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Avtalet avser även ledsagare. I den fortsatta avtalstexten\nåsyftas med ”assistent” samtliga dessa kategorier.\u003C\u002Fp>\n\n\u003Cp>Tjänsteresor tillsammans med brukaren inom och utom landet regleras i\n§12.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Förtroende och tystnadsplikt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhållandet mellan arbetsgivare och assistent grundar sig på ömsesidig\nlojalitet och ömsesidigt förtroende. Assistenten ska under sin anställning,\nlikväl som efter anställningens upphörande, iakttaga diskretion rörande\narbetsgivarens verksamhet\u002Fbrukarens angelägenheter samt iakttaga tystnadsplikt\nbeträffande uppgifter om enskilda personer som assistenten till följd av sin\nanställning erhållit kännedom om och vars yppande kan vålla skada för\nenskild person eller närstående.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Bisyssla\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistenten får ej inneha anställning, åtaga sig uppdrag eller bedriva\nverksamhet som kan inverka menligt på assistentens arbete hos arbetsgivaren.\nOm en personlig assistent avser att ta anställning, åtaga sig uppdrag eller\nbisyssla av mera omfattande slag, ska assistenten därför först samråda med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan meddela förbud mot annan anställnings eller bisysslors\nutövande om de inverkar på assistentens sätt att sköta\narbetsuppgifterna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan även förbjuda assistenten att utöva verksamhet som kan\nrubba förtroendet till assistentens opartiskhet i arbetet eller skada arbetsgi\nvarens\u002Farbetsledarens\u002Fbrukarens anseende. För deltidsanställd assistent är\ndeltidsanställning hos annan arbetsgivare för att öka\nsysselsättningsgraden, inte att räkna som bisyssla under förutsättning att\nassistenten inte leder eller har ett avgörande inflytande hos denne\narbetsgivare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Konkurrerande verksamhet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistenten får ej utföra arbete eller direkt eller indirekt bedriva\nekonomisk verksamhet som konkurrerar med arbetsgivarens.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Förtroendeuppdrag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En personlig assistent har rätt att mottaga statligt, kommunalt eller\nfackligt förtroendeuppdrag, men bör samråda med\narbetsgivaren\u002Farbetsledaren\u002Fbrukaren om uppdragets omfattning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Anställning m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Anställningsavtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställningsavtal ska utfärdas av arbetsgivaren, samt undertecknas av\nbåda parter före anställningens ikraftträdande vid alla typer av\nanställningar. Av anställningsavtalet ska bl a anställningsformen\nframgå.\u003C\u002Fp>\n\n\u003Cp>Om tillsvidareanställd assistent träffar överenskommelse om anställning\nmed längre eller kortare arbetstid än tidigare, ska nytt komplett\nanställningsavtal utfärdas. Detta ska ske senast i samband med\nförändringens ikraftträdande. Om arbetet till sin natur är oregelbundet\nbör detta anges i anställningsavtalet.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska informera om och i anställningsavtalet erinra assistenten\nom den speciella tystnadsplikt som kan gälla beroende på verksamhetens\nart.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tempagency\">\u003Ch3>Mom 2 Anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tillsvidare såvida ej avtal träffas om tidsbegränsad\nanställning. Tillåtna tidsbegränsade anställningar framgår av §§ 5-6\nlagen om anställningsskydd (LAS) eller enligt nedan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 2:1 Anställning för viss tid så länge assistansuppdraget varar\u003C\u002Fh4>\n\n\u003Cp>Avtal om anställning för viss tid så länge assistansuppdraget varar får\nträffas mellan arbetsgivaren och assistenten.\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2 Anställning per arbetad timme - timanställning\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren och assistenten kan överenskomma om anställning som\npersonlig assistent för viss tid i form av timanställning med lön per\narbetad timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Läkarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär ska assistenten för erhållande av anställning\navlämna friskintyg från läkare anvisad av arbetsgivaren. Sådant intyg\nbetalas av arbetsgivaren. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Anställningens upphörande\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tillsvidareanställd assistent gäller såvida inte längre\nuppsägningstid avtalats och med nedan angivna undantag en ömsesidig\nuppsägningstid av en 1 månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Uppsägningstid från arbetsgivarens sida\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande om inte annat\nföljer av bestämmelserna nedan:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Anställningstid mindre än 2 år\u003C\u002Ftd>\n      \u003Ctd>1 månads uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Anställningstid fr o m 2 år till 4 år\u003C\u002Ftd>\n      \u003Ctd>2 månaders uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Anställningstid fr o m 4 år till 6 år\u003C\u002Ftd>\n      \u003Ctd>3 månaders uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Anställningstid fr o m 6 år till 8 år\u003C\u002Ftd>\n      \u003Ctd>4 månaders uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Anställningstid fr o m 8 år till 10 år\u003C\u002Ftd>\n      \u003Ctd>5 månaders uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Anställningstid 10 år eller längre\u003C\u002Ftd>\n      \u003Ctd>6 månaders uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägning från arbetsgivarens sida ska ske skriftligen \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Övergångsregel\u003C\u002Fh3>\n\n\u003Cp>För anställda före 1999-01-01 tillämpas andra uppsägningstider.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Assistent som fyller 68 år (efter 1 januari 2023 69 år)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Oberoende av tidigare avtalad uppsägningstid gäller följande för\nassistenter som fyllt 68 år. Från 1 januari 2023 tillämpas regeln från 69\når.\u003C\u002Fp>\n\n\u003Cp>Anställningen kan bringas att upphöra vid utgången av den månad\nassistenten fyllt 68 år (69 år från 1 januari 2023) genom skriftlig\nunderrättelse två månader innan från arbetsgivaren eller assistenten.\u003C\u002Fp>\n\n\u003Cp>Anställningar som fortsätter efter att assistenten uppnått den ålder som\nanges i första stycket kan bringas att upphöra genom att arbetsgivaren eller\nassistenten lämnar skriftlig underrättelse därom. Anställningen upphör då\nen månad efter det att någondera parten skriftligen underrättat motparten om\nsin avsikt att avbryta anställningen.\u003C\u002Fp>\n\n\u003Cp>Varsel till facklig organisation behöver inte lämnas med anledning av\navbrytandet. \u003C\u002Fp>\n\n\u003Cp>Det är möjligt att överenskomma om längre avbrytandetid än en månad\nefter det att assistenten uppnått ålder som anges i första stycket. Det ska\nuttryckligen framgå av överenskommelsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande assistenten rätten att\nkvarstanna i tjänst till 68 års ålder. Från 1 januari 2023 gäller rätten\natt kvarstanna i tjänst till 69 års ålder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Tidsbegränsad anställnings upphörande\u003C\u002Fh3>\n\n\u003Ch4>Mom 5 A Med 14 dagars ömsesidig uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Tidsbegränsad anställning upphör med 14 dagars ömsesidig\nuppsägningstid.\u003C\u002Fp>\n\n\u003Cp>-vid anställningstidens utgång.\u003C\u002Fp>\n\n\u003Cp>-vid vikariat när den ordinarie befattningshavaren återkommer.\u003C\u002Fp>\n\n\u003Cp>-när arbetsgivaren har särskilda skäl att bringa anställningen att\nupphöra.\u003C\u002Fp>\n\n\u003Cp>Med särskilda skäl avses:\u003C\u002Fp>\n\n\u003Cp>-när arbetsgivaren inte längre kan garantera assistansens kvalitet\noch\u002Feller säkerhet\u003C\u002Fp>\n\n\u003Cp>-när brukaren och assistenten inte längre fungerar tillsammans\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Efter sex månaders anställningstid hos brukaren gäller vid avbrytande av\nassistents anställning att:\u003C\u002Fp>\n\n\u003Cp>I de fall assistenten inte längre fungerar tillsammans med brukaren skall\narbetsgivaren undersöka möjlighet att erbjuda assistenten anställning hos\nannan brukare inom avtalsområdet.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska undersöka och ange orsaken som ligger till grund för\nbeslutet att anställningen ska upphöra.\u003C\u002Fp>\n\n\u003Cp>Avslut av anställning får inte grundas enbart på omständigheter som\narbetsgivaren känt till mer än två månader innan beslut om att avsluta\nanställningen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska innan uppsägning vidtas efterhöra samt dokumentera\narbetstagarens uppfattning av det som är orsaken till arbetsgivarens beslut om\natt anställningen ska upphöra. Om möjligt ska arbetsgivaren söka undanröja\norsaken till problemet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Regeln gäller från 2018-01-01\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5 B med en månads uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Tidsbegränsad anställning upphör med en månads uppsägningstid\u003C\u002Fp>\n\n\u003Cp>- när assistansuppdraget upphör på grund av att brukaren inte längre har\nbehov av eller rätt till personlig assistans pga intagning på institution\neller när brukaren avlider.\u003C\u002Fp>\n\n\u003Cp>Får arbetstagare under uppsägningstiden annat arbete i stället för\nanställningen som personlig assistent har arbetsgivaren rätt att avräkna den\nerhållna lönen från uppsägningslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:1 Besked enligt § 15 LAS\u003C\u002Fh4>\n\n\u003Cp>När anställningsförhållandet upphör enligt mom 5 A och 5 B behöver ej\nbesked enligt § 15 LAS lämnas. Sådant besked behöver inte heller lämnas\nvid ny anställning på en månad eller kortare tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Övriga bestämmelser vid uppsägning\u003C\u002Fh3>\n\n\u003Ch4>Mom 6:1 Annan uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och assistenten kan skriftligen överenskomma om att annan\nuppsägningstid ska gälla än vad som anges i detta avtal eller i lagen om\nanställningsskydd (LAS) samt att tidsbegränsad anställning kan avbrytas i\nförtid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Företrädesrätt till återanställning gäller ej\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till återanställning enligt LAS § 22, 25, 26, 27\ngäller ej för assistent anställd enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Skadestånd då assistent inte iakttager uppsägningstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistenten lämnar sin anställning utan att iakttaga uppsägningstiden\neller del av denna, har arbetsgivaren rätt till skadestånd för den\nekonomiska skada och olägenhet som därigenom vållas, dock lägst med ett\nbelopp som motsvarar assistentens lön under den del av uppsägningstiden som\nassistenten ej har iakttagit.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Tjänstgöringsbetyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När anställning upphört äger assistent med minst sex månaders\nanställningstid rätt att senast en vecka efter begäran erhålla\ntjänstgöringsbetyg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Betyget ska innehålla uppgift på anställningstiden hos arbetsgivaren,\narbetsuppgifter samt om så begärs vitsord beträffande arbetets utförande.\nVid kortare anställningstid lämnar arbetsgivaren efter begäran\ntjänstgöringsintyg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>§ 5 Arbetstid\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidslagen gäller med nedan angivna tillägg och undantag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom 1 Ordinarie arbetstid \u003C\u002Fh3>\n\n\u003Ch4>Mom 1:1\u003C\u002Fh4>\n\n\u003Cp>Anställning avser hel- eller deltid. Ordinarie arbetstid utgör vid\nheltidsanställning - om inte annat följer av nedanstående - i genomsnitt 40\ntimmar per vecka.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Anmärkning 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Begränsningsperiod är den tid under vilken fastställt arbetstidsmått ska\nläggas ut. Arbetstidsschema kan fastställas för kortare tid än\nbegränsningsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att sysselsättningsgraden ska fastställas så att\ndenna reglering blir kostnadsneutral för arbetsgivarna.\u003C\u002Fp>\n\n\u003Cp>Detta innebär att sysselsättningsgraden inte behöver sammanfalla med\nantalet timmar i grundschemat, då detta under begränsningsperioden på 6\nmånader kan komma att ändras.\u003C\u002Fp>\n\n\u003Cp>I anställningsavtalet ska den garanterade sysselsättningsgraden framgå. I\nanställningsavtalet ska även den förmodade sysselsättningsgraden framgå.\nSkillnaden mellan den garanterade och den förmodade sysselsättningsgraden\nersätts med timlön. Dessa timmar ska inte heller utgöra mertid enligt\nArbetstidslagen.\u003C\u002Fp>\n\n\u003Cp>Överskjutande timmar över den förmodade sysselsättningsgraden ersätts\nenligt gällande kollektivavtal. Skillnaden mellan den garanterade och den\nförmodade sysselsättningsgraden ska vara så liten som möjligt.\u003C\u002Fp>\n\n\u003Cp>Införandet av ovanstående regler ska ske så snart som möjligt dock\nsenast 2012-12-31.\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse ska inte innebära att villkoren försämras för\nanställda som har sysselsättningsgrad och eller månadslön fastställd\ntidigare än 2012-04-24.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Arbetstidsschema\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsschema upprättas efter samråd mellan arbetsgivare och assistent\nmed angivande av arbetstidens början och slut samt rasters förläggning.\u003C\u002Fp>\n\n\u003Cp>Nytt arbetstidsschema bör anslås senast två veckor innan det träder i\nkraft om inte annat överenskommes mellan arbetsgivaren och assistenten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:3 Längre arbetstid - del av år\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om så erfordras, kan ordinarie arbetstid under viss del av året uppgå\ntill högst 50 tim\u002Fvecka. Den genomsnittliga arbetstiden per kalenderår får\ndärvid ej överstiga den inom mom 1: 1 angivna genomsnittliga arbetstiden per\nvecka gånger 52.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:4 Avvikelser från arbetstidslagen\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-rast får utbytas mot måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>-begränsningsperioden kan omfatta högst 6 månader.\u003C\u002Fp>\n\n\u003Cp>-en assistents sammanhängande dygnsvila kan uppgå till minst 9 timmar vid\nförläggning av ordinarie arbetstid under förutsättning att dygnsvilan inte\nunderstiger ett genomsnitt av 11 timmar under begränsningsperioden 14 dagar\u003C\u002Fp>\n\n\u003Cp>En assistents dygnsvila kan vid tillfällig avvikelse understiga den\nplanerade dygnsvilan under förutsättning att den inte understiger ett\ngenomsnitt av 11 timmar under begränsningsperioden.\u003C\u002Fp>\n\n\u003Cp>En assistents sammanhängande veckovila kan vid tillfällig avvikelse uppgå\ntill minst 24 timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:5 Avvikelser vid tjänsteresa\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa inom och utom Sverige regleras villkoren enligt\nkollektivavtalets 12 §. Vid sådan resa gäller att avvikelser från 13 §\n(dygnsvila), 13a § (arbetstiden för nattarbete) samt 14§ (veckovila) får\ngöras under förutsättning att olika typer av arbetstid under resan\nschemalagts och att arbetstagaren kompenseras för varje utebliven\ndygnsvilotimme, varje överskriden nattarbetstimme respektive avvikelse från\nveckovila genom motsvarande ledighet. Ledigheten bör läggas ut under resan\neller i nära anslutning efter resans avslutande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:6 Avvikelser från Arbetstidslagen (ATL)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och lokal arbetstagarorganisation får träffa kollektivavtal\nom avvikelser från ATL i följande avseenden:\u003C\u002Fp>\n\n\u003Cp>-5 § ordinarie arbetstid m m\u003C\u002Fp>\n\n\u003Cp>-6 § om jourtid,\u003C\u002Fp>\n\n\u003Cp>-7 § andra stycket (10 § första stycket) ATL om att likställa\nkompensationsledighet med arbetad tid,\u003C\u002Fp>\n\n\u003Cp>-8 § om annat uttag av övertid och annan begränsningsperiod för\növertid\u003C\u002Fp>\n\n\u003Cp>-10 a § om mertid,\u003C\u002Fp>\n\n\u003Cp>-10 b § om sammanlagd arbetstid,\u003C\u002Fp>\n\n\u003Cp>-13 § första stycket ATL om nattvila,\u003C\u002Fp>\n\n\u003Cp>-14 § första stycket ATL om veckovila,\u003C\u002Fp>\n\n\u003Cp>-15 § tredje stycket ATL om förläggning av raster i andra fall än som\nanges i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Gällande scheman får bibehållas oförändrade oaktat bestämmelsen om att\nlokalt kollektivavtal erfordras för avvikelser från arbetstidslagen i nämnda\nhänseenden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:7\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse om utökad jourtid ska träffas i de fall\növerenskommelsen leder till utökad sysselsättningsgrad och assistenten så\nönskar. Överenskommelsen ska särskilt beakta assistentens hälsa och\nfamiljesituation.\u003C\u002Fp>\n\n\u003Cp>Kommunal kan ensidigt, efter genomförd förhandling säga upp denna\nmöjlighet för enskilda bolag vid missbruk av regeln.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:8 Anhöriganställd\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För anhöriganställd som lever i hushållsgemenskap med brukaren gäller\ninte arbetstidslagen (ATL). Dock gäller Mom 1:4 såsom avtalsbestämmelser\näven för anhöriganställd.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden får uppgå till i genomsnitt 48 timmar per vecka.\nOm arbetsgivaren bedömer att det finns särskilda skäl är den anställde\nskyldig att arbeta utöver fastställd arbetstid. För detta arbete utges\nersättning med redan överenskommen timlön.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>När assistansberättigad, som själv är arbetsgivare för sina\nassistenter, vill övergå till att anlita ett vårdföretag ska\narbetstidsbestämmelser enligt detta kollektivavtal tillämpas senast efter ett\når alternativt ska ett lokalt kollektivavtal för avvikelse från\narbetstidslagen träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Lönebestämmelser\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Löneformer - månadslön alt lön per arbetad timme\u003C\u002Fh3>\n\n\u003Ch4>Mom 1:1 Lönesättning vid nyanställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön för nyanställd fastställes efter överenskommelse mellan den\nsökande till anställningen och arbetsgivaren varvid hänsyn bland annat kan\ntas till ansvaret i anställningen, arbetsuppgifternas svårighetsgrad, den\nsökandes utbildning, tidigare erfarenhet m fl kriterier.\u003C\u002Fp>\n\n\u003Cp>Den överenskomna månadslönen\u002Ftimlönen kan efter överenskommelse även\ninkludera ersättningar för övertid, restid, beredskap, jour eller Ob.\u003C\u002Fp>\n\n\u003Cp>För nyanställda fram till och med 2018-01-01 gäller:\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser ska vara skriftliga. De gäller tillsvidare och\nkan revideras vid nästa lönerevision. Av överenskommelsen bör framgå hur\nassistenten kompenseras för övertid, restid, beredskap, jour, eller Ob. Den\npart som vill att överenskommelsen ska upphöra ska underrätta den andra\nparten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>För nyanställda från och med 2018-01-01 gäller:\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser ska vara skriftliga och det ska framgå av\növerenskommelsen hur assistenten kompenseras för övertid, mertid, restid,\nberedskap, jour eller Ob.\u003C\u002Fp>\n\n\u003Cp>Överenskommelser enligt ovan gäller tillsvidare och ska utvärderas och\nvid behov revideras i samband med lönerevision i enlighet med Löneavtal\nBilaga 1 punkt 2:3 (kravet gäller från och med lönesamtal inför samt vid\nlönerevision 2022-07-01). Om en part vill att en sådan överenskommelse ska\nupphöra, ska den andra parten underrättas senast två månader\ndessförinnan.\u003C\u002Fp>\n\n\u003Cp>Anhöriganställda enligt detta avtal omfattas inte av denna regel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2 Månadslön \u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Heltid:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För personlig assistent anställd med månadslön utges lön för arbetad\ntid per kalendermånad med hänsyn tagen till arbetstidens förläggning enligt\nför anställningen överenskommen månadslön om inte annat överenskommits\nmellan arbetsgivaren och assistenten.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Deltid:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Deltidsanställds månadslön utgår med så stor del av den till\nmotsvarande heltidsanställd utgående lönen, som svarar mot arbetstidens\nlängd i förhållande till den för motsvarande heltidsanställd gällande\narbetstiden. Motsvarande ska gälla vid partiell ledighet under hel\nkalendermånad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lön för del av månad:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lön för del av kalendermånad utges för de kalenderdagar som\nanställningen omfattar och motsvarar månadslönen x 12 \u002F 365 per\nkalenderdag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:3 Lön per arbetad timme\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För personlig assistent anställd med lön per arbetad timme utges lön med\nett belopp motsvarande 1\u002F172 exkl semester-\u002Flön\u002Fersättning av överenskommen\nmånadslön per månad. Semester-\u002Flön\u002Fersättning tillkommer då med 12 % av\ntimlönen och utbetalas vid tidpunkt som arbetsgivaren och assistenten kommer\növerens om.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>§ 7 Övertidsarbete\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 1 Skyldighet att arbeta övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Då arbetsgivaren så anser erforderligt är assistenten skyldig att arbeta\npå övertid i den omfattning gällande lag och avtal medger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Undantag från övertidsersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensation för övertidsarbete utges ej i de fall överenskommelse om\nundantag från rätt därtill uttryckligen träffats mellan arbetsgivaren och\nassistenten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Förutsättningar för särskild övertidskompensation \u003C\u002Fh3>\n\n\u003Ch4>Mom 3:1 Beordrad övertid - rätt till ersättning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som assistenten utfört utöver 40 timmar per vecka eller i schema\nfastställd längre arbetstid per vecka om\u003C\u002Fp>\n\n\u003Cp>-övertidsarbete har beordrats på förhand\u003C\u002Fp>\n\n\u003Cp>-där beordrande på förhand ej kunnat ske\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har godkänts i efterhand av arbetsgivaren Beträffande\ndeltidsarbete - se moment 5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:2 Beräkning av övertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av utfört övertidsarbete medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbete har utförts såväl före som efter den ordinarie\narbetstiden viss dag ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:3 Övertidskompensation utges ej\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ej beordrad förlängd arbetstid på grund av vikariat, byte av arbetspass\neller arbete på extrapass utgör inte övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Kompensation för övertidsarbete\u003C\u002Fh3>\n\n\u003Ch4>Mom 4:1 Kontant ersättning alt ledig tid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras i kontanter (kontant ersättning) eller efter\nsärskild överenskommelse mellan arbetsgivaren och assistenten i form av ledig\ntid (kompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kontant ersättning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kontant ersättning per arbetad timme inklusive semesterlön utges enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>a)för övertidsarbete under de två första timmarna utöver den för en\nheltidsanställning gällande ordinarie veckoarbetstidens längd,\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>______________\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)för övertidsarbete på annan tid,\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>_______________\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment assistentens aktuella fasta kontanta\nmånadslön. För timanställd utgörs månadslönen av timlönen exklusive\nsemesterlön x 172.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kompensationsledighet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertidsarbete, som avses under a) utges med 1\n1\u002F2 timme och för övertidsarbete som avses under b) med 2 timmar för varje\növertidstimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Kompensation för övertid och mertid vid deltidsanställning\u003C\u002Fh3>\n\n\u003Ch4>Mom 5:1 Vad utgör mertid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en deltidsanställd assistent har utfört beordrat arbete, utöver den\nför assistentens deltidsanställning gällande ordinarie veckoarbetstid\n(mertid) eller arbetat på en arbetsfri dag utges kompensation per\növerskjutande timme med kontant ersättning eller efter överenskommelse med\nkompen sationsledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2 Beräkning av mertid\u003C\u002Fh4>\n\n\u003Cp>Vid beräkning av längden av överskjutande arbetstid medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:3 Mertidskompensation utges ej\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ej beordrad förlängd arbetstid på grund av vikariat, byte av arbetspass\neller arbete på extrapass utgör inte mertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:4 Kompensationens storlek\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Kontant ersättning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kontant ersättning per överskjutande timme inklusive semesterlön\u002F-\nersättning utges med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen\u003C\u002Fp>\n\n\u003Cp>3,5 x deltidsarbetstiden per vecka\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses här assistentens aktuella fasta deltidslön per\nmånad. Kompensationsledighet\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kompensationsledighet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Efter överenskommelse mellan arbetsgivaren och assistenten kan mertid\nersättas med kompensationsledighet och utges då med 1 timme per arbetad\nmertidstimme.\u003C\u002Fp>\n\n\u003Cp>Om arbetet har utförts såväl före som efter den för\ndeltidsanställningen gällande arbetstiden, viss dag, ska de båda\ntidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:5 Kompensation för övertidsarbete vid deltidsanställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För beordrad arbetstid som överstiger fyrtio timmar per vecka eller i\nschema fastställd längre arbetstid per vecka, alternativt arbete på en\narbetsfri dag utges övertidskompensation enligt mom 1-4.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av divisorn i mom 4:1 ska assistentens deltidslön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Inarbetning av tid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Efter överenskommelse mellan arbetsgivaren och assistenten kan inarbetning\nav arbetstid ske. Ledighet erhålls då med en timme för varje arbetad hel\ntimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Ersättning för beredskapstjänst\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Allmänt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskapstjänst avses assistentens skyldighet att vara anträffbar på\nannan tid än arbetstid för att i situationer då ingripande krävs kunna\nträda i arbete. Under beredskapstjänst är assistent skyldig att vara\nanträffbar på sådant sätt att assistenten kan nå den plats där arbete ska\nutföras.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst inrättas efter samråd mellan arbetsgivaren och den\nlokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst förläggs så att enskild assistent högst har att\nutföra sju dagars beredskapstjänst åt gången och att assistenten erhåller\nminst två beredskapsfria veckor mellan varje beredskapsperiod om inte annat\növerenskommes.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst räknas från ordinarie arbetstids slut till ordinarie\narbetstids början efterföljande arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Vid aktivt arbete under beredskap får rast utbytas mot måltidsuppehåll.\n\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning för beredskap utges från och med 2021-02-01 med 11,59 kronor\nper timme inklusive semester-\u002Flön\u002Fersättning och från och med 2022-07-01 med\n11,86 kr.\u003C\u002Fp>\n\n\u003Cp>För beredskapstjänst eller del därav som infaller mellan kl 22.00 dag\nföre lördag\u002Fhelgdagsafton och kl 06.00 dag efter sön- och helgdag utges\nersättning från och med 2021-02-01 med 23,16 kronor per timme inklusive\nsemester-\u002Flön\u002Fersättning från och från och med 2022-07-01 med 23,72\nkronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag från beredskapsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning för beredskap utges ej för tid då arbete utförts, ej heller\ndå ersättning för beredskap uttryckligen ingår i lönen eller kompensation\nhärför utges i form av ledighet, avkortning av arbetstiden eller om\narbetsgivaren och assistenten träffat särskild överenskommelse om\nersättning för beredskap.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Beredskapsersättningen som ett fast tillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För heltids- och deltidsanställd med månadslön som arbetar enligt\nsärskilt arbetstidsschema kan överenskommelse träffas om att ersättningen i\nstället utges som ett fast tillägg per månad eller annan period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Arbetad tid under beredskap\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetad tid under beredskap utges kompensation enligt reglerna om\növertid och mertid. Kompensation utges inte i de fall där arbetsgivaren och\nassistenten träffat överenskommelse om undantag från detta eller om annan\nsärskild överenskommelse finns mellan arbetsgivaren och assistenten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Ersättning för jourtjänst\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med jour avses att assistent utöver fastställd ordinarie arbetstid står\ntill arbetsgivarens förfogande på arbetsstället för att vid behov utföra\narbete.\u003C\u002Fp>\n\n\u003Cp>Utläggning av jour bör upptagas i schema eller dylikt efter samråd med\nden lokala fackliga organisationen på arbetsplatsen. Beräkning av jourtid kan\ngöras per kalendermånad.\u003C\u002Fp>\n\n\u003Cp>Vid arbete under jourtid får rast utbytas mot måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av utförd jourtid medräknas endast fullgjorda\nhalvtimmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Kontant ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättningen utges från och med 2021-02-01 med 31,11 kronor per jourtimme,\nfrån och med 2022-07-01 med 32,63 kronor per jourtimme inklusive\nsemesterlön\u002F- ersättning.\u003C\u002Fp>\n\n\u003Cp>För jour eller del därav som infaller mellan kl. 22.00 dag före\nlördag\u002Fhelgdagsafton och kl. 06.00 dag efter sön- och helgdag utges\nersättning från och med 2021-02-01 med 62,30 kronor, från och med 2022-07-01\nmed 65,35 kronor inklusive semesterlön\u002F- ersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag från jourersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning för jour utges ej för tid då arbete utförts, ej heller då\nersättning för jour uttryckligen ingår i lönen eller kompensation härför\nutgår i form av ledighet, avkortning av arbetstiden eller om arbetsgivaren och\nassistenten träffat särskild överenskommelse om ersättning för jour.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Jourersättningen som ett fast tillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För heltids- och deltidsanställd med månadslön som arbetar enligt\nsärskilt arbetstidsschema kan överenskommelse träffas om att ersättningen i\nstället utges som ett fast tillägg per månad eller annan period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Arbetad tid under jour\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Gäller överenskommelser ingångna fram till och med 2021-12-31:\u003C\u002Fp>\n\n\u003Cp>För arbetad tid under jour utges kompensation enligt reglerna om övertid\noch mertid. Kompensation utges inte i de fall där arbetsgivaren och\nassistenten träffat överenskommelse om undantag från detta eller om annan\nsärskild överenskommelse finns mellan arbetsgivaren och assistenten.\u003C\u002Fp>\n\n\u003Cp>För överenskommelser ingångna från och med 2022-01-01 gäller:\u003C\u002Fp>\n\n\u003Cp>För arbetad tid under jour utgår kompensation enligt reglerna om övertid\noch mertid om inte arbetsgivaren och assistenten träffat särskild\növerenskommelse om ersättning för arbetad tid under jour.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse innebär att den arbetade tiden under jour ingår\ni det fastställda arbetstidsmåttet och är ett i förväg beräknat\ngenomsnitt av behovet av aktiva insatser. Överenskommelsen ska vara skriftlig\noch ange hur många aktiva timmar som ersätts och dessa anges i den\ngaranterade sysselsättningsgraden. Överenskommelsen gäller tillsvidare med\nen månads ömsesidig uppsägningstid om inte annat överenskommits.\u003C\u002Fp>\n\n\u003Cp>Den nya regeln om särskild överenskommelse om ersättning för arbetad tid\nunder jour gäller nytecknade överenskommelser från 2022-01-01.\u003C\u002Fp>\n\n\u003Cp>Ingångna överenskommelser innan detta datum enligt tidigare regler gäller\nfortsatt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Ersättning vid tjänstgöring på sk OB-tid respektive förskjuten\narbetstid\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Allmänt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Personlig assistent som tjänstgör på obekväm tid erhåller tillägg till\nlönen om inte annat överenskommits enligt mom 3. Vid övertidsarbete, arbete\nunder jour och beredskap eller om ersättningen uttryckligen ingår i lönen\nutges ej ob-tillägget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Ch3>Mom 2 Kontant ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning utges per timme inkl semester-\u002Flön\u002Fersättning med:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A\u003C\u002Fstrong> För ordinarie arbetstid och mertid förlagd till tid\nfrån kl 18.00 dag före långfredagen till kl 07.00 dagen efter annandag\npåsk.\u003C\u002Fp>\n\n\u003Cp>Tid från kl 18.00 dag före pingstafton eller midsommarafton till kl 07.00\nvardag närmast efter helgdagsaftonen.\u003C\u002Fp>\n\n\u003Cp>Tid från kl 18.00 dag före julafton eller nyårsafton till kl 07.00 vardag\nutom lördag närmast efter helgdagsaftonen.\u003C\u002Fp>\n\n\u003Cp>Ersättning fr o m 2021-02-01 utges med 112:88 kronor Ersättning fr o m\n2022-07-01 utges med 115:59 kronor\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B\u003C\u002Fstrong> (Dock ej fall som ersätts enligt A).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>För ordinarie arbetstid och mertid förlagd till tid från kl 00.00 till kl\n24.00 på lördag, söndag, helgdag eller dag som både föregås och\nefterföljs av söndag eller helgdag, varvid jul- och nyårsafton jämställs\nmed helgdag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Tid från kl 16.00 till kl 24.00 vardag närmast före trettondag jul,\nförsta maj, Kristi Himmelsfärdsdag, nationaldagen eller Alla helgons dag.\u003C\u002Fp>\n\n\u003Cp>Tid från kl 00.00 till kl 07.00 måndag, eller vardag närmast efter\ntrettondag jul, första maj, Kristi Himmelsfärdsdag eller nationaldagen.\u003C\u002Fp>\n\n\u003Cp>Tid från kl 19.00 till kl 24.00 fredag som inte omfattas av ersättning\nenligt ovan.\u003C\u002Fp>\n\n\u003Cp>Ersättning fr o m 2021-02-01 utges med 56:39 kronor Ersättning fr o m\n2022-07-01 utges med 57:74 kronor\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C\u003C\u002Fstrong> (Dock ej fall som ersätts enligt A eller B).\u003C\u002Fp>\n\n\u003Cp>För ordinarie arbetstid och mertid förlagd till tid från kl 22.00 till kl\n24.00 måndag till torsdag samt från kl 00.00 till kl 06.00 tisdag till\nfredag.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-overtimeallowanceamount1_general\">\u003Cp>Ersättning fr o m 2021-02-01 utges med 45:72 kronor Ersättning fr o m\n2022-07-01 utges med 46:82 kronor\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>D\u003C\u002Fstrong> (Dock ej fall som ersätts enligt A eller B).\u003C\u002Fp>\n\n\u003Cp>För ordinarie arbetstid och mertid förlagd till tid från kl 19.00 till kl\n22.00 på vardag.\u003C\u002Fp>\n\n\u003Cp>Ersättning fr o m 2021-02-01 utges med 22:57 kronor Ersättning fr o m\n2022-07-01 utges med 23:11 kronor\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Ob-ersättningen som ett fast tillägg\u002Fingå i månadslönen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättningen för arbete på ob-tid kan efter individuell överenskommelse\nutbytas mot ett fast tillägg per månad eller annan period alternativt att man\nbeaktat förekomsten av arbete på ob-tid vid fastställande av den kontanta\nmånadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:1 Annat schema\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beordras heltidsanställd respektive deltidsanställd med en genomsnittlig\narbetstid om lägst 16 timmar per vecka och som tjänstgör enligt visst schema\natt tjänstgöra enligt annat schema ska den i sistnämnda schema fastställda\narbetstiden utgöra ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller då arbetstiden i det egna schemat förskjuts eller vid\nändrad fridagsförläggning.\u003C\u002Fp>\n\n\u003Cp>Ändring enligt ovan ska ske senast dagen före den avsedda ändringen.\u003C\u002Fp>\n\n\u003Cp>Lönetillägg för den arbetstid som förläggs utanför tiderna för det\ngamla schemat utges under 10 dagar från tillsägelsedagen från och med\n2021-02-01 med 17,40 kronor per timme och från och med 2022-07-01 med 17,82\nkronor per timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Förutsättning för rätt till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistent som har en befattning som normalt medför tjänsteresor i\nbetydande omfattning har ej rätt till särskild restidsersättning om\narbetsgivaren och assistenten inte träffat särskild överenskommelse om att\ndet ska utges.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och assistenten kan överenskomma om att kompensation för\nrestid ska utges i annan form t ex att förekomsten av restid ska beaktas vid\nfastställandet av lönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Beräkning av restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med restid som medför rätt till ersättning avses den tid under en\nbeordrad tjänsteresa som åtgår för själva resan till och från\nbestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som faller inom klockslagen för den ordinarie dagliga arbetstid som\ngäller för assistenten räknas som arbetstid. Vid beräkning av restid medtas\ndärför endast tjänsteresor utanför assistentens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Om restid föreligger såväl före som efter den ordinarie arbetstiden viss\ndag ska de båda tidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast fulla halvtimmar medtas. Om\narbetsgivaren har bekostat sovplats på tåg eller båt under resan eller del\nav denna ska tiden kl 22-08 ej medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då assistenten under\ntjänsteresa själv kör bil eller annat fordon oavsett om detta tillhör\narbetsgivaren eller ej.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad i enlighet med de bestämmelser som\ngäller för traktamentsberäkning eller motsvarande vid respektive\nföretag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Restidsersättningens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning utges från och med 2021-02-01 med 49,42 kronor per timme\noch från och med 2022-07-01 med 50,61 kronor per timme inklusive semesterlön\nför högst 6 timmar per kalenderdygn.\u003C\u002Fp>\n\n\u003Cp>För resa som infaller mellan kl 18.00 dag före lördag\u002Fhelgdagsafton och\nkl 06.00 dag efter sön- och helgdag utges från och med 2021-02-01 ersättning\nmed 54,92 kronor per timme och från och med 2022-07-01 med 56,24 kronor per\ntimme inklusive semester-\u002Flön\u002Fersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Tjänsteresor inom och utom Sverige tillsammans med brukaren\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Särskild överenskommelse vid resor\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistenten tillsammans med brukaren företar tjänsteresa på\narbetsgivarens uppdrag, såväl inom som utom Sverige, ska särskild\növerenskommelse träffas mellan arbetsgivaren och assistenten om vilka villkor\nsom ska gälla under hela resan. Av överenskommelsen ska bl a framgå\narbetstidens början och slut samt eventuell ledig tid.\u003C\u002Fp>\n\n\u003Cp>Alternativt ska villkoren regleras i särskilt resereglemente som upprättas\nav arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Anställningsformer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan i samband med resa anställa assistent för begränsad tid\ndvs under den tid som åtgår för planering, genomförande och avslutande av\nresan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lön - ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och assistenten ska i förväg göra upp om på vilka grunder\noch vilken lön\u002Fersättning och övriga förmåner som ska utges för hela\nresan. Överenskommen lön\u002Fersättning anses inkludera alla lönetillägg som\nkan förekomma enligt kollektivavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Försäkring m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistenten ska under en utlandsresa omfattas av motsvarande\nförsäkringsskydd som assistenten erhållit om arbetet utförts i Sverige.\nArbetsgivaren ska teckna och bekosta reseförsäkring för assistenten samt\neventuella kostnader för vaccinationer som måste ske pga utlandsarbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Tillämpning av arbetsmiljölagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Enligt AML 3 kap 3 § är arbetsgivaren skyldig att informera assistenten om\nde förhållanden under vilka arbetet kommer att bedrivas, risker m m.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Egen bil i tjänsten\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För användandet av egen bil vid tjänsteresor tillsammans med brukaren ska\nsärskild överenskommelse träffas mellan arbetsgivaren och assistenten om\nvilken ersättning som ska utges.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch2>§ 13 Permission, tjänstledighet m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission (= kort ledighet med lön) beviljas i regel endast för del av\narbetsdag. Om synnerliga skäl föreligger, exempelvis vid nära anhörigs\nbortgång eller vid hastigt påkommande allvarligare sjukdomsfall inom den\nanställdes familj, kan permission beviljas för en eller flera dagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet (= ledighet minst en dag utan lön) kan beviljas, om\narbetsgivaren finner att så kan ske utan olägenhet för verksamheten. När\narbetsgivaren beviljar tjänstledighet ska arbetsgivaren för assistenten ange\nvilken tidsperiod tjänstledigheten omfattar.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet får ej förläggas så att den inleds och\u002Feller avslutas\npå sön- och\u002Feller helgdag, som är arbetsfri för assistenten.\u003C\u002Fp>\n\n\u003Cp>När en assistent är tjänstledig\u003C\u002Fp>\n\n\u003Cp>-under en period om högst 5 arbetsdagar ska för varje arbetsdag som är\ntjänstledig avdrag göras med 1\u002F21 av månadslönen,\u003C\u002Fp>\n\n\u003Cp>-under en period längre än 5 arbetsdagar ska för varje\ntjänstledighetsdag även vid arbetsfri vardag samt sön- och helgdagar avdrag\ngöras med dagslönen.\u003C\u002Fp>\n\n\u003Cp>Dagslön = den fasta kontanta månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>__________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Annan ledighet kallas ledighet utan lön, som beviljas för del av dag där\nskälet för ledigheten inte ansetts vara sådant att arbetsgivaren betalar den\nlediga tiden.\u003C\u002Fp>\n\n\u003Cp>Vid sådan ledighet görs avdrag för varje hel halvtimme. Avdraget per\ntimme beräknas enligt formeln\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen \u003C\u002Fp>\n\n\u003Cp>_______________________\u003C\u002Fp>\n\n\u003Cp>veckoarbetstiden x 4,3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en assistent börjar eller slutar sin anställning under löpande\nkalendermånad beräknas lönen på följande sätt:\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag som anställningen omfattar utges en dagslön.\u003C\u002Fp>\n\n\u003Cp>Dagslön = den fasta kontanta månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella fasta kontanta månadslönen och eventuella fasta\nlönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>§ 15 Sjuklön m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till sjuklön och sjukanmälan \u003C\u002Fh3>\n\n\u003Ch4>Mom 1:1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i mom 2:2,\nstycket 2. Den närmare beräkningen av sjuklönens storlek är angiven i mom\n3-6.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Till assistent som omfattas av ITP-planen utges sjuklön från arbetsgivaren\nfr o m 15e kalenderdagen i sjukperioden enligt detta avtal. Till assistent som\nomfattas av Fora-paketet utges ersättning enligt AGS. Avdrag fr o m 15:e\nkalenderdagen görs enligt § 13 mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1:2\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När en assistent blir sjuk och därför ej kan tjänstgöra ska assistenten\nsnarast möjligt underrätta arbetsgivaren om detta. Vidare ska assistenten så\nsnart det är möjligt meddela arbetsgivaren när denne beräknas kunna\nåtergå i arbete.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om assistenten blir arbetsoförmögen på grund av olycksfall\neller arbetsskada eller måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till ersättning enligt lagen om\nersättning åt smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte utges för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § 1 st SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Försäkran och läkarintyg \u003C\u002Fh3>\n\n\u003Ch4>Mom 2:1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistent ska lämna arbetsgivaren en skriftlig försäkran om att denne har\nvarit sjuk, uppgifter om i vilken omfattning assistentens arbetsförmåga varit\nnedsatt på grund av sjukdomen och under vilka dagar assistenten skulle ha\narbetat (9 § SjLL).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2:2\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr o m den åttonde\nkalenderdagen endast om assistenten styrker nedsättningen av arbetsförmågan\noch sjukperiodens längd med läkarintyg (8 § 2 st SjLL).\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär ska assistenten styrka nedsättningen av\narbetsförmågan med läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Sjuklönens storlek \u003C\u002Fh3>\n\n\u003Ch4>Mom 3:1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den sjuklön som arbetsgivaren ska utge till assistenten beräknas genom att\navdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3:2 Sjukdom till och med 14:e kalenderdagen per sjukperiod\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje timme en assistent är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro upp till 20 % av genomsnittlig veckoarbetstid\n        (karens) i sjukperioden\u003C\u002Ftd>\n      \u003Ctd>månadslönen x 12\n\n        \u003Cp>______________________\u003C\u002Fp>\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro överstigande 20 % av genomsnittlig veckoarbetstid\n        till och med dag 14 i sjukperioden\u003C\u002Ftd>\n      \u003Ctd>20 % x månadslönen x 12\n\n        \u003Cp>_________________________\u003C\u002Fp>\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistent som skulle ha arbetat på schemalagd förskjuten arbetstid eller\nob-tid får dessutom sjuklön efter karenstid med 80 procent av den ersättning\nför förskjuten arbetstid eller ob-tid som assistenten gått miste om.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med assistentens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka enligt gällande arbetstidsmått (enligt 5§ mom\n1).\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För assistent som är berättigad till sjuklön (enligt 3 §\nSjuklönelagen) och arbetar varierande utan schema eller fast arbetstidsmått\nberäknas den genomsnittliga veckoarbetstiden över en representativ period så\natt genomsnittet på ett rättvisande sätt speglar assistentens\narbetstidsförhållande.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 3:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sjukperiod som börjar inom fem kalenderdagar från det att en tidigare\nsjukperiod upphört ska betraktas som en fortsättning på tidigare sjukperiod\ni enlighet med återinsjuknanderegeln i Sjuklönelagen. Det innebär att\nfortsatt karensavdrag kan behöva göras upp till 20 procent av genomsnittlig\nveckoarbetstid i den fortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:3 Sjuklön utan beaktande av karens\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För en medarbetare som enligt Försäkringskassans beslut är berättigad\ntill sjuklön utan beaktande av karens, görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro överstigande 20 procent av genomsnittlig veckoarbetstid\ntill och med dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:4 När tio karensavdrag gjorts\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Antalet karensavdrag får enligt lagen inte överstiga tio tillfällen under\nen tolvmånadersperiod. Om det vid en ny sjukperiod visar sig att medarbetaren\nfått tio tillfällen med karensavdrag inom tolv månader bakåt från den nya\nsjuklöneperiodens början, ska avdraget för de första 20 procenten av\nsjukfrånvaron beräknas enligt vad som gäller för sjukfrånvaro\növerstigande 20 procent av genomsnittlig veckoarbetstid till och med dag 14 i\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt mom 3:2 med sammanlagt högst 20 procent\nav genomsnittlig veckoarbetstid inom samma sjukperiod betraktas som ett\ntillfälle även om avdragen sker på olika dagar. Sjukperiod som börjar inom\nfem kalenderdagar från att en tidigare sjukperiod upphört ska betraktas som\nen fortsättning på tidigare sjukperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:5 Definition av månadslön och veckoarbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Månadslön\u003C\u002Fstrong> = den aktuella månadslönen; se dock\nprotokollsanteckningen nedan. (För anställd avlönad med veckolön ska\nmånadslönen beräknas som 4.3 x veckolönen).\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad (t\nex fasta Ob-, beredskaps- eller jourtillägg).\u003C\u002Fp>\n\n\u003Cp>-den beräknade genomsnittsinkomsten per månad.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per vecka för den enskilde\nanställde. Om assistenten har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Beräkning av veckoarbetstiden görs med högst två decimaler, varvid 0-4\navrundas nedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året räknas\narbetstiden per vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sjukdom fr o m 15:e kalenderdagen för assistenter som omfattas av\nITP-planen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch3>Mom 3:6\u003C\u002Fh3>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande varvid med månadslön utöver vad\nsom anges i mom 3:2 även avses förmåner i form av kost eller bostad\nvärderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Cp>För assistent med månadslön om högst 8 x basbeloppet\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****************************************\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>Anmärkning: Lönegränsen 8 prisbasbelopp gäller från och med den 1 juli\n2018\u003C\u002Fp>\n\n\u003Cp>gäller följande sjukavdrag:\u003C\u002Fp>\n\n\u003Cp>90 % x månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För assistent med månadslön över 8 x basbeloppet\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********************************\u003C\u002Fspan>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>gäller följande sjukavdrag per dag:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>90 % x ((8 x basbeloppet) + 10 % x (månadslönen x 12-8 x\n        basbeloppet))\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">******************************************\u003C\u002Fspan>365\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 För assistenter som kontinuerligt arbetar på Ob-tid eller jour och\nbered-skap ska i månadslönebegreppet inräknas ett genomsnittligt värde av\nnämnda lönedelar.\u003C\u002Fp>\n\n\u003Cp>2 Den ovan angivna lönegränsen utgör 8 x gällande basbelopp\u002F12.\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får ej överstiga\u003C\u002Fp>\n\n\u003Cp>den fasta kontanta månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Månadslönen\u003C\u002Fstrong> = den aktuella månadslönen;\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs vid tillämpningen av denna\nbegräns ningsregel\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (t ex fasta ob- eller övertidstillägg),\u003C\u002Fp>\n\n\u003Cp>-genomsnittligt belopp på ob-tillägg, jour eller beredskap,\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med assistentens personliga\narbetsinsats,\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 3:7 Sjuklönetidens längd \u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Huvudregel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistenten enligt bestämmelserna i detta avtal har rätt till sjuklön\nfr o m 15:e kalenderdagen i sjukperioden ska arbetsgivaren utge sådan till\nhonom\u003C\u002Fp>\n\n\u003Cp>- för grupp 1 t o m 90:e kalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>- för grupp 2 t o m 45:e kalenderdagen i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår dels samtliga dagar med sjukavdrag (även\nkarensdagar), dels arbetsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Assistent tillhör grupp 1\u003C\u002Fp>\n\n\u003Cp>-om denne varit anställd hos arbetsgivaren under minst ett år i följd,\neller\u003C\u002Fp>\n\n\u003Cp>-om assistent övergått direkt från en anställning i vilken han har haft\nrätt till sjuklön under minst 90 dagar.\u003C\u002Fp>\n\n\u003Cp>Assistent tillhör grupp 2 i övriga fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om assistenten under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om assistenten därför under de senaste 12\nmånaderna räknat från den aktuella sjukperiodens början, har fått sjuklön\nfrån arbetsgivaren, ska antalet sjuklönedagar dras från 105 respektive\n45.\u003C\u002Fp>\n\n\u003Cp>Resten utgör det maximala antalet sjuklönedagar för det aktuella\nsjukdomsfallet.\u003C\u002Fp>\n\n\u003Cp>Med sjuklönedagar avses dels samtliga dagar med sjukavdrag, dels arbets\nfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas ej av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Undantag 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om sjukersättning enligt ITP-planen börjar utges till assistenten upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Vissa samordningsregler \u003C\u002Fh3>\n\n\u003Ch4>Mom 4:1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Om en assistent på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren ej beräknas enligt mom 3 utan i stället\nutgöra skillnaden mellan 85 % av månadslönen och livräntan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Om en assistent som omfattas av ITP-planen är frånvarande med\nrehabiliteringspenning under eljest sjuklöneberättigad tid enligt mom 3:4\ngörs löneavdrag som vid sjukdom fr o m 15:e kalenderdagen enligt mom 3:3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:2\u003C\u002Fh4>\n\n\u003Cp>Om assistenten får ersättning från annan försäkring än ITP eller\ntrygghets försäkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 4:3\u003C\u002Fh4>\n\n\u003Cp>Om assistenten får annan ersättning från staten än från den allmänna\nförsäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskadeskydd ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Ch4>Mom 5:1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistenten har fyllt 60 år när anställningen påbörjas kan\narbetsgivaren och assistenten överenskomma att assistenten inte ska ha rätt\ntill sjuklön fr o m 15:e kalenderdagen i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Om sådan överenskommelse har träffats ska arbetsgivaren underrätta\nberörd lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:2\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistent vid anställningen har förtigit att denne lider av viss\nsjukdom har assistenten inte rätt till sjuklön fr o m 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:3\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av assistenten\nmen denne på grund av sjukdom inte har kunnat lämna sådant har assistenten\ninte rätt till sjuklön fr o m 15:e kalenderdagen i sjukperioden vid\narbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:4\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistentens sjukförmåner har nedsatts enligt lagen om allmän\nförsäkring ska arbetsgivaren reducera sjuklönen i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 5:5\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utge sjuklön fr o m 15:e kalenderdagen i\nsjukperioden\u003C\u002Fp>\n\n\u003Cp>-om assistenten har undantagits från sjukförsäkringsförmåner enligt\nlagen om allmän försäkring, eller\u003C\u002Fp>\n\n\u003Cp>-om assistentens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>-om assistenten har skadats till följd av krigsåtgärder, om inte\növerenskommelse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 Beträffande inskränkning i rätten till sjuklön på grund av\nsjukpension - se mom 3:4 undantag 2.\u003C\u002Fp>\n\n\u003Cp>2 Beträffande inskränkning i rätten till sjuklön fr o m 15:e\nkalenderdagen i sjukperioden för assistent som uppnått pensionsåldern - se\nmom 5.1.\u003C\u002Fp>\n\n\u003Cp>3 Beträffande inskränkning i rätten till sjuklön på grund av vissa\nsamordningsregler - se mom 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistenten måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till smittbärarpenning görs\navdrag enligt följande t o m 14:e kalenderdagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje timme assistenten är frånvarande görs avdrag per timme med\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>____________________\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fr o m 15:e kalenderdagen görs för assistent som omfattas av ITP-planen\navdrag enligt mom 3:3 och för övriga anställda enligt § 10 mom 2.\u003C\u002Fp>\n\n\u003Cp>För assistent med månadslön över 8 x basbeloppet\u002F12, som omfattas av\nITP-planen ska dock avdrag göras med\u003C\u002Fp>\n\n\u003Cp>90 % x ((8 x basbeloppet) + 10 % x (månadslönen x 12-8 x basbeloppet))\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan>365\u003Cspan style=\"color:#ffffff\">*************************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön se mom 3:2 respektive\nmom 3:3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 16 Ledighet med tillfällig föräldrapenning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistenten är frånvarande med tillfällig föräldrapenning görs\nlöneavdrag per frånvarotimme med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>_____________________ \u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om ledighetsperiod med tillfällig föräldrapenning omfattar en eller flera\nhela kalendermånader ska assistentens hela månadslön avdras för var och en\nav kalendermånaderna. Om de avräkningsperioder som företaget använder vid\nlöneutbetalningen inte sammanfaller med kalendermånaderna har arbetsgivaren\nrätt att vid tillämpning av denna bestämmelse byta begreppet\n\"kalendermånad\" mot \"avräkningsperiod\".\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön se § 15 mom 3:5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 17 Semester\u003C\u002Fh2>\n\n\u003Ch3>Intjänandeår\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om inte annat individuellt överenskommes erhålles semester enligt lag med\nnedan angivna tillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kalenderåret utgör semesterår som också är intjänandeår om inte annat\nlokalt överenskommes eller företaget enligt praxis följt semesterlagens\nbestämmelser om intjänandeår respektive semesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Anställning mindre än tre månader\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning som inte avser eller varar längre tid än tre månader\nberättigar inte till semesterledighet utan istället till semesterersättning\nenligt lag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Mom 3 Antal semesterdagar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Antalet semesterdagar överenskommes individuellt och utgör minst 25\nsemesterdagar per år. Har överenskommelse inte träffats om annat utgör\nantalet semesterdagar från och med det år assistenten fyller 40 år 31 dagar\noch från och med det år assistenten fyller 50 år 32 dagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Semesterlön och semestertillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den aktuella månadslönen och semestertillägg\nsom för varje betald semesterdag utgör 0,6 % av assistentens vid\nsemestertillfället aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget utbetalas vid ordinarie löneutbetalningstillfälle under\neller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Ch3>Mom 5 Semesterersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning utgör 5,2 (4,6 + 0,6) % av aktuell månadslön per\nouttagen betald semesterdag.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning för sparad semesterdag beräknas som om den sparade\ndagen tagits ut det semesterår anställningen upphörde.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Obetald semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från assistentens\nmånadslön med 4,6 %.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Ändrad sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om assistenten under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället ska den vid semestertillfället aktuella månadslönen\nproportioneras i förhållande till andelen av full ordinarie arbetstid vid\narbetsplatsen under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om sysselsättningsgraden ändras under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt det\növervägande antalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 För mycket utbetald semesterlön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Erhållen semesterlön betraktas som a conto-utbetalning och avräknas från\nsåväl semesterersättning som lön. Assistent som erhållit fler betalda\nsemesterdagar än intjänade ska återbetala för mycket utbetald semester-\nlön\u002Ftillägg. Motsvarande avräkning görs om sysselsättningsgraden ändrats\nunder semesteråret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Sparad semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Assistent som har rätt till fler än 20 betalda semesterdagar kan av de\növerskjutande semesterdagarna spara en eller flera till senare semesterår.\nDetta får endast ske om assistenten inte samma år tar ut tidigare sparad\nsemester.\u003C\u002Fp>\n\n\u003Cp>Antalet sparade semesterdagar får inte vid något tillfälle sammanlagt\növerstiga 25 dagar.\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt mom 4 och\nsemesterersättning enligt mom 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För assistent ska antalet semesterdagar, som ska anses ingå i\nsemesterledigheten, beräknas som timbaserad semesterberäkning enligt\nföljande, alternativt enligt annan praxis på företaget:\u003C\u002Fp>\n\n\u003Cp>A = Total semesterrätt i dagar \u003C\u002Fp>\n\n\u003Cp>B = Sysselsättningsgrad \u003C\u002Fp>\n\n\u003Cp>C = Heltidsarbetstidsmåttet \u003C\u002Fp>\n\n\u003Cp>D = En semesterdags värde i timmar = B*C\u002F5 \u003C\u002Fp>\n\n\u003Cp>E = Antalet utlagda semestertimmar \u003C\u002Fp>\n\n\u003Cp>F = Antalet utlagda semesterdagar = E\u002FD\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel 1:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>Ange semesterrätt i dagar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>Ange sysselsättningsgrad\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>Ange heltidsarbetstidsmått\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>En semesterdags värde i timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>Totalt antal semestertimmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>200\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>Ange utlagda semestertimmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>Utlagda semesterdagar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"215\">\u003Cp>Återstående semester i timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>184\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Återstående semesterdagar\u003C\u002Ftd>\n      \u003Ctd>23\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel 2:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Ange semesterrätt i dagar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Ange sysselsättningsgrad\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>0,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Ange heltidsarbetstidsmått\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>En semesterdags värde i timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>3,7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Totalt antal semestertimmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>118,4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Ange utlagda semestertimmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>16,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Utlagda semesterdagar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>4,46 (avrunda till 2 decimaler)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Återstående semester i timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>101,9\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"214\">\u003Cp>Återstående semesterdagar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"212\">\u003Cp>27,54\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 18 Avtalsförsäkringar\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företag som blivit medlemmar i Vårdföretagama före 2005-11-01 omfattas\nav ITP-planen enligt moment 4. Det enskilda företaget kan utan Svenska\nKommunalarbetareförbundets medgivande byta till AFA-försäkringarna samt\navtalspension SAF-LO enligt moment 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företag som blivit medlemmar i Vårdföretagarna 2005-11-01 eller senare\ntillämpar AFA-försäkringarna samt avtalspension SAF-LO enligt moment 3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>AFA-försäkringar innehållande:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Avtalsgruppsjukförsäkring (AGS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Trygghetsförsäkring vid arbetsskada (TFA)\u003C\u002Fp>\n\n\u003Cp>Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>Omställningsförsäkring (TSL)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Avtalspension SAF-LO\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Försäkring om kompletterande föräldrapenning (FPT)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tillägg:\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas mellan företaget och Kommunal om att\ninte ta omställningsstöd enligt Omställningsförsäkringen i anspråk. Ett\nsådant avtal ska avse åtgärder i händelse av övertalighet vid företaget.\nDetta ska godkännas centralt av Vårdföretagarna och Svenska\nKommunalarbetareförbundet. Avtalet ska inges till Trygghetsfonden TSL, vars\nstyrelse beslutar om avgiftsreducering.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ITP-avtalet\u003C\u002Fp>\n\n\u003Cp>Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>Trygghetsförsäkring vid arbetsskada (TFA)\u003C\u002Fp>\n\n\u003Cp>Omställningsavtalet (TRR)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tillägg:\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas mellan företaget och Kommunal om att\ninte ta Trygghetsrådets omställningsstöd i anspråk. Ett sådant avtal ska\navse åtgärder i händelse av övertalighet vid företaget. Detta ska\ngodkännas centralt av Vårdföretagarna och Kommunal. Avtalet ska inges för\nregistrering till Trygghetsrådet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 19 Förhandlingsordning vid tvister\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Gemensamma utgångspunkter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det förutsätts, att arbetsgivaren och assistenten genom ömsesidigt\nhänsynstagande försöker lösa sina gemensamma angelägenheter. Berörda\nparter ska undvika varje åtgärd som kan försvåra eller försena tvistens\nlösning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppkommer tvist mellan arbetsgivaren och assistenten angående tolkningen\noch\u002Feller tillämpningen av detta avtal liksom tvist om innebörd av lag,\nenskilt avtal eller annan rättstvist, och kan densamma icke lösas genom\növerläggning direkt mellan dem eller deras representanter, ska frågan på\nenderas begäran hänskjutas till lokal förhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lokal förhandling\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling förs mellan arbetsgivare och arbetstagarnas lokala,\nfackliga organisation. Med lokal organisation avses lokalavdelning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Central förhandling\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kan uppgörelse ej uppnås vid lokal förhandling, kan part hänskjuta\ntvisten till central förhandling. Begäran om dylikt hänskjutande ska ha\ninkommit till motpartens organisation inom fyra månader efter det part fått\nkännedom om tvistefrågans uppkomst och ska förhandlingar mellan\norganisationerna upptas inom 30 dagar efter det begäran kommit vederbörande\norganisation tillhanda.\u003C\u002Fp>\n\n\u003Cp>Kan tvisten inte lösas vid central förhandling ankommer det på part som\nvill fullfölja tvisten, att hänskjuta den till Vårdföretagarnas - Kommunals\navtalsnämnd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Preskription\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist på grund av verkliga eller förmenta felaktigheter mot detta avtal,\nsom inte påkallats hos motpartens organisation inom två år från det\nhändelsen inträffat, kan inte bli föremål för prövning eller\nbehandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 20 Vårdföretagarnas - Kommunals avtalsnämnd\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist som berör innebörden av lag, enskilt avtal, kollektivavtal eller\ngällande rätt i övrigt (rättstvist) ska, om parterna ej enas om annat,\nefter förhandlingar enligt § 19, av part som önskar fullfölja tvisten,\nhänskjutas till Vårdföretagarnas - Kommunals avtalsnämnd för yttrande\ninnan talan väcks i skiljenämnd.\u003C\u002Fp>\n\n\u003Cp>Har tvisten varit föremål för central förhandling, ska sådant\nhänskjutande ske inom tre månader efter det att den centrala förhandlingen\navslutats.\u003C\u002Fp>\n\n\u003Cp>I tvist som ej varit föremål för central förhandling, ska hänskjutande\ntill Vårdföretagarnas - Kommunals avtalsnämnd ske inom tre månader från\ntvistefrågans uppkomst.\u003C\u002Fp>\n\n\u003Cp>Försitter part tidsfristen förlorar han rätten att föra talan i\ntvisten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vårdföretagarnas - Kommunals avtalsnämnd består av fyra ledamöter,\nvarav två utses av Vårdföretagarna och två av Kommunal. Nämnden utser inom\nsig ordförande. Nämnden är beslutsför när den är fulltalig. Varje ledamot\nhar en röst. Såsom nämndens beslut gäller den mening som flertalet\nledamöter är ense om.\u003C\u002Fp>\n\n\u003Cp>Vårdföretagarna och Kommunal svarar för alla kostnader för sina\nrespektive ledamöter i avtalsnämnden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ärende anmäls skriftligen till nämnden med angivande av parts yrkande och\nmed redogörelse för de omständigheter som part vill åberopa till stöd för\nsitt yrkande. Nämnden begär yttrande av motpart i varje ärende.\u003C\u002Fp>\n\n\u003Cp>Nämnden har att avge ett skriftligt yttrande inom två månader från den\ndag ärendet inkom till nämnden. Yttrande ska tillställas part. Om yttrande\nej avges ska nämnden meddela part att nämnden avskrivit ärendet.\u003C\u002Fp>\n\n\u003Cp>Vårdföretagarna och Kommunal har att verka för att nämndens yttrande\nefterlevs.\u003C\u002Fp>\n\n\u003Cp>Part kan efter Vårdföretagarnas - Kommunals avtalsnämnds behandling\nhänskjuta tvisten till Vårdföretagarnas - Kommunals skiljenämnd inom en\nmånad från att yttrande avgavs eller, om yttrande ej kunde avges, inom en\nmånad från den dag nämnden avskrev ärendet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist mellan företag och anställd som inte är organiserad i Kommunal ska\nslutligt avgöras av skiljenämnd enligt § 21 mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 21 Vårdföretagarnas - Kommunals skiljenämnd\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vårdföretagarnas - Kommunals skiljenämnd avgör slutligt rättstvist som\nrör innebörden av lag, enskilt avtal, kollektivavtal eller gällande rätt i\növrigt (rättstvist).\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden består av tre ledamöter, varav en utses av\nVårdföretagarna och en av Kommunal samt en opartisk ordförande som utses av\nVårdföretagarna och Kommunal.\u003C\u002Fp>\n\n\u003Cp>Skiljedom ska meddelas senast sex månader efter att tvisten hänskjutits\ntill skiljenämnden.\u003C\u002Fp>\n\n\u003Cp>De kostnader som uppkommer till följd av ledamöternas deltagande i\nnämnden ska bäras av part som utsett ledamoten. Kostnader som uppkommer för\nordförandens deltagande samt för skiljenämndens verksamhet i övrigt ska\nbäras gemensamt av Vårdföretagarna och Kommunal.\u003C\u002Fp>\n\n\u003Cp>För skiljenämndens verksamhet i övrigt gäller lagen om skiljenämnd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid rättstvist mellan företag och anställd som inte är organiserad i\nKommunal tillsätter Vårdföretagarna och den anställde en skiljenämnd som\nska handlägga och avgöra tvisten i enlighet med 1 kap 3 § lag om rättegång\ni arbetstvister samt lag om skiljemän.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden består av opartisk ordförande samt från vardera parten en\nledamot. Ordföranden utses av Vårdföretagarna och den anställde eller om\nparterna inte kan enas av Medlingsinstitutet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 22 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta kollektivavtal gäller under perioden 2021-01-01 -- 2023-06-30 med en\nömsesidig uppsägningstid av tre månader före avtalsperiodens utgång.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2021-01-27\u003C\u002Fp>\n\n\u003Cp>FÖRENINGEN VÅRDFÖRETAGARNA \u003C\u002Fp>\n\n\u003Cp>KOMMUNAL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 - Löneavtal under perioden 2021-01-01 - 2023-06-30\u003C\u002Fh2>\n\n\u003Ch3>1.Lönehöjningar under perioden 2021 -02-01 -2022-06-30\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ett allmänt utrymme beräknas med 679 kronor för varje heltidsanställd\nden 2021-01-31. För deltidsanställd omräknas bidraget till potten i\nproportion till arbetstidsmåttet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch4>1.1 Lönehöjningar för perioden 2022-07-01 - 2023-06-30\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ett allmänt utrymme beräknas med 557 kronor för varje heltidsanställd\nden 2022-06-30. För deltidsanställd omräknas bidraget till potten i\nproportion till arbetstidsmåttet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Omfattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönerevisionerna under 1 omfattar anställd som börjat sin anställning\nvid företaget senast den 2021-01-31.\u003C\u002Fp>\n\n\u003Cp>Lönerevisionerna under 1.1 omfattar anställd som börjat sin anställning\nvid företaget senast den 2022-06-30.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:1 Undantag av vissakategorier\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta löneavtal omfattar ej anställd som den 31 januari 2021\n(lönerevision 1) eller 30 juni 2022 (lönerevision 2)\u003C\u002Fp>\n\n\u003Cp>-ej har fyllt 18 år\u003C\u002Fp>\n\n\u003Cp>-innehar anställning som utgör bisyssla\u003C\u002Fp>\n\n\u003Cp>-kvarstår i tj änst vid företaget efter det att hen har uppnått\npensionsåldern eller har anställts vid företaget efter det att hen har\nuppnått den pensionsålder som tillämpas vid detta.\u003C\u002Fp>\n\n\u003Cp>Anställd som 31 januari 2021 (lönerevision 1) eller 30 juni 2022\n(lönerevision 2) är tjänstledig för minst 3 månader framåt i tiden av\nannat skäl än sjukdom eller föräldraledighet är undantagen detta\nlöneavtal om ej överenskommelse träffas om annat. När den anställde\nåterkommer i tjänst skall lönen fastställas efter samma normer som gällt\nför samtliga anställda vid företaget enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:2 Anställda som slutat sin anställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en anställd slutat sin anställning den 31 januari 2021 (lönerevision\n1), eller 30 juni 2022 (lönerevision 2) eller senare och ej har fått\nlönehöjning ska hen till företaget anmäla sitt krav härpå senast inom en\nmånad efter det att den anställde vid företaget har underrättats om att\nlönerevisionen är genomförd. Om den anställde försummar detta medför\ndetta löneavtal ej längre någon rätt till lönehöjning för hen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:3 Anställningsavtal\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om företaget och den anställde har träffat avtal om anställning och\ndärvid om viss lön och de vidare uttryckligen har överenskommit om att den\navtalade lönen skall gälla oberoende av 2020\u002F2021 eller 2022 års\nlönerevision ska vederbörande ej omfattas av detta löneavtals lönerevision\nför respektive år.\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse träffats om att inkludera ersättningar för eller\növerenskommelse träffats om fast ersättning för övertid, mertid, restid,\nberedskap, jour och Ob i lönen ska dessa utvärderas och vid behov revideras i\nsamband med lönerevisionen (kravet gäller från och med lönesamtal inför\nsamt vid lönerevision 2022-07-01).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:4 Redan genomförd lönerevision\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är eniga om att löneavtalets förhandlingsordning samt dess\nfastställda tidsfrister ska följas. Om detta inte sker kan det innebära\nkollektivavtalsbrott samt eventuell skadeståndsskyldighet. Dubbla\nlönerevisioner genomförs dock inte.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2:5 Retroaktiv omräkning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall som detta löneavtal tillämpas retroaktivt gäller att sjuk- och\ntjänstledighetsavdrag ska omräknas individuellt och retroaktivt.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Omräkning skall ske med\nden genomsnittliga lönehöjningen för de anställda vid företaget såvida\ninte lokal överenskommelse träffas om att omräkningen skall ske individuellt\nför varje anställd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Lägsta lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön för heltidsanställd arbetstagare som fyllt 19 år ska under\navtalsperioden uppgå från och med 2021-02-01 till 19 676 kronor och från och\nmed 2022-07-01 med 20 129 kronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2 - Förhandlingsordning\u003C\u002Fh2>\n\n\u003Ch3>1.Gemensamma utgångspunkter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönesättning och löneutveckling sker mot bakgrund av de förhållanden\nsom skapar företagets ekonomiska förutsättningar. Endast därigenom skapas\nuthålliga förutsättningar för en real löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad. Lönerna ska\nbestämmas med hänsyn till ansvaret och svårighetsgraden och arbetstagarens\nsätt att uppfylla dessa krav. Lönen bör öka med stigande ansvar och\nsvårighetsgrad och med arbetstagarens arbetsprestation och duglighet.\u003C\u002Fp>\n\n\u003Cp>Ökad erfarenhet och ökade kvalifikationer möjliggör att arbetstagaren\nkan utvecklas för allt mer kvalificerade och ansvarskrävande befattningar och\narbetsuppgifter. Detta bör ge utslag i den individuella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>En väl diskuterad och väldefinierad lönepolitik är en förutsättning\nför att nå det positiva sambandet mellan lön, motivation och resultat. Ett\nsamband som har stor betydelse för såväl arbetsgivare som arbetstagare.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Vid löneavvägningen beaktas även att kvinnor och män skall ha lika lön\nför arbete som är lika eller som är att betrakta som likvärdigt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För äldre anställda gäller samma principer som för yngre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Lönesamtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att genomförda samtal med varje arbetstagare\navseende måluppfyllelse och graden av samstämmighet med lönekriterierna är\nen grundförutsättning för en väl genomförd löneförhandlingsprocess.\u003C\u002Fp>\n\n\u003Cp>Syftet med lönesamtalen är bland annat att tillsammans med arbetstagaren\nklarlägga vilka behov och förväntningar som skall vara uppfyllda för att\nresultera i löneökningar för den enskilde.\u003C\u002Fp>\n\n\u003Cp>För att skapa förutsättningar för att lönen ska uppfattas som rättvis\när det viktigt att göra de lönebildande kriterierna väl kända för\narbetstagaren innan lönesamtal genomförs.\u003C\u002Fp>\n\n\u003Cp>I de fall där medlem i Kommunal inte erhåller godtagbar löneförhöjning,\nbör särskilda överläggningar föras mellan det aktuella företaget och den\nanställde om den enskildes förutsättningar för arbetsuppgifterna och\nrådande arbetsförutsättningar, behov av kompetenshöjande insatser eller\nandra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Förhandlingarnas genomförande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kommunal ska till företaget senast den 28 februari 2021 respektive 1 maj\n2022 lämna skriftlig uppgift på berörda medlemmar och på behörig\nförhandlare.\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse gjorts om att lönen inkluderar tillägg enligt paragraf\n6 moment 1.1 så ska detta anges i underlaget.\u003C\u002Fp>\n\n\u003Cp>Företaget ska senast den 15 mars 2021 respektive 15 maj 2022 till den\nanställde eller den behörige förhandlaren lämna skriftligt meddelande om de\nnya löner som avses utges till berörda anställda.\u003C\u002Fp>\n\n\u003Cp>Om den lokala arbetstagarorganisationen önskar påkalla lokala\nförhandlingar rörande den meddelade lönesättningen skall meddelande härom\nmed revisionsförslag inlämnas till företaget senast den 31 mars 2021\nrespektive 1 juni 2022. De lokala förhandlingarna om lönesättningen ska vara\navslutade senast den 15 april 2021 respektive 15 juni 2022.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna äger träffa överenskommelse om avvikelse från de ovan\nangivna punkterna i förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Om den lokala förhandlingen ej leder till uppgörelse får frågan\nhänskjutas till central förhandling. Begäran om central förhandling ska ske\nskriftligen och påkallas hos Föreningen Vårdföretagarna eller Kommunal\nsenast den 30 april 2021 respektive 1 juli 2022. Det ankommer därefter på de\ncentrala parterna att utan dröjsmål fastställa lämplig dag för central\nförhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"pensionfund":45,"tempagency":48,"sicknesspay":52,"disabilitypay":56,"healthinsurance":60,"deathrelatives":63,"eqpay":67,"WORKHOURS_trigger":71,"hourspweek_select":74,"PAIDLEAV_trigger":78,"bankholidays2":82,"wageincreasetype2":86,"annleaveallowancetype":90,"OVERTIME_trigger":94,"overtimeallowanceamount1_general":97,"SUNDAY_trigger":101},{"bindId":43,"name":44,"text":44},"cbadate_start","Giltighetstid: 2021-01-01-2023-06-30",{"bindId":46,"name":47,"text":47},"pensionfund","Avtalspension SAF-LO",{"bindId":49,"name":50,"text":51},"tempagency","Mom 2 Anställning Anställning gäller til","Mom 2 Anställning\n\n\n\nAnställning gäller tillsvidare såvida ej avtal träffas om tidsbegränsad\nanställning. Tillåtna tidsbegränsade anställningar framgår av §§ 5-6\nlagen om anställningsskydd (LAS) eller enligt nedan.",{"bindId":53,"name":54,"text":55},"sicknesspay","§ 15 Sjuklön m m Mom 1 Rätten till sjukl","§ 15 Sjuklön m m\n\nMom 1 Rätten till sjuklön och sjukanmälan \n\nMom 1:1\n\n\n\nSjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i mom 2:2,\nstycket 2. Den närmare beräkningen av sjuklönens storlek är angiven i mom\n3-6.",{"bindId":57,"name":58,"text":59},"disabilitypay","Om en assistent på grund av arbetsskada ","Om en assistent på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren ej beräknas enligt mom 3 utan i stället\nutgöra skillnaden mellan 85 % av månadslönen och livräntan.",{"bindId":61,"name":62,"text":62},"healthinsurance","Avtalsgruppsjukförsäkring (AGS)",{"bindId":64,"name":65,"text":66},"deathrelatives","§ 13 Permission, tjänstledighet m m Mom ","§ 13 Permission, tjänstledighet m m\n\nMom 1\n\n\n\nPermission (= kort ledighet med lön) beviljas i regel endast för del av\narbetsdag. Om synnerliga skäl föreligger, exempelvis vid nära anhörigs\nbortgång eller vid hastigt påkommande allvarligare sjukdomsfall inom den\nanställdes familj, kan permission beviljas för en eller flera dagar.",{"bindId":68,"name":69,"text":70},"eqpay","Vid löneavvägningen beaktas även att kvi","Vid löneavvägningen beaktas även att kvinnor och män skall ha lika lön\nför arbete som är lika eller som är att betrakta som likvärdigt.",{"bindId":72,"name":73,"text":73},"WORKHOURS_trigger","§ 5 Arbetstid",{"bindId":75,"name":76,"text":77},"hourspweek_select","Mom 1 Ordinarie arbetstid Mom 1:1 Anstäl","Mom 1 Ordinarie arbetstid \n\nMom 1:1\n\nAnställning avser hel- eller deltid. Ordinarie arbetstid utgör vid\nheltidsanställning - om inte annat följer av nedanstående - i genomsnitt 40\ntimmar per vecka.",{"bindId":79,"name":80,"text":81},"PAIDLEAV_trigger","Mom 3 Antal semesterdagar Antalet semest","Mom 3 Antal semesterdagar\n\n\n\nAntalet semesterdagar överenskommes individuellt och utgör minst 25\nsemesterdagar per år. Har överenskommelse inte träffats om annat utgör\nantalet semesterdagar från och med det år assistenten fyller 40 år 31 dagar\noch från och med det år assistenten fyller 50 år 32 dagar.",{"bindId":83,"name":84,"text":85},"bankholidays2","Mom 2 Kontant ersättning Ersättning utge","Mom 2 Kontant ersättning\n\n\n\nErsättning utges per timme inkl semester-\u002Flön\u002Fersättning med:\n\nA För ordinarie arbetstid och mertid förlagd till tid\nfrån kl 18.00 dag före långfredagen till kl 07.00 dagen efter annandag\npåsk.\n\nTid från kl 18.00 dag före pingstafton eller midsommarafton till kl 07.00\nvardag närmast efter helgdagsaftonen.\n\nTid från kl 18.00 dag före julafton eller nyårsafton till kl 07.00 vardag\nutom lördag närmast efter helgdagsaftonen.\n\nErsättning fr o m 2021-02-01 utges med 112:88 kronor Ersättning fr o m\n2022-07-01 utges med 115:59 kronor\n\nB (Dock ej fall som ersätts enligt A).\n\nFör ordinarie arbetstid och mertid förlagd till tid från kl 00.00 till kl\n24.00 på lördag, söndag, helgdag eller dag som både föregås och\nefterföljs av söndag eller helgdag, varvid jul- och nyårsafton jämställs\nmed helgdag.\n\nTid från kl 16.00 till kl 24.00 vardag närmast före trettondag jul,\nförsta maj, Kristi Himmelsfärdsdag, nationaldagen eller Alla helgons dag.\n\nTid från kl 00.00 till kl 07.00 måndag, eller vardag närmast efter\ntrettondag jul, första maj, Kristi Himmelsfärdsdag eller nationaldagen.\n\nTid från kl 19.00 till kl 24.00 fredag som inte omfattas av ersättning\nenligt ovan.\n\nErsättning fr o m 2021-02-01 utges med 56:39 kronor Ersättning fr o m\n2022-07-01 utges med 57:74 kronor\n\nC (Dock ej fall som ersätts enligt A eller B).\n\nFör ordinarie arbetstid och mertid förlagd till tid från kl 22.00 till kl\n24.00 måndag till torsdag samt från kl 00.00 till kl 06.00 tisdag till\nfredag.\n\nErsättning fr o m 2021-02-01 utges med 45:72 kronor Ersättning fr o m\n2022-07-01 utges med 46:82 kronor\n\nD (Dock ej fall som ersätts enligt A eller B).\n\nFör ordinarie arbetstid och mertid förlagd till tid från kl 19.00 till kl\n22.00 på vardag.\n\nErsättning fr o m 2021-02-01 utges med 22:57 kronor Ersättning fr o m\n2022-07-01 utges med 23:11 kronor",{"bindId":87,"name":88,"text":89},"wageincreasetype2","1.1 Lönehöjningar för perioden 2022-07-0","1.1 Lönehöjningar för perioden 2022-07-01 - 2023-06-30\n\n\n\nEtt allmänt utrymme beräknas med 557 kronor för varje heltidsanställd\nden 2022-06-30. För deltidsanställd omräknas bidraget till potten i\nproportion till arbetstidsmåttet.",{"bindId":91,"name":92,"text":93},"annleaveallowancetype","Mom 5 Semesterersättning Semesterersättn","Mom 5 Semesterersättning\n\n\n\nSemesterersättning utgör 5,2 (4,6 + 0,6) % av aktuell månadslön per\nouttagen betald semesterdag.\n\nSemesterersättning för sparad semesterdag beräknas som om den sparade\ndagen tagits ut det semesterår anställningen upphörde.",{"bindId":95,"name":96,"text":96},"OVERTIME_trigger","§ 7 Övertidsarbete",{"bindId":98,"name":99,"text":100},"overtimeallowanceamount1_general","Ersättning fr o m 2021-02-01 utges med 4","Ersättning fr o m 2021-02-01 utges med 45:72 kronor Ersättning fr o m\n2022-07-01 utges med 46:82 kronor",{"bindId":102,"name":103,"text":104},"SUNDAY_trigger","För ordinarie arbetstid och mertid förla","För ordinarie arbetstid och mertid förlagd till tid från kl 00.00 till kl\n24.00 på lördag, söndag, helgdag eller dag som både föregås och\nefterföljs av söndag eller helgdag, varvid jul- och nyårsafton jämställs\nmed helgdag.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KOLLEKTIVAVTAL, Personlig assistans 2021-2023 Giltighetstid: 2021-01-01-2023-06-30 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2021-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-06-30\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: → Offentlig administration, polis, intressegrupper\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Kommuner\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den offentliga sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        TCO - Unionen\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 14 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 1 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \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: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Annandag påsk, Juldagen, Första maj\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Löneökning: → SEK 557.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Löneökning startar: → 2022-07\n      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