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charset=UTF-8\">\n  \u003Ctitle>almega-revision--konsult-allmanna-villkor-20210101-20231231\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>KOLLEKTIVAVTAL\u003C\u002Fh1>\n\n\u003Ch1>Revision- och konsultföretagen\u003C\u002Fh1>\n\n\u003Ch1>Avtal om allmänna villkor, arbetstid och kompetensutveckling\u003C\u002Fh1>\n\n\u003Ch1>2021-01-01-2023-12-31\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Akademikerförbunden har i förhandlingarna företrätts av\nCivilekonomerna.\u003C\u002Fp>\n\n\u003Cp>Civilekonomerna uppträder under innevarande avtalsperiod som gemensam\nrepresentant för Akademikerförbunden.\u003C\u002Fp>\n\n\u003Cp>Central förhandling, vanligtvis efter lokal förhandling enligt MBL §§\n10-12, begärs hos eller av Civilekonomerna oberoende av om berörd personal\när organiserad i förbundet eller ej.\u003C\u002Fp>\n\n\u003Cp>Förhandlingar som rör enskild medlem, enligt MBL § 13, sker med aktuellt\nfackförbund.\u003C\u002Fp>\n\n\u003Cp>I Akademikerförbunden ingår:\u003C\u002Fp>\n\n\u003Cp>Akademikerförbundet SSR\u003C\u002Fp>\n\n\u003Cp>Akavia\u003C\u002Fp>\n\n\u003Cp>DIK\u003C\u002Fp>\n\n\u003Cp>Fysioterapeuterna Naturvetarna Sveriges Arbetsterapeuter Sveriges\nFarmaceuter SRAT\u003C\u002Fp>\n\n\u003Cp>Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>Sveriges Psykologförbund\u003C\u002Fp>\n\n\u003Cp>Sveriges Skolledarförbund\u003C\u002Fp>\n\n\u003Cp>Sveriges universitetslärare och forskare, SULF\u003C\u002Fp>\n\n\u003Cp>Sveriges Veterinärförbund\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Förteckning\u003C\u002Fh2>\n\n\u003Cp>över särskilda överenskommelser som ej tagits med i avtalstrycket\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong> Arbetsmiljöavtalet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cstrong>*\u003C\u002Fstrong> Avtal om industrins och handelns tilläggspension -\nITP-avtalet SAvtal om Tjänstegrupplivförsäkring (TGL)\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong> Omställningsavtal\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong> Trygghetsförsäkring vid arbetsskada (TFA)\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong> Utvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong> Avtal om användning av konkurrensklausuleri\nanställningsavtal\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong> Avtal angående rätten till arbetstagares uppfinningar\nsamt SAvtal om skiljedomsregler för skiljenämndeni uppfinnar-och\nkonkurrensklausulstvister\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Ch3>1.1 Omfattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar företag som är anslutna till Almega\nTjänsteföretagen och som anges i särskilda förteckningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.2 Tillämpning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att avtalet ska gälla vid ett företag krävs en skriftlig begäran\nfrån någon av parterna. Avtalet träder i kraft från och med den första\ndagen nästa månad, såvida inte annan överenskommelse träffas i det\nenskilda fallet. Avtalet gäller mellan de parter som anges i begäran.\u003C\u002Fp>\n\n\u003Cp>Om ett företag redan är bundet av ett annat kollektivavtal för\ntjänstemän, gäller det avtalet tills att giltighetstiden löpt ut, om inte\nnågon annan överenskommelse träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.2.1 Avtalets dispositivitet\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna önskar att avtalet i någon del ska ges annat\ninnehåll prövas framställningen därom i Avtalsnämnden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.3 Undantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller inte\u003C\u002Fp>\n\n\u003Cp>-tjänstemän i företagsledande befattning\u003C\u002Fp>\n\n\u003Cp>-tjänstemän vars anställning är att betrakta som bisyssla, utom vad\ngäller sjuklön under arbetsgivarperioden enligt § 10 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.4 Uppnådd pensionsålder\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som uppnått 68 års ålder (från och med 2023, 69 års\nålder) kan arbetsgivaren och tjänstemannen komma överens om att andra\nanställningsvillkor ska gälla än de som framgår av detta avtal. För rätt\ntill sjuklön efter arbetsgivarperioden krävs en särskild\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller dem som anställs efter att ha uppnått den ordinarie\npensionsålder som gäller vid företaget.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande tjänsteman rätten att\nkvarstanna i tjänst till 68 (år 2023, 69) års ålder. ”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.5 Utlandstjänstgöring\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras genom\u003C\u002Fp>\n\n\u003Cp>-överenskommelse mellan arbetsgivaren och tjänstemannen eller\u003C\u002Fp>\n\n\u003Cp>-särskilt utlandsreglemente eller liknande som finns i företaget.\u003C\u002Fp>\n\n\u003Cp>Dessutom gäller ”Avtal om social trygghet för tjänstemän vid\nutlandstjänstgöring” för de tjänstemän som omfattas av detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.6 Företagsledning - förbundstillhörighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemän i företagsledande befattning\navstå från medlemskap i förbund som är part i detta avtal. Detta gäller\näven företagsledarens sekreterare samt vid större företag personalchefen\noch dennes sekreterare.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>PTK-förbunden har enats om att tjänstemannaklubbar och representanter som\nutsetts av tjänstemännen inom PTK-området kan företrädas av ett gemensamt\norgan, PTK-L, när det gäller omställningsavtalet och frågor om\npersonalinskränkning enligt Tjänstemannaavtalet. Detta organ ska anses vara\nden lokala arbetstagarorganisationen enligt lagen (1982:80) om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa överenskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De anställningsformer som anges nedan är en uttömmande reglering av de\nanställningsformer som är tillgängliga på avtalsområdet. Vad det avser\nföreträdesrätt till återanställning gäller lagen om anställningsskydd\nså vida inte annat anges.\u003C\u002Fp>\n\n\u003Cp>Anmärkning: Bestämmelser om avbrytande av provanställning och\nvisstidsanställning finns i 13.3.3 och 13.3.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.1 Anställning tills vidare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En anställning gäller tills vidare, om arbetsgivaren och tjänstemannen\ninte har kommit överens om att anställningen ska vara tidsbegränsad eller\npå prov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.2 Villkor för tidsbegränsade anställningar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Streck i marginalen markerar en förändring från föregående\navtalstext\u003C\u002Fp>\n\n\u003Cp>Förteckning\u003C\u002Fp>\n\n\u003Cp>över särskilda överenskommelser som ej tagits med i avtalstrycket\u003C\u002Fp>\n\n\u003Cp>SArbetsmiljöavtalet\u003C\u002Fp>\n\n\u003Cp>S Avtal om industrins och handelns tilläggspension - ITP-avtalet SAvtal om\nTjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>SOmställningsavtal\u003C\u002Fp>\n\n\u003Cp>STrygghetsförsäkring vid arbetsskada (TFA)\u003C\u002Fp>\n\n\u003Cp>SUtvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>SAvtal om användning av konkurrensklausuleri anställningsavtal\u003C\u002Fp>\n\n\u003Cp>S Avtal angående rätten till arbetstagares uppfinningar samt SAvtal om\nskiljedomsregler för skiljenämndeni uppfinnar-och\u003C\u002Fp>\n\n\u003Cp>konkurrensklausulstvister\u003C\u002Fp>\n\n\u003Cp>§ 1 Avtalets omfattning\u003C\u002Fp>\n\n\u003Cp>1.1Omfattning\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar företag som är anslutna till Almega\nTjänsteföretagen och som anges i särskilda förteckningar.\u003C\u002Fp>\n\n\u003Cp>1.2Tillämpning\u003C\u002Fp>\n\n\u003Cp>För att avtalet ska gälla vid ett företag krävs en skriftlig begäran\nfrån någon av parterna. Avtalet träder i kraft från och med den första\ndagen nästa månad, såvida inte annan överenskommelse träffas i det\nenskilda fallet. Avtalet gäller mellan de parter som anges i begäran.\u003C\u002Fp>\n\n\u003Cp>Om ett företag redan är bundet av ett annat kollektivavtal för\ntjänstemän, gäller det avtalet tills att giltighetstiden löpt ut, om inte\nnågon annan överenskommelse träffas.\u003C\u002Fp>\n\n\u003Cp>1.2.1Avtalets dispositivitet\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna önskar att avtalet i någon del ska ges annat\ninnehåll prövas framställningen därom i Avtalsnämnden.\u003C\u002Fp>\n\n\u003Cp>1.3Undantag\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller inte\u003C\u002Fp>\n\n\u003Cp>-tjänstemän i företagsledande befattning\u003C\u002Fp>\n\n\u003Cp>-tjänstemän vars anställning är att betrakta som bisyssla, utom vad\ngäller sjuklön under arbetsgivarperioden enligt § 10 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>1.4Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som uppnått 68 års ålder (från och med 2023, 69 års\nålder) kan arbetsgivaren och tjänstemannen komma överens om att andra\nanställningsvillkor ska gälla än de som framgår av detta avtal. För rätt\ntill sjuklön efter arbetsgivarperioden krävs en särskild\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller dem som anställs efter att ha uppnått den ordinarie\npensionsålder som gäller vid företaget.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande tjänsteman rätten att\nkvarstanna i tjänst till 68 (år 2023, 69) års ålder. ”\u003C\u002Fp>\n\n\u003Cp>1.5Utlandstjänstgöring\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras genom\u003C\u002Fp>\n\n\u003Cp>-överenskommelse mellan arbetsgivaren och tjänstemannen eller\u003C\u002Fp>\n\n\u003Cp>-särskilt utlandsreglemente eller liknande som finns i företaget.\u003C\u002Fp>\n\n\u003Cp>Dessutom gäller ”Avtal om social trygghet för tjänstemän vid\nutlandstjänstgöring” för de tjänstemän som omfattas av detta.\u003C\u002Fp>\n\n\u003Cp>1.6Företagsledning - förbundstillhörighet\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemän i företagsledande befattning\navstå från medlemskap i förbund som är part i detta avtal. Detta gäller\näven företagsledarens sekreterare samt vid större företag personalchefen\noch dennes sekreterare.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>PTK-förbunden har enats om att tjänstemannaklubbar och representanter som\nutsetts av tjänstemännen inom PTK-området kan företrädas av ett gemensamt\norgan, PTK-L, när det gäller omställningsavtalet och frågor om\npersonalinskränkning enligt Tjänstemannaavtalet. Detta organ ska anses vara\nden lokala arbetstagarorganisationen enligt lagen (1982:80) om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa överenskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Cp>§ 2 Anställning\u003C\u002Fp>\n\n\u003Cp>De anställningsformer som anges nedan är en uttömmande reglering av de\nanställningsformer som är tillgängliga på avtalsområdet. Vad det avser\nföreträdesrätt till återanställning gäller lagen om anställningsskydd\nså vida inte annat anges.\u003C\u002Fp>\n\n\u003Cp>Anmärkning: Bestämmelser om avbrytande av provanställning och\nvisstidsanställning finns i 13.3.3 och 13.3.4.\u003C\u002Fp>\n\n\u003Cp>2.1Anställning tills vidare\u003C\u002Fp>\n\n\u003Cp>En anställning gäller tills vidare, om arbetsgivaren och tjänstemannen\ninte har kommit överens om att anställningen ska vara tidsbegränsad eller\npå prov.\u003C\u002Fp>\n\n\u003Cp>2.2Villkor för tidsbegränsade anställningar\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning:\u003C\u002Fp>\n\n\u003Cp>-Vid vikariat för att ersätta en tjänsteman vid dennes ledighet eller\nfrånvaro eller för att upprätthålla en ledigförklarad befattning.\u003C\u002Fp>\n\n\u003Cp>-För avtalad visstid\u003C\u002Fp>\n\n\u003Cp>Ett avtal om avtalad visstid ska omfatta en minsta anställningstid om sju\ndagar om arbetsgivaren och tjänstemannen inte kommer överens om kortare\nanställningstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1: Om den fackliga organisationen anser att möjligheten att\ngenom individuell överenskommelse visstidsanställa på kortare tid än sju\ndagar missbrukas kan organisationen efter lokal och central förhandling i\nsaken återkalla möjligheten för arbetsgivaren att fortsättningsvis träffa\ndylika individuella överenskommelser. Möjligheten att återkalla gäller inte\ndå lokal överenskommelse träffats. Med missbruk avses att arbetsgivaren\nåterkommande anställer för kort tid trots att verksamhetens behov kunnat\ntillgodoses genom längre visstidsanställning eller tillsvidareanställning.\nVid misstanke om missbruk har den fackliga organisationen rätt att få del av\nsamtliga anställningsavtal där individuell överenskommelse träffats om\nkortare anställningstid än sju dagar avseende den senaste\nsexmånadersperioden.\u003C\u002Fp>\n\n\u003Cp>Lokala parter kan också träffa överenskommelse om kortare\nanställningstid. den ordinarie pensionsåldern enligt ITP-planen (fn. 65 år)\növergår inte en avtalad visstidsanställning eller ett vikariat till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>I huvudregel gäller, likt gällande rätt avseende allmän\nvisstidsanställning och vikariat, vid omvandling att anställningsvillkoren\nkvarstår oförändrade om inte arbetsgivaren och tjänstemannen kommer\növerens om annat. För det fall parterna inte kommit överens och\nsysselsättningsgraden kort före omvandlingstidpunkten i väsentlig mån\navviker från en genomsnittligt beräknad sysselsättningsgrad under de senaste\ntolv månaderna ska denna i tillsvidareanställningen bestämmas till den\ngenomsnittliga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.4 Provanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå i en tillsvidareanställning. Något särskilt\nkrav på prövobehov uppställs inte. Avtalet får dock omfatta högst sex\nmånader.\u003C\u002Fp>\n\n\u003Cp>Har tjänstemannen varit frånvarande under prövoperioden, kan\nanställningen efter överenskommelse förlängas med tid som motsvarar\nfrånvarotiden.\u003C\u002Fp>\n\n\u003Cp>Har tjänstemannen direkt före provanställningen varit anställd i\nliknande befattning i företaget, i avtalad visstid eller vikariat, minskas\nprovanställningstiden i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.5 Övergångsbestämmelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut.\u003C\u002Fp>\n\n\u003Cp>Vid omvandling till tillsvidareanställning bortses från anställningstid i\nanställningar som ingåtts före den 1 november 2017.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>3.1 Lojalitet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänsteman grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänstemannen ska vara\ndiskret när det gäller arbetsgivarens angelägenheter som prissättningar,\ndatasystem, undersökningar, driftsförhållanden, affärsangelägenheter och\ndylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.2 Konkurrerande verksamhet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verksamhet för ett företag som konkurrerar med arbetsgivaren.\nTjänstemannen får inte heller åta sig uppdrag eller bedriva verksamhet som\nkan inverka menligt på arbetet i tjänsten. Den som avser att åta sig uppdrag\neller bisyssla av mera omfattande slag, ska därför först samråda med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.3 Förtroendeuppdrag\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman har rätt att ta emot statliga, kommunala och fackliga\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Övertidskompensation\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Angående arbetstider, se arbetstidsavtalet bilaga 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.1 Rätten till övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har rätt till övertidskompensation enligt 4.3 om inte någon\nannan överenskommelse har träffats enligt 4.1.1 - 4.1.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.1.1 Överenskommelse med vissa tjänstemän\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om att kompensation för\növertidsarbete ska ges genom att tjänstemannen i stället får högre lön\noch\u002Feller fem semesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser kan endast träffas med tjänstemän i\nchefsställning och tjänstemän vars arbetstid är svår att kontrollera eller\nsom har frihet att förlägga sin arbetstid. I annat fall ska särskilda skäl\nföreligga.\u003C\u002Fp>\n\n\u003Ch4>4.1.2 Förberedelse- och avslutningsarbete\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen har kommit överens om att\ntjänstemannen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts med hänsyn till detta, ska\ntjänstemannen kompenseras med tre semesterdagar utöver lagstadgad\nsemester.\u003C\u002Fp>\n\n\u003Ch4>4.1.3 Skriftlig överenskommelse. Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Överenskommelser enligt 4.1.1 och 4.1.2 ska vara skriftliga. De gäller\ntills vidare och kan revideras vid nästa lönerevision. Av överenskommelsen\nbör framgå hur tjänstemannen kompenseras för övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att överenskommelsen ska upphöra, ska underrätta den\nandra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta berörd tjänstemannaklubb när en\növerenskommelse har träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.2 Förutsättningar för övertidskompensation\u003C\u002Fh3>\n\n\u003Ch4>4.2.1 Definition av övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Med övertidsarbete som ger rätt till övertidskompensation avses arbete\nsom utförs utöver den ordinarie dagliga arbetstid som gäller för\ntjänstemannen, om övertidsarbetet\u003C\u002Fp>\n\n\u003Cp>-har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>-har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete se 4.4.\u003C\u002Fp>\n\n\u003Ch4>4.2.2 Förberedelse- och avslutningsarbete\u003C\u002Fh4>\n\n\u003Cp>Som övertid räknas inte den tid som går åt för att utföra nödvändigt\nförberedelse- och avslutningsarbete som normalt ingår i tjänstemannens\nuppgifter.\u003C\u002Fp>\n\n\u003Ch4>4.2.3 Beräkning av övertid\u003C\u002Fh4>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, ska de båda övertidsperioderna räknas ihop. Endast\nfulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Ch4>4.2.4 Övertidsarbete som inte ansluter tillordinarie arbetstid\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman utför övertidsarbete på tid som inte ligger direkt\nefter den ordinarie arbetstiden, ges övertidskompensation för minst tre\ntimmars övertidsarbete. Detta gäller dock inte om endast ett\nmåltidsuppehåll skiljer övertidsarbetet från den ordinarie arbetstiden.\u003C\u002Fp>\n\n\u003Ch4>4.2.5 Reskostnader vid övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen inställer sig för övertidsarbete som inte ligger direkt\nefter den ordinarie arbetstiden och det uppstår reskostnader, ska\narbetsgivaren ersätta dessa. Detta gäller även i de fall överenskommelse\nträffats enligt 4.1.1.\u003C\u002Fp>\n\n\u003Ch4>4.2.6 Övertidsarbete vid förkortad ordinarie daglig arbetstid\u003C\u002Fh4>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under en viss del av året, till\nexempel sommaren, är förkortad utan att motsvarande förlängning sker under\nen annan del av året gäller följande. \u003C\u002Fp>\n\n\u003Cp>Beräkning av övertidsarbete som har utförts under den del av året då\nden kortare arbetstiden tillämpats, ska ske med utgångspunkt från den\ndagliga arbetstid som gäller under resten av året.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.3 Kompensation för övertid\u003C\u002Fh3>\n\n\u003Ch4>4.3.1 Pengar - ledighet\u003C\u002Fh4>\n\n\u003Cp>Övertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid samrådet ska arbetsgivaren så långt det är möjligt tillmötesgå\ntjänstemannens önskemål om när kompensationsledigheten ska tas ut.\u003C\u002Fp>\n\n\u003Ch4>4.3.2 Ersättningens storlek\u003C\u002Fh4>\n\n\u003Cp>Övertidsersättning per timme ges enligt följande:\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kl 06-20 helgfria måndagar-fredagar\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>____________\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>eller efter överenskommelse\u003C\u002Fp>\n\n\u003Cp>kompensationsledighet med 1 timme för varje övertidstimme\u003C\u002Fp>\n\n\u003Cp>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>eller efter överenskommelse\u003C\u002Fp>\n\n\u003Cp>kompensationsledighet med 2 timmar för varje övertidstimme.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på tjänstemannens arbetsfria vardagar jämställs med\növertidsarbete på annan tid. Detsamma gäller övertidsarbete på midsommar-,\njul- och nyårsafton.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fh3>\n\n\u003Ch4>4.4.1 Ersättning för mertid\u003C\u002Fh4>\n\n\u003Cp>Om en deltidsanställd har utfört arbete utöver den ordinarie dagliga\narbetstid som gäller för deltidsanställningen, betalas ersättning per\növerskjutande timme med\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>____________________\u003C\u002Fp>\n\n\u003Cp>3,5x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses den deltidsanställdes arbetstid per helgfri vecka,\nräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Ch4>4.4.2 Beräkning av mertid\u003C\u002Fh4>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den ordinarie\narbetstid som gäller för deltidsanställningen, ska de båda tidsperioderna\nräknas ihop. Endast fulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Ch4>4.4.3 Övertidskompensation vid mertidsarbete\u003C\u002Fh4>\n\n\u003Cp>En deltidsanställd har rätt till övertidskompensation om mertidsarbetet\npågår före eller efter de klockslag som gäller för den ordinarie dagliga\narbetstiden för en heltidsanställd i motsvarande befattning vid företaget.\nVid beräkning av ersättning enligt 4.3.2 ska lönen räknas upp så att den\nmotsvarar heltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Förskjuten arbetstid\u003C\u002Fh2>\n\n\u003Ch3>5.1 Förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>Med förskjuten arbetstid avses den del av tjänstemannens ordinarie\narbetstid som är förlagd till de dagar och mellan de tider som framgår av\n5.3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.2 Meddelande om förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör meddela tjänstemannen senast 14 dagar i förväg att\narbetstiden kommer att förskjutas. Meddelandet bör även innehålla uppgift\nom hur länge förskjutningen är avsedd att gälla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.3 Ersättning för förskjuten arbetstid\u003C\u002Fh3>\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>måndag-fredag\n\n        \u003Cp>från kl 18 till kl 24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>måndag-lördag\n\n        \u003Cp>från kl 00 till kl 07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>lördag-söndag\n\n        \u003Cp>från lördag kl 07 till söndag kl 24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från kl 07 trettondagen, 1 maj, Kristi himmelsfärdsdag,\n        Nationaldagen och Alla helgons dag till kl 00 första vardagen efter\n        respektive helger\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från kl 18 på skärtorsdagen samt från kl 07 på pingst-,\n        midsommar-, jul- och nyårsafton till kl 00 första vardagen efter\n        respektive helger.\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Ersättning för förskjuten arbetstid och övertidsersättning kan inte ges\nsamtidigt.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna far träffa överenskommelse om annan ersättning för\nförskjuten arbetstid, om det finns särskilda skäl.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersättning på annat sätt. En sådan överenskommelse ska\nvara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.6 När tjänstemannen tidigare fått annankompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman genom lön eller på annat sätt kompenserats för arbete\npå förskjuten arbetstid och därför inte fått någon särskild ersättning,\nska villkoren inte förändras genom att detta avtal träder i kraft. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Jourtid\u003C\u002Fh2>\n\n\u003Ch3>6.1 Jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsplatsen för att\nutföra arbete när det uppstår behov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.2 Schema\u003C\u002Fh3>\n\n\u003Cp>Jourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänsteman. Schema för jourtid bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.3 Ersättning för jourtid\u003C\u002Fh3>\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>Jourtid ersätts per jourtimme med\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Dock gäller följande: från fredag kl 18 till lördag kl 07\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från lördag kl 07 till söndag kl 24\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från kl 18 dagen före till kl 07 trettondagen, 1 maj, Kristi\n        himmelfärdsdag och Alla helgons dag\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från kl 07 trettondagen, 1 maj, Kristi himmelfärdsdag,\n        Nationaldagen och Alla helgons dag till kl 00 första vardagen efter\n        respektive helger\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från kl 18 på skärtorsdagen samt från kl 07 på pingst-,\n        midsommar-, jul- och nyårsafton till kl 00 första vardagen efter\n        respektive helger\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jourtidsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskat med den tid som tjänstemannen fått övertidsersättning för.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning, om det\nfinns särskilda skäl.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersättning på annat sätt. En sådan överenskommelse ska\nvara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Beredskapstjänst\u003C\u002Fh2>\n\n\u003Ch3>7.1 Definition\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskap avses tid då tjänstemannen inte har arbetsskyldighet men\nmåste vara anträffbar för att kunna utföra arbete när det uppstår ett\nbehov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.2 Lokala avtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om beredskap där till\nexempel beredskapstjänster och ersättningsformer anpassas efter lokala\nförutsättningar.\u003C\u002Fp>\n\n\u003Cp>Som underlag för sådana överenskommelser kan nedanstående tabell, där\nberedskapspass, beredskapsersättning samt ersättning för arbetad tid under\nberedskapstjänst definieras, tjäna som utgångspunkt.\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  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">Beredskap\n      1\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" style=\"text-align:center;margin-left:auto;margin-right:auto;\">Beredskap\n      2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Ersättning för beredskap\u003C\u002Ftd>\n      \u003Ctd>Ersättning för arbetad tid\u003C\u002Ftd>\n      \u003Ctd>Ersättning för beredskap\u003C\u002Ftd>\n      \u003Ctd>Ersättning för arbetad tid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tid 1\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tid 2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.3 Beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst A innebär att tjänstemannen via ett mobilt verktyg eller\nliknande ska vara anträffbar för att inställa sig i arbete.\nBeredskapstjänst A kräver inte att tjänstemannen behöver inställa sig på\nnågon angiven plats.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst B innebär att tjänstemannen ska inställa sig på\narbetsstället eller av arbetsgivaren annan angiven plats för att utföra\narbete.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst C innebär att tjänstemannen ska inställa sig i hemmet\nför att utföra arbete.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>För de fall arbetsgivaren vill tillämpa Beredskapstjänst C, men\ntjänstemannen inte anser att hemmet är en önskvärd arbetsplats ska\ninställelse i arbete ske på arbetsstället eller på annan angiven plats.\nErsättning utgår dock enligt beredskapstjänst C.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Vid beredskapstjänst ska arbetsgivaren ta hänsyn till skäliga\ninställelsetider med beaktande av tjänstemannens typ av beredskap samt andra\npraktiska och objektiva relevanta förutsättningar. En (1) timme för\ninställelsetid vid Beredskapstjänst B respektive dagtid vid Beredskapstjänst\nC kan tjäna som utgångspunkt. Inställelsetid kan vara både kortare och\nlängre.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.4 Schema\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskap ska schemaläggas så att den inte oskäligt belastar enskild\ntjänsteman. Schema bör upprättas och kommuniceras i god tid. Ändringar av\nschemaläggning meddelas senast två veckor i förväg. Tillfälliga avvikelser\nsom inte kunnat förutses vid schemaläggning räknas inte som en\nschemaändring.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Med oskäligt belastar avses som exempel att beredskap inte ska\nschemaläggas på för få tjänstemän eller att beredskap schemaläggs i\nflera beredskapspass under samma dygn utan samband med ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse förutsetts vid behov träffas om nattarbete och\nviloregler i samband med beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.5 Beredskapsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om lokal överenskommelse inte träffats om annat ersätts Beredskapstjänst\nA, B respektive C enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"284\">\u003Cp>Förläggningstidpunkt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"3\" width=\"319\">\u003Cp>Ersättning per timme\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"284\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>C\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"284\">\u003Cp>måndag kl 00 - fredag kl 18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1750\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1400\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1650\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"284\">\u003Cp>fredag kl 18 - lördag kl 07, samt från kl 18 dagen\n        före till kl 07 Trettondagen, 1 maj, Kristi Himmelsfärdsdag, Alla\n        Helgons dag och Nationaldagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1100\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>900\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>1050\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"284\">\u003Cp>lördag kl 07 - söndag kl 24 samt från kl 07\n        Trettondagen, 1 maj, Kristi Himmelsfärdsdag, Alla Helgons dag och\n        Nationaldagen till kl 00 första vardagen efter respektive helg\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>750\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>600\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>Månadslön\u003C\u002Fp>\n\n        \u003Cp>700\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Från kl 18 på Skärtorsdagen samt från kl 07 på pingst-,\n        midsommar-, jul-, och nyårsafton till kl 00 första vardagen efter\n        respektive helg\u003C\u002Ftd>\n      \u003Ctd>Månadslön\n\n        \u003Cp>450\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Månadslön\n\n        \u003Cp>350\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Månadslön\n\n        \u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>Ersättning för att tjänstemannen har beredskap betalas per pass för\nlägst 1 timme avseende Beredskapstjänst A, 4 timmar för Beredskapstjänst B\noch 2 timmar för Beredskapstjänst C, i förekommande fall minskad med den tid\nsom tjänstemannen har fått ersättning för vid beordrad inställelse i\narbete enligt 7.6 nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.6 Ersättning för arbetad tid under beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om lokal överenskommelse inte träffats om annan ersättning per timme\nersätts arbetad tid enligt följande:\u003C\u002Fp>\n\n\u003Cp>Vid beordrad inställelse i arbete betalas övertidsersättning för\nfaktiskt arbetad tid dock;\u003C\u002Fp>\n\n\u003Cp>1.minst 30 minuter vid utfört arbete enligt Beredskapstjänst A,\u003C\u002Fp>\n\n\u003Cp>2.minst för tre timmar vid utfört arbete enligt Beredskapstjänst B\nrespektive,\u003C\u002Fp>\n\n\u003Cp>3.minst för 2 timmar vid utfört arbete enligt Beredskapstjänst C.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som har Beredskapstjänst B, men utför arbete enligt\nBeredskapstjänst A, ska ersättas för minst en timme.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön. Ersättning för resekostnader i anslutning till Beredskapstjänst\nB betalas ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.7 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersättning på annat sätt. En sådan överenskommelse ska\nvara skriftlig och bör innehålla uppgift om den ersättning som erhålls\nistället för ersättning för beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller tillsvidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att en enskild överenskommelse ska upphöra ska\nunderrätta den andra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Finns lokal klubb\u002Fförening är det lämpligt att parterna har diskuterat\nutformning av enskilda överenskommelser. Det kan även vara lämpligt att\ndiskutera enskilda överenskommelser om beredskap i samband med\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>När en enskild överenskommelse upphör betalas inte längre den avtalade\nersättning eller annan kompensation som överenskommits. Ersättning utgår\nistället enligt kollektivavtalets huvudregel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>8.1 Rätten till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemän har rätt till restidsersättning enligt 8.3 med följande\nundantag: Undantag\u003C\u002Fp>\n\n\u003Cp>1 Arbetsgivaren och den tjänsteman som har träffat överenskommelse om\nkompensation för övertid enligt 4.1.1 och 4.1.2, kan komma överens om att\nbestämmelserna om restidsersättning inte ska gälla.\u003C\u002Fp>\n\n\u003Cp>2 Arbetsgivare och tjänstemän kan komma överens om att kompensation för\nrestid ska ges i annan form, till exempel genom att förekomsten av restid\nbeaktas när lönen fastställs.\u003C\u002Fp>\n\n\u003Cp>3 Tjänstemän med arbete som normalt medför tjänsteresor i betydande\nomfattning, till exempel resande försäljare och servicetekniker, har rätt\ntill restidsersättning endast om arbetsgivaren och tjänstemannen kommit\növerens om detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.2 Restid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Restid är den tid under en beordrad tjänsteresa som går åt för att resa\ntill bestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid som ger rätt till ersättning tas endast sådan\nrestid med som ligger före eller efter tjänstemannens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Om restiden ligger såväl före som efter den ordinarie arbetstiden en viss\ndag ska de båda tidsperioderna räknas ihop. Endast fulla halvtimmar tas med\nvid beräkningen.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\nen del av denna, ska tiden kl 22 - 08 inte räknas med.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller inte.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad enligt de bestämmelser som gäller\nför traktamentsberäkning eller motsvarande vid respektive företag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.3 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1) Restidsersättning per timme\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>_____________\u003C\u002Fp>\n\n\u003Cp>240\u003C\u002Fp>\n\n\u003Cp>Restidsersättning enligt divisorn 240 betalas för högst sex timmar per\nkalenderdygn, om inte längre restid visas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2) När resan skett under tiden fredag kl 18 - måndag kl 06\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>_____________\u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3)När resan skett under tiden från kl 18 dag före arbetsfri helgdagsafton\neller helgdag till kl 06 dag efter helgdag\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>___________\u003C\u002Fp>\n\n\u003Cp>190\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Ch3>9.1 Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semester utgår enligt gällande lag med följande tillägg och undantag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.2 Intjänandeår och semesterår\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Intjänandeåret räknas från och med den 1 april till och med den 31 mars\nåret därpå.\u003C\u002Fp>\n\n\u003Cp>Semesteråret är den därpå följande 12-månadersperioden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan komma överens med en enskild tjänsteman eller med den\nlokala tjänstemannaparten om att intjänandeåret och\u002Feller semesteråret ska\nförskjutas till andra tidpunkter eller sammanfalla helt.\u003C\u002Fp>\n\n\u003Cp>När intjänandeår och semesterår sammanfaller ska erhållen semesterlön\nbetraktas som a-contoutbetalning och avräknas från såväl\nsemesterersättning som lön. Tjänsteman som erhållit fler betalda\nsemesterdagar än intjänade ska återbetala för mycket utbetald\nsemesterlön\u002Ftillägg. Motsvarande lönekorrigering görs om\nsysselsättningsgraden ändrats under semesteråret.\u003C\u002Fp>\n\n\u003Cp>Löneavräkning ska inte göras vid anställningens upphörande om det sker\npå grund av:\u003C\u002Fp>\n\n\u003Cp>1.tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2.tjänsteman som frånträder sin anställning under förhållanden som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller\u003C\u002Fp>\n\n\u003Cp>3.uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till tjänstemannen personligen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Det är viktigt att arbetsgivaren är tydlig med vilket intjänande- och\nsemesterår som tillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>9.3 Semesterns längd\u003C\u002Fh3>\n\n\u003Ch4>9.3.1 Antal semesterdagar\u003C\u002Fh4>\n\n\u003Cp>-25 semesterdagar enligt semesterlagen\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-3 eller 5 semesterdagar utöver lag genom överenskommelse mellan\narbetsgivaren och tjänstemannen enligt 4.1.1 och 4.1.2 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Ch4>9.3.2 Antal betalda semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Antalet intjänade semesterdagar med lön beräknas på följande sätt:\u003C\u002Fp>\n\n\u003Cp>A x B \u002F C = D\u003C\u002Fp>\n\n\u003Cp>A = antal avtalade semesterdagar (enligt 9.3.1)\u003C\u002Fp>\n\n\u003Cp>B = antal anställningsdagar under intjänandeåret, minus frånvaro som\ninte är semesterlönegrundande C = antal kalenderdagar under\nintjänandeåret\u003C\u002Fp>\n\n\u003Cp>D = antal intjänade, betalda semesterdagar (brutet tal avrundas uppåt till\nheltal).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9.3.3 Ändring av semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Om detta avtal träder i kraft för en tjänsteman som omfattas av ett\nenskilt avtal eller tjänstereglemente vid företaget, har tjänstemannen rätt\ntill minst samma antal semesterdagar som tidigare.\u003C\u002Fp>\n\n\u003Cp>Om det blir aktuellt att ändra semesterbestämmelser i gällande\nreglemente, ska arbetsgivaren meddela tjänstemannaparten, och om denna begär\ndet ska förhandlingar äga rum innan beslut fattas.\u003C\u002Fp>\n\n\u003Ch4>9.3.4 Befordrad eller nyanställd tjänsteman\u003C\u002Fh4>\n\n\u003Cp>För befordrad eller nyanställd tjänsteman ska i intjänandeåret även\ninräknas anställningstid vid företaget eller vid annat företag som hör\ntill samma koncern.\u003C\u002Fp>\n\n\u003Ch4>9.3.5 Semester för intermittent arbetande\u003C\u002Fh4>\n\n\u003Cp>För tjänstemän som arbetar mindre än fem dagar i genomsnitt per vecka\nberäknas antalet nettosemesterdagar enligt följande:\u003C\u002Fp>\n\n\u003Cp>Antalet arbetsdagar\u002Fvecka x antalet semesterdagar enligt 9.3\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************************\u003C\u002Fspan>5\u003C\u002Fp>\n\n\u003Cp>= Antalet semesterdagar (nettosemesterdagar) som ska förläggas till dagar\nsom enligt arbetstidsschemat skulle ha varit arbetsdagar. Brutet tal vid\nberäkningen rundas av till närmast högre dagantal.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat ska arbeta såväl hel som del av\ndag samma vecka, ska den delvis arbetade dagen räknas som hel dag. När\nsemestern läggs ut för en sådan tjänsteman går det åt en hel semesterdag\näven för den dag tjänstemannen endast skulle ha arbetat en del av dagen.\u003C\u002Fp>\n\n\u003Cp>Exempel\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>Tjänstemannens arbetstid är förlagd till i genomsnitt följande\n        antal arbetsdagar per vecka\u003C\u002Ftd>\n      \u003Ctd>Antal nettosemesterdagar (vid 25 dagars semester)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3.5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2.5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsschemat ändras så att ”antalet arbetsdagar per vecka”\nförändras ska antalet outtagna nettosemesterdagar räknas om så att de\nsvarar mot det nya schemat.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg, semesterersättning respektive löneavdrag (vid obetald\nsemester) beräknas med utgångspunkt från antalet bruttosemesterdagar.\u003C\u002Fp>\n\n\u003Ch4>9.3.6 Semester vid tidsbegränsad anställning\u003C\u002Fh4>\n\n\u003Cp>Semesterledighet för tjänsteman med tidsbegränsad anställning, vars\nanställning inte avses pågå längre än tre månader och som inte varar\nlängre, ska inte läggas ut, såvida inte detta överenskommits.\nSemesterersättning ska dock utbetalas.\u003C\u002Fp>\n\n\u003Cp>Vid sådan anställning beräknas semesterersättning med 12,5 % på den\nuppburna lönen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>I Semesterlagen 30 b § finns bestämmelser om sammanläggning av\nsemesterförmåner vidflera anställningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.4 Semesterlön, semesterersättning m m\u003C\u002Fh3>\n\n\u003Ch4>9.4.1 Semesterlön och semestertillägg\u003C\u002Fh4>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och semestertillägg.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget för varje betald semesterdag är\u003C\u002Fp>\n\n\u003Cp>-0,8 % av tjänstemannens månadslön som är aktuell vid\nsemestertillfället och eventuella fasta lönetillägg per månad. Beträffande\nändrad sysselsättningsgrad, se 9.4.6.\u003C\u002Fp>\n\n\u003Cp>-0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inte tjänat in full semester ska semestertillägget 0,5 %\njusteras upp enligt följande:\u003C\u002Fp>\n\n\u003Cp>0,5 % x det antal semesterdagar som tjänstemannen har rätt till\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>Antalet betalda semesterdagar som tjänstemannen har tjänat in\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med fasta lönetillägg avses här till exempel fasta skift-, jour-,\nberedskaps-, övertids- och restidstillägg, garanterad minimiprovision eller\nliknande.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses här till exempel provision, tantiem, bonus,\npremielön, skift-, jour-, beredskaps- och ersättning för förskjuten\narbetstid eller liknande, i den mån den inte räknats in i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>I övertids-, mertids- och restidsersättning ingår semesterlön.\u003C\u002Fp>\n\n\u003Ch4>9.4.2 Beräkning av rörlig lönedel vid semesterlönegrundande\nfrånvaro\u003C\u002Fh4>\n\n\u003Cp>Till summan av den rörliga lönedel som har betalats ut under\nintjänandeåret ska för varje kalenderdag med semesterlönegrundande\nfrånvaro läggas en genomsnittlig dagsinkomst av rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig dagsinkomst =\u003C\u002Fp>\n\n\u003Cp>Under intiänandeåret utbetald rörlig lönedel\u003C\u002Fp>\n\n\u003Cp>____________________________________________________\u003C\u002Fp>\n\n\u003Cp>Antalet anställningsdagar, minus semesterledighetsdagar och hela dagar med\nsemesterlönegrundande frånvaro under intjänandeåret\u003C\u002Fp>\n\n\u003Cp>Skift-, jour, - beredskapsersättning och ersättning för förskjuten\narbetstid och liknande ska inte tas med i ovanstående genomsnittsberäkning,\nom tjänstemannen under intjänandeåret haft sådan ersättning under högst\n60 kalenderdagar.\u003C\u002Fp>\n\n\u003Ch4>9.4.3 Utbetalning av semesterlön\u003C\u002Fh4>\n\n\u003Cp>Semestertillägget om 0,8 % betalas ut tillsammans med lönen i samband med\neller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,5 % betalas ut senast vid semesterårets slut. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1.Om lönen till väsentlig del består av rörliga lönedelar, har\ntjänstemannen rätt att a conto få ett semestertillägg som grundar sig på\nde rörliga lönedelarna. Arbetsgivaren ska uppskatta tilläggets storlek.\nTillägget betalas ut samtidigt med lönen vid den ordinarie utbetalningen i\nsamband med semestern. Arbetsgivaren ska senast vid semesterårets utgång\nbetala ut det semestertillägg som kan återstå efter beräkning enligt 9.4.1\noch 9.4.2.\u003C\u002Fp>\n\n\u003Cp>2.Om en överenskommelse har träffats om att semesterår och in\ntjänandeår ska sammanfalla, kan arbetsgivaren betala ut resterande\nsemesterlön som avser rörliga lönedelar efter semesterårets utgång. Detta\nska göras vid den första ordinarie löneutbetalningen på det nya\nintjänandeåret när ordinarie lönerutin kan tillämpas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch4>9.4.4 Semesterersättning\u003C\u002Fh4>\n\n\u003Cp>Ersättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella månadslönen samt semestertillägg enligt 9.4.1 och 9.4.2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För sparad semesterdag beräknas semesterersättning som om den sparade\ndagen tagits ut det semesterår anställningen upphör.\u003C\u002Fp>\n\n\u003Ch4>9.4.5 Obetald semester\u003C\u002Fh4>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella månadslön med 4,6 % av månadslönen. Beträffande begreppet\nmånadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Ch4>9.4.6 Ändrad sysselsättningsgrad\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till andelen av full\nordinarie arbetstid som gällde vid arbetsplatsen under intjänandeåret. Om\nsysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt under flertalet\nkalenderdagar av månaden. Beträffande begreppet månadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Ch3>9.5 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar inte täcker tiden för\nföretagets huvudsemester eller om tjänstemannen i annat fall vill ha längre\nledighet än som motsvarar antalet semesterdagar, kan arbetsgivaren och\ntjänstemannen komma överens om att tjänstemannen ska vara tjänstledig eller\nledig utan löneavdrag under erforderligt antal dagar. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag gäller följande. Om anställningen upphör\ninom fem år från den dag den började, ska avdrag göras från innestående\nlön eller semesterersättning enligt samma bestämmelser som vid\ntjänstledighet men räknas på den lön som gällde under ledigheten. Avdrag\nska inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1.tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2.tjänsteman som frånträder sin anställning under förhållande som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller\u003C\u002Fp>\n\n\u003Cp>3.uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till tjänstemannen personligen.\u003C\u002Fp>\n\n\u003Cp>För dem som fått fler betalda semesterdagar än de har tjänat in gäller\nbestämmelserna om förskotterad semesterlön i 29 a § semesterlagen, om\nnågon skriftlig överenskommelse enligt ovan inte har träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.6 Sparande av semester\u003C\u002Fh3>\n\n\u003Ch4>9.6.1 Sparande av semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Tjänstemän som har rätt till flera semesterdagar med semesterlön än 25\nfår efter överenskommelse med arbetsgivaren även spara dessa överskjutande\nsemesterdagar förutsatt att de inte samma år tar ut tidigare sparad semester.\nArbetsgivaren och tjänstemannen ska komma överens om hur sparade\nsemesterdagar ska läggas ut. Det gäller såväl vilket semesterår de sparade\ndagarna ska tas ut som hur de ska förläggas under detta semesterår.\u003C\u002Fp>\n\n\u003Ch4>9.6.2 Uttag av sparade semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de sparats. Semesterdagar som\nsparats enligt lag ska tas ut före semesterdagar som sparats enligt 9.6.1\nunder samma år.\u003C\u002Fp>\n\n\u003Ch4>9.6.3 Semesterlön för sparade semesterdagar\u003C\u002Fh4>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt 9.4.1 och 9.4.2. Vid\nberäkning av semestertillägget om 0,5 % gäller dock att all frånvaro under\nintjänandeåret exklusive ordinarie semester ska behandlas på samma sätt som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska anpassas till tjänstemannens\nandel av full ordinarie arbetstid under det intjänandeår som föregick det\nsemesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid, se 9.4.6.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>§ 10 Sjuklön med mera\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>10.1 Rätten till sjuklön och sjukanmälan\u003C\u002Fh3>\n\n\u003Ch4>10.1.1 Rätten till sjuklön\u003C\u002Fh4>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden betalas enligt lagen om sjuklön med tillägg enligt 10.2.2 andra\nstycket. Hur sjuklönen beräknas anges i 10.3.1 - 10.3.2.\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren från och med den 15:e kalenderdagen i\nsjukperioden betalas enligt 10.3.6 - 10.3.8 och 10.4 - 10.7.\u003C\u002Fp>\n\n\u003Cp>En sjukperiod som börjar inom 5 kalenderdagar från det att en tidigare\nsjukperiod upphörde ska betraktas som fortsättning på den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Ch4>10.1.2 Sjukanmälan\u003C\u002Fh4>\n\n\u003Cp>Den tjänsteman som blir sjuk och därför inte kan tjänstgöra ska snarast\nmöjligt underrätta arbetsgivaren om detta. Tjänstemannen ska så snart som\nmöjligt meddela arbetsgivaren när arbetet beräknas kunna återupptas.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller arbetsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta som ger rätt till ersättning enligt\nlagen om ersättning till smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte betalas för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § första stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.2 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Ch4>10.2.1 Skriftlig försäkran\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att\ntjänstemannen har varit sjuk, uppgifter om i vilken omfattning\narbetsförmågan varit nedsatt på grund av sjukdomen och under vilka dagar\ntjänstemannen skulle ha arbetat (9 § lagen om sjuklön).\u003C\u002Fp>\n\n\u003Ch4>10.2.2 Läkarintyg\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen ska styrka nedsättningen av arbetsförmågan och\nsjukperiodens längd med läkarintyg för att arbetsgivaren ska vara skyldig\natt betala sjuklön från och med den sjunde kalenderdagen efter dagen för\nsjukanmälan (8 § andra stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemannen lämna sådant läkarintyg\nfrån en tidigare dag. Arbetsgivaren har rätt att anvisa läkare.\u003C\u002Fp>\n\n\u003Ch3>10.3 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Ch4>10.3.1 Sjuklönens storlek\u003C\u002Fh4>\n\n\u003Cp>Sjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Ch4>10.3.2 Sjukdom till och med 14:e kalenderdagen per sjukperiod\u003C\u002Fh4>\n\n\u003Cp>För varje timme en tjänsteman 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 12,2\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 12,2\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>Tjänstemän som skulle ha arbetat på schemalagd förskjuten arbetstid får\ndessutom sjuklön efter karenstid med 80 procent av den ersättning för\nförskjuten arbetstid som de gått miste om.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Av 10.1.1framgår att sjukperioden som börjar inom 5 kalenderdagar från\natt en tidigare sjukperiod upphört ska betraktas som en fortsättning på\ntidigare sjukperiod. Det innebär att fortsatt karensavdrag kan behöva göras\nintill 20 procent av genomsnittlig veckoarbetstid i den fortsatta\nsjukperioden.\u003C\u002Fp>\n\n\u003Ch4>10.3.3 Sjuklön utan beaktande av karens\u003C\u002Fh4>\n\n\u003Cp>För en tjänsteman 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\u003Ch4>10.3.4 När 10 karensavdrag gjorts\u003C\u002Fh4>\n\n\u003Cp>Antalet karensavdrag får enligt lagen inte överstiga tio tillfällen under\nen tolvmånadersperiod. Om det vid en ny sjukperiod visar sig att\ntjänstemannen fått tio tillfällen med karensavdrag inom tolv månader bakåt\nfrån den nya sjuklöneperiodens början, ska avdraget för de första 20\nprocenten av sjukfrånvaron 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>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt 10.3.2 med sammanlagt högst 20 procent\nav genomsnittlig veckoarbetstid inom samma sjukperiod betraktas som ett\ntillfälle även om avdragen sker på olika dagar. Av 10.1.1 framgår att\nsjukperiod som börjar inom 5 kalenderdagar från att en tidigare sjukperiod\nupphört ska betraktas som en fortsättning på tidigare sjukperiod.\u003C\u002Fp>\n\n\u003Ch4>10.3.5 Definition av månadslön och veckoarbetstid\u003C\u002Fh4>\n\n\u003Cp>Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>I månadslönen ingår\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad\n(till exempel fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som till väsentlig del är avlönad med rörliga\nlönedelar bör arbetsgivaren och tjänstemannen komma överens om vilket\nlönebelopp som ska utgöra den månadslön som sjukavdrag ska göras från.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\nVeckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas nedåt\noch 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år. \u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra sjukavdrag med\nutgångspunkt från den gamla lönen till den dag tjänstemannen får besked om\nsin nya lön.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Med tjänstemannens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka utan helgdag. För tjänstemän med intermittent\neller oregelbunden tjänstgöring beräknas ett snitt över en representativ\nperiod.\u003C\u002Fp>\n\n\u003Ch4>10.3.6 Sjukdom från och med den 15:e kalenderdagen\u003C\u002Fh4>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget beräknas olika beroende på om tjänstemannens månadslön\növer- eller understiger en viss lönegräns. Denna lönegräns beräknas\nsom\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel 2021:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Prisbasbeloppet år 2021 är 47 600 kr.\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>8 x 47 600 kr = 31 733 kr för år 2021 \u003C\u002Fp>\n\n\u003Cp>______________\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>Anmärkning: Lönegränsen 8 prisbasbelopp gäller från och med den 1 juli\n2018.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För tjänstemän med månadslön som uppgår till högst\nlönegränsen:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs med\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>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För tjänstemän med månadslön över lönegränsen:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs med \u003C\u002Fp>\n\n\u003Cp>90 % x 8 x pbb + 10 % x månadslönen x 12 - 8 x pbb\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>Med månadslön avses utöver vad som anges i 10.3.5 även förmåner i form\nav kost eller bostad värderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Ch4>10.3.7 Högsta sjukavdrag per dag\u003C\u002Fh4>\n\n\u003Cp>Sjukavdraget per dag får inte 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>Med fast kontant månadslön jämställs här\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (till exempel fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>För definition av månadslön, se 10.3.5.\u003C\u002Fp>\n\n\u003Ch4>10.3.8 Sjuklönetidens längd\u003C\u002Fh4>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt detta avtal har rätt till sjuklön från och med\nden 15:e kalenderdagen i sjukperioden, ska arbetsgivaren betala sådan enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas till och med den 90:e kalenderdagen i sjukperioden till den\nsom\u003C\u002Fp>\n\n\u003Cp>-varit anställd minst ett år i följd hos arbetsgivaren eller\u003C\u002Fp>\n\n\u003Cp>-gått över direkt från en anställning med rätt till sjuklön under 90\ndagar (grupp 1).\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas till och med den 45:e kalenderdagen i sjukperioden till\növriga (grupp 2).\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår samtliga dagar med sjukavdrag (även dagar med\nkarensavdrag), och arbetsfria dagar under perioden.\u003C\u002Fp>\n\n\u003Cp>Högsta antal dagar med sjuklön\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen 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 tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.4 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Ch4>10.4.1 Rehabiliteringspenning\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman är frånvarande med rehabiliteringspenning under annars\nsjuklöneberättigad tid enligt 10.3.8 görs löneavdrag som vid sjukdom från\noch med den 15:e kalenderdagen enligt 10.3.6.\u003C\u002Fp>\n\n\u003Ch4>10.4.2 Ersättning från annan försäkring\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäkring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Ch4>10.4.3 Annan ersättning från staten\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än från den\nallmänna försäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskadeskydd, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Ch4>10.5.1 Inte lämnat friskintyg\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön från och med den 14:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.5.2 Nedsatta sjukförmåner\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt\nSocialförsäkringsbalken ska arbetsgivaren reducera sjuklönen i motsvarande\nmån.\u003C\u002Fp>\n\n\u003Ch4>10.5.3 Skada vid olycksfall vållad av tredje man\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman har skadats vid olycksfall som vållats av tredje man och\nersättning inte betalas enligt trygghetsförsäkring vid arbetsskada (TFA),\nska arbetsgivaren betala sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skadestånd för förlorad arbetsförtjänst från\nden som är ansvarig för skadan.\u003C\u002Fp>\n\n\u003Ch4>10.5.4 Olycksfall hos annan arbetsgivare\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgivare eller i samband med egen rörelse, ska arbetsgivaren betala\nsjuklön från och med den 15:e kalenderdagen i sjukperioden endast om han\nsärskilt har åtagit sig detta.\u003C\u002Fp>\n\n\u003Ch4>10.5.5 När sjukpension betalas ut\u003C\u002Fh4>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar betalas till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Ch4>10.5.6 Uppnådd pensionsålder\u003C\u002Fh4>\n\n\u003Cp>Beträffande inskränkning i rätten till sjuklön från och med den 15:e\nkalenderdagen i sjukperioden för tjänstemän som uppnått pensionsåldern, se\n1.4.\u003C\u002Fp>\n\n\u003Ch4>10.5.7 Övriga inskränkningar i rätten till sjuklön\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren är inte skyldig att betala sjuklön från och med den 15:e\nkalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen har undantagits från sjukförsäkringsförmåner enligt\nSocialförsäkringsbalken, eller\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskommelse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.6 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till ersättning enligt lagen om\nersättning till smittbärare görs avdrag enligt följande till och med den\n14:e kalenderdagen.\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag per timme\nmed\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>Från och med den 15:e kalenderdagen görs avdrag enligt 10.3.6 - 10.3.8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.7 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nbetalas enligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt Socialförsäkringsbalken och lagen om\narbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Ledighet\u003C\u002Fh2>\n\n\u003Ch3>11.1 Permission, kort ledighet med lön\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelatives\">\u003Cp>Permission beviljas i regel endast för del av arbetsdag. I särskilda fall\nkan dock permission beviljas även för en eller flera dagar till exempel vid\nhastigt påkommande sjukdomsfall inom tjänstemannens familj eller nära\nanhörigs dödsfall.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>För påsk-, midsommar- och julafton som inte är sedvanliga fridagar bör\npermission beviljas om det kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>År då Nationaldagen infaller på en lördag eller söndag erhåller\ntjänstemannen i stället annan ledig dag utan löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Ledigheten proportioneras för deltidsanställda.\u003C\u002Fp>\n\n\u003Cp>Ledighet som ej uttagits under året förfaller.\u003C\u002Fp>\n\n\u003Ch3>11.2 Tjänstledighet, ledighet hel dag utan lön\u003C\u002Fh3>\n\n\u003Cp>Tjänstledighet beviljas om arbetsgivaren finner att så kan ske utan\nolägenhet för verksamheten vid företaget, såvida det inte är fråga om\nlagstadgad ledighet till exempel studie- eller föräldraledighet.\u003C\u002Fp>\n\n\u003Cp>När tjänstledigheten beviljas ska arbetsgivaren ange vilken tidsperiod\nledigheten omfattar. Tjänstledighet får inte förläggas så att den inleds\noch\u002Feller avslutas på sön- och\u002Feller helgdag som är arbetsfri för den\nenskilde tjänstemannen. För tjänsteman som har veckovila förlagd till annan\ndag än söndag ska motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Ch4>11.2.1 Löneavdrag för heltidsanställd, hel dag\u003C\u002Fh4>\n\n\u003Cp>När en tjänsteman är frånvarande minst en dag på grund av\ntjänstledighet, görs löneavdrag enligt följande:\u003C\u002Fp>\n\n\u003Cp>-under en period om högst 5 (6)* arbetsdagar görs för varje arbetsdag ett\navdrag med 1\u002F21 (1\u002F25)* av månadslönen\u003C\u002Fp>\n\n\u003Cp>-under en period längre än 5 (6)* arbetsdagar görs avdrag med dagslönen\nför varje ledig dag. Detta gäller även tjänstemannens arbetsfria vardagar\noch sön- eller helgdagar. \u003C\u002Fp>\n\n\u003Cp>* Tal inom parentes används vid sexdagarsvecka\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\u003Ch4>11.2.2 Löneavdrag för deltidsanställd, hel dag\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar endast under vissa av\nveckans arbetsdagar (så kallad intermittent deltidsarbete), ska löneavdrag\ngöras för varje dag som tjänstemannen är tjänstledig och som annars skulle\nha varit arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>Månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>antalet arbetsdagar per vecka\u003C\u002Fp>\n\n\u003Cp>___________________________________ x 21 (25)*\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***********\u003C\u002Fspan>5 (6)*\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel\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>Tjänstemannens deltid är förlagd till följande antal\n        arbetsdagar\u002Fvecka\u003C\u002Ftd>\n      \u003Ctd>Avdrag\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>\u003Cp>månadslönen\u003C\u002Fp>\n\n        \u003Cp>16,8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>14,7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>månadslönen \n\n        \u003Cp>12,6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>10,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>månadslönen\n\n        \u003Cp>8,4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med ”antal arbetsdagar per vecka” avses antalet arbetsdagar per helgfri\nvecka beräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Ch3>11.3 Annan ledighet, ledighet under del av dag utan lön\u003C\u002Fh3>\n\n\u003Cp>Ledighet under del av dag kan beviljas om arbetsgivaren finner att så kan\nske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>* Tal inom parentes används vid sexdagarsvecka\u003C\u002Fp>\n\n\u003Cp>Löneavdrag görs för varje full halvtimme. Avdraget per timme är 1\u002F175 av\nmånadslönen. För deltidsanställda ska lönen först räknas upp så att den\nmotsvarar heltidslön.\u003C\u002Fp>\n\n\u003Ch3>11.4Månadslön\u003C\u002Fh3>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen. Med fast kontant\nmånadslön avses här\u003C\u002Fp>\n\n\u003Cp>-fasta lönetillägg per månad (till exempel fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>-garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\u002F\navräkningsperioder ska tjänstemannens hela lön dras av för var och en av\nkalendermånaderna\u002Favräkningsperioderna.\u003C\u002Fp>\n\n\u003Ch3>11.5 Föräldralön\u003C\u002Fh3>\n\n\u003Ch4>11.5.1 Villkor för föräldralön\u003C\u002Fh4>\n\n\u003Cp>En tjänsteman som är tjänstledig på grund av graviditet, i samband med\nbarns födelse eller adoption, har rätt till föräldralön från\narbetsgivaren om\u003C\u002Fp>\n\n\u003Cp>-tjänstemannen har varit anställd hos arbetsgivaren under minst ett år i\nföljd, och\u003C\u002Fp>\n\n\u003Cp>-tjänstemannens anställning fortsätter under minst tre månader efter\ntjänstledigheten.\u003C\u002Fp>\n\n\u003Cp>Med begreppet i samband med avses att tjänstledigheten ska äga rum inom 18\nmånader.\u003C\u002Fp>\n\n\u003Cp>Anmärkning: Ansökan om föräldraledighet som avses infalla någon gång i\nperioden 1 juni till 31 augusti respektive år bör inges till arbetsgivaren i\nsamband med semesteransökan, det vill säga normalt senast den 1 mars.\u003C\u002Fp>\n\n\u003Ch4>11.5.2 Föräldralönens storlek\u003C\u002Fh4>\n\n\u003Cp>Föräldralöneavdraget beräknas olika beroende på om tjänstemannens\nmånadslön över- eller understiger en viss lönegräns. Denna lönegräns\nberäknas som\u003C\u002Fp>\n\n\u003Cp>10 x prisbasbeloppet (pbb)\u003C\u002Fp>\n\n\u003Cp>________________________\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel 2021:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Prisbasbeloppet år 2021 är 47 600 kr\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>10 x 47 600 kr= 39 667 kr för\u003C\u002Fp>\n\n\u003Cp>12 \u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>2021\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>För tjänsteman med månadslön som uppgår till högst\nlönegränsen görs föräldralöneavdrag per dag med:\u003C\u002Fstrong>\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>\u003Cstrong>För tjänsteman med månadslön över lönegränsen görs\nföräldralöneavdrag per dag:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>90 % x 10 x pbb + 10 % x (Månadslönen x 12) - (10 x pbb)\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>_____________\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>__________________________________\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>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i ett men inte två år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-två månadslöner minus 60 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i två men inte tre år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-tre månadslöner minus 90 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i tre men inte fyra år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-fyra månadslöner minus 120 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i fyra men inte fem år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>-fem månadslöner minus 150 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i fem eller fler år i följd utgörs\nföräldralönen av\u003C\u002Fp>\n\n\u003Cp>-sex månadslöner minus 180 föräldralöneavdrag beräknat per dag enligt\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>Föräldralön utges för en sammanhängande ledighetsperiod, om ej annat\növerenskoms mellan arbetsgivare och enskild tjänsteman. Om tjänstledigheten\nskulle bli kortare än en, två, tre, fyra, fem respektive sex månader utges\nföräldralön inte för längre tid än ledigheten omfattar.\u003C\u002Fp>\n\n\u003Ch4>11.5.3 Utbetalning av föräldralön\u003C\u002Fh4>\n\n\u003Cp>Föräldralönen betalas ut med halva beloppet när tjänstledigheten\nbörjar och resterande hälft efter det att tjänstemannen har fortsatt sin\nanställning i tre månader efter tjänstledigheten, om ej annat överenskoms\nmellan arbetsgivare och enskild tjänsteman.\u003C\u002Fp>\n\n\u003Cp>För ledigheten görs frånvaroavdrag enligt 11.2 - 11.4.\u003C\u002Fp>\n\n\u003Ch4>11.5.4 Reduktion av föräldralön\u003C\u002Fh4>\n\n\u003Cp>Föräldralön betalas inte om tjänstemannen undantas från\nföräldrapenning enligt Socialförsäkringsbalken. Om denna förmån har\nnedsatts ska föräldralönen reduceras i motsvarande grad.\u003C\u002Fp>\n\n\u003Ch3>11.6 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Ch4>11.6.1 Avdrag\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman är frånvarande med tillfällig föräldrapenning, görs\nlöneavdrag per frånvarotimme enligt följande:\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>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\u002F\navräkningsperioder ska tjänstemannens hela lön dras av för var och en av\nkalendermånaderna\u002Favräkningsperioderna.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas\nnedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra avdrag med\nut-gångspunkt från den gamla lönen till den dag tjänstemannen får besked\nom sin nya lön.\u003C\u002Fp>\n\n\u003Ch4>11.6.2 Månadslön\u003C\u002Fh4>\n\n\u003Cp>Med månadslön avses\u003C\u002Fp>\n\n\u003Cp>-fast kontant månadslön och eventuella fasta lönetillägg per månad\n(till exempel fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>-den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med sådana lönedelar bör överenskommelse\nträffas om vilket lönebelopp som ska utgöra den månadslön som löneavdrag\nska göras från.\u003C\u002Fp>\n\n\u003Cp>-Med månadslön avses även förmåner i form av kost eller bostad\nvärderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning eller ändrar\nsysselsättningsgrad under löpande kalendermånad\u002Favräkningsperiod beräknas\nlönen på följande sätt:\u003C\u002Fp>\n\n\u003Cp>X\u002FY x Z = L\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>X = aktuell månadslön\u003C\u002Fp>\n\n\u003Cp>Y = antal kalenderdagar under den aktuella månaden\u002Favräkningsperioden \u003C\u002Fp>\n\n\u003Cp>Z = antal anställningsdagar i månaden\u002Favräkningsperioden \u003C\u002Fp>\n\n\u003Cp>L = lön för beräkningsperioden\u003C\u002Fp>\n\n\u003Cp>Vid ändrad sysselsättningsgrad beräknas varje period med respektive\nsysselsättningsgrad för sig.\u003C\u002Fp>\n\n\u003Cp>Exempel:\u003C\u002Fp>\n\n\u003Cp>Avräkningsperioden är till och med den 20:e varje månad. Tjänstemannens\nheltidslön är 30 000 kr. Anställd från och med den 1 oktober 20xx.\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>Heltid till och med 16 juni 20xx\u003C\u002Ftd>\n      \u003Ctd>Deltid (50 % från och med 17 juni 20xx)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>X = 35 000 kr\u003C\u002Ftd>\n      \u003Ctd>X = 17 500 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Y = 31 dagar\u003C\u002Ftd>\n      \u003Ctd>Y = 31 dagar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Z = 27 dagar\u003C\u002Ftd>\n      \u003Ctd>Z = 4 dagar\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>L = 30 484 kr\u003C\u002Ftd>\n      \u003Ctd>L = 2 258 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Uppsägning\u003C\u002Fh2>\n\n\u003Ch3>13.1 Uppsägning från tjänstemannens sida\u003C\u002Fh3>\n\n\u003Ch4>13.1.1 Uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Uppsägningstiden från tjänstemannens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.7.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens uppsägningstid i månader\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>Anställningstid vid företaget\u003C\u002Ftd>\n      \u003Ctd>Uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>mindre än 2 år\u003C\u002Ftd>\n      \u003Ctd>1 mån\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från och med 2 år\u003C\u002Ftd>\n      \u003Ctd>2 mån\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch4>13.1.2 Skriftlig uppsägning\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen bör göra sin uppsägning skriftligen. Om uppsägningen\nändå sker muntligen bör tjänstemannen så snart som möjligt bekräfta den\nskriftligen till arbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>13.2 Uppsägning från arbetsgivarens sida\u003C\u002Fh3>\n\n\u003Ch4>13.2.1 Uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.7.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens uppsägningstid imånader\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>Anställningstid vid företaget\u003C\u002Ftd>\n      \u003Ctd>Uppsägningstid\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>mindre än 2 år\u003C\u002Ftd>\n      \u003Ctd>1 mån\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från och med 2 år till 4 år\u003C\u002Ftd>\n      \u003Ctd>2 mån\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från och med 4 år till 6 år\u003C\u002Ftd>\n      \u003Ctd>3 mån\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från och med 6 år till 8 år\u003C\u002Ftd>\n      \u003Ctd>4 mån\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från och med 8 år till 10 år\u003C\u002Ftd>\n      \u003Ctd>5 mån\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>från och med 10 år\u003C\u002Ftd>\n      \u003Ctd>6 mån\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>Upplysning till 13.1.1 och 13.2.1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beräkning av anställningstidens längd\u003C\u002Fp>\n\n\u003Cp>Hur anställningstidens längd enligt ovan ska beräknas anges i 3 § lagen\nom anställningsskydd.\u003C\u002Fp>\n\n\u003Ch4>13.2.2 Förlängd uppsägningstid i vissa fall\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman, som sagts upp på grund av arbetsbrist vid\nuppsägningsdagen uppnått 55 års ålder och då har 10 års sammanhängande\nanställningstid, ska uppsägningstiden förlängas med sex månader.\u003C\u002Fp>\n\n\u003Cp>Sådan förlängning av uppsägningstiden görs dock längst till\n65-årsdagen.\u003C\u002Fp>\n\n\u003Ch4>13.2.3 Varsel\u003C\u002Fh4>\n\n\u003Cp>Varsel som arbetsgivaren enligt lagen om anställningsskydd ska ge lokalt\ntill arbetstagarorganisationen ska anses ha skett, när arbetsgivaren har\növerlämnat varselskrivelsen till den lokala tjänstemannaparten eller två\narbetsdagar efter det att arbetsgivaren har skickat skrivelsen i rekommenderat\nbrev till berört förbund. Varsel som arbetsgivaren har gett under tid då\nföretaget har semesterstopp, anses ha skett dagen efter den då\nsemesterstoppet upphörde.\u003C\u002Fp>\n\n\u003Ch3>13.3 Övriga bestämmelser vid uppsägning\u003C\u002Fh3>\n\n\u003Ch4>13.3.1 Lön under uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Om en tjänsteman inte kan beredas arbete under uppsägningstiden ska lön\noch andra ersättningar betalas ut som om tjänstemannen varit i tjänst (12 §\nlagen om anställningsskydd).\u003C\u002Fp>\n\n\u003Ch4>13.3.2 Överenskommelse om annan uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>Tjänsteman som enligt kollektivavtal eller enskilt anställningsavtal har\nlängre uppsägningstid när detta avtal träder i kraft vid företaget,\nbehåller denna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om en annan\nuppsägningstid. Om de gör det får emellertid uppsägningstiden från\narbetsgivarens sida inte understiga uppsägningstiden enligt tabellen i\n13.2.1.\u003C\u002Fp>\n\n\u003Ch4>13.3.3 Avbrytande av provanställning\u003C\u002Fh4>\n\n\u003Cp>Provanställningen kan avbrytas av både arbetsgivaren och tjänstemannen\nföre prövotidens utgång genom skriftligt besked senast två veckor i\nförväg.\u003C\u002Fp>\n\n\u003Cp>Vill inte arbetsgivaren eller tjänstemannen att anställningen ska\nfortsätta efter det att prövotiden löpt ut, ska skriftligt besked om detta\nlämnas senast två veckor före prövotidens utgång. Har inte underrättelse\nlämnats senast vid prövotidens utgång övergår provanställningen till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren motivera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut.\u003C\u002Fp>\n\n\u003Ch4>13.3.4 Avbrytande av vikariat och avtalad visstid\u003C\u002Fh4>\n\n\u003Cp>Ett vikariat eller en avtalad visstid kan bringas att upphöra genom att\narbetsgivaren eller tjänstemannen lämnar underrättelse därom.\nAnställningen upphör då en månad efter det att någondera parten\nskriftligen underrättat motparten om sin avsikt att avbryta anställningen.\nMöjligheten att genom underrättelse bringa anställningen att upphöra\ngäller endast fram till den tidpunkt då tjänstemannen har en sammanlagd\nanställningstid om sex månader vid företaget. När ett avtal om en avtalad\nvisstid eller ett vikariat har föregåtts av en provanställning i liknande\nbefattning i företaget minskas prövotiden i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>Om vikariatet eller den avtalade visstidsanställningen upphör att gälla\ngenom underrättelse från arbetsgivaren, ska arbetsgivaren motivera sitt\nställningstagande om tjänstemannen begär det.\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut.\u003C\u002Fp>\n\n\u003Cp>Anmärkning: Arbetsgivaren och tjänstemannen kan skriftligen överenskomma\nom att ett vikariat eller en avtalad visstid inte av någondera parten kan\nbringas att upphöra genom underrättelse.\u003C\u002Fp>\n\n\u003Ch4>13.3.5 Avtal om uppsägning av tidsbegränsad anställning\u003C\u002Fh4>\n\n\u003Cp>Om arbetsgivare och tjänsteman kommit överens om att en tidsbegränsad\nanställning kan sägas upp i förtid kan parterna inte komma överens om\nkortare uppsägningstid än vad som framgår av kollektivavtalets\nuppsägningstider.\u003C\u002Fp>\n\n\u003Cp>En överenskommelse om uppsägningsmöjlighet i förtid äger tillämpning\nförst efter att eventuell tid enligt mom. 13.3.4 löpt ut.\u003C\u002Fp>\n\n\u003Ch4>13.3.6 Uppnådd pensionsålder - upphörande av anställning\u003C\u002Fh4>\n\n\u003Cp>Oberoende av tidigare avtalad uppsägningstid gäller följande för\ntjänsteman som uppnår den ålder som anges i 32 a § lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Anställningen kan bringas att upphöra vid utgången av den månad\ntjänstemannen uppnår den ålder som anges i 32 a § lagen om\nanställningsskydd, genom skriftlig underrättelse två månader innan från\narbetsgivaren eller tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Anställningar som fortsätter efter att tjänstemannen uppnått den ålder\nsom anges i första stycket kan bringas att upphöra genom att arbetsgivaren\neller tjänstemannen lämnar 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 tjänstemannen uppnått ålder som anges i första stycket. Det\nska uttryckligen framgå av överenskommelsen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Den ålder som anges i 32 a § lagen om anställningsskydd är 68 år 2020\noch blir 69 år den 1 januari 2023.\u003C\u002Fp>\n\n\u003Ch4>13.3.7 Pensionärer - uppsägningstid\u003C\u002Fh4>\n\n\u003Cp>För tjänsteman som fortsätter att arbeta efter att denne fyllt 65 år\ngäller uppsägningstiden enligt 13.1.1 och 13.2.1.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som fyllt 67 år är den ömsesidiga uppsägningstiden en\nmånad.\u003C\u002Fp>\n\n\u003Ch4>13.3.8 Förkortning av uppsägningstid för tjänstemannen\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen på grund av särskilda omständigheter vill lämna sin\ntjänst före uppsägningstiden slut, bör arbetsgivaren pröva om så kan\nmedges.\u003C\u002Fp>\n\n\u003Ch4>13.3.9 Skadestånd då tjänstemannen inte iakttar uppsägningstiden\u003C\u002Fh4>\n\n\u003Cp>Om tjänstemannen lämnar sin anställning före uppsägningstidens slut,\nhar arbetsgivaren rätt till skadestånd för den ekonomiska skada och\nolägenhet som därigenom vållas. Skadeståndet är lägst det belopp som\nmotsvarar tjänstemannens lön under den del av uppsägningstiden som\ntjänstemannen inte har iakttagit.\u003C\u002Fp>\n\n\u003Ch4>13.3.10 Tjänstgöringsbetyg\u003C\u002Fh4>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller tjänstemannens sida\nhar tjänstemannen rätt att få ett tjänstgöringsbetyg, som visar\u003C\u002Fp>\n\n\u003Cp>-den tid som tjänstemannen har varit anställd, och\u003C\u002Fp>\n\n\u003Cp>-de arbetsuppgifter som tjänstemannen utfört, samt\u003C\u002Fp>\n\n\u003Cp>-om tjänstemannen så begär, vitsord om det sätt på vilket arbetet har\nutförts. Arbetsgivaren ska lämna tjänstgöringsbetyget senast inom tre\nveckor från det att tjänstemannen har begärt att få betyget.\u003C\u002Fp>\n\n\u003Ch4>13.3.11 Intyg om uttagen semester\u003C\u002Fh4>\n\n\u003Cp>När anställningen upphör har tjänstemannen rätt att få ett intyg som\nvisar hur många av de lagstadgade 25 semesterdagarna som har tagits ut under\ninnevarande semesterår. Arbetsgivaren ska lämna intyget till tjänstemannen\nsenast inom en vecka från det att tjänstemannen begärt att få intyget. Om\ntjänstemannen har rätt till flera semesterdagar än 25 ska den överskjutande\nsemestern här anses ha tagits ut först.\u003C\u002Fp>\n\n\u003Ch3>13.4 Turordning vid driftinskränkning och återanställning\u003C\u002Fh3>\n\n\u003Cp>Om det blir aktuellt med personalinskränkning, ska de lokala parterna\nvärdera företagets krav och behov i bemanningshänseende. Om dessa behov inte\nkan tillgodoses med tillämpning av lag ska turordningen fastställas med\navsteg från lagens bestämmelser.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska då göra ett urval av de anställda som ska sägas\nupp så att företagets behov av kompetens särskilt beaktas liksom företagets\nmöjligheter att bedriva konkurrenskraftig verksamhet och därmed bereda\nfortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskommelse om turordning vid uppsägning med tillämpning av 22\n§ lagen om anställningsskydd och om de avsteg från lagen som krävs.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också komma överens om turordning vid\nåteranställning genom avvikelse från bestämmelserna i 25 - 27 §§ lagen om\nanställningsskydd. Därvid ska de ovan angivna kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna är skyldiga att på begäran föra förhandlingar om\nturordning liksom att skriftligen bekräfta träffade överenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, får förbundsparterna, om endera parten\nbegär det, träffa överenskommelse enligt de riktlinjer som anges ovan.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågor som\nberörs i 13.4 tillhandahåller den lokala respektive den centrala avtalsparten\nrelevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Upplysning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av arbetsbrist respektive återanställning prövas enligt lag med\niakttagande av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna har tagit fram en partsgemensam vägledning för turordning vid\narbetsbrist, ”Vägen framåt”. Vägledningen utgör ej kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Avtalsnämnden\u003C\u002Fh2>\n\n\u003Ch3>Avtalsnämndens uppgifter\u003C\u002Fh3>\n\n\u003Cp>Avtalsnämndens uppgifter är att\u003C\u002Fp>\n\n\u003Cp>-följa tillämpningen av mellanvarande avtal om löner respektive allmänna\nanställningsvillkor\u003C\u002Fp>\n\n\u003Cp>-ge rekommendationer i frågor som en central part hänskjuter till\nnämnden\u003C\u002Fp>\n\n\u003Cp>-vara forum för diskussion i frågor av betydelse för parternas\navtalsområden\u003C\u002Fp>\n\n\u003Cp>-utgöra skiljenämnd efter överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Ärenden som kommer in till nämnden ska handläggas utan dröjsmål.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Avtalsnämndens sammansättning\u003C\u002Fh3>\n\n\u003Cp>Nämnden består av sex ledamöter varav arbetsgivarsidan utser tre och\narbetstagarsidan tre. Nämnden utser inom sig ordförande och vice ordförande.\nNämndens ledamöter utses för en tid om två år med rätt för arbetsgivar-\nrespektive arbetstagarsidan att inom sig förändra representationen.\u003C\u002Fp>\n\n\u003Ch3>Avtalsnämndens beslut\u003C\u002Fh3>\n\n\u003Cp>Är nämnden enig, kan den besluta om en gemensam rekommendation i ett\närende och om gemensam information i en viss fråga.\u003C\u002Fp>\n\n\u003Ch3>Skiljenämnd\u003C\u002Fh3>\n\n\u003Cp>Om parterna är ense kan Avtalsnämnden, i enskilda ärenden, utgöra\nskiljenämnd i rättstvister inom parternas behörighetsområde. Tvisteärenden\nkan behandlas i nämnden först sedan central förhandling är avslutad.\u003C\u002Fp>\n\n\u003Cp>Om Avtalsnämnden ska utgöra skiljenämnd ska parterna gemensamt utse en\nopartisk ordförande.\u003C\u002Fp>\n\n\u003Cp>Nämnden kan fatta beslut i rättstvister endast om samtliga ledamöter är\nnärvarande. Vid lika röstetal har den opartiske ordföranden utslagsröst.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 15 Giltighetstid\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Detta avtal gäller från och med den 1 januari 2021 till och med den 31\ndecember 2023. Avtalet kan sägas upp inför det tredje avtalsåret under\nförutsättning att avtalen för tjänstemän sagts upp för märkessättande\nförbund inom industrin. Sådan uppsägning ska ske senast den 30 september\n2022. Vid uppsägning faller både tredje avtalsåret och förskjutningsåret\n(1 januari 2023-31 december 2023).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Om avtalet inte har sagts upp senast tre månader före giltighetstidens\nutgång förlängs det för ett år åt gången.\u003C\u002Fp>\n\n\u003Cp>Om Almega Tjänsteföretagen eller Unionen respektive Akademikerförbunden\nsagt upp avtalet eller kommit överens om att flytta fram uppsägningstiden\ngäller en sådan uppsägning respektive överenskommelse automatiskt för\nberört avtalsområde såvida parterna inte kommer överens om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Stockholm den 10 december 2020\u003C\u002Fh3>\n\n\u003Cp>Almega Tjänsteföretagen\u003C\u002Fp>\n\n\u003Cp>Joakim Josefsson \u003C\u002Fp>\n\n\u003Cp>Gunnar Ekbrant\u003C\u002Fp>\n\n\u003Cp>Unionen\u003C\u002Fp>\n\n\u003Cp>Gunilla Krieg \u003C\u002Fp>\n\n\u003Cp>Lise Iderström\u003C\u002Fp>\n\n\u003Cp>Akademikerförbunden\u003C\u002Fp>\n\n\u003Cp>Caroline Lindeberg \u003C\u002Fp>\n\n\u003Cp>Roma Uddin\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 Avtal om arbetstidsbestämmelser för tjänstemän\u003C\u002Fh2>\n\n\u003Ch3>§ 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Ch4>1.1 Tillämpningsområde\u003C\u002Fh4>\n\n\u003Cp>Detta avtal gäller tjänstemän som omfattas av Tjänstemannaavtalet. Dessa\ntjänstemän undantas från tillämpningen av arbetstidslagen (SFS 1982:673) i\nsin helhet.\u003C\u002Fp>\n\n\u003Cp>Parterna är eniga om att detta avtal ligger inom ramen för rådets\ndirektiv 2003\u002F88\u002FEG som syftar till att bereda arbetstagarna säkerhet och\nhälsa vid arbetstidens förläggning.\u003C\u002Fp>\n\n\u003Cp>Med begreppet tjänstemannaklubb i detta avtal avses den lokala fackliga\norganisationen.\u003C\u002Fp>\n\n\u003Ch4>1.2 Undantag\u003C\u002Fh4>\n\n\u003Cp>Bestämmelserna i §§ 2 - 5 gäller ej för tjänstemän som utför arbete\nunder sådana förhållanden att det inte kan anses som arbetsgivarens\nskyldighet att vaka över hur arbetet är anordnat eller har förtroendet att\nsjälva disponera sin arbetstid.\u003C\u002Fp>\n\n\u003Ch4>1.3 Individuellt överenskomna undantag\u003C\u002Fh4>\n\n\u003Cp>Tjänstemän, som träffar överenskommelse om att kompensation för\növertidsarbete ska ersättas med längre semester och\u002Feller högre lön, kan\nträffa överenskommelse om att de ska vara undantagna från tillämpningen av\n§§ 2 - 5 i detta avtal (bestämmelser om ordinarie arbetstid, övertid,\njourtid samt anteckningar om övertid och jourtid).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>§ 2 Ordinarie arbetstid\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>2.1 Längd och begränsningsperiod\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Begränsningsperiod innebär att den ordinarie arbetstiden kan variera under\nperioden. Den ordinarie arbetstiden får inte överstiga 40 timmar i genomsnitt\nper helgfri vecka under en begränsningsperiod om sex månader. Vill företaget\nistället tillämpa en begränsningsperiod om tolv månader ska först en\növerläggning genomföras med lokal part. Under överläggningen ska parterna\ndiskutera:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>• Hur tillgänglig arbetstid ser ut under begränsningsperioden\u003C\u002Fp>\n\n\u003Cp>•Vilka perioder under tolvmånadersperioden där uttaget av ordinarie\narbetstid är högre och vilka perioder där uttaget av ordinarie arbetstid är\nlägre\u003C\u002Fp>\n\n\u003Cp>•Hur arbetstiden ska balanseras genom att tillämpa olika lång\nveckoarbetstid under begränsningsperioden\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av tolv månaders begränsningsperiod ska avstämning av\nden ordinarie arbetstiden ske var sjätte månad i dialog mellan chef och\nmedarbetare.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i kontinuerligt treskiftarbete får den ordinarie\narbetstiden inte överstiga 36 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\n\n\u003Ch4>2.2 Enskild överenskommelse\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren och den enskilde tjänstemannen kan när det föreligger\nsärskilda omständigheter träffa överenskommelse om en begränsnings period\nom högst tolv månader eller om annan omfattning av den ordinarie arbetstiden.\nOm begränsningsperioden bestäms till längre tid än sex månader får en\nsådan enskild överenskommelse sägas upp en månad före\nbegränsningsperiodens utgång.\u003C\u002Fp>\n\n\u003Ch4>2.3 Arbetstidens förläggning\u003C\u002Fh4>\n\n\u003Cp>Vid arbetstidens förläggning ska hänsyn tas såväl till verksamhetens\nbehov som till tjänstemannens behov och önskemål. Inriktningen ska vara att\nså långt möjligt beakta tjänstemannens möjligheter att förena arbete med\nfamiljeliv och socialt liv i övrigt.\u003C\u002Fp>\n\n\u003Cp>Den enskilde tjänstemannen har rätt att få sina önskemål om\narbetstidens längd och förläggning prövade av arbetsgivaren. Om\ntjänstemannens önskemål inte kan tillgodoses ska arbetsgivaren på begäran\nange skälen för detta. Den enskilde tjänstemannens önskemål ska även\nvägas mot andra tjänstemäns behov och önskemål.\u003C\u002Fp>\n\n\u003Cp>Vid ändring av tjänstemannens arbetstid ska arbetsgivaren informera\ntjänstemannen minst en månad innan ändringen genomförs.\u003C\u002Fp>\n\n\u003Ch3>§ 3 Övertid\u003C\u002Fh3>\n\n\u003Ch4>3.1 Övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Med övertidsarbete avses arbete som har utförts utöver den ordinarie\narbetstiden för tjänstemannen om\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>-övertidsarbetet har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Som övertidsarbete räknas inte den tid som går åt för att utföra\nnödvändigt förberedelse- och avslutningsarbete som normalt ingår i\ntjänstemannens arbete.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av fullgjord övertid tas endast fulla halvtimmar med.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, ska de båda övertidsperioderna räknas ihop.\u003C\u002Fp>\n\n\u003Cp>Arbete som utförs utöver den ordinarie arbetstiden för deltidsanställda\ntjänstemän och som ersätts som mertid enligt Tjänstemannaavtalet räknas\ninte av från övertidsutrymmet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Enskild överenskommelse om annan begränsningsperiod\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och tjänsteman kan träffa överenskommelse om att övertiden\nska beräknas efter begränsningsperioden. Ersättning för övertid ska då\nutgå såsom ”vid övertidsarbete på annan tid” enligt\nTjänstemannaavtalet. En sådan enskild överenskommelse gäller tills vidare\nmed tre månaders uppsägningstid.\u003C\u002Fp>\n\n\u003Ch4>3.2 Allmän övertid\u003C\u002Fh4>\n\n\u003Cp>När det finns särskilda behov får allmän övertid tas ut med högst 200\ntimmar per kalenderår. Vid beräkning av övertid ska ledighet som förläggs\ntill arbetstagarens ordinarie arbetstid eller jourtid likställas med fullgjord\narbetstid.\u003C\u002Fp>\n\n\u003Ch4>3.3 Återföring av övertid\u003C\u002Fh4>\n\n\u003Cp>Om övertidsarbete ersätts med kompensationsledighet enligt\nTjänstemannaavtalet återförs motsvarande antal timmar till övertidsutrymmet\nenligt 3.2 ovan (allmän övertid).\u003C\u002Fp>\n\n\u003Cp>Under kalenderåret får högst 100 timmar på detta sätt återföras till\növertidsutrymmet, såvida inte arbetsgivaren och tjänstemannaklubben enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman utför övertidsarbete, fyra timmar, en vardagskväll. Dessa\növertidstimmar räknas av från övertidsutrymmet enligt 3.2.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse träffas om att tjänstemannen ska kompenseras med ledig\ntid (kompensationsledighet) under sex timmar (4 timmar x 1,5 tim = sex timmar\nkompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>När kompensationsledigheten har tagits ut återförs de fyra\növertidstimmarna som har kompenserats genom ledigheten till övertidsutrymmet\nenligt 3.2.\u003C\u002Fp>\n\n\u003Ch4>3.4 Extra övertid\u003C\u002Fh4>\n\n\u003Cp>Utöver vad som sagts ovan kan, när det finns synnerliga skäl, extra\növertid tas ut under kalenderåret med högst 100 timmar efter\növerenskommelse mellan arbetsgivaren och tjänstemannaklubben\u003C\u002Fp>\n\n\u003Ch4>3.5 Nödfall\u003C\u002Fh4>\n\n\u003Cp>Om en natur- eller olyckshändelse eller någon annan därmed jämförlig\nomständighet, som inte kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller skada på liv, hälsa\neller egendom, ska övertid som fullgjorts med anledning därav inte beaktas\nvid beräkning av övertid enligt 3.2 (allmän övertid) och 3.4 ovan (extra\növertid).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Jourtid\u003C\u002Fh3>\n\n\u003Ch4>4.1 Omfattning av jourtid\u003C\u002Fh4>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till arbetsgivarens förfogande på arbetsstället för att utföra\narbete när det uppstår behov, får jourtid tas ut med högst 48 timmar under\nen tid av fyra veckor eller 50 timmar under en kalendermånad. Som jourtid\nanses inte tid då tjänstemannen utför arbete för arbetsgivarens\nräkning.\u003C\u002Fp>\n\n\u003Ch4>4.2 Lokal överenskommelse om annan begränsningsperiod\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan träffa en skriftlig\növerenskommelse om annan begränsningsperiod av jourtid för en viss\ntjänsteman eller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>En överenskommelse enligt föregående stycke gäller tills vidare med tre\nmånaders uppsägningstid.\u003C\u002Fp>\n\n\u003Ch3>§ 5 Anteckning av övertid, mertid och jourtid\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som krävs för beräkning av\növertid enligt § 3 och jourtid enligt § 4. På samma sätt ska anteckningar\nföras avseende mertid för deltidsanställda. Tjänstemannen,\ntjänstemannaklubben eller representanter för den centrala arbetstagarparten\nhar rätt att ta del av dessa anteckningar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Även för tjänstemän som är undantagna från §§ 2-5 är det av\nömsesidigt intresse för arbetsgivaren och tjänstemannaklubben att ha en\nuppgift om den totala arbetstidens omfattning för dessa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen bör fortlöpande lämna uppgift om arbetstidens omfattning\ntill arbetsgivaren. Detta ska ske på sådant sätt som tjänstemannen och\narbetsgivaren finner lämpligt. Om tjänstemannaklubben så begär ska denna\nfå del av dessa uppgifter.\u003C\u002Fp>\n\n\u003Ch3>§ 6 Sammanlagd arbetstid\u003C\u002Fh3>\n\n\u003Cp>Den sammanlagda arbetstiden får uppgå till högst 48 timmar i genomsnitt\nper vecka under en begränsningsperiod om fyra månader.\u003C\u002Fp>\n\n\u003Cp>I lokal överenskommelse kan bestämmas att beräkningsperioden i stället\nska vara annan fast eller rullande period om högst tolv månader.\u003C\u002Fp>\n\n\u003Cp>Beräkningsperioder längre än fyra månader förutsätter att berörda\narbetstagare kompenseras med ledighet eller ges lämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av den sammanlagda arbetstiden ska semester och sjukfrånvaro\nunder tid då arbetstagaren annars skulle ha arbetat likställas med fullgjord\narbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I den sammanlagda arbetstiden ingår ordinarie arbetstid, övertid (även\nnödfaUsövertid), mertid och jourtid.\u003C\u002Fp>\n\n\u003Ch3>§ 7 Nattarbete\u003C\u002Fh3>\n\n\u003Cp>Med natt avses en period om minst sju timmar som omfattar perioden kl 22 -\n06. Med nattarbetande avses arbetstagare som normalt utför minst tre timmar av\nsitt arbetspass nattetid samt arbetstagare som troligen kommer att fullgöra en\ntredjedel av sin årsarbetstid på natten.\u003C\u002Fp>\n\n\u003Cp>Arbetstiden för nattarbetande tjänstemän får under varje period om 24\ntimmar inte överstiga 8 timmar i genomsnitt under en beräkningsperiod om fyra\nmånader.\u003C\u002Fp>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental ansträngning får inte arbeta mer än åtta timmar inom den 24-\ntimmarsperiod när de utför nattarbete. Avvikelse får göras tillfälligtvis\nom det föranleds av något särskilt förhållande som inte har kunnat\nförutses av arbetsgivaren. Sådan avvikelse får göras endast under\nförutsättning att arbetstagaren ges motsvarande kompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från andra stycket kan göras i lokal överenskommelse under\nförutsättning att tjänstemannen kompenseras med ledighet eller lämpligt\nskydd.\u003C\u002Fp>\n\n\u003Cp>Semester och sjukfrånvaro under tid då tjänstemannen annars skulle ha\narbetat ska likställas med fullgjord arbetstid.\u003C\u002Fp>\n\n\u003Ch3>§ 8 Rast och måltidsuppehåll\u003C\u002Fh3>\n\n\u003Ch4>8.1 Rast\u003C\u002Fh4>\n\n\u003Cp>När arbetsdagen är längre än fem timmar har tjänstemannen rätt till\nrast.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får göras genom lokal överenskommelse. Sådan avvikelse\nförutsätter att berörda tjänstemän kompenseras med ledighet eller ges\nlämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska på förhand ange rasternas längd och förläggning så\nnoga som omständigheterna medger.\u003C\u002Fp>\n\n\u003Cp>Rasternas antal, längd och förläggning ska vara tillfredsställande med\nhänsyn till arbetsförhållandena. Under rast har tjänstemannen rätt att\nlämna arbetsplatsen eftersom rasten inte är betald arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En god arbetsmiljö förutsätter att det, utöver rasterna, är möjligt\natt ta pauser under arbetsdagen.\u003C\u002Fp>\n\n\u003Ch4>8.2 Måltidsuppehåll\u003C\u002Fh4>\n\n\u003Cp>Rast får bytas mot måltidsuppehåll på arbetsplatsen om det är\nnödvändigt med hänsyn till arbetsförhållandena eller med hänsyn till\nsjukdomsfall eller annan händelse som inte har kunnat förutses av\narbetsgivaren. Sådant måltidsuppehåll räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Ch3>§ 9 Vila\u003C\u002Fh3>\n\n\u003Ch4>9.1 Dygnsvila\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen ska beredas minst elva timmars sammanhängande vila per\n24-timmarsperiod. Vila bör vara förlagd till natt, varvid avses att perioden\n0- 05 ska ingå.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får göras tillfälligtvis, om det föranleds av något särskilt\nförhållande som inte har kunnat förutses av arbetsgivaren, under\nförutsättning att tjänstemannen kompenseras med motsvarande ledighet.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får även göras genom lokal överenskommelse, under\nförutsättning att tjänstemannen kompenseras med ledighet eller ges lämpligt\nskydd.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avvikelse från dygnsvilan förutsätter att tjänstemannen ges förlängd\nviloperiod timme mot timme svarande mot avvikelsen. Den förlängda\nviloperioden ska om möjligt förläggas i anslutning till det arbetspass som\navbrutit viloperioden.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren beslutar att förlägga motsvarande viloperiod till\narbetstid ska löneavdrag ej göras.\u003C\u002Fp>\n\n\u003Ch4>9.2 Veckovila\u003C\u002Fh4>\n\n\u003Cp>Tjänstemannen ska beredas minst 36 timmars sammanhängande ledighet under\nvarje period om sju dagar.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får göras tillfälligtvis, om det föranleds av något särskilt\nförhållande som inte har kunnat förutses av arbetsgivaren, under\nförutsättning att tjänstemannen kompenseras med motsvarande ledighet.\nLedigheten ska om möjligt förläggas till veckoslut.\u003C\u002Fp>\n\n\u003Cp>I lokal överenskommelse kan bestämmas att vilan ska beräknas som ett\ngenomsnitt under en period om två veckor.\u003C\u002Fp>\n\n\u003Cp>Annan avvikelse från första stycket får göras genom lokal\növerenskommelse, under förutsättning att tjänstemannen kompenseras med\nledighet eller ges lämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren beslutar att förlägga motsvarande viloperiod till\narbetstid ska löneavdrag ej göras.\u003C\u002Fp>\n\n\u003Ch3>§ 10 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Avtalet om förhandlingsordning vid rättstvister gäller även för detta\navtal.\u003C\u002Fp>\n\n\u003Ch3>§ 11 Uppsägning av överenskommelser\u003C\u002Fh3>\n\n\u003Cp>Överenskommelser enligt detta avtal kan sägas upp av parterna i respektive\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Om endera parten önskar att en lokal överenskommelse respektive rätten\natt träffa lokal överenskommelse ska bestå, ska parten skyndsamt begära att\nförhandlingar om detta förs under uppsägningstiden. Förbundsparterna kan\nförlänga uppsägningstiden för en lokal överenskommelse för att\nmöjliggöra att förhandlingar hinner slutföras innan överenskommelsen\nupphör. I sista hand kan frågan om överenskommelsen ska bestå eller inte\ntas upp till överläggningar i Avtalsnämnden.\u003C\u002Fp>\n\n\u003Ch3>§ 12 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>Bestämmelserna i detta avtal om arbetstid har samma giltighetstid som Tj\nänstemannaavtalet.\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsavtalet upphör att gälla upphör även överenskommelser, som\nslutits med stöd av avtalet, att gälla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2 Avsättning till Flexpension i Tjänsteföretag\u003C\u002Fh2>\n\n\u003Ch3>Generella regler\u003C\u002Fh3>\n\n\u003Cp>§ 1 Parterna har träffat överenskommelse om Flexpension i\nTjänsteföretag på avtalsområdet. Denna överenskommelse gäller samtliga\ntjänstemän som omfattas av allmänna villkorsavtalet och som ITP-avtalets\nålderspensionsbestämmelser är eller hade kunnat vara tillämpligt för och\ninnebär en kollektiv avsättning till flexpensionsystemet. Det innebär att\narbetsgivaren från och med den 1 november 2017 för tjänsteman som fyllt 25\nmen inte 65 år ska betala en kompletterande premie till ITP-planen, i enlighet\nmed punkt 7.2 i avdelning 1 respektive punkt 6.4 i avdelning 2 av\nITP-planen.\u003C\u002Fp>\n\n\u003Cp>§ 2 Den kompletterande premien ska inbetalas till Collectum från och med 1\nnovember 2017 och därefter månatligen. Höjning av den kompletterande premien\nsker därefter i samband med kommande lönerevisionstidpunkter i\nkollektivavtalet och enligt de rutiner som gäller för kompletterande premier\ntill ITP 1 respektive ITPK inom ITP 2. Premien ska komplettera den försäkring\nför ITP 1 eller ITPK som tjänstemannen har i anställningen hos\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Om kollektivavtalets lönerevisionsdatum under uppbyggnadsfasen är tidigare\nän de märkessättande avtalens lönerevisionsdatum, ska höjningen av den\nkompletterande premien ske vid tidpunkten för de märkessättande avtalens\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>Collectum ska, så långt det är möjligt, bistås av parterna med\nuppgifter om vilka arbetsgivare som ska göra avsättning till Flexpension i\nTjänsteföretag.\u003C\u002Fp>\n\n\u003Cp>§ 3 Premien till Flexpension i Tjänsteföretag ska från och med 2017 års\navtalsförhandlingar successivt byggas ut med ett års eftersläpning i\nförhållande till märkessättande förbunds avtal inom Svenskt Näringsliv.\nParterna är vidare överens om att Flexpension för tjänsteföretag byggs ut\ntill samma nivå som gäller för märkessättande förbund inom Svenskt\nNäringsliv med tre års fördröjning, dock totalt max 2 %. Det betyder att\nnär märkessättande förbund upphör med avsättningar, eller uppnått 2 %,\ntill Flexpension ska ytterligare avsättningar göras till Flexpension i\nTjänsteföretag under de tre efterföljande åren så att premienivåerna blir\nlika, dock högst till en premienivå om 2 procent. Parterna konstaterar att\npremieskillnaden vid införandet av Flexpension i Tjänsteföretag är 0,7\nprocent.\u003C\u002Fp>\n\n\u003Cp>Skulle löneökningsutrymmet framgent bli väsentligt lägre än det\nföregående årets löneökningsutrymme ska parterna ta upp förhandlingar om\natt helt eller delvis skjuta på det aktuella årets fastställda\navsättning.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Varje år som premienivån i Flexpension i Tjänsteföretag byggs ut minskar\nlöneökningsutrymmet i förhållande till märkessättande förbunds\nkostnadsmärke med motsvarande nivå.\u003C\u002Fp>\n\n\u003Cp>Kostnader för premiebefrielseförsäkring i Alecta respektive\npremieöverföringen till Collectum och försäkringsbolagen samt\nförvaltningskostnader, ska belasta de avsatta premierna.\u003C\u002Fp>\n\n\u003Cp>Ersättning från premiebefrielseförsäkringen utbetalas enligt Collectums\noch Alectas villkor för kompletterande premier till ITP 1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>§ 4 Arbetsgivare som omfattas av Flexpension i Tjänsteföretag kan ta\nställning till om tjänstemännen vid företaget ska ha möjligheten att\navstå från avsättning till Flexpension. Tjänstemannens fasta kontanta lön\nhöjs vid avståendetidpunkten med motsvarande vid den tidpunkten aktuell\nkollektiv premienivå. Med avståendetidpunkt menas den tidpunkt då lämnat\nbesked om avstående får verkan. Sådant avstående gäller för den aktuella\nanställningen hos arbetsgivaren, dvs den juridiska personen. Ett avstående\npåverkar inte tidigare inbetalda premier till Flexpension i\nTjänsteföretag\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren tagit ställning till att tjänstemännen vid företaget\nfår välja att avstå kan den tjänsteman som så önskar meddela sin\narbetsgivare om att denne vill avstå från avsättning till Flexpension vid\nföljande tillfällen:\u003C\u002Fp>\n\n\u003Cp>•Nyanställd tjänsteman vid företaget kan lämna besked om avstående\ntidigast vid tillträdesdagen i anställningen och senast två månader\ndärefter.\u003C\u002Fp>\n\n\u003Cp>•Tjänsteman anställd vid företag som genom verksamhetsöverlåtelse\ninträder i systemet för Flexpension i Tjänsteföretag kan lämna besked om\navstående tidigast efter det att regleringen avseende avsättning börjar\ngälla och senast två månader därefter.\u003C\u002Fp>\n\n\u003Cp>•Tjänsteman anställd vid företag som genom kollektivavtalsbundenhet\ninträder i systemet för Flexpension i Tjänsteföretag, enligt § 7 första\nstycket, kan lämna besked om avstående senast två månader efter\nbundenheten.\u003C\u002Fp>\n\n\u003Cp>•Tjänsteman anställd vid företag som genom kollektivavtalsbundenhet\ninträder i systemet för Flexpension i Tjänsteföretag, enligt § 7 andra\nstycket, kan lämna besked om avstående tidigast efter det att regleringen\navseende avsättning börjar gälla och senast två månader därefter.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>I samband med anställningens ingående är det möjligt för arbetsgivaren\natt i anställningsavtalet ange vad som är den överenskomna lönen respektive\nFlexpension i Tjänsteföretag samt vad lönen i sådant fall skulle bli vid\nett avstående av Flexpension. Väljer tjänstemannen att avstå från\navsättning till Flexpension kan sådant besked lämnas först fr o m att\nanställningen tillträtts.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>För det fall nyanställd tjänsteman beviljas semester, under perioden juni\ntill och med augusti, och denna period helt eller delvis faller inom ramen för\nde två månader vilka utgör möjlighet för tjänstemannen att välja att\navstå avsättning till Flexpension ska avståendemöjlighet förlängas med\nmotsvarande antal kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 3\u003C\u002Fp>\n\n\u003Cp>När tjänsteman lämnat besked om avstående får avståendet verkan från\nden 1:a dagen i den första kalendermånaden i den tvåmånadersperiod under\nvilken avståendet kan göras. Det innebär som exempel att tjänsteman som\ninträder i kollektivavtalet den 15 mars, kan lämna besked om avstående under\nperioden 15 mars - 15 maj vilket får verkan den 1 mars. Tjänstemannens lön\nhöjs från avståendetidpunkten med den då aktuella kollektiva\npremienivån.\u003C\u002Fp>\n\n\u003Cp>Undantag från ovanstående punkter gäller för tjänsteman som ej fyllt 25\når då möjligheten att lämna besked om avstående från avsättning till\nFlexpension tidigast inträder då tjänstemannen fyller 25 år och senast två\nmånader därefter.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska dokumentera att tjänstemannen valt att avstå från\navsättning till Flexpension i Tjänsteföretag i enlighet med dessa regler,\nsamt därefter anmäla detta till Collectum. För det fall fråga uppkommer har\narbetsgivaren att visa att tjänstemannen valt att avstå.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 4\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan ändra sitt ställningstagande enligt denna paragraf genom\natt fatta ett nytt beslut. Om så sker, och arbetsgivarens beslut innebär att\ntjänstemännen får möjlighet att avstå från avsättning till Flexpension i\nTjänsteföretag, gäller detta under förutsättning att tidsfrist\u002Fer ovan\nmedger detta. Om arbetsgivarens beslut innebär att tjänstemännen inte\nlängre får möjlighet att avstå, gäller tidigare medgivna avståenden\nsåvida inte annat överenskommes enligt § 5 nedan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 5\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att ett avstående ska vara tjänstemannens egna\nbeslut och får således ej vara villkorad i förhållande till förmåner i\nanställningen utöver vad som regleras i detta avtal. Arbetsgivaren kan inte\nheller på annat sätt generellt förutsätta individuella avståenden på\nföretaget.\u003C\u002Fp>\n\n\u003Cp>§ 5 Tjänsteman som har avstått från avsättning till Flexpension i\nTjänsteföretag och därmed erhållit den vid avståendetidpunkten aktuella\nkollektiva premienivån till Flexpension i Tjänsteföretag som lön kan, om\narbetsgivaren medger det, återta avståendet och få den aktuella kollektiva\npremienivån som pensionspremie istället. Huruvida pensionspremien enligt den\nkollektiva nivån ska avräknas mot lön bestäms efter överenskommelse mellan\ntjänstemannen och arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>§ 6 Tjänsteman som valt att inte avstå avsättning till Flexpension i\nTjänsteföretag kan träffa individuell överenskommelse med arbetsgivaren om\nytterligare avsättningar än vad som anges i avtalet för Flexpension i\nTjänsteföretag. Sådan individuell överenskommelse gäller under så lång\ntid och på sätt tjänstemannen och arbetsgivaren kommit överens om.\u003C\u002Fp>\n\n\u003Cp>Om individuell överenskommelse som träffats enligt vad som anges i första\nstycket upphör, ska den individuellt överenskomna ytterligare avsättningen\nutges som lön till tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Avtalsparterna i denna överenskommelse om Flexpension i Tjänsteföretag\nska verka för att sådana ytterligare avsättningar ska göras inom ramen för\npensionsplanen ITP till ITP 1 eller ITPK.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Löneväxlingssystem som tillämpas utan samband med Flexpension i\nTjänsteföretag påverkas inte av denna reglering.\u003C\u002Fp>\n\n\u003Cp>§ 7 Företag som när bundenhet av kollektivavtalet uppstår redan omfattas\nav annat flexpensionssystem ska fortsätta bygga ut företagets premienivå,\noavsett hur denna byggts upp inom ramen för centrala avtalsuppgörelser om\nFlexpension\u002Fdeltidspension, med de avsättningar som görs enligt Flexpension i\nTjänsteföretag till dess företaget når den fullt utbyggda premienivån för\nFlexpension i Tjänsteföretag om 2 %, så som anges i § 3.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>När det av respektive centralt kollektivavtal framgår att del av\nlöneutrymme används för ytterligare avsättning till Flexpension i\nTjänsteföretag ska sådana avsättningar istället utges som lön när den\nfullt utbyggda premienivån om 2 % har uppnåtts i företaget.\u003C\u002Fp>\n\n\u003Cp>Företag som när bundenhet av kollektivavtalet uppstår inte tidigare\nomfattats av flexpensionssystem gäller utöver vad som anges i § 3\nföljande:\u003C\u002Fp>\n\n\u003Cp>•12 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala 10 % av den premienivå som var aktuell vid\nanslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•24 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 20 %, totalt 30 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•36 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 20 %, totalt 50 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•48 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 25 %, totalt 75 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>•60 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 25 %, totalt 100 %, av den premienivå som var\naktuell vid anslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>Utöver ovanstående infasning av premienivån kopplat till\nanslutningstillfället har företaget även att utge löneökningsutrymme\nenligt gällande löneavtal samt de eventuella ytterligare premieavsättningar\ntill Flexpension i Tjänsteföretag som regleras i gällande avtal.\u003C\u002Fp>\n\n\u003Cp>Företaget kan välja att för samtliga tjänstemän vid företaget införa\navsättning till Flexpension i Tjänsteföretag i en snabbare takt än vad som\nanges i denna paragraf, vilket inte får medföra någon avräkning från\nlöneökningsutrymmet i gällande löneavtal. En sådan förtida uppbyggnad av\npremienivån betraktas inte heller som individuell överenskommelse om\nytterligare avsättning inom ramen för flexpensionsavtalet.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Beträffande verksamhet eller del av verksamhet som övergår från en\narbetsgivare till en annan genom en sådan verksamhetsövergång som avses i 6b\n§ anställningsskyddslagen gäller följande när förvärvaren är bunden av\nkollektivavtal om Flexpension i Tjänsteföretag och överlåtare och\nförvärvare har byggt ut respektive premienivå olika: När förvärvarens\nkollektivavtal blir tillämpligt på de övertagna tjänstemännen gäller den\npremienivå till Flexpension i Tjänsteföretag som framgår av förvärvarens\nkollektivavtal.\u003C\u002Fp>\n\n\u003Ch3>Kompletterande premier till ITP 1\u003C\u002Fh3>\n\n\u003Cp>§ 8 Den kompletterande premien ska tidigast betalas fr.o.m. den månad\ntjänstemannen fyller 25 år och längst t.o.m. månaden före den under vilken\ntjänstemannen uppnår 65 års ålder.\u003C\u002Fp>\n\n\u003Cp>§ 9 Den kompletterande premien ska beräknas på den pensionsmedförande\nlönen för pensionsförmåner enligt ITP 1, punkten 6.\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien debiteras arbetsgivaren av Collectum på samma\nunderlag som ligger till grund för premien för ITP 1.\u003C\u002Fp>\n\n\u003Ch3>Kompletterande premier till ITPK inom ITP 2\u003C\u002Fh3>\n\n\u003Cp>§ 10 Den kompletterande premien ska betalas för tjänsteman som är född\n1978 eller tidigare och längst t.o.m. månaden före den under vilken\ntjänstemannen uppnår 65 års ålder.\u003C\u002Fp>\n\n\u003Cp>§ 11 Den kompletterande premien ska beräknas på den pensionsmedförande\nlönen för pensionsförmåner enligt ITP 2, punkten 3.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som beviljats deltid i pensioneringssyfte ska arbetsgivaren\näven under sådan tid fortsatt anmäla inkomst utifrån tidigare\nsysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Avseende rörliga lönedelar förutsätts att överenskommelse träffas hur\ndessa ska anmälas. Överenskommelse träffas med utgångspunkt från tidigare\nsysselsättningsgrad med beaktande av faktisk förtjänst, ny\nsysselsättningsgrad och eventuellt förändrat lönesystem.\u003C\u002Fp>\n\n\u003Cp>§ 12 Arbetsgivaren har rätt att avanmäla tjänsteman som är\nföräldraledig. Då sådan tid med föräldrapenning är pensionsgrundande\nrekommenderar Svenskt Näringsliv och PTK arbetsgivaren att fortsätta betala\npremierna till ITP 2 under de första elva månaderna av föräldraledigheten.\nAvtalsparterna är därför överens om att denna rekommendation även ska\ngälla kompletterande premier till ITPK.\u003C\u002Fp>\n\n\u003Ch3>Utbetalningsregler\u003C\u002Fh3>\n\n\u003Cp>§ 13 Uttag av pensionsförsäkring som baseras på de kompletterande\npremierna för Flexpension i Tjänsteföretag sker i enlighet med de villkor\nsom gäller för uttag av ITP 1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>§ 14 Tolkning och tillämpning av dessa villkor sker i ITP-nämnden när\ndet gäller frågor där tillämpningen följer av ITP-planens regler. Övriga\nfrågor avseende tolkning och tillämpning av detta avtal ska hanteras i\nenlighet med kollektivavtalets förhandlingsordning.\u003C\u002Fp>\n\n\u003Ch3>Anställda som inte har ITP 1 eller ITPK\u003C\u002Fh3>\n\n\u003Cp>§ 15 För tjänstemän som är mellan 25 och 65 år och som ITP-avtalet är\neller hade kunnat vara tillämpligt för men som inte har något pågående\nintjänande av ITP 1 eller ITPK hos arbetsgivaren gäller att arbetsgivaren\nträffar enskild överenskommelse med den anställde om hur avsättningen till\nFlexpension i Tjänsteföretag ska hanteras utifrån gällande\nförutsättningar. Sådan överenskommelse kan också träffas mellan\narbetsgivaren och lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Även för tjänsteman som inte har något pågående intjänande av ITP 1\neller ITPK hos arbetsgivaren gäller §§ 4 och 5.\u003C\u002Fp>\n\n\u003Ch3>Gemensam information\u003C\u002Fh3>\n\n\u003Cp>§ 16 För att ge stöd kring hanteringen av Flexpension i Tjänsteföretag\nska de kollektivavtalsslutande parterna ta fram gemensamt informationsmaterial.\nInformationsmaterialet ska spridas till företagen, de förtroendevalda och\nföretagens tjänstemän.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 3 Överenskommelse om deltid i pensioneringssyfte\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har en förstärkt möjlighet att hos arbetsgivaren ansöka om\natt gå ner i arbetstid från 62 års ålder för att möjliggöra Flexpension.\nEn förutsättning för att överenskommelse ska kunna träffas är att så kan\nske med skäligt hänsynstagande till verksamhetens krav och behov.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vill utnyttja rätten att ansöka ska göra detta\nskriftligen. Arbetsgivaren ska skyndsamt pröva ansökan och göra en\nbedömning av möjligheterna att träffa överenskommelse om deltid.\u003C\u002Fp>\n\n\u003Cp>Kommer arbetsgivare och tjänstemannen överens om att tjänstemannen ska\ngår ner i arbetstid är anställningen från det att överenskommelsen börjar\ngälla en deltidstjänst med den sysselsättningsgrad som följer av\növerenskommelsen.\u003C\u002Fp>\n\n\u003Cp>Träffas inte överenskommelse om nedgång i arbetstid ska arbetsgivaren\nunderrätta tjänstemannen och dennes fackliga organisation (om det finns en\nlokal klubb\u002Fförening vid företaget) därom och om skälen till varför\növerenskommelse inte kan träffas. Såväl lokal som central förhandling i\nintressefrågan kan därefter påkallas av den fackliga organisationen kring\nansökan och förutsättningarna för denna. Vid förhandling anses\ntjänstemannens ansökan om att gå ned i tid avse en minskning till 80\nprocent.\u003C\u002Fp>\n\n\u003Cp>Träffas inte överenskommelse i förhandlingen gäller företagets\nbedömning även fortsättningsvis. Det förhållandet att överenskommelse\ninte träffas kan inte prövas rättsligt förutsatt att arbetsgivaren prövat\nansökan och motiverat sin bedömning med hänvisning till verksamhetens krav\noch behov.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som träffat överenskommelse enligt ovanstående reglering\noch tillhör ITP 2 ska arbetsgivaren fortsatt till Collectum anmäla inkomst\nutifrån tjänstemannens tidigare sysselsättningsgrad. Denna skyldighet\nupphör dock om tjänstemannen tar anställning hos annat företag eller på\nannat sätt bedriver verksamhet av ekonomisk natur som kan ge tjänstemannen\ninkomst.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § anställningsskyddslagen gäller inte för tjänstemän som har gått\nner i arbetstid i pensioneringssyfte.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattnings-regler rörande pension.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Avseende rörliga lönedelar förutsätts att överenskommelse träffas hur\ndessa ska anmälas. Överenskommelse träffas med utgångspunkt från tidigare\nsysselsättningsgrad med beaktande av faktisk förtjänst, ny\nsysselsättningsgrad och eventuellt förändrat lönesystem.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4 Avtal om förhandlingsordning vid rättstvister\u003C\u002Fh2>\n\n\u003Ch3>Omfattning\u003C\u002Fh3>\n\n\u003Cp>Förhandlingsordningen omfattar samtliga tjänstemän som är anställda i\nföretag som är bundna av kollektivavtal om allmänna anställningsvillkor med\nundantag för tjänstemän som med hänsyn till arbetsuppgifter och\nanställningsvillkor får anses ha företagsledande eller därmed jämförlig\nställning.\u003C\u002Fp>\n\n\u003Ch3>Förhandlingspreskription\u003C\u002Fh3>\n\n\u003Cp>Om en part vill yrka skadestånd eller annan fullgörelse enligt lag,\nkollektivavtal eller enligt enskilt avtal, ska parten, om inte annan ordning\nanges i det aktuella kollektiv-avtalet, begära förhandling inom fyra månader\nfrån det parten fått kännedom om den omständighet som anspråket grundas\npå. Förhandlingen måste dock begäras senast två år efter det att denna\nomständighet inträffat.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom föreskriven tid, förlorar parten\nrätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att samtliga tvister där\nanställningsförhållandet ingår som en nödvändig förutsättning för ett\nrättsanspråk omfattas av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som avser att rikta rättsliga anspråk på\nkollektivavtalsbunden organisation eller medlem där\nanställningsförhållandet utgjort en nödvändig förutsättning måste\nförst iaktta förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Enskild tjänsteman har möjlighet att välja att väcka talan utan\nföregående förhandling enligt förhandlingsordning eller utan att fullfölja\ni central förhandling enligt förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Om en tvistefråga grundar sig på lagen om anställningsskydd, eller\ngrundar sig på fråga enligt kollektivavtalad anställningsform, ska lagen om\nanställningsskydds tidsfrister gälla i stället för fristerna i denna\nförhandlingsordning med de tillägg som framkommer i det följande avseende\nfrister som ska iakttas mellan lokal och central förhandling.\u003C\u002Fp>\n\n\u003Ch3>Lokal förhandling\u003C\u002Fh3>\n\n\u003Cp>En förhandling ska i första hand fullgöras mellan de lokala parterna\n(arbetsgivaren och den lokala fackliga organisationen).\u003C\u002Fp>\n\n\u003Cp>Förhandlingen ska påbörjas snarast möjligt och senast inom två veckor\nfrån den dag då förhandlingsbegäran bekräftats, om inte parterna har\nkommit överens om annat.\u003C\u002Fp>\n\n\u003Ch3>Central förhandling\u003C\u002Fh3>\n\n\u003Cp>Efter avslutad lokal förhandling ska den part som påkallat den lokala\nförhandlingen och som vill fullfölja ärendet hänskjuta frågan till central\nförhandling.\u003C\u002Fp>\n\n\u003Cp>Begäran om central förhandling ska vara skriftlig och göras hos\nmotpartens organisation inom följande tider från den dag då den lokala\nförhandlingen avslutats;\u003C\u002Fp>\n\n\u003Cp>1.inom två veckor vid tvisteförhandling som gäller rättstvist om\nogiltigförklaring av en uppsägning eller ett avskedande eller förklaring att\nvisstidsanställning är otillåten och att anställningen ska gälla tills\nvidare och\u003C\u002Fp>\n\n\u003Cp>2.inom två månader i övriga rättstvister\u003C\u002Fp>\n\n\u003Cp>Försummas detta förlorar parten rätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påbörjas snarast möjligt och senast inom två\nveckor från den dag då förhandlingsbegäran bekräftats, om inte parterna\nhar kommit överens om annat.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Förhandlingen är i normalfallet avslutad samtidigt med sammanträdet för\nförhandlingen. Om det ska ske vid senare tidpunkt ska det uttryckligen vara\növerenskommet mellan parterna. Ytterst kan förhandling avslutas genom att\npart skriftligen frånträder förhandlingen.\u003C\u002Fp>\n\n\u003Ch3>Rättsligt avgörande\u003C\u002Fh3>\n\n\u003Cp>Om en rättstvist som rör lag, kollektivavtal eller enskilt avtal har varit\nföremål för central förhandling utan att kunna lösas, får part hänskjuta\ntvisten till rättsligt avgörande inom tre månader från den dag då den\ncentrala förhandlingen har avslutats. Försummas detta förlorar parten\nrätten till talan.\u003C\u002Fp>\n\n\u003Ch3>Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>Förhandlingsordningen gäller tills vidare med en uppsägningstid av sex\nmånader. Uppsägning kan dock tidigast ske till den tidpunkt då mellanvarande\nkollektivavtal om allmänna anställningsvillkor löper ut.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denna förhandlingsordning påverkar inte reglerna om frister och\nskyldigheter för arbetsgivaren att begära förhandling enligt 34, 35 och 37\n§§ lagen om medbestämmande i arbetslivet.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5 Avtal om kompetensutveckling\u003C\u002Fh2>\n\n\u003Ch3>1.Inriktning\u003C\u002Fh3>\n\n\u003Cp>Konkurrensförmågan hos företagen inom tjänstesektorn är allt mer\nberoende av kvalificerade medarbetare. För att verksamheten ska utvecklas är\ndet viktigt med en kontinuerlig och planerad kompetensutveckling av\nmedarbetarna.\u003C\u002Fp>\n\n\u003Cp>Kompetens är förmågan att klara av en uppgift. För att klara uppgiften\nbehövs flera egenskaper hos individen.\u003C\u002Fp>\n\n\u003Cp>Kompetens är ett komplext begrepp som innebär en mångfald av de\nmänskliga resurserna.\u003C\u002Fp>\n\n\u003Cp>-\u003Cstrong>Kunskaper\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Veta fakta och kunna metoder\u003C\u002Fp>\n\n\u003Cp>-\u003Cstrong>Färdigheter\u003C\u002Fstrong> \u003C\u002Fp>\n\n\u003Cp>Kunna göra, hantera verktyg\u003C\u002Fp>\n\n\u003Cp>-\u003Cstrong>Kontakter\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Social förmåga, kontaktnät, inflytande\u003C\u002Fp>\n\n\u003Cp>-\u003Cstrong>Attityder\u002Fvärdering\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vilja göra, anse riktigt, ta ansvar\u003C\u002Fp>\n\n\u003Cp>-\u003Cstrong>Erfarenheter\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lära av misstag och framgång\u003C\u002Fp>\n\n\u003Cp>-\u003Cstrong>Handledning\u002FLedarskap\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Utvecklingen kan i hög grad ske direkt på arbetsplatsen genom en flexibel\noch stimulerande arbetsorganisation där teori och praktik blandas.\u003C\u002Fp>\n\n\u003Cp>En fortlöpande utveckling av företag och medarbetare skapar\nförutsättningar för lönsamhet och tryggare anställning.\u003C\u002Fp>\n\n\u003Ch3>2.Rätt och ansvar\u003C\u002Fh3>\n\n\u003Cp>Alla medarbetare har såväl rätt till som eget ansvar för att\nkontinuerligt utvecklas i arbetet. Företaget ska skapa förutsättningar för\ndetta. Kvinnor och män ska ges samma möjlighet till kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>Med kompetensutveckling menas alla åtgärder som bidrar till att öka en\neller flera delar av individernas kompetens. För att kompetensutveckling ska\nvara möjlig krävs att goda förutsättningar finns vad gäller till exempel\narbetsorganisation, ledarskap och teknik.\u003C\u002Fp>\n\n\u003Ch3>3.Kompetensutveckling i samverkan\u003C\u002Fh3>\n\n\u003Cp>Utformningen av kompetensutvecklingen är en ledningsuppgift.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling utgår från en långsiktig verksamhetsanalys,\ngenomförd av företaget efter samråd med den lokala fackliga representanten i\nföretaget. I analysen förutsätts varje medarbetares medverkan och\nengagemang.\u003C\u002Fp>\n\n\u003Cp>Planer för kompetensutveckling utformas och följs upp kontinuerligt med\nhänsyn till konkurrens- och omvärldssituationen.\u003C\u002Fp>\n\n\u003Cp>Kartläggningen av den enskilde medarbetarens utvecklingsbehov och\nplaneringen av de åtgärder som är lämpliga sker i samverkan med\nmedarbetaren.\u003C\u002Fp>\n\n\u003Cp>Utvecklingssamtal och arbetsplatsträffar rekommenderas som grund för\nplanering av kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Ch3>4.Kostnader\u003C\u002Fh3>\n\n\u003Cp>Av arbetsgivaren beordrad kompetensutveckling betraktas som arbete och ska\nersättas enligt gällande kollektivavtal.\u003C\u002Fp>\n\n\u003Ch3>5.Stimulera och premiera\u003C\u002Fh3>\n\n\u003Cp>Kompetensutvecklingen måste uppmärksammas, stimuleras och premieras. Vid\nlönesättning och lönerevision är det naturligt att koppling sker till\nresultat och kompetens. Varje chef bör hålla utvecklingssamtal som ett medel\nför att erhålla en grund för bedömning av utvecklingsinsatser och\nlönesättning för tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Upplysning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna har gemensamt utarbetat följande material:\u003C\u002Fp>\n\n\u003Cp>Policydokumentet ”Kompetensutveckling”\u003C\u002Fp>\n\n\u003Cp>Verktyg ”Kompetensanalysen och utvecklingssamtalet”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6 Villkor för ingående och avbrytande av tidsbegränsade\nanställningar som ingåtts före den 1 november 2017\u003C\u002Fh2>\n\n\u003Ch3>2.2 Villkor för tidsbegränsade anställningar\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\u003C\u002Fp>\n\n\u003Cp>anställning:\u003C\u002Fp>\n\n\u003Cp>-För viss tid, viss säsong eller visst arbete om arbetsuppgifternas\nsärskilda beskaffenhet föranleder en sådan anställning.\u003C\u002Fp>\n\n\u003Cp>-Vid vikariat för att ersätta en tjänsteman vid till exempel dennes\nledighet på grund av semester, sjukdom, utbildning eller\nföräldraledighet.\u003C\u002Fp>\n\n\u003Cp>-För att upprätthålla en ledigförklarad befattning under högst sex\nmånader, om arbetsgivaren och den lokala tjänstemannaparten inte kommer\növerens om annat.\u003C\u002Fp>\n\n\u003Cp>-För att avlasta en tillfällig arbetstopp.\u003C\u002Fp>\n\n\u003Cp>-För skolungdom och studerande när de har ferier eller annars gör\nuppehåll i studierna samt vid praktikarbete.\u003C\u002Fp>\n\n\u003Cp>-För tjänstemän som uppnått den ordinarie pensionsåldern enligt ITP-\nplanen.\u003C\u002Fp>\n\n\u003Cp>-För tjänstemän som omfattas av avtalet med Akademikerförbunden kan\nanställning ske för avtalad visstidsanställning vid ett eller flera\ntillfällen. Anställningstiden får sammanlagt vara högst 24 månader under\nen period av fem år.\u003C\u002Fp>\n\n\u003Cp>Vid tidsbegränsad anställning som bedöms få en varaktighet av högst en\nmånad gäller inte företrädesrätt till återanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*Anm.: En avtalad visstidsanställning övergår till en\ntillsvidareanställning när en arbetstagare har varit anställd hos\narbetsgivaren i avtalad visstidsanställning i sammanlagt mer än två år\nunder en femårsperiod, eller under en period då arbetstagaren har haft\ntidsbegränsade anställningar hos arbetsgivaren i form av avtalad\nvisstidsanställning, vikariat eller säsongsarbete och anställningarna följt\npå varandra. En anställning har följt på en annan om den tillträtts inom\nsex månader från den föregående anställningens slutdag.\u003C\u002Fp>\n\n\u003Cp>Rätten för enskild arbetsgivare att använda avtalad visstidsanställning\nkan av akademikerförening vid företaget eller Civilekonomerna sägas upp med\ntre månaders uppsägningstid. Uppsägning ska föregås av överläggning\nmellan parterna. Vid överläggning ska arbetsgivaren kunna motivera\nomfattningen av användningen av anställningsformen och arbetstagarparten\nskälen till en uppsägning. En sådan uppsägning gäller till dess lokala\neller centrala parter kommer överens om annat.\u003C\u002Fp>\n\n\u003Ch3>2.3 Provanställning\u003C\u002Fh3>\n\n\u003Cp>Avtal om provanställning far träffas när syftet är att anställningen\nefter prövotiden ska övergå till en tillsvidareanställning. Avtalet får\nomfatta högst sex månader. Om tjänstemannen varit frånvarande under\nprovperioden, kan anställningen efter överenskommelse förlängas med\nmotsvarande tid.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren motivera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\n\n\u003Ch3>2.4 Underrättelse om provanställning och anställning vid arbetstopp\u003C\u002Fh3>\n\n\u003Cp>Innan arbetsgivaren och tjänstemannen träffar avtal om anställning på\nprov eller anställning för att avlasta en tillfällig arbetstopp, bör\narbetsgivaren underrätta berörd tjänstemannaklubb, om det är praktiskt\nmöjligt. Underrättelsen ska dock alltid lämnas inom en vecka efter det att\navtal om anställning har träffats. Om så begärs ska arbetsgivaren\növerlägga med facklig representant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 7 Riktlinjer för timlön\u003C\u002Fh2>\n\n\u003Cp>Huvudregeln i tjänstemannaavtalet är månadslön. Timlön kan användas\nvid tidsbegränsade anställningar med oregelbunden sysselsättning eller vid\ntidsbegränsade anställningar understigande två kalendermånader.\u003C\u002Fp>\n\n\u003Cp>Timlön uträknas genom att heltidsmånadslönen divideras med 167.\nTimlönen får inte understiga lägstalönerna i löneavtalet 1.4. Vid\ntillämpning av tjänstemannaavtalets divisorer för övertid, förskjuten\narbetstid, jour, beredskap och restid sker omräkning till månadslön genom\natt aktuell timlön multipliceras med 167. I övertids- och restidsersättning\ningår semesterlön.\u003C\u002Fp>\n\n\u003Cp>Beräkning av sjuklön dag 1 - 14 sker med utgångspunkt från timlönen.\n\u003C\u002Fp>\n\n\u003Ch3>Semesterersättning vid timlön\u003C\u002Fh3>\n\n\u003Cp>Semesterersättning utges med 12,5 % av intjänad lön (utom för\nersättning för övertid och restid). Vid semesterlönegrundande frånvaro\nräknas lönesumman upp enligt semesterlagen 16 b §. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"pensionfund":46,"sicknesspay":50,"deathrelatives":53,"WORKHOURS_trigger":57,"hourspweek_select":60,"PAIDLEAV_trigger":64,"bankholidays1":68,"ANNLEAVE_trigger":70},{"bindId":43,"name":44,"text":45},"cbadate_start","Detta avtal gäller från och med den 1 ja","Detta avtal gäller från och med den 1 januari 2021 till och med den 31\ndecember 2023. Avtalet kan sägas upp inför det tredje avtalsåret under\nförutsättning att avtalen för tjänstemän sagts upp för märkessättande\nförbund inom industrin. Sådan uppsägning ska ske senast den 30 september\n2022. Vid uppsägning faller både tredje avtalsåret och förskjutningsåret\n(1 januari 2023-31 december 2023).",{"bindId":47,"name":48,"text":49},"pensionfund","* Avtal om industrins och handelns tillä","* Avtal om industrins och handelns tilläggspension -\nITP-avtalet SAvtal om Tjänstegrupplivförsäkring (TGL)",{"bindId":51,"name":52,"text":52},"sicknesspay","§ 10 Sjuklön med mera",{"bindId":54,"name":55,"text":56},"deathrelatives","Permission beviljas i regel endast för d","Permission beviljas i regel endast för del av arbetsdag. I särskilda fall\nkan dock permission beviljas även för en eller flera dagar till exempel vid\nhastigt påkommande sjukdomsfall inom tjänstemannens familj eller nära\nanhörigs dödsfall.",{"bindId":58,"name":59,"text":59},"WORKHOURS_trigger","§ 2 Ordinarie arbetstid",{"bindId":61,"name":62,"text":63},"hourspweek_select","Begränsningsperiod innebär att den ordin","Begränsningsperiod innebär att den ordinarie arbetstiden kan variera under\nperioden. Den ordinarie arbetstiden får inte överstiga 40 timmar i genomsnitt\nper helgfri vecka under en begränsningsperiod om sex månader. Vill företaget\nistället tillämpa en begränsningsperiod om tolv månader ska först en\növerläggning genomföras med lokal part. Under överläggningen ska parterna\ndiskutera:",{"bindId":65,"name":66,"text":67},"PAIDLEAV_trigger","9.3 Semesterns längd 9.3.1 Antal semeste","9.3 Semesterns längd\n\n9.3.1 Antal semesterdagar\n\n-25 semesterdagar enligt semesterlagen",{"bindId":69,"name":55,"text":56},"bankholidays1",{"bindId":71,"name":72,"text":73},"ANNLEAVE_trigger","9.4.4 Semesterersättning Ersättning för ","9.4.4 Semesterersättning\n\nErsättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella månadslönen samt semestertillägg enligt 9.4.1 och 9.4.2.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>KOLLEKTIVAVTAL Revision- och konsultföretagen Avtal om allmänna villkor, arbetstid och kompetensutveckling 2021-01-01-2023-12-31 - 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: → 2023-12-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Bygg-och anläggning, teknisk rådgivning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Övrigt\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        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: → Ja\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: → Nej\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            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -9 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Föräldraledighet (mammor) begränsad till 100 % av grundlönen\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\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            \u003Cdiv id=\"display-childcareleave\">\n                Betald ledighet per år för vård av anhörig: → 1 dagar\n            \u003C\u002Fdiv>\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: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för 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