denna bilaga innebär att\növerenskommelsen upphör att gälla efter nästa lönerevision. Därefter\ngäller lönereglerna i § 6 i stället för denna bilaga. Särskild\nuppsägning kan dock ske, varje år, inom fem dagar från det att beslut om\nfördelning fattats med effekt att överenskommelse om att tillämpa denna\nbilaga omedelbart upphör att gälla vilket innebär att samtliga bestämmelser\ni denna bilaga faller och ersätts av lönereglerna i § 6.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2 Avtal om kompetensutveckling\u003C\u002Fh2>\n\n\u003Cp>Handeln har en central roll i samhället och sysselsätter ca 12 procent av\narbetskraften. Det framförs emellertid ofta att anställda inom branschen\nupplever en relativt låg yrkesstatus. Objektivt kan även konstateras att\nanställda i framförallt detaljhandeln har en lägre grundutbildning än\ngenomsnittet.\u003C\u002Fp>\n\n\u003Cp>Handeln står inför förändringar, som på olika sätt innebär utmaningar\nför branschen. Det kommer att krävas en hög förändringsberedskap och en\nkompetenshöjning. Risken är annars att möjligheterna förvandlas till hot\nsåväl för företagen som de anställda. Handeln måste framstå som en\nattraktiv bransch och dess samhällsekonomiska betydelse bör på olika sätt\ntydliggöras.\u003C\u002Fp>\n\n\u003Cp>Handelsföretagen är i särskilt hög grad beroende av kompetenta\nmedarbetare för att kunna leva vidare och utvecklas. För att åstadkomma en\nverksamhetsutveckling krävs en kontinuerlig och systematisk\nkompetensutveckling. Ökad internationalisering och globalisering effektivare\ntransportnät, IT-utvecklingen m.m. skärper kraven på kompetens.\u003C\u002Fp>\n\n\u003Cp>Kompetensen är i hög grad en färskvara, som ständigt måste förnyas i\ntakt med kundernas krav. Företag med kompetenta medarbetare har lättare att\nmöta snabba förändringar i omvärlden och ökad konkurrens. Verksamhets-,\nkvalitets- och kompetensutveckling är därför viktiga strategiska inslag i\nledningsfunktionen.\u003C\u002Fp>\n\n\u003Cp>Verksamhetsutveckling sker i samverkan mellan ledning och anställda.\nKompetensutvecklingen bör planeras så att den kan genomföras kontinuerligt i\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska medverka till att det skapas goda förutsättningar för\nlärande och att det kan omsättas i organisationens system, rutiner och\npraxis.\u003C\u002Fp>\n\n\u003Cp>Kartläggningen av nuvarande och framtida kompetensbehov är en angelägen\nsamarbetsuppgift på arbetsplatsen. Plan för behovet av kompetensutveckling\nutformas och följs upp så ofta som\u003C\u002Fp>\n\n\u003Cp>konkurrens- och omvärldssituationen i övrigt ger anledning till.\nGenomförandet av kompetensutveckling kräver dock tidsplanering samt att\nekonomiska medel avsätts i budget.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarorganisationen är ett stöd för företagen i frågor rörande\nkompetensförsörjning och verksamhetsutveckling. Information om och stimulans\nav kompetensutveckling, liksom utarbetande av hjälpmedel, är viktiga\nuppgifter. Organisationen ska även medverka till att studie- och\nyrkesförberedande utbildning står i samklang med företagens inriktning och\nframtida behov.\u003C\u002Fp>\n\n\u003Cp>Den fackliga organisationens uppgift är att informera medlemmarna om de\nsnabba förändringar som sker i yrkeslivet. Facket ska på olika sätt stödja\noch stimulera den anställda att skaffa sig den kompetens som motsvarar de krav\nsom ställs och som kommer att ställas i framtidens yrkesliv. I företag där\nanställda känner delaktighet i verksamhetens mål skapas en vilja till\nförändring och förnyelse. Det är viktigt för såväl företag som\nanställda att alla omfattas av den känslan.\u003C\u002Fp>\n\n\u003Cp>Alla anställda ska ha möjlighet att utvecklas till självständiga,\nansvarstagande och yrkeskompetenta arbetstagare. Detta ska ske genom att\nföretaget erbjuder alla anställda kompetensutveckling inom yrket. Ökat\nyrkeskunnande ska beaktas vid lönesättningen.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling utgår från företagets verksamhet och de anställdas\nbehov.\u003C\u002Fp>\n\n\u003Cp>Syftet är att utifrån uppställda mål tillföra och fördjupa teoretiska\nkunskaper och yrkeserfarenheter som gör det möjligt att upprätthålla en\nhög kompetens och kunskapsnivå inom företaget.\u003C\u002Fp>\n\n\u003Cp>Kunskapsuppbyggnad är en viktig form av investering i ett företag och ska\nske på sådant sätt att det främjar en jämn fördelning mellan kvinnor och\nmän i skilda typer av befattningar och inom olika kategorier arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse mellan parterna i företaget ska träffas om principerna\nför kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling bör utgå från en utvecklingsplan som upprättats av\nföretaget efter förhandling med den lokala fackliga organisationen. Av\nutvecklingsplanen bör framgå målsättning samt vilka studieformer som ska\nanvändas vid kompetensutvecklingens genomförande. Vidare bör det framgå\nefter vilka grunder urval ska ske.\u003C\u002Fp>\n\n\u003Cp>Individuell utvecklingsplan\u003C\u002Fp>\n\n\u003Cp>Omfattning och inriktning av den enskildes kompetensutveckling avgörs\ngemensamt av arbetsgivaren och den anställde. En viktig förutsättning för\nutveckling av kompetens, arbetsorganisation och arbetsplats är att arbetet med\ndessa frågor systematiseras.\u003C\u002Fp>\n\n\u003Cp>Företagen bör årligen genomföra utvecklingssamtal med samtliga\narbetstagare för att kartlägga befintliga och kommande behov av\nkompetenshöjning.\u003C\u002Fp>\n\n\u003Cp>Parterna har utarbetat ett hjälpmedel för genomförande av sådana samtal.\nFör utveckling av verksamheten bör arbetsplatsträffar genomföras.\u003C\u002Fp>\n\n\u003Cp>Utvecklingsplanen ska dels ta upp de insatser som kan åstadkommas genom\nföretagsintern kompetensutveckling\u002Futvecklingsarbete och dels insatser som kan\nåstadkommas genom extern utbildning\u002Ferfarenhetsöverföring.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3 Inhyrd arbetskraft\u003C\u002Fh2>\n\n\u003Cp>Parterna har en gemensam uppfattning att bemanningsföretag kan vara ett\nkomplement till ett företags ordinarie verksamhet.\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>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Vid inhyrning av personal är reglerna i 11 och 38 §§ lagen om\nmedbestämmande i arbetslivet tillämpliga på avtalsområdet.\u003C\u002Fp>\n\n\u003Cp>A. Inhyrning i samband med företrädesrätt till återanställning\u003C\u002Fp>\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 enligt 11 § första stycket lagen\nom anställningsskydd.\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>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>| 1. Med bemanningsföretag avses bemanningsföretag enligt lagen I om\nuthyrning av arbetstagare (SFS 2012:854).\u003C\u002Fp>\n\n\u003Cp>2. Varje driftsinskränkningsförfarande räknas för sig.\u003C\u002Fp>\n\n\u003Cp>B. Nämnden för inhyrning i samband med företrädesrätt till\nåteranställning\u003C\u002Fp>\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\u003C\u002Fp>\n\n\u003Cp>inte tas upp av nämnden vid en muntlig förhandling, men får ske om\nhandläggningen 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>1.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>2.Betala den ekonomisk kompensation som nämnden beslutat om till dem vars\nföreträdesrätt kränkts. Kompensationen ersätter den ideella skada som\narbetstagaren lidit och utges med 1 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>Bilaga 4 Urmakare inom detaljhandeln\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Inledning\u003C\u002Fh3>\n\n\u003Cp>Avtalet mellan Svensk Handel och Handelsanställdas förbund avseende\nUrmakare och Optiker upphörde den 31 mars 2013. Urmakare inom detaljhandeln\nomfattas från och med den 1 april 2013 av detaljhandelsavtalet med särskilt\ntillägg enligt mom 2 och 3 nedan.\u003C\u002Fp>\n\n\u003Cp>Urmakarutbildningen är en treårig eftergymnasial hantverksutbildning som\nkan leda fram till gesällbrev. Efter minst sex aktiva år i yrket kan man\nansöka om mästarbrev.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Minimilöner\u003C\u002Fh3>\n\n\u003Cp>A 2016-04-01 - 2017-03-31\u003C\u002Fp>\n\n\u003Cp>Efter genomgången gymnasial grundutbildning utges följande\nminimilöner:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Under 1:a\n        anställningsåret\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">20 675 Kr\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Under 2:a\n        anställningsåret\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">21 475kr\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Under 3:e\n        anställningsåret\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">22 175 kr\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Under 4:e\n        anställningsåret\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">23 575 kr\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">Under 5:e\n        anställningsåret\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"74\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"SV\">24 175 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\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Till anställd som genomgått 3-årig eftergymnasial utbildning och\nerhållit gesällbrev utges lägst minimilön motsvarande 4:e\nanställningsåret. Efter ett års anställningstid utges lägst minimilön\nmotsvarande 5:e anställningsåret.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om en anställd som inte uppnått fem års branschvana får del av lokala\nlöneutrymmet ska det inte avräknas från kommande uppflyttningar på grund av\nbranschvana.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Arbetsrockar\u003C\u002Fh3>\n\n\u003Cp>På de arbetsplatser där arbetsrock är obligatorisk bekostas rocken samt\ntvätt av densamma av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\n\n            ",{"equalitymonitoring":41,"disabilitypay":45,"WORKFAM_trigger":49,"SECTOR1":53,"maxsicknesspay":57,"LOWWAGE_trigger":61,"JOBTYPE_comments_txt":65,"cbadate_start":67,"contracttrial":71,"cbasignmultiple":75,"eqpay":79,"sundays_year":82,"OVERTIME_trigger":86,"WORKHOURS_trigger":90,"consecutivesundays":94,"SICDIS_trigger":96,"deathrelatives":100},{"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 arbetsolycksfall måste lämna\narbetsplatsen, kan få ersättning för inkomstbortfallet från\nTrygghetsförsäkring vid arbetsskada.",{"bindId":50,"name":51,"text":52},"WORKFAM_trigger","§ 15 Föräldraledighet Arbetstagare, som ","§ 15 Föräldraledighet\n\nArbetstagare, som enligt reglerna i föräldraledighetslagen vill utnyttja\nsin rätt till sådan ledighet, ska anmäla detta till arbetsgivaren minst två\nmånader före ledighetens början eller, om det inte kan ske, så snart som\nmöjligt. Vid anmälan ska den anställde även ange vilken tidsperiod\nledigheten avses omfatta och vilken typ av ledighet som åberopas. Samma\ngäller ledighet i samband med att arbetstagare i sitt hem tar emot fosterbarn\neller adoptivbarn.\n\nAnmärkning\n\nTidigare regler om föräldralön utmönstrades den 31 december 2013 och\nersattes med överenskommelsen Föräldrapenningtillägg (FPT) mellan Svenskt\nNäringsliv och LO. Det är AFA försäkringar som administrerar FPT. Mer\ninformation om vem som har rätt till FPT och hur mycket FPT uppgår till finns\natt läsa om bl.a. på AFA försäkringars hemsida.\n\nKrav på föräldralön för tid innan 1 januari 2014 gäller då i\ndetaljhandelsavtalet tillämpliga regler om föräldralön.",{"bindId":54,"name":55,"text":56},"SECTOR1","butiks- och kontorspersonal samt lagerpe","butiks- och kontorspersonal\n\nsamt lagerpersonal och chaufförer inom detaljhandeln",{"bindId":58,"name":59,"text":60},"maxsicknesspay","•Andra till fjortonde dagen är sjuklönen","•Andra till fjortonde dagen är sjuklönen 80 procent av den lön som\nskulle utgetts.",{"bindId":62,"name":63,"text":64},"LOWWAGE_trigger","C.Minimilönenivåer 1 april 2016 - 31 mar","C.Minimilönenivåer\n\n1 april 2016 - 31 mars 2017\n\n\n\n\n\n\n  \n    \n      Ålder\n      \n      Månadslön\n      \n      Timlön\n      \n    \n    \n      16 år\n      \n      13 265\n      \n      79,91\n      \n    \n    \n      17 år\n      \n      13 675\n      \n      82,38\n      \n    \n    \n      18 år\n      \n      19 919\n      \n      119,99\n      \n    \n    \n      19 år\n      \n      20 239\n      \n      121,92\n      \n    \n  \n\n\n Efter fyllda 18 års ålder förvärvad\nbranschvana om\n\n\n\n\n  \n    \n      1 år\n      \n      20 823\n      \n      125,44\n      \n    \n    \n      2 år\n      \n      21 159\n      \n      127,46\n      \n    \n    \n      3 år\n      \n      22 449\n      \n      135,23",{"bindId":66,"name":55,"text":56},"JOBTYPE_comments_txt",{"bindId":68,"name":69,"text":70},"cbadate_start","Detta avtal gäller fr.o.m. den 1 april 2","Detta avtal gäller fr.o.m. den 1 april 2016 t.o.m. den 31 mars 2017 med\ntvå månaders ömsesidig uppsägningstid. Framställs begäran om förhandling\nsenast den 31 januari 2017 gäller avtalet för tid efter den 31 mars 2017 med\nsju dagars ömsesidig uppsägningstid. Sker inte uppsägning före den 31\njanuari 2017, gäller avtalet fortfarande ett år med samma uppsägningstid osv\når från år.",{"bindId":72,"name":73,"text":74},"contracttrial","Mom 2 Provanställning Provanställning ka","Mom 2 Provanställning\n\nProvanställning kan omfatta högst sex månader. Arbetsgivaren ska\nunderrätta den lokala fackliga organisationen att överenskommelse om\nprovanställning skett.\n\nVid sjukdomsfall och annan frånvaro under provanställning kan\narbetsgivaren förlänga provanställningen i motsvarande omfattning som\nfrånvaron. Arbetsgivare som önskar förlänga en provanställning på grund\nav sjukdomsfall eller annan frånvaro ska meddela den provanställde\nskriftligen senast 14 dagar innan den ursprungliga provanställningen löper\nut.\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. I de fall\narbetstagaren begär, ska arbetsgivaren ange skälen till varför\nprovanställningen inte övergick i en tillsvidareanställning",{"bindId":76,"name":77,"text":78},"cbasignmultiple","Parterna har antagit det mellan Svenska ","Parterna har antagit det mellan Svenska Arbetsgivareföreningen och\nLandsorganisationen i Sverige träffade huvudavtalet.",{"bindId":80,"name":43,"text":81},"eqpay","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.\n\nMom 2 Lönedelar",{"bindId":83,"name":84,"text":85},"sundays_year","B.Arbetstagare ska vara ledig 16 sammanh","B.Arbetstagare ska vara ledig 16 sammanhängande lördagar och söndagar per\nkalenderår. Ledigheten ska vara jämnt fördelad över kalenderåret.\nÖverenskommelse om annat kan träffas lokalt eller individuellt.",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger","§ 8 Övertidsarbete Mom 1 Övertidsarbete ","§ 8 Övertidsarbete\n\nMom 1 Övertidsarbete\n\nNär arbetsgivaren anser att det krävs\natt arbete utförs på annan tid än ordinarie arbetstid ska arbetstagare, i\nden utsträckning gällande lag tillåter det, utföra sådant arbete mot\nfastställd betalning.\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\noch på dag som på grund av arbetstidens förläggning är fridag utges\nersättning för minst tre timmar.\n\nAnmärkning\n\nOm arbetstagare har rätt till\növertidsersättning på tid då ob- ersättning ska betalas har arbetstagaren\nendast rätt till den procentuellt sett högsta ersättningen.\n\nMom 2 Kontant\növertidsersättning\n\nFör övertidsarbete, som utförs på\nbegäran av arbetsgivaren, betalas arbetstagarens personliga timlön samt\nkontant övertidsersättning enligt nedan:\n\n•50 procent de första två timmarna per\ndag före och efter\n\nordinarie arbetstid (övertidsarbete före\nordinarie arbetstids början och efter ordinarie arbetstids slut\nsammanräknas)\n\n•70 procent för övrig övertid på\nvardagar samt efter kl. 20.00 måndag-fredag\n\n•70 procent för övertid på dag som\nannars skulle varit fridag måndag - fredag\n\n•100 procent för övertid efter kl.\n12.00 på lördag samt jul-, nyårs- och midsommarafton\n\n•100 procent för all övertid som\nutförs på söndag, helgdag och på fridag som infaller på lördag, jul-,\nnyårs- och midsommarafton\n\nDe procentuella tilläggen utges på\ntimlönen beräknad som 1\u002F166 av arbetstagarens utgående fasta kontanta\nmånadslön och fasta lönetillägg.\n\nFör deltidsanställd med månadslön\nanvänds formeln i § 12 mom 2 A punkt 2 för att beräkna timlönen.\n\nMom 3 Kompensationsledighet\n\nÖvertidsarbete kan efter överenskommelse\ni varje särskilt fall ersättas med ledighet på ordinarie arbetstid\nmed:\n\n•1 timme och 30 minuter för varje\narbetad timme berättigande till 50 procents övertidsersättning\n\n•1 timme och 45 minuter för varje\narbetad timme berättigande till 70 procents övertidsersättning\n\n•2 timmar för varje arbetad timme\nberättigande till 100 procents övertidsersättning\n\nMom 4 Övertidsersättning till deltidsanställda\n\nA.Deltidsanställd får\növertidsersättning för arbetstid som överstiger 38 timmar och 15 minuter\nper vecka. Detta gäller inte om arbetstiden på grund av schemaläggningen\nutförts på ordinarie arbetstid.\n\nB.Deltidsanställd får\növertidsersättning för arbetstid förlagd utanför på arbetsplatsen normalt\nschemalagd arbetstid för personal med liknande arbetsuppgifter.\n\nMom 5 Anspråk på\növertidsersättning\n\nNär arbete utförts på övertid, som\ninte omedelbart kunnat kontrolleras av arbetsledningen, ska anspråk på\nersättning för utfört övertidsarbete framföras senast vid nästkommande\nordinarie avlöningstillfälle. Har sådan anmälan inte gjorts förlorar\narbetstagaren rätten till övertidsersättning.",{"bindId":91,"name":92,"text":93},"WORKHOURS_trigger","§ 5 Arbetstid På avtalsområdet gäller ar","§ 5 Arbetstid\n\nPå avtalsområdet gäller arbetstidslagen (SFS 1982:673) med nedanstående\nändringar och tillägg.\n\nAnmärkning\n\nFrån och med den 1 januari 2014 gäller samma arbetstidsregler för butiker\nsom har öppet alla dagar i veckan som för butiker som har stängt minst en\ndag i veckan.\n\nMom 1 Ordinarie arbetstid\n\nA.Ordinarie arbetstid för heltidsanställd är i genomsnitt 38 timmar och\n15 minuter per vecka. Rast räknas inte som arbetstid.\n\nB.Ordinarie arbetstid för deltidsanställd är i genomsnitt det antal\ntimmar per vecka som finns angivet i anställningsbeviset. Rast räknas inte\nsom arbetstid.\n\nC.Arbetstiden genomsnittsberäknas på en period om maximalt 52 veckor.\n\nMom 2 Arbetstidens utläggning\n\nA.En arbetsvecka får omfatta högst fem arbetsdagar. Överenskommelse om\nannat kan för heltidsanställd träffas lokalt eller individuellt. För\ndeltidsanställd kan sådan överenskommelse träffas individuellt.\n\nB.Arbetstagare ska vara ledig 16 sammanhängande lördagar och söndagar per\nkalenderår. Ledigheten ska vara jämnt fördelad över kalenderåret.\nÖverenskommelse om annat kan träffas lokalt eller individuellt.\n\nC.Arbetstiden per arbetspass får inte understiga tre timmar. Detta gäller\ninte under pågående rehabilitering, eller för minderårig skolelev vid\narbete under skoltermin.\n\nD.Schemalagd arbetstid får inte över- eller underskrida\ngenomsnittsarbetstiden med mer än nio timmar per vecka för heltidsanställd\nrespektive fem timmar för deltidsanställd. Överenskommelse om annat kan\nträffas individuellt.\n\nE.Tillsvidareanställd arbetstagare kan årligen, senast den 30 september,\ninkomma med skriftligt önskemål om fem kalenderdagar nästkommande\nkalenderår då arbetstagaren inte önskar vara schemalagd.\n\nI den mån som arbetsgivaren inte har kunnat tillmötesgå arbetstagarens\nönskemål ska arbetsgivaren förklara skälet till detta. Tillsvidareanställd\narbetstagare som framställt önskemål om att vara arbetsfri på julafton ska\nfå sitt önskemål tillgodosett minst vartannat år.\n\nF.Tillsvidareanställd arbetstagare kan årligen, senast den 30 september,\ninkomma med skriftligt önskemål angående förläggningen av arbetstid på\nsen kvällstid, lördag, söndag, och helgdag.\n\nG.Överenskommelse om annan tidpunkt för inlämnande av önskemål\ngällande mom 2 E-F kan träffas med de anställdas representanter (fackklubb,\nfackombud där sådana är utsedda).\n\nH.Arbetsgivaren och lokal facklig organisation kan överenskomma om avsteg\nfrån arbetstidslagens bestämmelser om dygnsvila. Överenskommelsen ska ange\nnär ledighet som kompensation för utebliven dygnsvila ska förläggas.\n\nMom 3 Särskilda regler för butiker som har stängt minst en dag i veckan\n(sexdagarsbutiker)\n\nA.Butik som tillämpar en systematisk utläggning av fridagarna i form av\n”rullande” femdagarsvecka omfattas inte av regeln om rätt till ledigt 16\nsammanhängande lördagar och söndagar per kalenderår.\n\nB.Schemalagd arbetstid får underskrida den genomsnittliga arbetstiden med\nmer än nio timmar för heltidsanställd respektive fem timmar för\ndeltidsanställd.\n\nMom 4 Arbetstidsschema\n\nA.En gång per kalenderår ska samråd med arbetstagarnas representanter\n(fackklubb, fackombud där sådana är utsedda) ske avseende den övergripande\nbemanningsplaneringen för den kommande 12-månadersperioden.\n\nI den övergripande planeringen ingår följande;\n\n•Butikens planerade öppettider och hur bemanning ska ske\n\n•Förläggningen av 16 sammanhängande lördagar och söndagar\n\n•Frekvensen av arbete på kvällar och helger för olika\npersonalkategorier\n\n•Eventuellt inkomna önskemål enligt mom 2 E- F\n\n•Arbetsmiljöaspekter kring arbetstidens förläggning - som exempelvis\nförekomsten av ensamarbete och antalet arbetsdagar i följd utan fridag\n\n•Familjeskäl\n\nB.Arbetsgivaren ska utifrån den övergripande bemanningsplaneringen\nfastställa arbetstidsschemat så tidigt som möjligt, dock senast en månad i\nförväg. Schemat ska omfatta hela beräkningsperioden, dock minst sex\nmånader. Arbetsgivare som tillämpar ett rullande schema uppfyller detta krav\ngenom att lägga ut detta rullande i sex månader.\n\nC.Arbetstidsschema med den ordinarie arbetstiden ska överlämnas\nskriftligen eller elektroniskt till de anställda samt anslås på\narbetsplatsen.\n\nD.Ändringar i fråga om den ordinarie arbetstidens förläggning ska - där\nså kan ske - skriftligen meddelas minst en månad i förväg.\n\nE.De lokala parterna kan komma överens om andra samverkansformer än de i\npunkt A-D inför arbetsgivarens fastställande av arbetstidsschema.\n\nF.Arbetstidsschemat gäller även vid semester, sjukdom och tjänstledighet\noch då arbetstagare börjar eller slutar sin anställning under året.\n\nMom 5 Måltidsuppehåll\n\nArbetsgivarens rätt enligt 16 § arbetstidslagen att byta ut rast mot\nmåltidsuppehåll vid arbetsplatsen får endast tillämpas i\nundantagssituationer.\n\nSådana måltidsuppehåll räknas in i arbetstiden.",{"bindId":95,"name":84,"text":85},"consecutivesundays",{"bindId":97,"name":98,"text":99},"SICDIS_trigger","Mom 1 Rätt till sjuklön Sjuklöneperioden","Mom 1 Rätt till sjuklön\n\nSjuklöneperioden 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.\n\nRätt 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.",{"bindId":101,"name":102,"text":103},"deathrelatives","Mom 1 Definition Permission är kort ledi","Mom 1 Definition\n\nPermission är kort ledighet med bibehållen lön under högst en dag. Vid\nnära anhörigs begravning kan permissionen även omfatta nödvändiga - högst\ntvå - resdagar.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KOLLEKTIVAVTAL mellan a ena sidan svensk handel och a andra sidan HANDELSANSTALLDAS FORBUND avseende NO 2016-17\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2016-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2017-01-31\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: → Detaljhandel\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: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → \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: → 38.25\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → 34.0\n            \u003C\u002Fdiv>\n            \n             \u003Cdiv id=\"display-consecutivesundays\">\n                Max antal söndagar \u002F helgdagar på raken som kan arbetas in under ett år: → 34.0\n            \u003C\u002Fdiv>\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 79.91\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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    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