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charset=UTF-8\">\n  \u003Ctitle>New1\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>Teknikavtalet IF Metall\u003C\u002Fh1>\n\n\u003Ch1>Avtal mellan Teknikarbetsgivarna och Industrifacket Metall (IF Metall)\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>1 november 2020–31 mars 2023\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cem>\u003Cstrong>Det tidigare s.k.”Verkstadsavtalet” mellan VF och Metall har\nomarbetats och benämns numera ”Teknikavtalet IF Metall”.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>I äldre avtalstexter förekommer organisationernas tidigare\nnamn och förkortningar liksom den tidigare benämningen \u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Verkstadsavtalet (VA).\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Sveriges Verkstadsförening (VF) =\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Teknikarbetsgivarna\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Svenska Arbetsgivareföreningen (SAF) =\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>Svenskt Näringsliv\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>\u003Cstrong>\u003Cem>Svenska Metallindustriarbetareförbundet (Metall)\n\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003Cem>\u003C\u002Fem>\u003C\u002Fstrong>\u003Cstrong>\u003Cem>och Industrifacket = Industrifacket\nMetall (IF Metall)\u003C\u002Fem>\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Teknikavtalet IF Metall\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Kollektivt avtal mellan Teknikarbetsgivarna och Industrifacket Metall (IF\nMetall)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Fredspliktoch förhandlingsordning\u003C\u002Fh2>\n\n\u003Cp>Sedan gammalt gäller mellan Teknikarbetsgivarna och IF Metall att\narbetsgivare och arbetare i konstruktiva diskussioner ordnar sina gemensamma\nangelägenheter och på det sättet försöker undvika tvister. I de fall tvist\nuppstår är parterna överens att i lokala och, vid behov, centrala\nförhandlingar göra allvarliga försök att lösa tvisterna inom ramen för\nförhandlingsordningen. På det sättet kan vi även framdeles upprätthålla\nen god tradition av att så långt möjligt undvika tvistelösning i domstol\noch därmed bidra med en effektiv och smidig tvistehantering till fördel för\nsåväl arbetare som foretag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 1 Fredsplikt\u003C\u002Fh4>\n\n\u003Cp>Partema är ense om att fredsplikt råder rörande anställningsvillkor och\nförhållandena i övrigt mellan partema under avtalets giltighetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att denna bestämmelse inte påverkar rätten att\nvidta sympatiåtgärder enligt kap. Ill Huvudavtalet SAF-LO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2 Förhandlingsskyldighet\u003C\u002Fh4>\n\n\u003Cp>Om det uppstår en rättstvist eller intressetvist rörande\nanställningsvillkor eller förhållandet i övrigt mellan parterna ska\nförhandlingar föras i den ordning som följer av detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 3 Förhandlingar på lokal och central nivå\u003C\u002Fh4>\n\n\u003Cp>Förhandlingar sker först på lokal nivå (lokal förhandling) och\ndärefter, om enighet inte har uppnåtts, på central nivå (central\nförhandling).\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling sker mellan parterna på arbetsplatsen under medverkan av\nlokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med lokal facklig organisation avses verkstadsklubb. Vid företag där\nverkstadsklubb inte finns är avdelningen lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Central förhandling fors mellan parterna på förbundsnivå.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4 Betaln ingstvister och tvister om arbetsskyldighet\u003C\u002Fh4>\n\n\u003Cp>Vad som i mom. 5-7, 10 och 11 sägs i fråga om frister och väckande av\ntalan gäller inte i tvister som avses i 34 och 35 §§ MBL. I sådana tvister\ngäller vad som anges i 37 § MBL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I tvist enligt lagen (1949:345) om rätten till arbetstagares uppfinningar\nersätter förhandlingsordningens bestämmel-ser 35 § MBL, som således inte\nkan tillämpas i sådana tvister.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5 Begäran om lokal förhandling\u003C\u002Fh4>\n\n\u003Cp>Uppkommer en rättstvist om ogiltigförklaring av en uppsägning eller ett\navskedande, ska den part som vill driva frågan begära lokal förhandling.\nBegäran ska nå motparten senast två veckor efter det att uppsägningen eller\navskedandet skedde. Har arbetstagaren inte fått ett sådant besked om\nogiltighetstalan som avses i 8 § andra stycket eller 19 § andra stycket i\nlagen om anställnings-skydd uppgår dock fristen till en månad och räknas\nfrån den dag anställningen upphörde.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom den tid som anges i första stycket\nhar parten förlorat sin rätt att förhandla i frågan.\u003C\u002Fp>\n\n\u003Cp>Uppkommer en annan tvist än som avses i första stycket ska en lokal\nförhandling begäras så snart det kan ske.\u003C\u002Fp>\n\n\u003Cp>Begäran ska senast nå motparten fyra månader efter det att den part som\nbegär förhandling ska anses ha haft kännedom om de sakomständigheter som\nligger till grund för tvisten eller i tvist om otillåten visstidsanställning\nmer än en månad efter det att tiden för anställningen löpt ut.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom den tid som anges i tredje stycket\nhar parten förlorat sin rätt att förhandla i frågan. Detta gäller också\nunder alla omständigheter i sådana tvister om förhandling begärs mer än\ntvå år efter det att de sakomständigheter inträffat som ligger till grund\nför tvisten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För ostridig till betalning förfallen lön eller annan ersättning gäller\npreskription enligt lag. I fråga om möjligheten att vidta s.k.\nindrivningsblockad gäller 41 § andra stycket MBL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 6 Begäran om central förhandling\u003C\u002Fh4>\n\n\u003Cp>Om parterna inte kommer överens om hur en tvist ska lösas vid den lokala\nförhandlingen ska den part som vill driva tvisten vidare begära en central\nförhandling hos motparten.\u003C\u002Fp>\n\n\u003Cp>Itvister om ogiltigförklaring av en uppsägning eller ett avskedande bör\nbegäran om central förhandling nå motparten senast två veckor från den dag\nden lokala förhandlingen avslutades.\u003C\u002Fp>\n\n\u003Cp>Efter lokal förhandling enligt 11 § eller 12 § MBL ska begäran nå\nmotparten senast en vecka från den dag den lokala förhandlingen avslutades.\nDet gäller också i fråga om tvister om tystnadsplikt enligt 21 § MBL samt\nvid s.k. entreprenadförhandlingar enligt 38 § MBL.\u003C\u002Fp>\n\n\u003Cp>I en annan tvist än som avses i tredje stycket ska begäran om central\nförhandling göras skyndsamt. Begäran ska nå motparten senast två månader\nfrån den dag den lokala förhandlingen avslutades.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom den tid som anges i tredje eller\nfjärde stycket har parten förlorat sin rätt att förhandla i frågan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 7 Tiden inom vilken en lokal eller central förhandling ska\npåbörjas\u003C\u002Fh4>\n\n\u003Cp>Har en begäran om förhandling gjorts inom föreskriven tid ska\nförhandlingen påbörjas snarast möjligt, dock senast inom tre veckor från\nden dag begäran gjordes. Parterna kan i enskilda fall komma överens om\nlängre tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 8 Förhandlingsprotokoll\u003C\u002Fh4>\n\n\u003Cp>Om så begärs ska ett protokoll föras över förhandlingen. Protokollet\nska justeras av parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 9 Hur förhandlingar avslutas\u003C\u002Fh4>\n\n\u003Cp>En lokal eller en central förhandling är avslutad då parterna kommer\növerens om det eller ena parten gett motparten tydligt besked om att han anser\nförhandlingen avslutad.\u003C\u002Fp>\n\n\u003Cp>Om protokoll förts ska en anteckning om när förhand-lingen avslutades\ngöras i förhandlingsprotokollet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 10 Rättsverkan av pågående förhandlingar och av förlust av\nförhandlingsrätt\u003C\u002Fh4>\n\n\u003Cp>Före det att förhandling mellan parterna enligt denna förhandlingsordning\nhar avslutats får parterna inte vidta rättsliga eller andra åtgärder i\nanledning av tvisten. Det gäller inte om part genom förhandlingsvägran\nförhindrat förhandlingar enligt förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Part som enligt bestämmelserna i denna förhandlings-ordning har förlorat\nsin rätt till förhandling får inte vidta åtgärder i anledning av\ntvisten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 11 Väckande av talan\u003C\u002Fh4>\n\n\u003Cp>Den som efter avslutad förhandling vill driva en rättstvist vidare måste\nväcka talan. I en tvist om ogiltigförklaring av en uppsägning eller ett\navskedande eller att en visstids- anställning är otillåten och att\nanställningen ska gälla tills vidare, ska talan väckas inom två (2) veckor\nfrån den dag då den centrala förhandlingen avslutades och i andra tvister\ninom fyra (4) månader från nu nämnda dag.\u003C\u002Fp>\n\n\u003Cp>Gäller tvisten tystnadsplikt enligt 21 § MBL ska talan väckas inom tio\n(10) dagar från den dag då den centrala förhandlingen avslutades.\u003C\u002Fp>\n\n\u003Cp>Väcks inte talan inom de tider som anges i första stycket har parten\nförlorat sin talan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 12 Övrigt\u003C\u002Fh4>\n\n\u003Cp>I vissa särskilda fall, t.ex. vid fredspliktsbrott och i fråga om\ninterimistiska förordnanden, kan talan föras utan föregående förhandlingar\noch denna förhandlingsordning ska inte medföra förändringar av gällande\nrätt. Förhand-lingsordningen ersätter kap. II huvudavtalet SAF-LO som i\növrigt gäller mellan parterna.\u003C\u002Fp>\n\n\u003Cp>Kommentar: Huvudavtalet återfinns på IF Metalls medlemssidor\nwww.ifmetall.se, alternativt kan det rekvireras från någon av förbundets\nlokalavdelningar.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Löneprinciperna\u003C\u002Fh2>\n\n\u003Cp>Lönesättningen ska vara differentierad efter individuella eller andra\ngrunder. Löneskillnader ska vara objektivt och väl motiverade. Lönen ska\nbestämmas med hänsyn till ansvaret och svårighetsgraden i arbetsuppgifterna\noch den anställdes sätt att uppfylla dessa. Ett svårare arbete som ställer\nhögre krav på skicklighet, ansvar och kompetens ska ge högre lön än ett\nenklare arbete. Hänsyn ska också tas till arbetsmiljön och\nförutsättningarna för hur arbetet kan utföras. Även marknadskrafterna\npåverkar löneavvägningen. Varje medarbetare ska veta på vilka grunder\nlönen satts och vad medarbetaren kan göra för att öka lönen. Systematisk\nvärdering av arbetsinnehåll och personliga kvalifikationer utgör goda\ngrunder för bedömningen. Teoretiska och praktiska kunskaper, omdöme och\ninitiativ, ansvar, ansträngning, arbetsmiljö, samarbets- och\nledningsförmåga är exempel på viktiga faktorer som bör användas av de\nlokala parterna vid en värdering.\u003C\u002Fp>\n\n\u003Cp>Vid höjda krav i befattningen, genom ökad erfarenhet, fler och mer\nkrävande arbetsuppgifter, ökade befogenheter, större ansvar, ökad kunskap\neller kompetens bör en anställd successivt kunna höja sin lön. Lönesystem\noch lönesättning i företagen bör utformas så att de blir en drivkraft för\nutvecklingen av de anställdas kompetens och arbetsuppgifter. Lönesättningen\nstimulerar därigenom till produktivitetsökning och ökad konkurrenskraft.\nSamma löneprinciper ska gälla för samtliga arbetstagare.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Diskriminerande eller andra sakligt omotiverade skillnader i löner och\nandra anställningsvillkor mellan anställda ska inte förekomma. De lokala\nparterna ska inför löneförhandlingar, som ska ske enligt avtalet, analysera\nom diskriminerande eller på annat sätt sakligt omotiverade löneskillnader\nförekommer. Framgår det av dessa analyser att omotiverade löneskillnader\nfinns i företaget ska dessa justeras i samband med löneförhand-lingarna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Lönebestämmelser\u003C\u002Fh2>\n\n\u003Ch4>Mom. 1\u003C\u002Fh4>\n\n\u003Cp>De löneformer bör tillämpas som - med hänsyn till verksamhetens art och\narbetsorganisationen - främjar kraven på produktivitet,\narbetstillfredsställelse, effektivitet, konkurrenskraft och lönetrygghet. Med\nutgångspunkt i löneprinciperna bör de lokala parterna komma överens om\nlönesystem. Avtalet bygger på månadslön som kan kompletteras med tillägg\noch med rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Anmärkning\u003C\u002Fh4>\n\n\u003Cp>Om lokal part särskilt begär tillämpas bestämmelserna i tim- och\nackordslönebilagan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2\u003C\u002Fh4>\n\n\u003Cp>Lägsta lön per månad\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som fyllt 18 år är lägsta månadslön 20 705 kr fr.o.m.\nden 1 november 2020, och 21161 kr fr.o.m. den 1 april 2022. För särskilt\nkvalificerade arbeten är lägsta månadslön 22 871 kr fr.o.m. den 1 november\n2020 och 23 374 kr fr.o.m. den 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med en sammanlagd anställningstid vid företaget om minst 12\nmånader under de senaste 36 månaderna ska från och med den 1 november 2020\nha en lön som överstiger den lägsta månadslönen i den grupp arbetstagaren\ntillhör med minst 673 kronor, och den 1 april 2022 minst 688 kronor. För\narbetstagare med en sammanlagd anställningstid vid företaget om minst 24\nmånader under de senaste 36 månaderna ska lönen överstiga den lägsta\nmånadslönen i den grupp arbetstagaren tillhör med minst 1209 kronor från\nden 1 november 2020, och med minst 1236 kronor den 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-minijobs_excluded\">\u003Cp>Lön till elever i yrkesutbildning m.m.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna om lägsta löner gäller inte elever i yrkes-utbildning -\nbeträffande vilka särskild överenskommelse träffats - eller arbetstagare\nunder 18 år. Efter lokal över-enskommelse kan undantag från lägsta lönerna\ngöras också för andra arbetstagare då särskilda skäl föreligger.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Feriearbete\u003C\u002Fp>\n\n\u003Cp>För gymnasieungdomar 16-18 år, som anställs på viss tid för\nferiearbete, betalas timlön om lägst 7 994 öre fr.o.m. den 1 november 2020,\noch 8 170 öre fr.o.m. den 1 april 2022. Lönen inkluderar helg- och\nsemesterlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 3\u003C\u002Fh4>\n\n\u003Cp>Lön per dag och timme\u003C\u002Fp>\n\n\u003Cp>Lön per dag utgör månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******************************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Lön per timme utgör månadslönen \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************************\u003C\u002Fspan>175\u003C\u002Fp>\n\n\u003Cp>Vid annan ordinarie arbetstid än 40 timmar per vecka i genomsnitt per\nkalenderår anpassas talet 175 i proportion till arbetstiden. Arbetstidsmåtten\när bestämda i § 4 mom. 3:2 första stycket.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av lön per dag och timme medtas inte eventuell\npremielönedel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Löneberäkning vid frånvaro\u003C\u002Fh4>\n\n\u003Cp>Vid frånvaro del av dag eller hel dag för period om högst fem arbetsdagar\ngörs avdrag med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>Vid längre frånvaro än fem arbetsdagar görs avdrag med lön per dag för\nvarje kalenderdag som frånvaron omfattar. Arbetsfria dagar som inleder eller\navslutar en frånvaro-period räknas inte som frånvarodagar.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs - oberoende av om frånvaron inleds\neller avslutas på arbetsfri dag - avdrag med hela månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid sjukfrånvaro, tjänstledighet med rätt till föräldra-penningtillägg\noch ledighet med tillfällig föräldrapenning finns särskilda bestämmelser\nom löneavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Lön för del av löneperiod\u003C\u002Fh4>\n\n\u003Cp>Om en arbetstagare böljar eller slutar sin anställning under löpande\nkalendermånad betalas - förutom eventuell premielönedel - lön per timme om\nanställningen omfattar högst fem arbetsdagar av månaden och i andra fall\nlön per dag för vaije kalenderdag som anställningen omfattar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Löneutbetalning\u003C\u002Fh4>\n\n\u003Cp>Utbetalning av månadslön sker en gång per månad vid en på förhand\nfastställd tidpunkt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Arbetstid\u003C\u002Fh2>\n\n\u003Ch4>Mom. 1 Arbetstidslagen\u003C\u002Fh4>\n\n\u003Cp>Denna paragraf ersätter arbetstidslagen i dess helhet. Reglerna i\nparagrafen utgör ingen ändring av arbetsmiljölagens regler för\nminderåriga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2 Definitioner\u003C\u002Fh4>\n\n\u003Cp>arbetstid: all tid då arbetstagaren står till arbetsgivarens förfogande\nsamt därvid utför aktiviteter eller uppgifter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Jourtid räknas som arbetstid. Arbetsberedskap räknas inte som\narbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>viloperiod:\u003C\u002Fstrong> varje period som inte är arbetstid. I de fall\ninte annat är angivet är viloperiod obetald.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>natt\u003C\u002Fstrong>: med natt avses perioden mellan klockan 22.30 och\nklockan 05.30. Med stöd av lokal överenskommelse kan natt definieras som\nannan period om minst sju timmar som innefattar perioden mellan klockan 00.00\noch klockan 05.00.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>nattarbetande\u003C\u002Fstrong>: arbetstagare som normalt utför minst tre\ntimmar av sin arbetstid nattetid, och arbetstagare som troligen kommer att\nfullgöra minst hälften av sin årsarbetstid nattetid.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>skiftarbete\u003C\u002Fstrong>: varje metod att dela in arbetet i skift\nvar-igenom arbetstagare avlöser varandra vid samma arbets-platser enligt en\nviss arbetsgång, även då denna är roter¬\u003C\u002Fp>\n\n\u003Cp>ande; skiften kan vara kontinuerliga eller diskontinuer-liga; metoden kan\nmedföra att arbetstagare måste arbeta vid olika tider under en given period\nav dagar eller veckor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Denna definition är inte avsedd att ändra gällande praxis inom\navtalsområdet.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>skiftarbetare\u003C\u002Fstrong>: varje arbetstagare vars arbetsschema ingår\ni skiftarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Aven tillfälliga inhopp i en skiftarbetsordning räknas som skiftarbete i\nfråga om skiftformstillägg. För intjänande av tid till tidbank enligt vad\nsom gäller för skiftarbete ska arbetstagaren under en sammanhängande period\nom minst en hel arbetsvecka delta i skiftarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>tillräcklig vila:\u003C\u002Fstrong> att arbetstagarna har regelbundna\nviloperioder, vars längd anges i tidsenheter och som är tillräckligt långa\noch sammanhängande för att säkerställa att de inte på grund av trötthet\neller ojämn arbetsrytm skadar sig själva, sina kolleger eller andra personer\noch att deras hälsa inte tar skada, vare sig på kort eller lång sikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Mom. 3 Arbetstidsmått och tid till tidbank\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Ch4>\u003Cstrong>Mom. 3:1 Tillgänglig arbetstid\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Under en beräkningsperiod om ett kalenderår får den genomsnittliga\narbetstiden per sjudagarsperiod inte överstiga 48 timmar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Genom lokal överenskommelse kan beräkningsperioden bestämmas till annan\nfast eller rullande period om 12 månader.\u003C\u002Fp>\n\n\u003Cp>Perioder av årlig betald semester och sjukfrånvaro ska vara neutrala vid\nberäkningen av den genomsnittliga arbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Ch4>Mom. 3:2 Ordinarie arbetstidens längd\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Den ordinarie veckoarbetstiden för heltidsanställd vid dagarbete och vid\ntvåskiftsarbete förlagt måndagfredag utgör 40 timmar per helgfri vecka i\ngenomsnitt per kalenderår. Den ordinarie veckoarbetstiden för\nheltidsanställd per helgfri vecka i genomsnitt per kalenderår utgör vid\nintermittent treskiftsarbete 38 timmar, vid kontinuerligt treskiftsarbete 36\ntimmar, vid kontinuerligt treskiftsarbete med storhelgsdrift 35 timmar och vid\nständigt nattarbete 34 timmar.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med ständig natt avses en fast arbetstidsordning som inte ingår i en\ntreskiftsanordning oeh som omfattar minst en sammanhängande arbetsvecka och\nsom innefattar arbets-tiden mellan midnatt och 05.00. Avsikten är inte att\nändra gällande praxis avseende förläggnings- och betalningsregler för\nständigt nattarbete inom avtalsområdet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 3:3 Tid till tidbank\u003C\u002Fh4>\n\n\u003Cp>För en heltidsarbetande ska, för varje fullgjord arbetsvecka, tid föras\ntill en tidbank enligt följande.\u003C\u002Fp>\n\n\u003Cp>Dagtidsarbete\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>82 minuter\u003C\u002Fp>\n\n\u003Cp>Tvåskiftsarbete\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>202 minuter\u003C\u002Fp>\n\n\u003Cp>Annat skiftarbete\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>82 minuter\u003C\u002Fp>\n\n\u003Cp>(exempelvis treskiftsarbete, ständig natt)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För en heltidsarbetande som inte fullgjort sitt ordinarie arbetstidsmått\nviss arbetsvecka och för en deltidsarbetande tillförs tidbanken tid i\nproportion till den kortare arbetstiden.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att nu avsedd tid helt eller delvis ska\nschemaläggas i stället för att föras till tidbank.\u003C\u002Fp>\n\n\u003Cp>Hur tid i tidbanken kan disponeras framgår av § 5 mom. 5. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 3:4 Underjordsarbete\u003C\u002Fh4>\n\n\u003Cp>Vid anläggningsarbeten i bergrum under byggnad eller servicearbeten i\ngruvor (underjordsarbete) ska den ordinarie arbetstiden utgöra 36 timmar per\nvecka i genomsnitt. Bergrumsarbete under högst åtta timmar per vecka ger inte\nrätt till kortare arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Beträffande särskild ersättning för underjordsarbete, se § 5 mom. 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 3:5 Underrättelse vid deltidsanställning\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren ska i förekommande fall skriftligen underrätta\nverkstadsklubben om de arbetstider som gäller för deltidsanställd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4 Ordinarie arbetstidens förläggning\u003C\u002Fh4>\n\n\u003Ch4>Mom. 4:1 Överenskommelse om arbetstidens förläggning\u003C\u002Fh4>\n\n\u003Cp>Arbetstidsförläggningen har väsentlig betydelse för att bättre utnyttja\nföretagets anläggningar liksom för att tillgodose arbetstagarnas önskemål.\nOlika längd och förläggning av arbetstiden under olika delar av året ska\nkunna genomföras. Genom ökad användning av flera arbetstidsformer, t.ex. med\nolika lång arbetstid och med olika förläggning, ges större möjlighet att\nanpassa arbetstiderna till både företagets och arbetstagarnas intressen.\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid för heltidsanställda arbetstagare förläggs enligt\nlokal överenskommelse eller genom överenskommelse mellan arbetsgivaren och\narbetstagaren enligt mom. 4:3.\u003C\u002Fp>\n\n\u003Cp>När de lokala parterna träffar överenskommelse om varierad arbetstid kan\növerenskommelsen omfatta ett eller flera kalenderår, dock under\nförutsättning att den genomsnittliga arbetstiden per sjudagarsperiod är\nhögst 48 timmar beräknat under en 12-månadersperiod.\u003C\u002Fp>\n\n\u003Cp>Vid överenskommelse om varierad arbetstid ska parterna beakta\nbetalningsregler, bl. a. vad gäller arbetstagare vars anställning upphör\nunder överenskommelsens giltighetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4:2 Förläggning i andra fall\u003C\u002Fh4>\n\n\u003Cp>Där parterna inte enas förläggs arbetstiden enligt följande. Vid\nändring av den ordinarie arbetstidens förläggning ska arbetsgivare\nunderrätta berörda arbetstagare och meddela verkstadsklubben senast två\nveckor i förväg. Från nedan angivna tider får avvikelse göras med 40\nminuter per arbetspass.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Dagtid\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Måndag-fredag klockan 07.00-16.00 med en eller flera raster om sammanlagt\nen timme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Tvåskift\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Första skiftet\u003C\u002Fp>\n\n\u003Cp>Måndag-fredag klockan 05.30-14.00 med 30 minuters rast.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Andra skiftet\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Måndag-fredag klockan 14.00-22.30 med 30 minuters rast.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Intermittent treskiftsarbete\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Skiftordningen påbörjas tidigast söndag klockan 22.00.\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid ska ej läggas ut på midsommarafton, julafton och\nnyårsafton.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays2\">\u003Cp>\u003Cstrong>Kontinuerlig drift\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid kontinuerlig drift ska, såvida de lokala parterna inte enas om annat,\ndriftsuppehåll i samband med storhelger göras enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vid nyår\u003C\u002Fstrong>: Från eftermiddagsskiftets slut dagen före\nnyårsafton till förmiddagsskiftets böljan dagen efter nyårsdagen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vid påsk:\u003C\u002Fstrong> Från eftermiddagsskiftets slut skärtorsdagen\ntill nattskiftets början annandag påsk.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vid 1 maj:\u003C\u002Fstrong> Från eftermiddagsskiftets slut dagen före till\nnattskiftets början den 1 maj.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vid nationaldagen\u003C\u002Fstrong>: Från eftermiddagsskiftets slut dagen\nföre till förmiddagsskiftets böljan dagen efter nationaldagen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vid midsommar:\u003C\u002Fstrong> Från eftermiddagsskiftets slut dagen före\nmidsommarafton till nattskiftets böljan dagen efter midsommardagen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Vid jul\u003C\u002Fstrong>: Från förmiddagsskiftets slut dagen före\njulafton till nattskiftets början annandag jul.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna bör träffa överenskommelse om att arbete ska pågå\nockså under angivna helger när verksamheten så fordrar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4:3 Individuella arbetstidsöverenskommelser\u003C\u002Fh4>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Önskar arbetsgivaren eller arbetstagaren förlägga ordinarie arbetstid\ntill annan tid än vad som gäller enligt mom. 4:1 eller mom. 4:2, träffas\növerenskommelse direkt med den eller de arbetstagare som berörs.\nArbetsgivaren ska underrätta klubben om överenskommelse med enskilda\narbetstagare.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse upphör senast en månad efter det att endera parten\nuttryckt önskemål om detta.\u003C\u002Fp>\n\n\u003Cp>Träffas sådan överenskommelse mellan arbetsgivare och arbetstagare ska\nreglerna i § 4 mom. 4:4,4:6 och 4:7 iakttagas. Vidare ska syftet med\nbestämmelsen i mom.\u003C\u002Fp>\n\n\u003Cp>4:5 beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch4>Mom. 4:4 Raster och pauser\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska rast läggas ut om arbetspasset\när längre än sex timmar. Med rast förstås sådana avbrott i den dagliga\narbetstiden under vilken arbetstagare inte är skyldig att stanna kvar på\narbetsplatsen. Raster får bytas ut mot måltidsuppehåll vid arbetsplatsen.\nSådant måltidsuppehåll ingår i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen i första stycket innebär ingen förändring av gällande\nrätt vid utläggning av raster vid treskiftsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch4>Mom. 4:5 Dygnsvila\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska varje arbetstagare ges minst\nelva timmars sammanhängande viloperiod per 24-timmarsperiod, beräknad från\narbetspassets böljan enligt arbetstagarens gällande arbetstidsschema.\nAvvikelse från första stycket får göras tillfälligtvis, om det föranleds\nav något särskilt förhållande, som exempelvis skiftbyten, övertidsarbete\neller överenskommen arbetstidsförläggning. Vid sådana avvikelser ska\narbetstagaren ges motsvarande förlängd viloperiod i anslutning till det\narbetspass som avbrutit viloperioden.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängd viloperiod av objektiva skäl inte kan läggas ut\nenligt föregående stycke ska arbetstagaren ges motsvarande förlängda\nviloperioder förlagda inom sju kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängda viloperioder av objektiva skäl inte har kunnat\nläggas ut enligt föregående stycke förs kvarvarande tid till arbetstagarens\ntidbank.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med motsvarande viloperiod avses mellanskillnaden mel-lan 11 timmar och den\nsammanhängande viloperioden som arbetstagaren har fått. Exempelvis 3 timmar,\nom viloperio-den viss 24-timmarsperiod varit 8 timmar. Om viloperio¬den under\nflera på varandra följande 24-timmarsperioder varit kortare ån 11 timmar ska\nmotsvarande viloperiod vara summan av mellanskillnaderna.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren beslutar att förlägga motsvarande viloperiod till\narbetstid tillämpas § 5 mom. 5:1 i fråga om betalning. Arbetstagaren kan i\nsådant fall i stället begära en motsvarande tillämpning av bestämmelsen om\narbete och skiftbyten i § 5 mom. 2 sista stycket.\u003C\u002Fp>\n\n\u003Cp>Sådan tid som förs till tidbank bör genom överenskommelse läggas ut som\nbetald ledighet inom en månad. Om överenskommelse inte träffats behandlas\ntiden som övrig tid i tidbanken.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna äger var för sig, om synnerliga skäl föreligger,\nbegära central förhandling om tillämpningen av detta moment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4:6 Om nattarbete\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska arbetstagaren ha ledigt för\nnattvila. I ledigheten ska ingå tiden mellan klockan 24.00 och klockan\n05.00.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras, om arbetet med hänsyn till\ndess art, allmänhetens behov eller andra särskilda omständigheter måste\nfortgå även nattetid eller bedrivas före klockan 05.00 eller efter klockan\n24.00.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden för nattarbetande ska i genomsnitt per\nkalenderår inte överstiga åtta timmar per 24-timmarsperiod. Genom lokal\növerenskommelse kan beräkningsperioden bestämmas till annan fast eller\nrullande period om 12 månader.\u003C\u002Fp>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental ansträngning ska inte arbeta mer än åtta timmar inom en\n24-timmarsperiod när de utför nattarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 de fall de lokala parterna är oeniga om huruvida det i verksamheten\nförekommer nattarbete som innebär särskilda risker eller stor fysisk eller\nmental ansträngning bör de samråda med de centrala parterna före det att\nfrågan behandlas enligt förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4:7 Veckovila\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska arbetstagare ha minst 35\ntimmars sammanhängande viloperiod under varje period om sju dagar (veckovila).\nVeckovilan ska så långt möjligt förläggas till veckoslut. Undantag från\nförsta stycket får göras tillfälligtvis, om det föranleds av något\nsärskilt förhållande som inte har kunnat förutses av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ledighet för två sjudagarsperioder kan sammanföras till en ledighet.\u003C\u002Fp>\n\n\u003Cp>Om veckovila förläggs till ordinarie arbetstid ska ersättning för\nförlorad arbetsförtjänst betalas. Det ankommer på de lokala parterna att\növerenskomma om sådan ersättning. I den mån parterna varit ense om att den\nersättning som utgår för arbetsberedskap innehåller ersättning för\nledighet till följd av veckovila ska detta beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5 Övertid\u003C\u002Fh4>\n\n\u003Ch4>Mom. 5:1 Övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Då arbetsgivaren så anser erforderligt bör arbetstagaren, såvida han\nicke är därtill förhindrad, arbeta på övertid i den utsträckning som\ndenna paragraf medger. Meddelande om att arbete på övertid ska äga rum även\nsom om förhinder att arbeta på övertid ska lämnas i god tid och senast\nföre sista rast på ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas arbete utöver arbetstidsmåttet per dag enligt det\nför arbetstagaren gällande arbetstidsschemat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För fall där flexibel arbetstid tillämpas har parterna enats om följande\ntillämpningsregel: Beordrar arbetsgivaren övertid räknas övertid från och\nmed tidpunkten för ordina-rie arbetstidens slut. Motsvarande gäller om\növertiden for-läggs före ordinarie arbetstidens början. De lokala parterna\nbör beakta möjligheterna att träffa lokal överenskommelse om ersättning\nför arbete på obekväm tid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5:2 Begränsning av övertid \u003C\u002Fh4>\n\n\u003Cp>Övertid får tas ut med högst 50 timmar under en kalendermånad och med\nsammanlagt högst 150 timmar under ett kalenderår.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om ytterligare övertid.\u003C\u002Fp>\n\n\u003Cp>Genom överenskommelse mellan arbetsgivare och arbetstagare kan utöver 150\ntimmar enligt första stycket ytterligare 50 timmars övertid tas ut under\nkalenderåret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kalenderår kan genom lokal överenskommelse ersättas av annan\ntolvmånadersperiod.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av betald ledighet ur tidbanken enligt § 5 mom.\u003C\u002Fp>\n\n\u003Cp>5 ska motsvarande tid tillföras som tillgänglig övertid, dock högst 200\ntimmar per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5:3 Kollektiv produktionsövertid \u003C\u002Fh4>\n\n\u003Cp>Genom lokal överenskommelse för samtliga arbetstagare i verkstad,\navdelning eller grupp kan arbetstidsschemat förlängas för minst fyra veckor\nenligt en på förhand uppgjord plan (kollektiv produktionsövertid).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5:4 Nödfallsövertid\u003C\u002Fh4>\n\n\u003Cp>Har en natur- eller olyckshändelse eller annan liknande omständighet, som\nej kunnat förutses av arbetsgivaren, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller för skada på liv,\nhälsa eller egendom, ska övertid som fullgjorts med anledning därav ej\nbeaktas vid beräkning av övertid enligt mom. 5:2 nödfallsövertid ).\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska snarast underrätta verkstadsklubben om övertidsarbetet.\nPågår nödfallsövertid längre tid än två dygn från arbetets början ska\ndet anmälas till förbundet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 6 Jourtid\u003C\u002Fh4>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att arbetstagaren\nstår till arbetsgivarens förfogande på arbetsstället för att vid behov\nutföra arbete, får jourtid tas ut härför med högst 48 timmar under en tid\nav fyra veckor eller 50 timmar under en kalendermånad. Som jourtid anses inte\ntid under vilken arbetstagaren utför arbete för arbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 7 Registrering av arbetstid\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren måste följa av arbetsgivaren beslutade rutiner för kontroll\nav arbetstiden. I de fall arbetstiden registreras i tidredovisningssystem får\nregistreringen inte inkräkta på arbetstiden. Registreringen ska ordnas och\nutföras på ett sådant sätt att det blir tidseffektivt och inte skapar\nsvårigheter för arbetstagarna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid och jourtid. Arbetstagaren, företrädare för verkstadsklubben eller\nförbundet har rätt att ta del av dessa anteckningar. Saknas verkstadsklubb\nhar företrädare för lokalavdelning motsvarande rätt.\u003C\u002Fp>\n\n\u003Cp>Registrering ska ske i enlighet med av IF Metall och Teknikarbetsgivama\ngemensamt utarbetade anvisningar. Som en ordningsregel utan\nskadeståndssanktion gäller att en arbetsgivare som tillämpat mom. 4:5\nandra-fjärde stycket för verkstadsklubben ska redovisa när och varför.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 8 Arbetstidsnämnd\u003C\u002Fh4>\n\n\u003Cp>Arbetstidsnämnden prövar tvister om tolkning och tillämpning av denna\nparagraf eller med stöd därav träffade överenskommelser. Kan\növerenskommelse om avvikelse enligt mom. 4:6 eller mom. 5:2 inte träffas kan\nfrågan på endera central parts begäran, utan hinder av\nförhandlingsordningen, hänskjutas till Arbetstidsnämnden för avgörande.\u003C\u002Fp>\n\n\u003Cp>Arbetstidsnämnden består av fyra ledamöter. Teknikarbetsgivarna utser\ntvå ledamöter och IF Metall två ledamöter. En av ledamöterna är\nordförande. Ordförande utses växelvis av Teknikarbetsgivama respektive\nIndustrifacket Metall för ett kalenderår åt gången.\u003C\u002Fp>\n\n\u003Cp>Varje ledamot har en röst. Vid lika röstetal ska på ledamots begäran\nArbetstidsnämnden förstärkas med ytterligare en ledamot. Sådan ledamot\nutses av parterna gemensamt och ska vid ärendets prövning vara\nordförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om skiljenämnden skulle finna att den inte bör avgöra en fråga som\nhänskjutits dit eftersom ett vägledande avgö-rande i en EU-rättslig fråga\ninte finns tillgängligt och den hänskjutna frågan är beroende av ett\nsådant avgörande, ska skiljenämnden skilja sig från ärendet med den\nmotiveringen. Endera part har då möjlighet att väcka talan vid domstol inom\ntrettio dagar från den dag då parten fick del av skiljenämndens avgörande.\nSådant förfarande som nu sagts påverkar inte avtalets tillämpning och\nverkan intill dess slutligt avgörande i saken föreligger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 9 Förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>Tvist om tolkning eller tillämpning av denna paragraf ska först\nhänskjutas till förhandling mellan de lokala parterna (lokal\nförhandling).\u003C\u002Fp>\n\n\u003Cp>Uppnår de lokala parterna inte enighet ska tvisten på begäran av endera\nparten hänskjutas till central förhandling. Tvist kan av part senast inom\ntvå månader från avslutad central förhandling för avgörande hänskjutas\ntill Arbetstidsnämnden. Arbetstidsnämndens beslut är bindande för\nparterna.\u003C\u002Fp>\n\n\u003Cp>I övrigt gäller förhandlingsordningen enligt § 1.\u003C\u002Fp>\n\n\u003Cp>Anteckningar till förhandlingsprotokollet\u003C\u002Fp>\n\n\u003Cp>1.Arbetstidsnämnden äger utdöma skadestånd från arbetsgivare, som\nbryter mot § 4 eller med stöd därav träffade överenskommelser. Sådant\nskadestånd ska till hälften vardera tillfalla IF Metalls fritidsfond samt IF\nMetalls och Teknikarbetsgivamas stipendiefond.\u003C\u002Fp>\n\n\u003Cp>2.Vad gäller beslut i Arbetstidsnämnden om storlek och jämkning av\nskadestånd vid olovligt uttag av övertid ska arbetstidslagens regler vara\nvägledande.\u003C\u002Fp>\n\n\u003Cp>3.Parterna är ense om att frågor om eventuell påföljd för olovligt\nuttag av övertid ej bör bli föremål för lokala krav. I rådgivning och på\nannat lämpligt sätt ska par-terna verka för att denna princip hålls i\nkraft.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Ersättning för arbete på obekväm tid och övertid\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Arbete på obekväm tid\u003C\u002Fh3>\n\n\u003Cp>Om de lokala parterna inte träffar överenskommelse om annat gäller\nföljande ersättningsregler för arbete på obekväm tid.\u003C\u002Fp>\n\n\u003Cp>A.För arbete mellan klockan 16.30 och 06.30 utbetalas alla dagar följande\ntillägg (öre\u002Ftim):\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>1 november 2020\u003C\u002Ftd>\n      \u003Ctd>1 april 2022\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>16.30–22.30\u003C\u002Ftd>\n      \u003Ctd>2 685\u003C\u002Ftd>\n      \u003Ctd>2 744\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>22.30–06.30\u003C\u002Ftd>\n      \u003Ctd>3 416\u003C\u002Ftd>\n      \u003Ctd>3 491\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>B.För arbete under helger och veckoslut utgår tillägg utöver vad som\nanges under A enligt följande:\u003C\u002Fp>\n\n\u003Cp>från kl. 22.30 dag före lördag och helgdag till kl. 22.30 på söndag och\nhelgdag eller där flera sådana följer på varan-dra kl. 22.30 den sista av\ndem 7 515 öre\u002Ftim fr.o.m. den 1 november 2020, och 7 680 öre\u002Ftim fr.o.m. den\n1 april 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Tillägg utgår inte på lördagar eller sön- och helgdagar för tid som\nutgör inarbetning av klämdagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>C.För arbete under storhelger som anges i § 4 mom. 4:2 utgår tillägg\nutöver vad som anges i punkt A med 16 714 öre\u002Ftim fr.o.m. den 1 november\n2020, och 17 082 öre\u002Ftim fr.o.m. den 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tillägg enligt punkterna B och C betalas inte samtidigt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1 den mån ordinarie arbetstid för dagtid, tvåskift eller intermittent\ntreskift dagen före julafton är utlagd under tid som definieras som storhelg\n(enligt § 4 mom. 4:2, Kontinuerlig drift) och arbetsbefrielse sker eller s.k.\ntrivsel-aktiviteter anordnas betalas inget tillägg enligt punkten C.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom. 2 Övertidsarbete\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Övertidsarbete ersätts dels med särskilt övertidstillägg, dels med\nersättning för den arbetade tiden. Ersättning för den arbetade tiden utgår\nantingen i pengar eller om arbetstagaren så önskar i form av tid som förs\ntill en tidbank, en timme för varje övertidstimme. Hur tid i tidbanken kan\ndisponeras framgår av § 5 mom. 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om att begränsa antalet\növertidstimmar som ska ersättas med tid till tidbanken.\u003C\u002Fp>\n\n\u003Cp>Övertidstillägg i öre per timme utgår enligt följande tabell.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"62\">\u003Cp>Tid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>Övertid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>Kollektiv produktionsövertid\u003C\u002Fp>\n\n        \u003Cp>Övertid å skift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"62\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>1 november\u003C\u002Fp>\n\n        \u003Cp>2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>1 april\u003C\u002Fp>\n\n        \u003Cp>2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>1 november \u003C\u002Fp>\n\n        \u003Cp>2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 april\n\n        \u003Cp>2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"62\">\u003Cp>Måndag\u003C\u002Fp>\n\n        \u003Cp>-fredag\u003C\u002Fp>\n\n        \u003Cp>(arbets­\u003C\u002Fp>\n\n        \u003Cp>dagar)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>7 221\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>7 380\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>9 286\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>9 490\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"62\">\u003Cp>Arbetsfria vardagar i gällande arbets tids­schema\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"72\">\u003Cp>9 286\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>9 490\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"127\">\u003Cp>12 374 \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12 646\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lördag \n\n        \u003Cp>Söndag\u003C\u002Fp>\n\n        \u003Cp>Helgdagar,\u003C\u002Fp>\n\n        \u003Cp>midsommarafton,\u003C\u002Fp>\n\n        \u003Cp>julafton och nyårsafton\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>12 374\u003C\u002Ftd>\n      \u003Ctd>12 646\u003C\u002Ftd>\n      \u003Ctd>14 447\u003C\u002Ftd>\n      \u003Ctd>14 765\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning och ersättning för obekväm arbetstid utgår ej\nsamtidigt.\u003C\u002Fp>\n\n\u003Cp>Sker övergång från ett arbetstidsschema till ett annat (exempelvis från\ndagtid till tvåskift) utan arbetsuppehåll om minst elva timmar ska\növertidsersättning utgå för så många timmar som arbetsuppehållet\nunderstiger detta antal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Skiftformstillägg\u003C\u002Fh3>\n\n\u003Cp>Vid skiftarbete utgår skiftformstillägg i procent på månadslönen enligt\nföljande: \u003C\u002Fp>\n\n\u003Cp>intermittent treskiftsarbete - 1,65 \u003C\u002Fp>\n\n\u003Cp>procent kontinuerligt treskiftsarbete - 8,90 \u003C\u002Fp>\n\n\u003Cp>procent kontinuerligt skiftarbete med storhelgsdrift - 10,25 procent \u003C\u002Fp>\n\n\u003Cp>ständigt nattarbete - 2,85 procent\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>Mom. 4 Underjordstillägg\u003C\u002Fh3>\n\n\u003Cp>Vid undeijordsarbete enligt § 4 mom. 3:4 utgår särskild ersättning med 8\nprocent av månadslönen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av skiftformsoeh underjordstillägg jäm-ställs med\nmånadslönen fasta lönetillägg per månad samt rörliga lönedelar till den\ndel utfallet är direkt hänförligt till arbetstagarens eller viss grupp av\narbetstagares prestation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Regler för tidbanken\u003C\u002Fh3>\n\n\u003Cp>Den tid arbetstagaren har innestående i tidbanken kan disponeras enligt\nföljande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5:1 Betald ledighet\u003C\u002Fh4>\n\n\u003Cp>Efter överenskommelse mellan arbetstagaren och arbetsgivaren kan tiden tas\nut i form av betald ledighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I normalfallet ska arbetstagaren ta upp frågan om betald ledighet i god\ntid. Vid överenskommelse om utläggning ska både arbetstagarens önskemål\noch produktionens behöriga gång beaktas.\u003C\u002Fp>\n\n\u003Cp>Under sådan ledighet görs inte löneavdrag och betalas tillägg for\nobekväm tid till den del ledigheten förlagts då sådant tillägg betalas.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av betald ledighet återförs motsvarande tid som tillgänglig\növertid enligt § 4 mom. 5:2, dock högst 200 timmar per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5:2 Kontant betalning\u003C\u002Fh4>\n\n\u003Cp>Efter överenskommelse mellan arbetstagaren och arbetsgivaren kan uttag ur\ntidbanken göras i form av kontant betalning som motsvarar aktuell lön per\ntimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 5:3 Ersättning i form av pensionspremie\u003C\u002Fh4>\n\n\u003Cp>Om inte de lokala parterna kommer överens om annat gäller följande.\u003C\u002Fp>\n\n\u003Cp>Den tid i tidbanken som vid årsskifte överstiger 100 timmar ska ersättas\ngenom att belopp som motsvarar aktuell lön per timme betalas in som premie\ntill pensionsförsäkring för arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren senast den 15 januari påföljande år så begär kan även\növrig tid som finns i tidbanken disponeras på detta sätt.\u003C\u002Fp>\n\n\u003Cp>Om uttag i form av pensionspremie medför lägre skattekostnader för\narbetsgivaren i förhållande till uttag i form av lön ska pensionspremien\nökas med mellanskillnaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Semester\u003C\u002Fh2>\n\n\u003Cp>Bestämmelserna i denna paragraf gäller i stället för motsvarande\nbestämmelser i semesterlagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 1 Semester- och intjänandeår\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte kommer överens om annat är perioden den 1\napril-31 mars semesterår. Närmast föregående tolvmånadersperiod är\nintjänandeår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2 Antalet semesterdagar\u003C\u002Fh4>\n\n\u003Cp>En arbetstagare har rätt till 25 semesterdagar vaije semesterår utom det\nsemesterår arbetstagaren anställs om anställningen böljar efter den 31\naugusti. Då har arbetstagaren rätt till 5 semesterdagar.\u003C\u002Fp>\n\n\u003Cp>Vid tidsbegränsade anställningar om högst tre månader kan arbetsgivaren\nkomma överens med arbetstagaren om att i stället för semesterledighet betala\nsemesterersättning med 13 procent på intjänad lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Mom. 3 Antalet betalda semesterdagar\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som varit anställd hela intjänandeåret och som inte har\nannan frånvaro än sådan som är semesterlönegrundande enligt semesterlagen\nhar rätt till 25 betalda semesterdagar under semesteråret.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som inte varit anställd hela intjänande-året eller som\nunder intjänandeåret haft hela dagars frånvaro som inte är\nsemesterlönegrundande enligt semesterlagen, beräknas antalet betalda\nsemesterdagar på följande sätt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>365-antaletfrånvarodagar \u003C\u002Fp>\n\n\u003Cp>-----------------------------------------x 25 semesterdagar \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Avrundning sker till närmast högre heltal.\u003C\u002Fp>\n\n\u003Cp>Med frånvarodagar under intjänandeåret avses dagar med frånvaro, som\ninte är semesterlönegrundande enligt semesterlagen. Även dagar under\nintjänandeåret då arbetstagaren inte varit anställd betraktas som\nfrånvarodagar vid denna beräkning.\u003C\u002Fp>\n\n\u003Cp>Antalet frånvarodagar beräknas kalendariskt, dvs. det totala antalet\nfrånvarodagar - inklusive mellanliggande arbetsfria dagar, lördagar,\nsöndagar och helgdagar - summeras.\u003C\u002Fp>\n\n\u003Cp>För nyanställd som i samband med anställningen beviljas tjänstledighet\nunder arbetsplatsens huvudsemester likställs ledigheten med obetald semester,\ndvs. är semesterlönegrundande vid beräkning av antalet betalda semesterdagar\nföljande semesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Antalet obetalda semesterdagar\u003C\u002Fh3>\n\n\u003Cp>Om arbetstagaren har rätt till fler semesterdagar än de som är betalda\nenligt mom. 3 är resterande semesterdagar obetalda. Arbetstagaren har rätt\natt avstå från obetalda semesterdagar. För uttagen obetald semesterdag görs\navdrag med 4,6 procent av arbetstagarens aktuella månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>Om en nyanställds betalda semesterdagar inte täcker tiden för\narbetsgivarens huvudsemester eller om arbetstagaren i annat fall vill ha\nlängre ledighet än som motsvarar antalet intjänade semesterdagar kan\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren och arbetstagaren komma överens om tjänstledighet eller\nledighet utan löneavdrag under erforderligt antal dagar. Sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag görs, om anställningen upphör inom fem år\nfrån den dag den böljade, avdrag från innestående lön och\u002Feller\nsemesterersättning. Avdraget beräknas enligt § 3 mom. 3 på den lön som\ngällde under ledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avdrag ska dock inte göras om anställningen upphört på grund av:\u003C\u002Fp>\n\n\u003Cp>•arbetstagarens sjukdom\u003C\u002Fp>\n\n\u003Cp>•förhållande som avses i 4 § tredje stycket första meningen lagen\n(1982:80) om anställningsskydd, eller\u003C\u002Fp>\n\n\u003Cp>•uppsägning från arbetsgivarens sida, som beror på förhållanden som\ninte hänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren har erhållit flera betalda semesterdagar än som motsvarar\nhans intjänanderätt oeh skriftlig överenskommelse enligt ovan inte har\nträffats, gäller bestämmelserna om forskotterad semesterlön i 29a § tredje\nstycket semesterlagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Sparande av betalda semesterdagar\u003C\u002Fh3>\n\n\u003Cp>En arbetstagare som har rätt till fler än tjugo betalda semesterdagar får\nspara överskjutande semesterdagar, dock högst i fem år.\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar tas ut i den ordningsföljd som de intjänas. När\nsparade semesterdagar tas ut får inte nya semesterdagar sparas under samma\når.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Semesterförläggning\u003C\u002Fh3>\n\n\u003Cp>Om överenskommelse om semesterförläggning inte träffas beslutar\narbetsgivaren om förläggningen och meddelar arbetstagaren, senast två\nmånader före semestern. När särskilda skäl föreligger får meddelande\nlämnas senare, dock om möjligt minst en månad före ledighetens början.\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren beslutar om förläggningen ska en sammanhängande\nledighetsperiod av minst fyra veckor förläggas under juni-augusti om inte\nsärskilda skäl föranleder annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 8 Semesterförläggning vid oregelbundna arbetstider\u003C\u002Fh3>\n\n\u003Cp>Följande förläggningsregler ska användas för att semesterledigheten\nför arbetstagare med ojämn arbetstidsförläggning ska bli lika lång som\nför arbetstagare som arbetar fem arbetspass per helgfri vecka, t.ex. vanligt\ndagtidsarbete.\u003C\u002Fp>\n\n\u003Cp>Om det genomsnittliga antalet arbetspass per helgfri vecka, enligt det\narbetstidsschema som gäller för arbetstagaren vid semestertillfallet, är\nmindre än fem ska ett visst antal av semesterdagarna förläggas till\narbetsfria dagar. Övriga semesterdagar förläggs till arbetsdagar < eller\narbetspass) och benämns nettosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>Antalet nettosemesterdagar beräknas på följande sätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Antal arbetspass under en arbetstidscykel\u003C\u002Fp>\n\n\u003Cp>--------------------------------------------------------------------- x\nAntalet semesterdagar\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*****\u003C\u002Fspan>Antal veckor i arbetstidscykeln x\n5\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En arbetstidscykel är den tidsperiod efter vilken förläggningen i ett\narbetstidsschema upprepas.\u003C\u002Fp>\n\n\u003Cp>Antalet arbetspass under en arbetstidscykel räknas med utgångspunkt från\nen arbetstidscykel utan helgdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med antal semesterdagar avses här det antal betalda semesterdagar som\narbetstagaren ska ta ut under semesteråret (intjänade under intjänandeåret\noch eventuellt sparade dagar). Om arbetstagaren vill spara betalda\nsemesterdagar ska dessa dras av från de intjänade dagar som ska tas ut, om\nt.ex. tre dagar ska sparas blir ”antalet semesterdagar” i formeln (25-3=)\n22.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 9 Semesterlön och semestertillägg\u003C\u002Fh3>\n\n\u003Cp>Under betald semester behåller arbetstagaren sin månadslön och fasta\nlönetillägg per månad samt får ett semestertillägg. Semestertillägget\nutbetalas sista ordinarie löneutbetalningstillfälle före huvudsemestern om\ninte de lokala parterna enas om annat.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget per betald semesterdag är:\u003C\u002Fp>\n\n\u003Cp>-0,8 procent av månadslönen och fasta lönetillägg per månad\u003C\u002Fp>\n\n\u003Cp>-13 procent på summan av de semesterlönegrundande tillägg som\narbetstagaren erhållit under närmast föregående kalenderår dividerat med\nantalet betalda semesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren haft semesterlönegrundande frånvaro ska arbetsgivaren\ngöra en uppskattning av de semesterlönegrundande tillägg som arbetstagaren\ntill följd av den frånvaron inte erhållit och ta med detta belopp i\nberäkningen.\u003C\u002Fp>\n\n\u003Cp>För sparade semesterdagar beräknas semesterlön, semestertillägg och\nsemesterersättning på samma sätt som för betalda semesterdagar i övrigt.\nHänsyn tas dock till sysselsättningsgraden det intjänandeår de sparade\nsemesterdagarna intjänats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 10 Semesterlön vid ändrad sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>Om arbetstagaren vid semestertillfället har annan sysselsättningsgrad än\nunder intjänande året ska för varje betald semesterdag semesterlönen\nkorrigeras med följande tillägg eller avdrag:\u003C\u002Fp>\n\n\u003Cp>(M x sysselsättningsgrad intjänandeåret - M) x 5,4 procent aktuell\nsysselsättningsgrad \u003C\u002Fp>\n\n\u003Cp>M = den aktuella månadslönen\u003C\u002Fp>\n\n\u003Cp>Med sysselsättningsgrad avses arbetstagarens andel av heltid enligt de\narbetstidsmått som anges i § 4 mom. 3:2 första stycket.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Ch3>Mom. 11 Lägsta semesterlön\u003C\u002Fh3>\n\n\u003Cp>Lägsta semesterlön per betald semesterdag for heltidsanställd\narbetstagare med en sammanlagd anställningstid vid företaget om minst 24\nmånader under de senaste 36 månaderna är 1445 kr fr.o.m. den 1 november\n2020, och 1477 kr fr.o.m. den 1 april 2022\u003C\u002Fp>\n\n\u003Cp>Vid deltidsarbete proportioneras beloppet 1445 (1477) kr med hänsyn till\nden kortare arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfallet anpassas beloppet 1445 (1477) kr till\nsysselsättningsgraden under intjänandeåret.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 12 Semesterlön vid lång sjukfrånvaro\u003C\u002Fh3>\n\n\u003Cp>Sjukfrånvaro del av dag är under det intjänandeår insjuknandet sker\nsemesterlönegrundande även efter 180 dagars sjukfrånvaro.\u003C\u002Fp>\n\n\u003Cp>När arbetstagaren under två hela intjänandeår, och utan längre avbrott\nän 14 dagar, har varit helt frånvarande eller frånvarande del av dag på\ngrund av sjukdom eller arbetsskada ska han därefter i fråga om\nsemesterinljän- ande anses vara anställd på deltid. Arbetstidsmåttet ska\nmotsvara den tid arbetstagaren faktiskt utfört arbete under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 13 Semesterersättning\u003C\u002Fh3>\n\n\u003Cp>Semesterersättning per dag är 4,6 procent av den aktuella månadslönen\nplus semestertillägg, med eventuellt tillägg eller avdrag i det fall\nsysselsättningsgraden ändrats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Arbete utom verkstaden\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna kan med utgångspunkt från gällande skattelagstiftning\nträffa överenskommelse om ersättning för ökade levnadskostnader vid resor\ni tjänsten.\u003C\u002Fp>\n\n\u003Cp>Träffas ej sådan överenskommelse gäller följande. Vid arbete utom\nverkstaden utgår traktamente om färdvägen från arbetsplatsen till\nverkstaden respektive bostaden uppgår till minst 50 km och arbetstagaren på\ngrund av tjänsteresan måste övernatta utanför sitt hem.\u003C\u002Fp>\n\n\u003Cp>Traktamente för dag är 220 kronor. För avresedagar med avresa efter\nklockan 12.00 och hemresedagar med återkomst före klockan 19.00 är beloppet\ndock 110 kronor per dag.\u003C\u002Fp>\n\n\u003Cp>Vid längre bortovaro än tre månader på samma ort är motsvarande belopp\n154 kronor respektive 77 kronor.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren ej betalar kostnaden för logi utgår traktamente för natt\nmed 110 kronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att under avtalsperioden tillämpa\ntraktamentsbelopp, som motsvarar skattemyndighetens schablonbelopp for avdrag\nvid inrikesresor i tjänsten.\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse om annat ej träffas och traktamente enligt ovan utgår\nerhåller arbetstagaren ett researvode om 155 kronor per dag. På avresedagar\nmed avresa efter klockan 12.00 och hemresedagar med återkomst före klockan\n19.00 utgår dock researvode med 80 kronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Resekostnad och ersättning för restid\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren anvisar färdmedel och betalar kostnaden för resa.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren beger sig till arbetsplatsen direkt från hemmet betalar\narbetsgivaren resekostnaden och ersättning för restid utanför ordinarie\narbetstid, till den del resekostnaden respektive restiden överstiger kostnaden\nrespektive tiden för resa mellan hemmet och det ordinarie arbetsstället.\u003C\u002Fp>\n\n\u003Cp>För restid inom ordinarie arbetstid betalas månadslön på vanligt sätt.\nFör restid utanför ordinarie arbetstid betalas lön per timme.\u003C\u002Fp>\n\n\u003Cp>För tid mellan klockan 22.00 och 07.00 betalas inte ersättning för restid\nom arbetstagaren tillhandahålls sovplats som kan utnyttjas under minst sex\ntimmar.\u003C\u002Fp>\n\n\u003Cp>Vid arbete på annan ort, där arbetstagaren övernattar, betalas\nersättning för restiden mellan den tillfälliga bostaden och arbetsplatsen,\nom och i den mån restiden överstiger 15 minuter i vardera riktningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om att när arbetstagaren fullgjort\nsitt arbetstidsmått en viss dag, enligt det för honom gällande\narbetstidsschemat, därefter utfört ar-bete ersätts med övertidsersättning\nutan att det är övertid. Överenskommelsen ska avse bilkörning i tjänsten\nunder så-dana särskilda förhållanden som medför att förandet av bil är\natt betrakta som arbete för arbetsgivarens räkning, som t.ex. vid transport\nav utrustning eller annat arbetsmaterial.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Egen bil\u003C\u002Fh3>\n\n\u003Cp>Mellan arbetsgivare och arbetstagare kan träffas överenskommelse om att\narbetstagaren ska använda egen bil i tjänsten. Villkoren härför ska\nfastställas på förhand för viss tid eller resa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Sjukdom m.m.\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som vid arbete på annan ort på grund av styrkt sjukdoms-\neller olycksfall, som inte är självförvållat, blir arbetsoförmögen,\nerhåller traktamente under högst 20 dagar, såvida annan överenskommelse\ninte träffas.\u003C\u002Fp>\n\n\u003Cp>För tid därutöver utgår ersättning för de merkostnader, som uppstår\ngenom att arbetsoförmågan inträffat utom hemorten. Vid hemresa i\nsamförstånd med arbetsgivaren utgår ersättning för resebiljett och\ntraktamente. Avlider arbetstagare vid arbete på annan ort, ska den avlidne\nåterbördas till hemorten på arbetsgivarens bekostnad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Arbete utomlands\u003C\u002Fh3>\n\n\u003Cp>Innan arbetstagare påböijar utlandsresa ska särskild överenskommelse\nträffas om villkoren för utlandsarbetet.\u003C\u002Fp>\n\n\u003Cp>Vid arbete utomlands ska arbetstagaren tillförsäkras motsvarande avtals-\noch lagfasta försäkrings- och pensionsförmåner som vid arbete i Sverige.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med avtalsfästa försäkrings- oeh pensionsförmåner avses:\u003C\u002Fp>\n\n\u003Cp>Gemensamma försäkringsvillkor för AFA-försäkringarna och Avtalspension\nSAF-LO. Dessa försäkringar ska i tillämpliga delar äga motsvarande\ntillämpning för TSL och omställningsstöd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med lagfästa försäkrings- och pensionsförmåner avses förmåner enligt\nSocialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch2>§ 8 Sjuklön m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Rätt till sjuklön m.m.\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Rätten till sjuklön regleras i lagen (1991:1047) om sjuklön.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom eller olycksfall ska arbetstagaren\nsnarast möjligt anmäla sjukdomsfallet till arbetsgivaren samt uppge när han\nberäknar kunna återgå i arbete. Arbetstagaren har inte rätt till sjuklön\nför tid innan anmälan om sjukdomsfallet gjorts till arbetsgivaren.\nFöreligger laga förfall som hinder för anmälan, ska anmälan ske så fort\nhindret upphört.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska lämna arbetsgivaren en skriftlig försäkran om att han\nhar varit sjuk och i vilken omfattning han inte kunnat arbeta på grund av\nsjukdomen. Arbetstagaren har inte rätt till sjuklön innan han lämnat denna\nförsäkran.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan besluta att arbetstagaren för att ha rätt till sjuklön\nska styrka sjukdomen med läkarintyg från första sjukdagen eller senare och\näven anvisa att särskild läkare ska utfärda intyget. Intyget ska utvisa att\narbetsoförmåga föreligger samt sjukperiodens längd. Arbetsgivaren betalar\nkostnaderna för intyg som han begärt.\u003C\u002Fp>\n\n\u003Cp>Före det att arbetsgivaren beslutar enligt fjärde stycket ska han samråda\nmed lokal arbetstagarpart. I särskilda fall kan samråd ske efter det att\nbeslutet är fattat. Vid samrådet ska arbetsgivaren redovisa skälen för\nbeslutet. \u003C\u002Fp>\n\n\u003Cp>Från och med den åttonde kalenderdagen ska arbetstagaren alltid styrka\nsjukdom med läkarintyg.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren lämnar oriktig eller vilseledande uppgift om förhållande\nsom är av betydelse har han inte rätt till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch3>Mom. 2 Beräkning av sjuklön\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Sjuklön betalas under den sjuklöneperiod som anges i lagen (1991:1047) om\nsjuklön för sådan tid, som arbetstagaren skulle ha utfört arbete under\nordinarie arbetstid om han inte varit sjuk.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom ska ett löneavdrag göras för varje\ntimme enligt följande\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>100% x-----------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********\u003C\u002Fspan>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom ska genomsnittlig sjuklön per vecka\nberäknas enligt följande\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>månadslönen x 12 \u003C\u002Fp>\n\n\u003Cp>80% x------------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan>52\u003C\u002Fp>\n\n\u003Cp>Karensavdraget ska vara 20% av den genomsnittliga sjuklönen per vecka. Om\nkarensavdraget överstiger det löneavdrag som ska göras på grund av\nsjukfrånvaron ska sjuklönen vara 0 kr. Sjukfrånvaro kan inte leda till att\ndet uppstår en skuld för arbetstagaren i förhållande till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Om sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoarbetstiden betalas sjuklön per timme enligt följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>80% x--------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som skulle varit berättigad till ersättning för arbete på\nobekväm tid, erhåller för sjukfrånvaro som varar längre än 20 procent av\nden genomsnittliga ordinarie veckoarbetstiden dessutom 80 procent av\nOB-ersättningen som sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagare, som omfattas av överenskommelse om kollektiv\nproduktionsövertid, helt eller delvis är frånvaran-de på grund av sjukdom\nunder sådan tid, gäller följande.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare ska erbjudas att utföra övertidsarbete med ersättning som\nför produktionsövertid. Erbjudandet ska omfatta samma antal timmar som han\nunder sjuklöneperioden skulle ha arbetat produktionsövertid, om han inte\nvarit sjukfrånvarande. Om inte arbetsgivaren och arbetsta-garen enas om annat,\nska detta övertidsarbete utföras inom 14 dagar efter att han återgått i\narbete efter sjukfrånvaron.\u003C\u002Fp>\n\n\u003Cp>Erbjuder arbetsgivaren inte övertidsarbete enligt ovan, ska arbetstagaren\nerhålla sjuklön för den tid som han under sjuklöneperioden skulle ha\narbetat procluktionsöverticl, om han inte varit sjukfrånvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om en ny sjukperiod börjar inom fem kalenderdagar efter det en tidigare\nsjukperiod avslutats betraktas denna som en fortsättning på föregående\nsjukperiod.\u003C\u002Fp>\n\n\u003Cp>Om betald ledighet enligt överenskommelse lagts ut då arbetstagaren är\nfrånvarande på grund av sjukdom ska den betalda ledigheten ligga fast och\nnågot sjukavdrag ska inte göras under den betalda ledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under de senaste 12 månaderna, räknat från den aktuella\nsjuklöneperiodens början, haft tio karens-avdrag enligt ovan, görs inga\nytterligare karensavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vissa arbetstagare kan enligt beslut av Försäkringskassan av medicinska\nskäl ha rätt till sjuklön om 80 procent redan från och med den första\nsjukfrånvarodagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses ordinarie arbetstid i timmar per helgfri vecka i\ngenomsnitt per kalenderår enligt § 4 mom. 3:2 första stycket. För\ntvåskiftsarbete ska dock veckoarbets-tiden vara 38 timmar vid beräkningen av\nsjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Sjukavdrag efter sjuklöneperioden\u003C\u002Fh3>\n\n\u003Cp>För varje kalenderdag frånvaron omfattar görs sjukavdrag med\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>-------------------------------\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med hela månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning görs avdrag för varje\nfrånvarotimme med\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>---------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses ordinarie arbetstid i timmar per helgfri vecka i\ngenomsnitt per kalenderår enligt § 4 mom. 3:2 första stycket.\u003C\u002Fp>\n\n\u003Cp>För tvåskiftsarbete ska dock veckoarbetstiden vara 38 timmar vid\nberäkningen av avdraget.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med arbetstagarens hela\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Anställnings ingående och upphörande\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1 Visstidsanställning\u003C\u002Fh3>\n\n\u003Cp>Visstidsanställning på avtalsområdet sker enbart enligt detta avtal, som\nhelt ersätter reglerna om visstidsanställning i lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Ett avtal om visstidsanställning mellan arbetsgivare och arbetstagare ska\nvara skriftligt.\u003C\u002Fp>\n\n\u003Cp>Utan stöd av lokal överenskommelse kan arbetsgivare och arbetstagare\nträffa avtal om visstidsanställning om minst en månads och högst tolv\nmånaders anställningstid. Om arbetstagaren är studerande eller pensionär\neller har kollektivavtalad förstärkt företrädesrätt enligt mom.\u003C\u002Fp>\n\n\u003Cp>3 kan arbetsgivaren och arbetstagaren även avtala om visstidsanställning\nsom är kortare än en månad.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta verkstadsklubb om visstidsanställningar\nenligt detta stycke.\u003C\u002Fp>\n\n\u003Cp>Med stöd av lokal överenskommelse kan arbetsgivare och arbetstagare\nträffa avtal om visstidsanställning som medför att arbetstagaren kommer att\nvara visstidsanställd under längre tid än tolv månader under en\ntreårsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kravet på lokal överenskommelse för mycket korta visstidsanställningar,\ni andra fall än då arbetstagaren är studerande eller pensionär eller har\nkollektivavtalad förstärkt företrädesrätt enligt mom. 3, syftar till att\nundvika att det utvecklas ett utbrett system där visstidsanställningar\nanvänds for t.ex. frekvent återkommande endagsanställningar (s.k.\ndaglönare). Parterna är dock ense om att korta visstidsanställningar kan\nvara fullt berättigade.\u003C\u002Fp>\n\n\u003Cp>Visstidsanställning avseende den som har kollektivavtalad förstärkt\nföreträdesrätt enligt mom. 3 ska inte vara kortare än en dag.\u003C\u002Fp>\n\n\u003Cp>Saknas verkstadsklubb kan arbetsgivaren och arbetstagaren avtala om\nvisstidsanställning utan stöd av överenskommelse med den fackliga\norganisationen, som dock ska underrättas om varje särskilt fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av be-stämmelsen i sista\nstycket sker äger den påkalla lokal res-pektive central förhandling i\närendet. Löses ej tvisten gäller for det företag som tvisten gäller i\nfortsättningen samma regler som för företag dår verkstadsklubb finns.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Företrädesrätt och turordning\u003C\u002Fh3>\n\n\u003Cp>Företrädesrätt till återanställning gäller enligt lag med följ ande\nkollektivavtalsreglering.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till återanställning förutsätter att arbetstagaren\nvarit anställd hos arbetsgivaren mer än tolv månader under de senaste tre\nåren. Företrädesrätten gäller till dess nio månader förflutit från den\ndag då anställningen upphörde på grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om turordningen för\nuppsägning eller permittering mellan arbetarna samt vid\nuppsägningstillfället eller inför återanställning också om turordningen\nför återanställning. Föreningen och förbundet äger när synnerliga skäl\nföreligger begära central förhandling om sådan överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Vid konflikt mellan företrädesrätten och kravet på lokal\növerenskommelse enligt mom. 1 kan företrädesrätten inte göras gällande,\nom konflikten beror på att arbetstagarparten inte vill träffa sådan\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivarens rörelse på en och samma ort har mer än en driftsenhet,\nkan lokal överenskommelse träffas om att två eller flera driftsenheter ska\nomfattas av turordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Kollekti vavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>Arbetstagare som blivit uppsagd från en tillsvidareanställning på grund\nav arbetsbrist och som har företrädesrätt enligt mom. 2, har\nkollektivavtalad förstärkt företrädesrätt under en fast förlagd\nsammanhängande period om, som regel, sex månader.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt gäller under samma period\nfor samtliga uppsagda och räknas från den dag då uppsägningstiden enligt\nlagen om anställningsskydd löper ut för de arbetstagare av de uppsagda som\nhar längst uppsägningstid. Genom lokal överenskommelse kan perioden med\nkollektivavtalad förstärkt företrädesrätt förläggas till annan fast\nförlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>En arbetstagare som hos arbetsgivaren tidigare haft en kollektivavtalad\nförstärkt företrädesrätt kan tjäna in en ny kollektivavtalad förstärkt\nföreträdesrätt. Det förutsätter att arbetstagaren återanställts\ntillsvidare och att arbetstagaren varit anställd sammanlagt 18 månader under\n36 månader efter den förra kollektivavtalade förstärkta\nföreträdesrätten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För undvikande av missuppfattningar konstaterar parterna att såväl\nföreträdesrätt enligt mom. 2 som kollektivavtalad förstärkt\nföreträdesrätt gäller vid driftsenheten samt förutsätter att\narbetstagaren har tillräckliga kvalifikationer för det arbete som är i\nfråga.\u003C\u002Fp>\n\n\u003Cp>Tidpunkten då perioden av kollektivavtalad förstärkt företrädesrätt\ninleds bestäms enbart med utgångspunkt i den lagstadgade uppsägningstiden.\nEventuella förlängningar av uppsägningstiden beaktas inte.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt förutsätter\nföreträ-desrätt enligt mom. 2. Det innebär att den kollektiv avtalade\nförstärkta företrädesrätten blir fyra månader för arbetstagare med en\nmånads uppsägningstid när uppsägningstiden är sex månader för de\narbetstagare av de uppsagda som har längst uppsägningstid, om inte de lokala\nparterna kommer överens om att förlägga den kollektivavtalade förstärkta\nföreträdesrätten till annan fast förlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Inhyrning av bemanningsföretag under kollektivavtalad förstärkt\nföreträdesrätt\u003C\u002Fh3>\n\n\u003Cp>Under den tid då arbetstagare har kollektivavtalad förstärkt\nföreträdesrätt kan inhyrning ske under sammanlagt 30 arbetsdagar, då\ninhyrning på grund av tidsbegränsning är motiverat. Inhyrning kan också ske\nför att säkerställa produktionens behöriga gång under den tid då\narbetsgivaren, utan onödigt dröjsmål, löser bemanningsbehovet genom\nåteranställning.\u003C\u002Fp>\n\n\u003Cp>Annan inhyrning av arbetskraft från bemanningsföretag än vad som sagts i\nförsta stycket under den tid då arbetstagare har kollektivavtalad förstärkt\nföreträdesrätt, ska föregås av överläggningar mellan företaget och\nverkstadsklubben.\u003C\u002Fp>\n\n\u003Cp>Om verkstadsklubben vid sådana överläggningar motsätter sig inhyrning,\ntill förmån för att personalbehovet tillgodoses genom återanställning, och\narbetsgivaren då väljer återanställning gäller bestämmelserna i mom.\n5.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren, trots att verkstadsklubben motsatt sig detta, väljer att\nhyra in ska arbetsgivaren som avlösen av den kollektivavtalade förstärkta\nföreträdesrätten betala tre månadslöner (fast kontant lön) till de\narbetstagare som har företrädesrätt till återanställning enligt mom. 2.\nAvlösen ska betalas till det antal arbetstagare som motsvarar antalet\ninhyrda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid företag där verkstadsklubb saknas, sker överläggning m.m. med lokal\nfacklig organisation.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en driftsenhet eller flytt av\nhela eller delar av verksamheten gäller inte några begränsningar mot\ninhyrning av arbetskraft från bemanningsföretag under den tid beslutet om\nnedläggning eller flytt verkställs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Återanställning\u003C\u002Fh3>\n\n\u003Cp>Om verkstadsklubben enligt mom. 4 motsatt sig inhyrning har arbetsgivaren\nrätt att avseende en tredjedel av det antal arbetstagare som han\nåteranställer frångå turordningen för återanställning enligt mom. 2,\nför det fall de lokala parterna inte dessförinnan träffat lokal\növerenskommelse om turordningen för återanställning.\u003C\u002Fp>\n\n\u003Cp>En återanställning på viss tid enligt föregående stycke och som\nomfattar högst sex månader är tillåten även om den skulle komma i konflikt\nmed kravet på lokal överenskommelse enligt mom. 1 fjärde stycket. Om\nvisstidsanställningen är längre än sex månader tillämpas mom. 1 fjärde\nstycket och mom. 2 fjärde stycket fullt ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tredjedel fastställs genom matematisk avrundning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Förfarande vid återanställning\u003C\u002Fh3>\n\n\u003Cp>För att skynda på återanställningsprocessen kan företaget, som ett\nkomplement till andra kontakter, per post skicka ut\nåteranställningserbjudande till hela eller delar av den krets av arbetstagare\nsom omfattas av turordningen för återanställning enligt mom. 2. Erbjudandet\nskickas till senast kända adress med begäran om svar inom viss tid, dock som\nkortast fem arbetsdagar från det att meddelandet skickades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att återanställningsprocessen ska bedrivas\nskyndsamt.\u003C\u002Fp>\n\n\u003Cp>I erbjudandet ska arbetsgivaren ange att antalet platser är begränsat och\natt en accept således inte innebär att återanställning är garanterad.\u003C\u002Fp>\n\n\u003Cp>När svar från arbetstagarna inkommit sker urvalet enligt mom. 5 för\nåteranställning bland de arbetstagare som meddelat företaget att de är\nberedda att acceptera återanställningserbjudandet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Utkvittering av slutlön\u003C\u002Fh3>\n\n\u003Cp>Om arbetstagaren inte fullgör sin uppsägningstid, ska som påföljd för\navbrottet avdrag ske från innestående lön före skatteavdrag. Avdraget ska\nuppgå till hälften av lägsta lön i den grupp arbetstagaren tillhör för\nden del av uppsägningstiden som inte iakttas. Andra påföljder än nu sagts\nska inte komma i fråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 8 Kollektivavtalad deltid i pensioneringssyfte\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 8:1 Deltid i pensioneringssyfte (deltidspension) \u003C\u002Fh4>\n\n\u003Cp>Arbetstagare kan ansöka om rätt till deltidspension från och med den\nmånad arbetstagaren fyller 60 år.\u003C\u002Fp>\n\n\u003Cp>Om deltidspension beviljas är anställningen från det att deltidspensionen\nböljar gälla, en deltidstjänst med den sysselsättningsgrad som följer av\ndeltidspensionen. Företrädesrätt till anställning med högre\nsysselsättningsgrad enligt 25 a § anställningsskyddslagen gäller inte för\narbetstagare som har deltidsanställning genom deltidspensionering enligt detta\navtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension, t.ex. skatteregler avseende uttag av\npensionsförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 8:2 Ansökan om underrättelse\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren ska hos arbetsgivaren skriftligt ansöka om deltidspension sex\nkalendermånader före det att deltidspensioneringen ska bölja gälla. Av\nansökan ska tydligt framgå vilken sysselsättningsgrad som avses.\u003C\u002Fp>\n\n\u003Cp>Samtidigt som ansökan lämnas till arbetsgivaren ska arbetstagaren\nunderrätta verkstadsklubben.\u003C\u002Fp>\n\n\u003Cp>Senast två månader från det att arbetsgivaren mottagit ansökan ska\narbetsgivaren skriftligen till arbetstagaren och verkstadsklubben meddela svar\nom ansökan beviljats eller inte, för de fall inte uppskov överenskommits med\narbetstagaren. Att inte svara i rätt tid utgör ett brott mot en\nordningsföreskrift och har därmed inte innebörden att ansökan ska anses\nbeviljad. För de fall ansökan inte senare beviljas ska arbetsgivaren i\nförekommande fall betala 2 000 kronor* för åsidosättandet av\nordningsföreskriften till den berörda arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan avslå ansökan om deltidspensionen om ett beviljande vid\nen objektiv bedömning skulle medföra en beaktansvärd störning i\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>*) Beloppet räknas fr.o.m. 2014 årligen upp med KPI.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 8:3 Förhandling och tvist\u003C\u002Fh4>\n\n\u003Cp>Om ansökan om deltidspension har avslagits och arbetstagaren vill få\nansökan prövad i förhandlingsordningen ska arbetstagaren underrätta lokal\nfacklig organisation som har att begära lokal förhandling. Tvisten ska då\nanses gälla deltidspension med sysselsättningsgraden 50 procent och ska\nbehandlas enligt § 1 Teknikavtalet IF Metall enligt följande.\u003C\u002Fp>\n\n\u003Cp>Frågan om deltidspension ska beviljas kan behandlas i lokal förhandling\noch därefter, om frågan inte lösts, slutligt i central förhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna varken i lokal eller central förhandling kan komma överens i\nfrågan om deltidspension enligt avtal kan beviljas utan beaktansvärd\nstörning i verksamheten, ska lokal facklig organisation om arbetstagaren vill\ndriva saken vidare, begära lokal förhandling om skyldighet för arbetsgivaren\natt betala skadestånd för felaktig avtalstillämpning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Tjänstgöringsbetyg och arbetsgivarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 9:1 Tjänstgöringsbetyg\u003C\u002Fh4>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller arbetstagarens sida\nhar arbetstagaren rätt att erhålla tjänstgöringsbetyg, vilket utvisar\u003C\u002Fp>\n\n\u003Cp>-den tid som arbetstagaren har varit anställd, och\u003C\u002Fp>\n\n\u003Cp>-de arbetsuppgifter han har haft att utföra, samt\u003C\u002Fp>\n\n\u003Cp>-om arbetstagaren så begär, vitsord beträffande det sätt på vilket han\nhar utfört sitt arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna tjänstgöringsbetyget inom en vecka från det att\narbetstagaren har begärt att få betyget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9:2 Arbetsgivarintyg\u003C\u002Fh3>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller arbetstagarens sida\nska arbetsgivaren, om arbetstagaren så begär, lämna arbetsgivarintyg.\nArbetsgivarintyget ska lämnas utan oskäligt dröjsmål.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Löneskydd\u003C\u002Fh2>\n\n\u003Ch3>Mom. 1\u003C\u002Fh3>\n\n\u003Cp>Grunden för reglerna är att lön och andra ersättningar följer\narbetsuppgifterna. Vid oförändrade eller likvärdiga arbetsuppgifter kan\narbetsgivaren inte utan frivillig överenskommelse ändra månadslönen.\nDetsamma gäller i fråga om arbetsuppgifter för vilka fastställts ett fast\nlönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>Följande gäller, om inte annan lokal överenskommelse träffats, angående\nbetalningsregler när arbetstagarens arbetsuppgifter ändras med åtföljande\nförändring av månadslön och fasta lönetillägg per månad.\u003C\u002Fp>\n\n\u003Cp>Betalning för tidsbegränsade arbetsuppgifter ska enbart utgå så länge\narbetet utförs. I andra fall när en ändring av arbetsuppgifter medför att\narbetsgivaren sänker månadslön eller fasta lönetillägg per månad ska,\nför arbetstagare med minst två års obruten anställningstid vid företaget,\nett individuellt omplaceringstillägg fastställas i samband med förändringen\nav arbetsuppgifterna.\u003C\u002Fp>\n\n\u003Cp>Omplacering på grund av arbetstagarens eget förvållande ger inte rätt\ntill omplaceringstillägg.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägget ska bestämmas till belopp som motsvarar sänkningen\nav månadslönen och fasta lönetillägg per månad.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>Om arbetstagaren på grund av arbetsskada får ersättning, exempelvis från\ntrygghetsförsäkring vid arbetsskada (TFA), betalas inte omplaceringstillägg\ntill den del sådan ersättning motsvarar sänkningen av månadslönen och\nfasta lönetillägg per månad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med fasta lönetillägg per månad avses inte ersättning som betalas till\nföljd av viss arbetstidsförläggning, t.ex. skift- formstillägg och\nschabloniserade obtillägg.\u003C\u002Fp>\n\n\u003Cp>Med tidsbegränsade arbetsuppgifter avses arbete som på förhand kan\nbedömas vara tidsbegränsat, t.ex. vikariat och ”inhopp”, projektarbete,\nsäsongsbetonade uppgifter och liknande.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren är avlönad med rörliga löneclelar och ändrade\narbetsuppgifter medför att de rörliga löneclelarna bortfaller ska\nomplaceringstillägget omfatta mecleltimfortjänsten på de rörliga\nlönedelarna under senast kända kvartal.\u003C\u002Fp>\n\n\u003Cp>Arbetsrotation eller annan ordning där ett fast lönetillägg enbart\nbetalas for den tid en viss arbetsuppgift utförs ska inte i sig anses medföra\natt arbetsuppgifterna är tidsbegränsade, men kan inte heller läggas till\ngrund för krav att tillägget ska betalas även för tid då arbetsuppgiften\ninte utförs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Tilläggsperiodens längd\u003C\u002Fh3>\n\n\u003Cp>Vid sänkning av månadslönen eller fasta lönetillägg per månad beror\ntilläggsperiodens längd av hur längearbetstagaren haft månadslönen\nrespektive de fasta lönetilläggen per månad. Vid bedömningen av den tiden\nska sedvanliga lönehöjningar och andra förändringar av beräkningsregler\ninte beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Exempel\u003C\u002Fh4>\n\n\u003Cp>En arbetstagare har sedan år 1999 erhållit ett s.k. förmanstillågg per\nmånad. Att beråkningsreglerna för tilläggets storlek ändrats år 2003\npåverkar inte bedömningen av hur länge han haft tillägget.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg betalas under samma antal månader, avrundat uppåt,\nsom en arbetstagare haft månadslönen respektive fasta lönetillägg per\nmånad, dock längst under två år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som på grund av sjukdom inte tillfredsställande kan\nutföra sina arbetsuppgifter och som därför omplaceras, gäller att den tid\nunder vilken omplaceringstillägg längst kan utgå är tre år om\narbetstagaren vid omplaceringstillfället uppnått 55 års ålder och har 10\nårs sammanhängande anställningstid.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg som fastställts enligt de regler som gällde före den\n1 april 2004 ska avräknas enligt de lokala eller centrala regler som gällde\nnär tillägget fastställdes. Emellertid ska full avräkning ske för\nlöneökningar utöver generella tillägg eller individgarantier efter den 31\nmars 2004.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Ch2>§ 11 Permission\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Permissionsanledningar\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>Permission är ledighet med bibehållen lön under högst en dag. Vid nära\nanhörigs begravning kan permissionen dock också ges för högst två\nresdagar.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>På begäran beviljas permission i följande fall:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>•Eget bröllop\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Egen 50-årsdag\u003C\u002Fp>\n\n\u003Cp>•Nära anhörigs död\u003C\u002Fp>\n\n\u003Cp>•Nära anhörigs begravning\u003C\u002Fp>\n\n\u003Cp>•Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som nära anhörig räknas make\u002Fmaka, barn, syskon, föräldrar,\nsvärföräldrar, mor- och farföräldrar, sammanboende under\näktenskapsliknande förhållanden och partner i registrerat partnerskap.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>På begäran beviljas permission även vid:\u003C\u002Fp>\n\n\u003Cp>•Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall.\u003C\u002Fp>\n\n\u003Cp>•Besök vid sjukvårdsinrättning efter remiss av företags-läkare liksom\ntill följd härav av annan läkare föreskrivna återbesök, dock högst\ntre.\u003C\u002Fp>\n\n\u003Cp>•Av arbetsgivaren anvisad hälsoundersökning föreskriven i lag eller\nannan författning liksom därav föranledd kompletterande\nläkarundersökning.\u003C\u002Fp>\n\n\u003Cp>En förutsättning för permission är i de tre sistnämnda fallen att\narbetstagaren inte är sjukfrånvarande efter att permissionsanledningen\nupphört. Detsamma gäller efter en mellanliggande ledighetsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Begäran om permission\u003C\u002Fh3>\n\n\u003Cp>Begäran om permission ska göras i så god tid som möjligt. Orsaken till\npermissionen ska på förhand eller - om så inte kan ske - i efterhand styrkas\nom arbetsgivaren begär det.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Läkarbesök vid arbetsskada m.m.\u003C\u002Fh3>\n\n\u003Cp>Vid arbetsskada anvisar arbetsgivaren vårdinrättning och betalar\nresekostnader samt vårdkostnader i den mån kostnaden inte ersätts av annan\n(t.ex. försäkringskassa, AFA-försäkring). Det gäller också vid av läkare\nföreskrivna återbesök.\u003C\u002Fp>\n\n\u003Cp>Vid av arbetsgivaren anvisad hälsoundersökning betalar han\nundersökningskostnaden liksom härav föranledd kompletterande\nundersökning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Hemarbete\u003C\u002Fh2>\n\n\u003Cp>Betalning m.m. för hemarbete regleras i tim- och ackordslönebilagan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch2>§ 13 Avtalsförsäkringar\u003C\u002Fh2>\n\n\u003Cp>Arbetsgivaren ska hos FORA Försäkringscentral AB teckna försäkringsavtal\nom AFA-försäkringarna, dvs. Avtal om avgiftsbestämd\nomställningsförsäkring den 24 februari 2004, avtalsgruppsjukförsäkring\n(AGS), trygghetsförsäkring vid arbetsskada (TFA),\ntjänstegrupplivförsäkring (TGL) samt Avtalspension SAFLO enligt\npensionsöverenskommelse mellan SAF och LO den 19 januari 2000.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Kommentar\u003C\u002Fh4>\n\n\u003Cp>Information om avtalsförsäkringarna finns att få hos www.afa.se eller\nwww.ifmetall.se.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§14 Giltighetstid\u003C\u002Fh2>\n\n\u003Ch3>Avtalsperiod\u003C\u002Fh3>\n\n\u003Cp>Avtalet gäller för tiden från och med den 1 november 2020 till och med\nden 31 mars 2023.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 31 oktober 2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Teknikarbetsgivarna\u003C\u002Ftd>\n      \u003Ctd>Industrifacket Metall\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Klas Wåhlberg\u003C\u002Ftd>\n      \u003Ctd>Marie Nilsson\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Tomas Undin\u003C\u002Ftd>\n      \u003Ctd>Veli-Pekka Säikkälä\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Tim- och ackordslönebilaga\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om part enligt anmärkningen till § 3 mom.\u003C\u002Fp>\n\n\u003Cp>1 Teknikavtalet IF Metall särskilt begär att bestämmelserna i denna\nbilaga ska tillämpas gäller följande kompletterande regler.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Löneform\u003C\u002Fh4>\n\n\u003Cp>Kan enighet inte nås om löneform tillämpas rent ackord där detta är\nmöjligt. I övriga fall tillämpas timlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Timlön\u003C\u002Fh4>\n\n\u003Cp>Lägsta timlöner\u003C\u002Fp>\n\n\u003Cp>För arbetstagare som fyllt 18 år och hänförs till\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>lönegrupp\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>1 november 2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>1 april\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>10976\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>11217\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>11615\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>11871\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>12 289\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>12560\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>12 999\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>13 285\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"165\">\u003Cp>För arbetstagare som fyllt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>1 november 2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>1 april\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>17 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>9 719\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>9 933\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>16 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>8 327\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"61\">\u003Cp>8 510\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Inplacering i timlönegrupp ska ske i enlighet med grupperingsanvisningarna\ni punkt 3 c).\u003C\u002Fp>\n\n\u003Cp>Allt efter flit, skicklighet och arbetets svårighetsgrad erhåller\narbetstagaren högre lön, och ska dugliga arbetstagare, som arbetat ett\nflertal år inom metallindustrin, åtnjuta högre lön än lägsta timlön.\nArbetstagare med en sammanlagd anställningstid vid företaget om minst 12\nmånader under de senaste 36 månaderna ska från och med den 1 november 2020\nha en timlön som överstiger den lägsta timlönen i den grupp arbetstagaren\ntillhör med minst 329 öre. För arbetstagare med en sammanlagd\nanställningstid vid företaget om minst 24 månader under de senaste 36\nmånaderna ska timlönen överstiga den lägsta timlönen i den grupp\narbetstagaren tillhör med minst 554 öre. 336 öre respektive 566 öre fr.o.m.\nden 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>Lön till elever i yrkesutbildning m.m.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna om lägsta löner gäller inte elever i\nyrkesutbildningbeträffande vilka särskild överens-kommelse träffats - eller\narbetstagare under 16 år. Efter lokal överenskommelse kan undantag från\nlägsta lönerna göras också för andra arbetstagare då särskilda skäl\nföreligger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Feriearbete\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För gymnasieungdomar 16-18 år, som anställs på viss tid för\nferiearbete, betalas timlön om lägst 7 994 öre fr.o.m. den 1 november 2020\nper arbetad timme. 8170 öre fr.o.m. den 1 april 2022, inklusive helg- och\nsemesterlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Ackord\u003C\u002Fh4>\n\n\u003Cp>a)Överenskommelse om ackord träffas genom fri förhandling mellan\narbetsgivaren och den eller de arbetstagare, åt vilka ackordsarbete\nerbjuds.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen ska träffas före arbetets böljan.\u003C\u002Fp>\n\n\u003Cp>I undantagsfall kan dock parterna även därefter fastställa\nackordspriset.\u003C\u002Fp>\n\n\u003Cp>b)Vid s.k. premie- och biandackord ska, innan detsamma införes, grunderna\ndärför fastställas och överenskommelse därom träffas i vederbörlig\nordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall, då arbetet tidsstuderas, äger arbetarna och, om de så önskar,\nombud för verkstadsklubben få del av grunderna för därvid tillämpat system\näven som av tidsstudien. Detsamma gäller ifråga om diagram och tabeller, i\nden mån de ligga till grund för ackordsuppgörelsen. Om, i händelse av\ntvist, kontrollstudie anordnas, äger ombud för verkstadsklubben följa\ndensamma.\u003C\u002Fp>\n\n\u003Cp>Den rätt, som enligt ovanstående tillförsäkrats ombud för\nverkstadsklubben, ska, där tvist angående ackords- fråga föranleder central\nförhandling, tillkomma jämväl representant för huvudorganisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Vid företag, där ackord fastställs på basis av arbetsstudier, äger\näven arbetstagare föreslå, att visst arbete ska tidsstuderas. Arbetstagares\nsålunda framställda önskan bör tillmötesgås utan onödig tidsutdråkt med\niakttagande av att arbetstagaren ifråga om arbete, som förut tidsstuderats,\nhar att ange skål för sin begäran.\u003C\u002Fp>\n\n\u003Cp>2.Vid bestämmande av arbetsstudies omfattning bör hänsyn tagas till av\nvederbörande arbetstagare därutinnan framställt önskemål.\u003C\u002Fp>\n\n\u003Cp>3.När tvist uppstår om arbetsstuderat ackord, må huvudorganisationerna\npå begäran erhålla avskrift av arbetsstudieprotokollet. Dylik handling år\natt betrakta som en intern angelägenhet inom företaget och må ieke\ntillhan-dahållas utomstående.\u003C\u002Fp>\n\n\u003Cp>4.Samma rätt tillkommer verkstadsklubben, varvid dock i normalfallet bör\nbeaktas möjligheten att på arbets- studieavdelningen ta del av\nprotokollet.\u003C\u002Fp>\n\n\u003Cp>5.Det förutsätts, att vederbörande parter lojalt medverk¬ar till ett\nkorrekt resultat av tidsstudiearbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c)Beräkningen av ackord i samband med arbetsstudier ska i princip ske efter\nformeln \u003C\u002Fp>\n\n\u003Cp>x = t • u • (1 + s ) • p\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**************\u003C\u002Fspan>l00\u003Cspan style=\"color:#ffffff\">**\u003C\u002Fspan>60\u003C\u002Fp>\n\n\u003Cp>där x = ackordet i öre, t = uttagen verktid i minuter, u =\nutjämningsfaktor, s = spilltidstillägg i % och p = penningfaktor i öre\u002Ftim,\nenligt nedanstående tabell. Uttagen verktid uträknas enligt\n”medelvärde-metoden”. Utjämningsfaktorn bestämmes med hänsyn till\narbetstagarens prestation under arbetsstudien (u = 1 för normal prestation av\nen medelgod van arbets-tagare, större än 1 om prestationen är högre och\nmindre än 1 om den är lägre). Spilltidstillägget beräknas med hänsyn till\nde nödvändiga spilltiderna för respektive arbeten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Förekommer tvångsstyrd verkticl, där upparbetningsmöjligheter saknas,\nbör hänsyn härtill tas vid ackordets beräkning.\u003C\u002Fp>\n\n\u003Cp>2.Erhåller arbetstagaren nya arbetsuppgifter, exempelvis till följd av att\nföretaget inför ny teknik eller nya produkter i tillverkningen, ska följande\ngälla. Under upplärnings- respektive inkörningsperioden utgår, i den mån\nså krävs, ett särskilt tillägg vars storlek avvägs med hänsyn till\nomständigheterna i varje särskilt fall. Avsikten ska vara att vid väl\nutnyttjad arbetstid i stort samma förtjänstmöjligheter ska bibehållas som\nvid tidigare representativ period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Penningfaktorer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Partema är ense om att gruppering och penningfaktorer kan fastställas på\ngrundval av huvudorganisationernas arbetsvärderingssystem efter lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Arbetsvärderingen ska utföras i en kommitté med lika antal\nrepresentanter för företaget och arbetstagarna. Arbetstagarnas representanter\ni arbetsvärderingskommittén ska erhålla kostnadsfri utbildning i av\nföretaget anordnad eller anvisad arbetsvärderingskurs. Arbetsgivaren betalar\nersättning för förlorad arbetsförtjänst under ordinarie arbetstid vid\nsåväl kursen som kommittésammanträdena.\u003C\u002Fp>\n\n\u003Cp>2.Penningfaktorerna för de olika grupperna avvägs så att efter\ninplacering av arbetstagarna i respektive grupper status quo i\nackordsförtjänstläget för dessa grupper i stort sett upprätthålls, varvid\nhänsyn tages till faktiska upparbetningsmöjligheter vid effektivt utnyttjad\narbetstid.\u003C\u002Fp>\n\n\u003Cp>3.Vid bestämning av de faktiska upparbetningsmöjligheterna ska skälig\nhänsyn tagas till den grad av noggrannhet med vilken arbetena förbereds.\u003C\u002Fp>\n\n\u003Cp>4.Med avlöningsförmåner i protokollsanteckning A avses ifråga om ackord\nenbart ett riktigt fastställande av samtliga de faktorer, som ingår i\nackordsberäkningen.\u003C\u002Fp>\n\n\u003Cp>Omreglering av ackord får icke äga rum enbart med hänsyn till uppnådd\nförtjänst men förändring, som påverkar den enligt ackordsformeln för\narbetet beräknade tiden, ska föranleda omreglering. Ackord, som från början\nblivit fel- satt, ska jämväl omräknas, om endera parten så begär.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>I de fall då arbetsvärdering inte tillämpas ska följande gälla.\u003C\u002Fp>\n\n\u003Cp>Olika arbetsuppgifter inplaceras i fyra lönegrupper med ledning av\nföljande grupperingsanvisningar och tillhörande referensarbeten.\nArbetstagaren ska hänföras till den lönegrupp i vilken det arbete han\nhuvudsakligen utför är inplacerat.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I grupp 1\u003C\u002Fstrong> inplaceras arbeten som medför obetydlig eller\nliten ansträngning i god till något besvärande arbetsmiljö och som utförs\nefter detaljerade instruktioner och följer viss rutin.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I grupp 2\u003C\u002Fstrong> inplaceras arbeten som medför måttlig\nansträngning eller utförs i besvärande arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Till denna grupp hänförs även arbeten som ställer krav på viss riktad\nutbildning och praktisk erfarenhet och som i regel utförs efter muntliga och\nskriftliga instruktioner.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I grupp 3\u003C\u002Fstrong> inplaceras kvalificerade arbeten som kräver\nteknisk eller annan teoretisk utbildning och praktisk erfarenhet samt utöver\nmuntliga eller skriftliga instruktioner ställer krav på omdöme och\ninitiativ.\u003C\u002Fp>\n\n\u003Cp>Till denna grupp hänförs även arbeten som medför stor ansträngning och\nutförs i besvärande arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I grupp 4\u003C\u002Fstrong> inplaceras särskilt kvalificerade arbeten som i\nhög grad kräver teknisk eller annan teoretisk utbildning och praktisk\nerfarenhet samt ställer stora krav på omdöme, initiativ och ansvar för\narbetets utförande som kräver teknisk eller annan teoretisk utbildning och\npraktisk erfarenhet samt utöver muntliga eller skriftliga instruktioner\nställer krav på omdöme och initiativ och som medför stor ansträngning och\nutförs i besvärande arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Till denna grupp hänförs även arbeten som medför mycket stor\nansträngning och utförs i mycket besvärande arbetsmiljö.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Vid bundet arbete där arbetstagaren inte kan lämna arbetsplatsen eller\nvid mycket likartat arbete med små variationer i arbetsinnehållet sker\ninplacering i lägst grupp 2.\u003C\u002Fp>\n\n\u003Cp>2.Teoretisk utbildning kan inhämtas i skolor, genom kurser av olika slag\neller i det praktiska arbetet.\u003C\u002Fp>\n\n\u003Cp>3.Uppstår tvist om inplacering kan de centrala parterna tillämpa\nhuvudorganisationernas arbetsvärderingssystem för inplacering av arbetet.\u003C\u002Fp>\n\n\u003Cp>4.Tvist om inplacering av visst arbete i grupp 2—2 eller inplacering i\narbetsvärderingsgrupp vid systematisk arbetsvärdering ska på endera partens\nbegäran prövas av skiljenämnden enligt punkt 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Penningfaktorer i öre per timme\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>För arbetstagare som fyllt 18 år och hänföres till\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>1 november 2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>1 april 2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>lönegrupp\u003C\u002Fp>\n\n        \u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>7 527\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>7693\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>8 357\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>8 541\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>9 279\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>9 483\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>4\u003C\u002Fp>\n\n        \u003Cp>För arbets­\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>10 294\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>10 520\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>tagare under 18 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>7106\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>7 262\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Såvida inte annat lokalt överenskommits ska vid tillfällig förändring\nav arbetsuppgifter följande gälla.\u003C\u002Fp>\n\n\u003Cp>Det ankommer på de lokala parterna att träffa överenskommelse om regler\nfor de fall arbetstagaren tillfälligt utför arbetsuppgifter tillhörande\nannan penningfaktorgrupp än den arbetstagaren tillhör. Därvid ska särskilt\nbeaktas såväl arbetstagarens krav på lönetrygghet som flexibiliteten vid\nfördelning av arbetsuppgifter. Aven sambandet med reglerna i § 10 beaktas.\u003C\u002Fp>\n\n\u003Cp>Med tidigare lokala överenskommelser avses omräkningsforfarandet mellan\nA-, B- och C-ackorcl enligt grupperingen i 1982 års avtal.\u003C\u002Fp>\n\n\u003Cp>d)När arbetet icke arbetsstuderas, tillämpas vid ackordssättningen\novanstående penningfaktorer som riktpunkter vid normal arbetsprestation av en\nmedelgod van arbetstagare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar till c) och d)\u003C\u002Fh4>\n\n\u003Cp>1. Parterna är överens om att när penningfaktorerna ökats mer än\nackorden, har detta skett för att minska skill-naden mellan penningfaktor och\nackorclsfortjänst. Avsikten är sålunda att ökningen av penningfaktorerna\nska avräknas från såväl särskilt redovisade konjunktur-faktorer som\nkonjunkturfaktorer inlagda i uttagen verk-tid eller utjämningsfaktor.\nKonjunkturfaktorn får dock inte bli lägre än 1,0.\u003C\u002Fp>\n\n\u003Cp>Oavsett på vilket sätt ackord beräknas får merökningen av\npenningfaktorerna inte föranleda krav på annan ändring av ackord och\nackordsunderlag än vad de till avtalsuppgörelsen fogade\növergångsbestämmelserna anger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att eventuella konjunkturfaktorer vid ackordssättning\nbör redovisas särskilt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Bestämmelserna i detta mom., utgör icke hinder for huvudorganisationerna\natt i undantagsfall, då särskilda skäl föreligger, medge tillämpning av\nandra grunder för ackordsberäkning.\u003C\u002Fp>\n\n\u003Cp>3.Vid bundet linesarbete med prestationsöverenskommelse där ackorden\nfastställs på grundval av systematisk arbetsvärdering ska ackorclspriset for\narbetstagare som fyllt 17 år bestämmas efter de grunder som gäller for vuxna\narbetstagare.\u003C\u002Fp>\n\n\u003Cp>4.Om ett företag eller del av företag under avtalstiden övergår till\nackordssättning med MTM-systemet eller därmed likvärdigt standardtidssystem\nsamt olika tillämpningsformer, exempelvis MOST och SAM, ska lokal\növerenskommelse träffas om särskilda penningfaktorer. Dylik överenskommelse\nska godkännas av huvudorganisationerna. Användande av systemet innebär ingen\nbegränsning av förhandlingsrätten enligt punkt 3 a).\u003C\u002Fp>\n\n\u003Cp>5.Överenskommelsen ska gälla för samma tid och med samma uppsägningstid\nsom Teknikavtalet IF Metall med iakttagande av att uppsägning för att vara\ngiltig ska godkännas av den uppsägande partens huvud-organisation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>6.Verkstad som avser använda system enligt anmärkning 4 för\nackordssättning ska ge ett skäligt antal (minst två) representanter for\nklubbstyrelsen kostnadsfri utbildning i av företaget anordnad eller anvisad\nkurs. Ersättning för kurs- och informationstid beräknas enligt schemalagd\ntid. Vid internatkurs betalar arbetsgivare ersättning för förlorad\narbetsförtjänst under ordinarie arbetstid och därjämte i förekommande fall\nersättning enligt §7.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e)Vid gemensamhetsackord erhåller arbetstagaren del i överskottet i\nförhållande till avtalets lägsta timlön i den grupp han tillhör och det\nantal arbetstimmar han deltagit i ackordet, för så vitt inte annan särskild\növerenskommelse därom träffats.\u003C\u002Fp>\n\n\u003Cp>f)Vid ackordsarbete ska lägsta timlön i den grupp arbetstagaren tillhör\nvara garanterad.\u003C\u002Fp>\n\n\u003Cp>g)Vid varje verkstad ska anteckningar föras över alla gällande ackord med\ntydligt angivande av arbetets art och pris eller - vid premie- och biandackord\n- beräk-ningssättet. Arbetstagare, som erbjuds ett förut utfört\nackordsarbete, äger rätt att, när han det begär, av de förda\nanteckningarna inhämta kännedom om priset eller beräkningssättet. Ändrat\nackordserbjudande på återkommande oförändrad arbetsoperation bör markeras\npå ackordssedeln, såvida inte arbetstagaren erhåller muntligt besked\nhärom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Tvist\u003C\u002Fh4>\n\n\u003Cp>Tvist i anledning av bestämmelserna i punkt 3 c) ska inte hänskjutas till\nArbetsdomstolen innan den prövats av en särskild skiljenämnd. Skiljenämnden\nsom utses för avtalsperioden ska bestå av två av föreningen och två av\nförbundet utsedda representanter, vilka ska äga god insikt i inom\nmetallindustrin förekommande yrkesarbeten, jämte en av dessa fyra utsedd\nopartisk ordförande. För ovannämnda representanter utses av en var av\nföreningen och förbundet två suppleanter. Uppnås inte enighet vid valet av\nordförande, utses denne bland den grupp som anges i Industrins\nförhandlingsavtal § 4, av verkställande ledamoten i gruppen.\u003C\u002Fp>\n\n\u003Cp>Med anhängiggörande av talan inför skiljenämnden må inte uppskjutas\nlängre än två månader från den dag ärendet enligt förhandlingsordningen\nslutbehandlats. Skiljenämndens beslut är för parterna bindande, därest icke\ntvisten hänskjutes till Arbetsdomstolen senast inom en månad från den dag\nnämndens beslut fattats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Skiftforms- och underjordstillägg\u003C\u002Fh4>\n\n\u003Cp>Vid skiftarbete enligt Teknikavtalet IF Metall § 4 mom. 3:2 utgår\nskiftformstillägg i procent på lönen (tidlön + ackord) i följande fall\u003C\u002Fp>\n\n\u003Cp>intermittent treskiftsarbete\u003Cspan style=\"color:#ffffff\">*******************************\u003C\u002Fspan>7 procent\u003C\u002Fp>\n\n\u003Cp>kontinuerligt treskiftsarbete\u003Cspan style=\"color:#ffffff\">******************************\u003C\u002Fspan>21 procent\u003C\u002Fp>\n\n\u003Cp>kontinuerligt skiftarbete med storhelgsdrift\u003Cspan style=\"color:#ffffff\">***************\u003C\u002Fspan> 26 procent \u003C\u002Fp>\n\n\u003Cp>ständigt nattarbete\u003Cspan style=\"color:#ffffff\">***************************************\u003C\u002Fspan>21\nprocent\u003C\u002Fp>\n\n\u003Cp>Vid undeijordsarbete enligt § 4 mom. 3:4 utgår särskild ersättning med\n20 procent av lönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch4>6.Betald ledighet och pensionspremie\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>Vid tillämpning av reglerna om betald ledighet, kontant betalning och\nersättning i form av pensionspremie enligt § 5 mom. 5:1, 5:2 och 5:3 gäller\nföljande.\u003C\u002Fp>\n\n\u003Cp>Vid betald ledighet och kontant betalning erhåller timavlönade\narbetstagare ordinarie timlön och ackordsarbetstagare medel tim förtjänst\npå tidlön och ackord enligt senast kända kvartalslönestatistik. Dessutom\nbetalas vid betald ledighet tillägg för obekväm tid för den tid av\nledigheten sådant tillägg betalas.\u003C\u002Fp>\n\n\u003Cp>Vid ersättning i form av pensionspremie gäller att beloppet för\nackordsarbetstagare ska vara medeltimförtjänsten på tidlön och ackord\nenligt senast kända kvartalslönestatistik. För timavlönade arbetstagare är\nbeloppet timlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>7.Beräkning av semesterlön\u003C\u002Fh4>\n\n\u003Cp>Underlag för beräkning av semesterlön är arbetstagarens\nmedeltimförtjänst under det närmast föregående kalenderåret.\nMedeltimfortjänsten beräknas genom att summan av tidlön och ackord,\ninklusive skiftformstillägg, ersättning för gångtid och färdtid, tillägg\nför arbete på obekväm tid, övertidstillägg, ersättning för\narbetsberedskap samt övriga semesterlönegrundande tillägg, divideras med\nantalet arbetade timmar. Den sålunda framräknade medeltimfortjänsten ökas\nmed 4,2 procent som motsvarar helglön.\u003C\u002Fp>\n\n\u003Cp>Ar medeltimfortjänsten inte representativ med hänsyn till grunderna för\nberäkning av semesterlön enligt detta avtal kan medeltimfortjänsten\nanpassas.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med rätt till semesterlön, för vilken\nmedeltimfortjänsten enligt ovan inte kan beräknas, uppskattas\nmedeltimfortjänsten med hänsyn till den lön som arbetstagaren sannolikt\nskulle ha uppburit under kalenderåret närmast före semesteråret om han då\nutfört arbete för arbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>För varje betald semesterdag multipliceras den sålunda beräknade\nmedeltimfortjänsten med 8. Semesterlönen per dag erhålls genom att\nmultiplicera det sålunda framräknade beloppet med 1,22.\u003C\u002Fp>\n\n\u003Cp>En heltidsanställd arbetstagare med en sammanlagd anställningstid om minst\n24 månader under de senaste 36 månaderna har rätt till avtalets lägsta\nsemesterlön vuxna arbetstagare lägst 1445 kronor fr.o.m. den 1 november 2020\noch fr.o.m. den 1 april 2022 1477 kronor samt för minderåriga arbetstagare\ntill lägst 1062 kronor fr.o.m. den 1 november 2020, och 1085 kronor fr.o.m.\nden 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>Har arbetstagaren under intjänandeåret (1 april-31 mars föregående år)\nhelt eller delvis haft kortare arbetstid än 40 timmar i genomsnitt per vecka,\nändras talet 8 respektive 1445 (1477) kronor och 1062 (1085) kronor per dag\nmed hänsyn härtill.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av semesterlön för betald semesterdag i samband med\nintermittent treskiftsarbete (38-timmarsvecka) ersätts talet 8 av 7,6, vid\nkontinuerligt skiftarbete (36-timmarsvecka) av 7,2, vid helkontinuerligt\nskiftarbete (35-timmarsvecka) av 7,0 samt vid ständigt nattarbete\n(34-timmarsveeka) av 6,8.\u003C\u002Fp>\n\n\u003Cp>Vid sjukfrånvaro under insjuknandeåret utöver 180 dagar ska sjukfrånvaro\ndel av dag enligt § 17 första stycket punkt 1 semesterlagen jämställas med\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Efter fortlöpande frånvaro helt eller delvis under två hela\nintjänandeår ska talet 8 respektive beloppet 1445 (1477) kronor vid fortsatt\nfrånvaro på grund av sjukskrivning, sjukbidrag eller förtidspension del av\ndag eller annan motsvarande frånvaro anpassas till arbetstagarens faktiska\narbetstid.\u003C\u002Fp>\n\n\u003Cp>För sparad semesterdag beräknas semesterlönen på samma sätt som för\növrig semester, som utgår det semesterår den sparade semestern förläggs.\nHänsyn tas dock till arbetstidsmåttet under det intjänandeår under vilket\nlönen för semesterdagen tjänats in.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid övergång till eller från intermittent eller kontinuerligt skiftarbete\nkan särskild beräkning krävas såvitt avser sparad semester.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas på samma sätt som semesterlön, varvid\nbeaktas aktuellt intjänandeår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid tidsbegränsade anställningar om högst tre månader äger\narbetsgivaren komma överens med arbetstagaren om att i stället utge\nsemesterersättning med 13 procent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>8.Helglön\u003C\u002Fh4>\n\n\u003Cp>Förutsättningar för helglön\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som inte är avlönad per vecka eller längre tidsenhet, har\nrätt till helglön för följande dagar, under förutsättning att dagen\ninfaller måndag-fredag: Nyårsdagen, trettondagen, långfredagen, annandag\npåsk, 1 maj, Kristi Himmelsfärdsdag, nationaldagen, midsommarafton, julafton,\njuldagen, annandag jul och nyårsafton.\u003C\u002Fp>\n\n\u003Cp>Helglön utgår inte vid tidsbegränsade anställningar om högst en\nmånad.\u003C\u002Fp>\n\n\u003Cp>Vid beviljad ledighet har arbetstagaren rätt till helglön för\nhelglöneberättigade dagar, som infaller under de första 30 dagarna av\nledigheten. Återgår arbetstagare i tjänst under minst en månad, ska\ndärefter infallande ledighet räknas som en ny helglöneberättigad period.\nBeräkningen ska ske med utgångspunkt från första respektive sista\ntjänstgöringsdag i den aktuella perioden.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som har rätt till sjukpenning för annars\nhelglöneberättigad dag, har inte rätt till helglön för sådan dag. Vid\nsjukskrivning med rätt till sjukpenning del av dag utgår dock helglön för\nden del av dagen arbetstagaren inte är sjukskriven.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan innehålla helglön för arbetstagare som avsiktligen\neller av uppenbar vårdslöshet är olovligt frånvarande vid arbetstidens slut\neller början före respektive efter helglöneberättigad dag enligt för\narbetstagaren gällande arbetstidsschema. Vid semester eller annan beviljad\nledighet förskjuts dessa tidpunkter i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Beräkning av helglön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Underlag för beräkning av samtliga helglöner är arbetstagarens\nmedeltimförtjänst på tidlön och ackord samt ersättning för\narbetsberedskap närmast föregående tredje kvartal.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med rätt till helglön, för vilken medel tim\nförtjänsten enligt ovan inte kan beräknas, uppskattas helglönen med hänsyn\ntill den lön som arbetstagaren sannolikt skulle ha uppburit under tredje\nkvartalet om han då utfört arbete för arbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>Skulle arbetstagarens medeltimförtjänst för tredje kvartalet - på grund\nav långa ackord eller liknande - mer väsentligt avvika från arbetstagarens\nmedeltimförtjänst under längre period, beräknas helglönen med\nutgångs-punkt från vad arbetstagarens medeltimförtjänst tredje kvartalet\nskulle ha varit med beaktande av hans förtjänst under längre tid.\u003C\u002Fp>\n\n\u003Cp>Helglönen är den sålunda beräknade medeltimförtjänsten multiplicerad\nmed 8.\u003C\u002Fp>\n\n\u003Cp>För deltidsarbetstagare multipliceras medel timförtjänsten med det tal\nsom erhålls när antalet ordinarie arbetstimmar per vecka delas med 5. Med\ndeltidsarbetstagare förstås därvid sådan arbetstagare för vilken\narbetstidsschemat inte inbegriper mer än 33 timmar per vecka i genomsnitt.\u003C\u002Fp>\n\n\u003Cp>Uppbär arbetstagaren i samband med ledighet för studier statligt eller\nkommunalt studiebidrag för helglöneberättigad dag ska helglönen minskas med\nmotsvarande belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.De lokala parterna kan träffa överenskommelse om särskilda regler för\nberäkning av helglön för intermittent deltidsanställda arbetstagare. En\nsådan öven enskommelse kan endast avse arbetstagare som har arbetstiden\nförlagd måndag-fredag och som under de dagar de är i arbete följer\narbetstidsförläggningen för heltidsanställda. Överenskommelsen ska\ninnebära att helglön utges för sådan helglöneberättigad dag enligt\nförutsättningarna för helglön, som arbetstagaren skulle utfört ordinarie\narbete, om det inte varit helg. Helglönen beräknas på samma sätt som for\nheltidsanställda.\u003C\u002Fp>\n\n\u003Cp>2.Vid återgång i arbete efter tjänstledighet under minst en månad utgår\nhelglön för helglöneberättigade dagar som utan mellankommande arbetsdagar\ninfaller omedelbart före återgången i arbete.\u003C\u002Fp>\n\n\u003Cp>3.Vid återgång i arbete efter tjänstledighet under kortare tid än en\nmånad föreligger rätt till helglön under följande förutsättningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Helglön för en helglöneberättigad dag förutsätter två dagars arbete i\nföljd. För två helglöneberättigade dagar, fyra dagars arbete i följd\netc.\u003C\u002Fp>\n\n\u003Cp>Arbetsdagarna ska ligga i omedelbar anslutning till helgdagarna eller får\nvara skilda från dessa endast av mellankommande arbetsfria dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>9. Beräkning av sjuklön\u003C\u002Fh4>\n\n\u003Cp>Sjuklön betalas under sjuklöneperioden enligt sjuklönelagen för sådan\ntid, som arbetstagaren skulle ha utfört arbete under ordinarie arbetstid om\nhan inte varit sjuk.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom betalas inte lön.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom ska genomsnittlig sjuklön per vecka\nberäknas enligt följande.\u003C\u002Fp>\n\n\u003Cp>80 % x timlön x genomsnittliga veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Karensavdraget ska vara 20 % av den genomsnittliga sjuklönen per vecka.\u003C\u002Fp>\n\n\u003Cp>Om sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoarbetstiden betalas sjuklön per timme enligt följande.\u003C\u002Fp>\n\n\u003Cp>80 % x arbetstagarens medeltimförtjänst på tidlön och ackord (inklusive\nev. skiftformstillägg, premielönedelar, bonus) enligt senast kända\nkvartalslönestatistik\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med enbart timlön (inklusive ev. skiftformstillägg),\nutgör sjuklönen 80 procent av denna timlön. Arbetstagare, som skulle varit\nberättigad till ersättning för arbete på obekväm tid, erhåller om\nsjukfrånvaron varar längre än 20 procent av den genomsnittliga ordinarie\nveckoarbetstiden dessutom 80 procent av OB-ersättningen som sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Förbundet har anfört att sjuklön borde utgå också för bortfall av\nberedskapsersättning, resetillägg samt lön och övertidstillägg i samband\nmed kollektiv produktionsövertid.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har invänt att en regel med sådan innebörd kan stå i strid\nmed lagen om sjuklön eftersom arbetstagaren genom ändrad planering kan\nerhålla motsvarande inkomst vid annat tillfälle.\u003C\u002Fp>\n\n\u003Cp>Parterna är mot denna bakgrund ense om att inte ange några regler för\ndessa fall.*) Om detta i något företag skulle leda till uppenbart oskäliga\nkonsekvenser ankommer det i första hand på de lokala parterna att reglera\ndetta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*) Anmärkning\u003C\u002Fp>\n\n\u003Cp>Följande speciella överenskommelse har träffats mellan VF och Metall och\nersätter punkt 9 anm. 1 vad gäller kollektiv produktionsövertid.\u003C\u002Fp>\n\n\u003Cp>”Om arbetstagare, som omfattas av överenskommelse om kollektiv\nproduktionsövertid, helt eller delvis är frånvarande på grund av sjukdom\nunder sådan tid, gäller följande.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare ska erbjudas att utföra övertidsarbete med ersättning som\nför produktionsövertid. Erbjudandet ska omfatta samma antal timmar som han\nunder sjuklöneperioden skulle ha arbetat procluktionsöverticl, om han inte\nvarit sjukfrånvarande. Om inte arbetsgivaren och arbetstagaren enas om annat,\nska detta övertidsarbete utföras inom 14 dagar efter att han återgått i\narbete efter sjukfrånvaron. Erbjuder arbetsgivaren inte övertids-arbete\nenligt ovan, ska arbetstagaren erhålla sjuklön för den tid som han under\nsjuklöneperioden skulle ha arbetat produktionsövertid, om han inte varit\nsjukfrånvarande.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om en ny sjukperiod börjar inom fem kalenderdagar efter det en tidigare\nsjukperiod avslutats betraktas denna som en fortsättning på föregående\nsjukperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under de senaste 12 månaderna, räknat från den aktuella\nsjuklöneperiodens början, haft tio karens-avdrag enligt ovan, görs inga\nytterligare karensavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vissa arbetstagare kan enligt beslut av Försäkringskassan av medicinska\nskäl ha rätt till sjuklön om 80 procent redan från och med den första\nsjukfränvarodagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>10.Beräkning av färdtidsersättning\u003C\u002Fh4>\n\n\u003Cp>Vid tillämpning av bestämmelsen om ersättning för färdtid i § 7 mom. 2\nutgår ersättning med arbetstagarens ordinarie timlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>11.Betalning vid driftsavbrott\u003C\u002Fh4>\n\n\u003Cp>Vid driftsavbrott eller annan väntetid om minst 18 minuter som\narbetstagaren inte kunnat påverka erhåller arbetstagaren, om inte lokal\növerenskommelse om annat träffas, om han utfor tidlönsarbete sin timlön och\nom han utfor ackordsarbete 95 procent av sin medeltimfortjänst på tidlön och\nackord enligt senast kända kvartalslönestatistik - dock minst lägsta timlön\ni den grupp arbetstagaren tillhör - för den tid avbrottet varar. Vad nu sagts\ngäller under förutsättning att arbetstagaren genast anmäler hindret till\nnärmaste arbetsbefäl och att arbetsbefälet icke anvisar annat arbete eller\npermitterar arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>12.Betalning vid anställnings upphörande\u003C\u002Fh4>\n\n\u003Cp>Om arbetstagaren inte bereds arbete under uppsägningstiden, beräknas\nlönen efter hans medeltimfortjänst på tidlön och ackord enligt senast\ntillgängliga kvartalslönestatistik före uppsägningen. För\nskiftarbetstagare ska kompensation utgå för utebliven skiftersättning.\nMotsvarande gäller arbetstagare som skulle deltagit i arbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren inte fullföljer sin uppsägningstid, ska som påföljd\nför avtalsbrottet avdrag ske från innestående lön före skatteavdrag.\nAvdraget ska uppgå till hälften av lägsta lön i den grupp arbetstagaren\ntillhör för den del av uppsägningstiden som inte iakttas. Andra påföljder\nän nu sagts ska inte komma i fråga.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som slutat sin anställning innan påbörjat ackordsarbete\navslutats, äger utfå sin del av överskottet, såvida framställning därom\ngörs senast två månader efter det ackordsarbetet slutförts. Om sådant\nackordsöverskott icke uttages, överlämnas detsamma till för arbetarna vid\nverkstaden avsedd sjukkassa eller används för annat liknande ändamål.\u003C\u002Fp>\n\n\u003Cp>Samma regel tillämpas för lön som inte utkvitterats senast två månader\nefter det avlöningstillfälle den förelegat till betalning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>13.Betalning vid omställning\u003C\u002Fh4>\n\n\u003Cp>Med omställning i arbetet avses omläggning av arbetsmetod, ombalansering\nvid linesarbete, utprovning av verktyg och undersökning i samband med\nmetodstudier varvid arbetstagaren hindras i arbetet.\u003C\u002Fp>\n\n\u003Cp>Vid omställning i arbetet ska för ackordsarbetstagare, såvida inte annat\növerenskommes, följande gälla:\u003C\u002Fp>\n\n\u003Cp>a)arbetstagare som av arbetsgivaren beordras medverka i omställningen\nerhåller en betalning motsvarande 100 procent av sin medeltimfortjänst på\ntidlön och ackord under senast kända kvartal,\u003C\u002Fp>\n\n\u003Cp>b)arbetstagare som inte beordras medverka och som inte heller får andra\narbetsuppgifter erhåller ersättning motsvarande 95 procent av sin\nmedeltimfortjänst på tidlön och ackord under senast kända kvartal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>14.Bestämmelser rörande gjuterier\u003C\u002Fh4>\n\n\u003Cp>Gjuterier, som tillämpat tidigare gällande verkstadsavtals särskilda\nbestämmelser rörande gjuterier (VA 2001-2004 § 8) kan fortsätta följa\ndessa. De lokala parterna har emellertid full frihet att övergå till att\ntillämpa andra bestämmelser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>15.Permission\u003C\u002Fh4>\n\n\u003Cp>Vid permission enligt § 11 erhåller timlönearbetstagare sin timlön och\nackordsarbetstagare sin medeltimförtjänst av timlön och ackord enligt senast\nkända kvart alslönestatistik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>16.Hemarbete\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom. 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare med hemarbetstagare ska teckna AFA och AMF-försäkringarna\nför dessa, dvs. försäkring om avgångsbidrag (AGB),\navtalsgruppsjukförsäkring (AGS), trygghetsförsäkring vid arbetsskada (TFA),\ntjänstegrupp- livförsäkring (TGL) samt Avtalspension SAF- LO enligt\npensionsöverenskommelse mellan SAF och LO. Hemarbetstagare äger inte föra\ntalan mot arbetsgivaren eller hos denne anställd om skadestånd i anledning av\npersonskada som utgör arbetsskada.\u003C\u002Fp>\n\n\u003Cp>För hemarbetstagare gäller i enlighet med § 10 i de gemensamma\nförsäkringsvillkoren för AFA-försäkringarna och Avtalspension SAF-LO\nsärskilda bestämmelser.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom. 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska noggrant informera hemarbetstagaren om de risker för\nolycksfall och ohälsa som kan vara förknippade med av arbetsgivaren\ntillhandahållna verktyg, maskiner och material.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom. 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ersättning för hemarbete ska beräknas så att arbetstagaren har\nmöjlighet att uppnå skälig förtjänst. Hänsyn ska därvid tas till de\nsärskilda omständigheter som gäller för hemarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom. 4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Är- utökning av hemarbetet aktuellt ska redan anställda hemarbetstagare\nsom uttryckt önskemål om mer arbete, i första hand erbjudas detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom. 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid egen sjukdom har hemarbetstagare rätt till sjuklön under de första 14\nkalenderdagarna av en sjukperiod om:\u003C\u002Fp>\n\n\u003Cp>1.sjukdomen medför att hemarbetstagaren inte kan utföra hemarbete\u003C\u002Fp>\n\n\u003Cp>2.hemarbetstagarens förtjänst per timme under närmast föregående\nlöneperiod överstiger hälften av avtalets lägsta timlön i lönegrupp 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förtjänsten per timme beräknas till:\u003C\u002Fp>\n\n\u003Cp>intjänad lön under löneperioden\u003C\u002Fp>\n\n\u003Cp>--------------------------------------------------------\u003C\u002Fp>\n\n\u003Cp>antalet arbetstimmar i löneperioden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön, sjuklön eller eventuella kostnadsersättningar medtages inte\nvid denna beräkning. Antalet arbetstimmar i löneperioden medtages med 40\ntimmar\u002Fvecka. (80 timmar då löneperioden är 14 dagar och 174 timmar då\nlöneperioden är en månad).\u003C\u002Fp>\n\n\u003Cp>Hemarbetstagaren ska snarast möjligt underrätta arbetsgivaren om han på\ngrund av sjukdom inte kan utföra hemarbete. När sjukdomen inte längre\nhindrar hemarbetstagaren från att utföra arbete i hemmet ska han snarast\nmöjligt anmäla även detta till arbetsgivaren. Den första eljest\nsjuklöneberättigade dagen utgör karensdag utan rätt till sjuklön. För de\nföljande sjuklöneberättigade dagarna är sjuklönen 80 procent av den i\nförsta stycket punkten 2 beräknade förtjänsten per timme multiplicerad med\n8.\u003C\u002Fp>\n\n\u003Cp>Som sjuklöneberättigade dagar under sjukperioden räknas dagar, som är\narbetsdagar för dagtidsarbetstagare hos arbetsgivaren. Dag för friskanmälan\nräknas dock inte som sjuklöneberättigad dag.\u003C\u002Fp>\n\n\u003Cp>I övrigt gäller för hemarbetstagare vad som regleras i punkt 9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>17.Löneutbetalning\u003C\u002Fh4>\n\n\u003Cp>Lön betalas minst en gång per månad. Omfattar avlöningsperioden fyra\nveckor eller en månad ska efter framställning härom ett på förhand\nbestämt förskott utbetalas vid ett tillfälle mellan ordinarie\nlöneutbetalningsdagar.\u003C\u002Fp>\n\n\u003Cp>I samband med fastställande av arbetstid och semester för kalenderåret\nbör även löneperioder och löneutbetalningsdagar fastställas.\u003C\u002Fp>\n\n\u003Cp>Senaste utbetalningsdag är nio arbetsdagar efter löneperiodens slut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>18.Protokollsanteckningar\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>A.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense därom, att vid avtalets ikraftträdande utgående\navlöningsförmåner vid de särskilda verkstäderna icke kan utan frivillig\növerenskommelse under avtalstiden ändras. Vad sålunda bestämts får icke\nanses innebära en temporär befrielse för arbetsgivaren från tillämpningen\nav bestämmelserna om timlöner i punkt 2.\u003C\u002Fp>\n\n\u003Cp>Därest vid någon verkstad arbetstagarna finner visst förfarande vara\nstridande mot ovanstående, ska efter av dem därom gjord anmälan\nundersökning verkställas och, om anledning därtill finns, erforderlig\nrättelse ske.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Skulle beträffande någon verkstad förebringas omständigheter, som tala\nför att arbetsgivaren bjuder oskäligt låga ackord - i syfte att, eftersom\ndessa icke kan av arbetarna godtagas, få arbetet utfört mot enbart timlön -\när Teknikarbetsgivarna villig föranstalta om undersökning och, om därtill\nbefinns vara skäl, verka för riktigare ackordssättning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Innebörden av termerna lägsta timlön, timlön och tidlön.\u003C\u002Fp>\n\n\u003Cp>Lägsta timlön = kollektivt begrepp enligt punkt 2.\u003C\u002Fp>\n\n\u003Cp>Timlön = individuellt bestämd lön baserad på lägsta timlönen med\neventuell ökning enligt punkt 2.\u003C\u002Fp>\n\n\u003Cp>Tidlön = lön per tidsenhet, dvs. timlön, veckolön eller månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den omständigheten att termerna ändrats ska inte medföra någon ändring\nav nu gällande praxis som innebär att man för en enskild arbetstagare kan\ntillämpa olika tidlöner, såsom platstidlöner och särskilda tidlöner.\nInnebörden är sålunda endast att uttrycket ticllön ändras till timlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Överenskommelse om permitteringslön\u003C\u002Fh3>\n\n\u003Cp>Överenskommelse mellan Svenska Arbetsgivareföreningen (SAF) och\nLandsorganisationen i Sverige (LO) om permitteringslön och om inrättande av\npermitterings- löneanordning SAF-LO.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen har antagits av Sveriges Verkstadsförening och Svenska\nMetallindustriarbetare-förbundet samt har kompletterats med anmärkningarna\ntill §§ 5, 7 och 9.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§1\u003C\u002Fh4>\n\n\u003Cp>Då arbetsgivare, utan att anställningen upphör, på grund av arbetsbrist,\ndriftstörning eller annan sådan omständighet inte tillhandahåller\narbetstagaren något arbete samt befriar arbetstagaren från hans\nnärvaroskyldighet (permittering) utges ersättning (permitteringslön) i\nenlighet med §§ 7-9 nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§2\u003C\u002Fh4>\n\n\u003Cp>Permittering kan vidtas oavsett regler om turordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§3\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren är skyldig att inom skälig tid återgå i arbete när det\nhinder, som föranledde permitteringen, upphört.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§4\u003C\u002Fh4>\n\n\u003Cp>I permitteringsfrågor ska lagstadgad förhandlingsskyldighet iakttas. Vid\ndessa förhandlingar skall parterna eftersträva enighet om omfattning och\nförläggning av permitteringen. Parterna bör därvid ta hänsyn till\nföretagets produktions- och marknadsförhållanden samt eftersträva\nlösningar som medför minsta möjliga olägenhet för berörda\narbetstagare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Permitteringstid räknas i hela dagar (arbetsdagar). Permittering som\nföranleds av oförutsedda driftsavbrott, t.ex. strömavbrott, och som beslutas\ninom en timme efter ordinarie arbetstidens böljan räknas som en\npermitteringsdag enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid permittering, som omfattar del av arbetsdag enligt arbetarens ordinarie\narbetstidsforläggning, utgår permit- teringslön med 95 procent av arbetarens\nmedeltimfortjänst på tidlön och ackord enligt senast kända kvartalslöne-\nstatistik före permitteringen. Arbetare med enbart tidlön skall dock erhålla\nsin individuella timlön. Därutöver utgår kompensation for utebliven\nersättning enligt § 5 mom. 1 i Teknikavtalet IF Metall. Permitteringslön\nutgår dock ej i fall, som motsvarar § 8 i\npermitteringslöneöverenskommelsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§6\u003C\u002Fh4>\n\n\u003Cp>Permittering enligt detta avtal får för en arbetstagare omfatta högst 30\narbetsdagar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§7\u003C\u002Fh4>\n\n\u003Cp>För permitteringstid utbetalar arbetsgivaren permitteringslön.\nPermitteringslönen motsvarar vad arbetstagaren skulle ha erhållit om han\narbetat under permitteringstiden. Hur permitteringslönen närmare skall\nberäknas fastställs av förbundsparterna inom respektive avtalsområde.\u003C\u002Fp>\n\n\u003Cp>Permitteringslönen beräknas med hänsyn till det antal timmar på\narbetstagarens ordinarie arbetstid, varunder han eljest skulle ha arbetat.\nPermitteringslön ingår i underlaget för beräkning av lagstadgade\narbetsgivaravgifter och semesterlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Permitteringslön beräknas efter arbetarens mecleltimförtjänst på\ntidlön och ackord enligt senast kända kvartalslönestatistik före\npermitteringen. Arbetare med enbart tidlön skall dock erhålla sin\nindividuella timlön. För arbetare, vars ordinarie arbetstid under\npermitteringen skulle ha förlagts till obekväm tid, utgår kompensation för\nutebliven ersättning enligt § 5 mom. 1 i Teknikavtalet IF Metall. Motsvarande\ngäller arbetare, som skulle ha deltagit i arbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§8\u003C\u002Fh4>\n\n\u003Cp>Permitteringslön utges inte vid permittering som\u003C\u002Fp>\n\n\u003Cp>föranleds av\u003C\u002Fp>\n\n\u003Cp>a)arbetstagarens eget vållande\u003C\u002Fp>\n\n\u003Cp>b)olovlig konflikt inom LO:s område\u003C\u002Fp>\n\n\u003Cp>c)semesterstängning i samband med huvudsemestern dock högst under de\nförsta tio permitteringsdagarna\u003C\u002Fp>\n\n\u003Cp>d)offentlig myndighets beslut som arbetsgivaren inte bort räkna med.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§9\u003C\u002Fh4>\n\n\u003Cp>Frågan om huruvida permitteringslön skall utges vid driftsavbrott som är\nen följd av att arbetet är säsongsbetonat eller av andra skäl inte är\nsammanhängande till sin natur och frågan om huruvida permitteringslön skall\nutges till arbetstagare som utför arbete i sitt hem regleras i avtal mellan\nberörda förbundsparter. Därvid skall riktpunkten vara att arbetstagare, som\nenligt hittills gällande regler vid permittering under pågående säsong\neller motsvarande åtnjuter arbetslöshetsersättning, ges fortsatt skydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen om permitteringslön gäller för sådan hemarbetare som\nunder minst fem månader under den omedelbart före permitteringen infallande\ntolvmånadersperioden haft en inkomst per månad (exklusive\nsemester-ersättning och ersättningar för särskilda kostnader) av 75 gånger\navtalets timlön enligt lönegrupp 1 för vuxna arbetare.\u003C\u002Fp>\n\n\u003Cp>En hemarbetare anses permitterad då arbetsgivaren, på grund av bristande\narbetstillgång, inte förmår utlämna den arbetsvolym som överenskommits\neller eljest kan anses förutsatt, trots att hemarbetaren framställt begäran\nom att erhålla hemarbete i nämnd omfattning. Permitteringslönen per dag\nutgörs av genomsnittsinkomsten per dag (exklusive semesterersättning och\nersättningar för särskilda kostna-der) under de senaste fem månader, som\nförtjänsten upp-gått till minst det i första stycket angivna beloppet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Att hemarbetet under kortare eller längre tid rent faktiskt haft viss\nomfattning eller regelbundenhet är inte tillräckligt belägg för att dessa\nförhållanden varit överenskomna eller förutsatta. Därutöver krävs någon\nform av uttryckligt åta¬gande från arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Överenskommelse angående företagens medverkan vid uppbörd av\nfackföreningsavgifter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Inledning\u003C\u002Fh4>\n\n\u003Cp>Teknikarbetsgivarna och IF Metall har träffat följande överenskommelse\nangående företagens medverkan vid uppbörd av fackföreningsavgiftei1.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare, som anlitar betalningsförmedlare i sin\nlöneutbetalningsrutin, kan på betalningsförmedlaren överföra sina\nåligganden enligt denna överenskommelse och efter samråd med den lokala\nfackliga organisationen låta uppbörden ske via betalningsförmedlaren och via\nannan bank eller post.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om andra regler för redovisningen än\nenligt punkt 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>1.Uppbörd av fackföreningsavgift\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren ska, på sätt nedan anges, medverka till uppbörden av\narbetarnas ordinarie fackföreningsavgifter.\u003C\u002Fp>\n\n\u003Cp>Avdrag av fackföreningsavgift får endast ske för de arbetare, som lämnat\nskriftlig fullmakt till arbetsgivaren att göra avdrag. Avdrag görs fr.o.m.\nden avlöningsperiod som böljar närmast en månad efter det att fullmakt\növerlämnats till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>2.Avdrag och inbetalning\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren gör i samband med ordinarie löneutbetalning avdrag för av\narbetarparten beslutad medlemsavgift.\u003C\u002Fp>\n\n\u003Cp>Medlemsavgift skall anges i krontal och\u002Feller i procent av bruttolönen. Om\nmedlemsavgiften helt eller till del är angiven som en procentsats av\nbruttolönen får procentsatsen anges med högst två decimaler. Eventuell\nhögsta respektive lägsta medlemsavgift ska vara angiven i helt krontal.\u003C\u002Fp>\n\n\u003Cp>Med ”bruttolön” avses den inkomst på vilken preliminär A-skatt enligt\nskattetabell ska beräknas med undantag av naturaförmåner.\u003C\u002Fp>\n\n\u003Cp>Avdrag för fackföreningsavgift görs efter samtliga i lag eller annan\nförfattning reglerade avdrag, samt närmast efter samtliga avdrag, som avser\nav arbetsgivarens fordringar eller sammanhänger med\nanställningsförhållandet. Det lönebelopp som återstår efter det att\narbetsgivaren har gjort de avdrag som ska göras före avdrag för\nfackföreningsavgift benämns här nettolön.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska göra avdrag enbart om fullt avdrag kan göras från\nnettolönen. Det innebär att nettolönen minst måste motsvara\nfackföreningsavgiften.\u003C\u002Fp>\n\n\u003Cp>Summan av de medel som arbetsgivaren gjort avdrag för inbetalas till\nförbundet i anslutning till företagets ordinarie löneutbetalning.\nArbetsgivarens ekonomiska ansvar är begränsat till redovisning av de avgifter\nsom dragits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>3.Arbetarpartens uppgiftsskyldighet\u003C\u002Fh4>\n\n\u003Cp>Arbetarparten ska senast under november månad varje år skriftligen eller\npå motsvarande sätt underrätta arbetsgivaren om de avdrag för\nfackföreningsavgifter, som ska tillämpas under kommande kalenderår.\u003C\u002Fp>\n\n\u003Cp>Lämnas inte uppgifter enligt första stycket tillämpas oförändrade\navdrag under kommande kalenderår.\u003C\u002Fp>\n\n\u003Cp>Arbetarparten överlämnar till arbetsgivaren enförteckning över de nya\nmedlemmar, för vilka avgift ska dras. Samtidigt överlämnas erforderliga\nfullmakter. Avdrag ska ske från och med den avlöningsperiod de lokala\nparterna enas om.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>4.Redovisning\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivarens uppgifter lämnas på redovisningslista eller enligt lokal\növerenskommelse. Förbundet ska till arbetsgivare, som så önskar,\növerlämna förtryckta redovisningsblanketter.\u003C\u002Fp>\n\n\u003Cp>För redovisning enligt redovisningslista gäller följande.\u003C\u002Fp>\n\n\u003Cp>•På redovisningslistan anges arbetsgivarens namn, arbetsplats och\norganisationsnummer.\u003C\u002Fp>\n\n\u003Cp>•Dessutom anges samtliga arbetstagare för vilka avgifter dragits under\nperioden med angivande av namn och personnummer samt summan av för varje\narbetare avdraget belopp.\u003C\u002Fp>\n\n\u003Cp>•Uppgift ska också lämnas om arbetare för vilka avdrag inte gjorts\nunder föregående månad på grund av att nettolönen inte medgett fullt\navdrag samt det\u003C\u002Fp>\n\n\u003Cp>inte gjorda avdragets storlek.\u003C\u002Fp>\n\n\u003Cp>•Uppgiftsskyldigheten gäller endast arbetare som lämnat fullmakt. Vid\nfrånvaro som sträcker sig över flera hela redovisningsperioder ska uppgift\natt lön inte uppburits lämnas endast vid första redovisnings-\ntillfället.\u003C\u002Fp>\n\n\u003Cp>•Arbetsgivaren bör informera representant för verk- stadsklubben om\narbetare som har nyanställts.\u003C\u002Fp>\n\n\u003Cp>•Uppgift ska också lämnas om arbetare som slutat sin anställning eller\ndragit tillbaka sin fullmakt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>5.Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Överenskommelsen gäller till och med den 31 december 2015. Därefter\ngäller överenskommelsen med en veckas ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Avtal om kompetensutveckling i företagen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Gemensamma värderingar och utgångspunkter\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Företagen inom verkstadsindustrin verkar i en alltmer hårdnande nationell\noch internationell konkurrens. En viktig förutsättning för att företagen\nskall kunna bedriva sin verksamhet är att de ständigt besitter erforderlig\nkompetens. Detta kräver att arbetsformer och organisation utvecklas samt att\nalla anställdas kunskaper förnyas och förstärks.\u003C\u002Fp>\n\n\u003Cp>Företaget har ett grundläggande ansvar för att dess behov av kompetens\nhos de anställda fortlöpande tillgodoses. Likaså har den anställda ett eget\nansvar för att utveckla sin kompetens i enlighet med de krav som företagets\nverksamhet ställer.\u003C\u002Fp>\n\n\u003Cp>Formerna för kompetensutveckling måste, för att vara ändamålsenliga och\npraktiska, vara anpassade till de förutsättningar som finns i varje enskilt\nforetag och utgå från företagets aflarsidé och långsiktiga verksamhet.\u003C\u002Fp>\n\n\u003Cp>En konstruktiv och engagerad dialog mellan företag och lokala fackliga\nrepresentanter är positivt, både för företagets och de anställdas\nmöjligheter att upprätthålla och förnya kompetens samt för en god\nutveckling av effektivitet, lönsamhet och konkurrenskraft.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§1 Mål\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna skall gemensamt medverka till goda förutsättningar för\nalla anställda att klara nya kunskapsoch kvalifikationskrav. En grund härför\när ett fortlöpande, systematiskt och målinriktat utvecklingsarbete som\nsyftar till\u003C\u002Fp>\n\n\u003Cp>att öka företagets anpassningsförmåga till nya krav för förbättrad\nkonkurrenskraft,\u003C\u002Fp>\n\n\u003Cp>att skapa en för företaget lönsam verksamhet,\u003C\u002Fp>\n\n\u003Cp>att vidga de anställdas mångsidighet och samlade kompetens för\nförbättrad flexibilitet och prestation,\u003C\u002Fp>\n\n\u003Cp>att stärka de anställdas trygghet i anställningen,\u003C\u002Fp>\n\n\u003Cp>att de anställda skall kunna få en bra arbetsmiljö och en god\nlöneutveckling samt\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>att utveckla förutsättningarna för jämställdhet mellan kvinnor och män\ni företaget.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Lokal partssamverkan\u003C\u002Fh4>\n\n\u003Cp>Det är en mycket viktig gemensam uppgift för företaget och de lokala\nfackliga organisationerna att få till stånd ett aktivt utvecklingsarbete och\natt skapa goda förutsättningar för att de anställdas kompetens kan tas\ntillvara och utvecklas.\u003C\u002Fp>\n\n\u003Cp>På endera parts begäran skall överläggning tas upp i syfte att träffa\növerenskommelse om formerna för samverkan i utbildnings- och andra frågor\nsom sammanhänger med kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>Vid företag, där de lokala parterna så finner lämpligt, kan en\npartsgemensam kommitté inrättas med syfte att utgöra ett forum för sådan\nsamverkan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kommitténs uppgift är att utifrån förändringar i arbetsinnehåll eller\narbetsformer kartlägga behov av ny kunskap och vad som behövs för att\nönskvärd kompetensutveckling kommer till stäncl. Till hjälp härvidlag kan\nligga en analys av framtida förändringar och kunskapskrav med utgångspunkt\nfrån företagets långsiktiga strategi och planering. Aven uppföljning av\nutbildningsinsatser ligger inom kom-mitténs arbetsområde. Upprättas\nutbildningsplaner kan dessa diskuteras och utvärderas i kommittén. Sådana\nutbildningsplaner kan också utgöra ett lämpligt underlag för påverkan av\nutbildningsinsatser i allmän regi.\u003C\u002Fp>\n\n\u003Cp>Det är vidare av stor betydelse att de lokala parterna till- lämpar\nlönesystem och anställningsvillkor, som stimulerar de anställda att sträva\nmot en kontinuerlig utveckling av arbetsuppgifter och kompetens.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3 Personlig utveckling\u003C\u002Fh4>\n\n\u003Cp>Alla anställda, oavsett utbildningsbakgrund, bör ges möjlighet till\npersonlig utveckling i arbetet så att de kan åta sig mer kvalificerade och\nansvarskrävande uppgifter. Särskild uppmärksamhet skall riktas till dem med\nkort och - för vid företaget förekommande arbetsuppgifter - bristfällig\nutbildning samt den som återgår i arbete efter en längre tids\nföräldraledighet eller längre tids sjukskrivning.\u003C\u002Fp>\n\n\u003Cp>Personlig utveckling kan t.ex. innebära intern eller extern\nvidareutbildning, möjlighet att delta i projektarbete, utredningar etc. eller\narbetsrotation. Det kan också innebära att anställda ges möjlighet att\npröva andra arbetsuppgifter inom företaget.\u003C\u002Fp>\n\n\u003Cp>En viktig grund för de anställdas och företagens samlade\nkompetensutveckling kan vara en individuell utvecklingsplanering. Om en\nanställd särskilt begär det skall en sådan planering ske.\u003C\u002Fp>\n\n\u003Cp>Formerna för den individuella planeringen kan variera. Den kan skapas genom\nt.ex. planeringsoch utvecklings-samtal eller arbetsplatsträffar.\nUtvecklingsbehov utifrån såväl företagets mål som individens behov och\nönskemål bör diskuteras. Åtgärder bör överenskommas och följas upp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 4 Samverkan mellan förbundsparterna\u003C\u002Fh4>\n\n\u003Cp>Frågor rörande kompetensutveckling behandlas av den av parterna inrättade\n”Verkstadsindustrins nämnd för kompetensfrågor”.\u003C\u002Fp>\n\n\u003Cp>Nämndens uppgift är att\u003C\u002Fp>\n\n\u003Cp>-aktivt verka för att frågan om kompetensutveckling i ökad grad beaktas i\nföretagens verksamhet,\u003C\u002Fp>\n\n\u003Cp>-genom erfarenhetsutbyte i form av goda exempel och på annat sätt vidga\nföretagens och de anställdas intresse för kompetensutveckling,\u003C\u002Fp>\n\n\u003Cp>-initiera utvecklingsprojekt,\u003C\u002Fp>\n\n\u003Cp>-följa och analysera kompetensbehovet inom branschen,\u003C\u002Fp>\n\n\u003Cp>-särskilt pröva vilka åtgärder som kan behövas för att stödja de\nmindre företagen med behovsinventering,\u003C\u002Fp>\n\n\u003Cp>-utifrån analyser av branschens kompetensbehov påverka innehållet i och\ndimensioneringen av samhällets utbildning,\u003C\u002Fp>\n\n\u003Cp>-följa och främja tillämpningen och den fortsatta utvecklingen av denna\növerenskommelse samt\u003C\u002Fp>\n\n\u003Cp>-i övrigt handlägga de frågor parterna i samförstånd uppdrar åt\nnämnden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nämnden består av sammanlagt sex ledamöter av vilka tre utses av\narbetsgivarparten och tre av arbetstagarparterna. Nämnden utser inom sig\nordförande och vice ordförande. Nämndens ledamöter utses för en tid av tre\når med rätt för parterna att tillkalla ersättare för frånvarande\nledamot.\u003C\u002Fp>\n\n\u003Cp>Möjligheterna till extern finansiering skall alltid under-sökas.\nFinansiering av verksamheten inom nämnden skall i övrigt delas lika mellan\nparterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 5 Förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>Meningsskiljaktigheter rörande tillämpningen av detta avtal behandlas\nenligt den för avtalsområdet gällande förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§6 Giltighetstid\u003C\u002Fh4>\n\n\u003Cp>Denna överenskommelse gäller tillsvidare med en ömsesidig uppsägningstid\nom sex månader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Överenskommelse om vissa särskilda åtgärder för arbetstagare som\nutsatts för asbestexponering\u003C\u002Fh3>\n\n\u003Cp>Parterna noterar att SAF, LO och PTK den 22 oktober 1987 träffat\növerenskommelse om vissa särskilda åtgärder för arbetstagare som utsatts\nför asbestexponering. Parterna har i anslutning till denna överenskommelse\nenats om att arbetare som genomgår undersökning enligt punkt 2^4 i\növerenskommelsen erhåller\u003C\u002Fp>\n\n\u003Cp>dels \u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>lön för förlorad\narbetstid; tidlönsarbetare erhåller sin tidlön och ackordsarbetare sin\nmedeltimförtjänst på tidlön och ackord enligt senast kända\nkvartalslönestatistik,\u003C\u002Fp>\n\n\u003Cp>dels \u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>ersättning för\nundersöknings- och resekostnader med anledning av undersökningen, vilka inte\nersätts från den allmänna försäkringen.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 13 februari 1988\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Sveriges\n\n        \u003Cp>Verkstadsförening\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Svenska\n\n        \u003Cp>Metallindustriarbetareförbundet\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Åke Nordlander\u003C\u002Ftd>\n      \u003Ctd>Leif Blomberg\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>Avtal om arbetsmiljö och företagshälsovård\u003C\u002Fh3>\n\n\u003Cp>Parterna är ense om att främja utvecklingen av god arbetsmiljö och en\nväl fungerande företagshälsovård till gagn både för företag och\nanställda.\u003C\u002Fp>\n\n\u003Cp>Samverkan och lokala överenskommelser inskränker inte arbetsgivarnas\nansvar enligt arbetsmiljölagen.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöfrågorna handläggs i linjeorganisationen av ansvariga chefer.\nSamverkan ska ske med skyddsombud\u002F skyddskommitté och de anställda för att\nåstadkomma en god arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljölagen jämte tillhörande föreskrifter är viktiga grundelement\ni arbetet. Parterna är överens om att intentionerna bakom föreskrifterna om\nsystematiskt arbetsmiljöarbete, som syftar till att arbetsmiljön ska vara\nsäker både ur psykiskt och fysiskt hänseende, är vägledande.\nArbetsmiljöverket utövar tillsyn enligt arbetsmiljölagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 1 Samverkan\u003C\u002Fh4>\n\n\u003Cp>De lokala parternas samverkan är förutsättningen för att\narbetsmiljöarbetet ska bli bra och effektivt. Formen för samverkan anpassas\ntill företagens verksamhet och bekräftas av lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Frågor beträffande systematiskt arbetsmiljöarbete,\narbetsmiljöutbildning, företagshälsovård och rehabilitering bör behandlas\nav de lokala parterna och kan regleras i lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Arbetsmiljöutbildning\u003C\u002Fh4>\n\n\u003Cp>Behovet av utbildning ska bedömas av de lokala parterna med beaktande av\narbetsmiljöns beskaffenhet i företaget. Utbildningen kan bestå av\ngrundutbildning och vidareutbildning.\u003C\u002Fp>\n\n\u003Cp>Inom ramen för lokal samverkan enligt § 1 bestäms tidsomfattning,\ninnehåll, utbildningsmaterial samt ersättningsfrågor och vilka som ska delta\ni den aktuella utbildningen\u002Finformationen.\u003C\u002Fp>\n\n\u003Cp>Information om aktuella arbetsmiljörisker samt skyddsregler ges till alla\nanställda. Här ska de nyanställdas behov uppmärksammas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch4>§ 3 Företagshälsovård\u003C\u002Fh4>\n\n\u003Cp>Parterna är ense om att en ändamålsenlig företagshälsovård är en\nbetydelsefull resurs för företag och anställda. Frågor om\nföretagshälsovård bör behandlas i samverkan. De olika behoven och kraven\nska vara styrande, eftersom förhållandena skiftar mellan olika företag inom\nsamma bransch. I vissa fall finns möjligheter till inbyggd\nföretagshälsovård. I andra fall torde anslutning till befintlig eller\nnybildad företagshälsovårdscentral vara den bästa lösningen.\u003C\u002Fp>\n\n\u003Cp>I företagshälsovårdens uppgifter bör ingå att\u003C\u002Fp>\n\n\u003Cp>•utifrån ett helhetsperspektiv bedriva ett aktivt förebyggande\narbetsmiljöarbete med beaktande av medicinska, tekniska och psykosociala\naspekter\u003C\u002Fp>\n\n\u003Cp>•ge råd och medverka vid planering av större föränd-ringar i\nföretaget så att sunda och säkra arbetsförhållanden skapas\u003C\u002Fp>\n\n\u003Cp>•följa upp arbetsmiljöförhållanden, som kan påverka de anställdas\nhälsa och arbetsanpassning\u003C\u002Fp>\n\n\u003Cp>•utgöra en stödjande resurs samt ta fram underlag för beslut om\narbetsanpassning och rehabilitering.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagshälsovården ska utövas i överensstämmelse med vetenskap och\nbeprövad erfarenhet. Dess personal har samma tystnadsplikt som motsvarande\nyrkesgrupper inom samhällets sjuk- och hälsovård.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 4 Förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal samt lokal\növerenskommelse om samverkan i arbetsmiljöfrågor ska snarast hänskjutas\ntill förhandlingar mellan de lokala parterna. Uppnår de lokala parterna inte\nenighet ska tvisten på begäran av endera parten hänskjutas till central\nförhandling. Framställan om lokal eller central förhandling ska ske\nskyndsamt, dock senast inom de tidsfrister som anges i 64 §\nmedbestämmandelagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Avtal om utvecklingsarbete mot belastningsskador\u003C\u002Fh3>\n\n\u003Cp>Metall och Verkstadsföreningen har gemensamt konstaterat att antalet\nanmälda belastningsskador inom verkstadsindustrin under senare år haft en\noroväckande ökning. Det har också lett till en ökad sjukfrånvaro.\u003C\u002Fp>\n\n\u003Cp>Belastningsskadorna har flera orsaker. Samtidigt som många tunga och\nansträngande arbetsuppgifter kunnat elimineras genom tekniska och ergonomiska\nåtgärder har till synes lättare högrepetitiva arbeten visat sig medföra\nnya problem. Sådana arbeten, med ensidiga och statiska arbetsställningar,\nmedför större risker för belastningsskador än som tidigare varit känt.\nFör att klara dessa problem krävs ofta lösningar, som integrerar teknik,\nergonomi och arbetsorganisation.\u003C\u002Fp>\n\n\u003Cp>Parterna noterar dessutom att enkla och monotona arbeten i övrigt ofta är\nförenade med hög personalomsättning och frånvaro. Insatserna bör sålunda\nockså få allmänt positiva effekter i dessa hänseenden.\u003C\u002Fp>\n\n\u003Cp>Mot denna bakgrund har parterna enats om följande överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 1 Undersökning\u002Fkartläggning\u003C\u002Fh4>\n\n\u003Cp>De lokala parterna skall där så erfordras undersöka\u002F kartlägga riskerna\nför belastningsskador enligt ovan. Undersökningen genomförs i\nskyddskommittén om inte annat överenskommes. Undersökningen kan genomföras\nmed hjälp från företagshälsovården.\u003C\u002Fp>\n\n\u003Cp>Undersökningen, uppdelad på typ av arbete eller arbetsplats, skall avse\nsjukfrånvaro, arbetsskadeanmälningar samt läkarbesök och behandlingar på\ngrund av belastningsskador. Det förutsätts att försäkringskassa och andra\nkan redovisa för undersökningen erforderliga uppgi fter med beaktande av\ngällande sekretessregler.\u003C\u002Fp>\n\n\u003Cp>Arbete med mycket likartade uppgifter och små variationer i\narbetsinnehållet ägnas särskild uppmärksamhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2 Åtgärdsprogram\u003C\u002Fh4>\n\n\u003Cp>Efter undersökning och erforderliga arbetsmiljöbedömningar skall de\nlokala parterna inom ramen för gällande regler och samverkansformer\növerlägga om vilka program med tidsplaner som behövs för åtgärder mot\nförekommande risker för belastningsskador.\u003C\u002Fp>\n\n\u003Cp>Med utgångspunkt från förutsättningarna vid vaije verkstad skall i\nförsta hand följande utvecklingsprinciper, enskilt eller i kombination, vara\nvägledande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>-Överväg om problemen kan elimineras genom mekanisering\u002Fautomatisering\neller tekniska och ergonomiska hjälpmedel i övrigt.\u003C\u002Fp>\n\n\u003Cp>-Pröva om högrepetitiva arbetsuppgifter, för att öka arbetsinnehållet,\nkan tillföras nya arbetsmoment, för- och efterarbeten eller administrativa\nuppgifter.\u003C\u002Fp>\n\n\u003Cp>-Bedöm om arbetsväxling mellan olika typer av arbets-uppgifter t.ex. i en\ngrupporganisation kan minska ensidiga muskelbelastningar och öka\narbetsinnehållet. Parterna skall beakta utvecklingsavtalets intentioner om ny\narbetsorganisation och teknisk utveckling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3 Förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Mom. 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal skall snarast\nhänskjutas till förhandling mellan de lokala parterna.\u003C\u002Fp>\n\n\u003Cp>Uppnår de lokala parterna ej enighet skall tvisten på begäran av endera\nparten hänskjutas till central förhandling.\u003C\u002Fp>\n\n\u003Cp>Framställan om lokal eller central förhandling skall ske inom de\ntidsfrister som anges i 64 § MBL.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Mom. 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Under lokal eller central förhandling kan endera parten föra viss fråga\ntill Verkstadsindustrins nämnd för utvecklingsfrågor som äger avge\nrekommendation till lösning av frågan. Nämnden äger i anslutning till\nbehandling av visst ärende tillkalla sakkunnig eller på annat sätt inhämta\nupplysningar av betydelse för nämndens bedömning.\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse gäller tillsvidare med en ömsesidig uppsägningstid\nom sex månader.\u003C\u002Fp>\n\n\u003Cp>Utdrag ur överenskommelse mellan Teknikarbetsgivarna och IF Metall\n2011-12-12 angående löner. (Lägsta timlöner och övriga ersättningar är\ninförda i respektive paragraf i avtalet).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Löneavtal\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>Lönepott för lokal förhandling\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte kommer överens om annan tidpunkt, bildas den 1\nnovember 2020, den 1 april 2022 vid varje verkstad en lönepott om 2,7 procent\nrespektive 1,7 procent av månadslönerna för arbetarna vid verkstaden, dock\natt den lägsta månadslönen som används vid beräkningen åren 2020,\nrespektive 2022 ska vara 26 100 kronor, respektive 26 831 kronor.\u003C\u002Fp>\n\n\u003Cp>För tim- och ackordsavlönade arbetare beräknas lönepotterna genom att\ndet örestal som motsvarar angivna procenttal av verkstadens aktuella\ngenomsnittsförtjänst på timlön och ackord multipliceras med antalet\narbetare vid den tid potten bildas, dock att det lägsta örestal som används\nvid beräkningen ska beräknas utifrån samma princip som nyss angetts för\nlägsta månadslön vid beräkning av lönepott.\u003C\u002Fp>\n\n\u003Cp>Lönepotten fördelas genom lokal överenskommelse mellan företaget och\nverkstadsklubben. Fördelningen av lönepotten ska ske med utgångspunkt från\nTeknikavtalet IF Metalls löneprinciper, enligt lokalt överenskomna\nlönesystem och löneformer och med beaktande av avtalet om kompetensutveckling\ni företagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Löneöversyn\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte kommer överens om annan tidpunkt, ska en\ngemensam löneöversyn göras den 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>Löneöversynen ska ske med utgångspunkt i Teknikavtalet IF Metalls\nlöneprinciper och i syfte att genom individuella lönejusteringar baserade på\nden anställdes utveckling i fråga om kompetens och arbetsuppgifter uppnå\nönskad lönestruktur eller tillämpa lokalt överenskomna lönesystem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003Ch4>Avtalets lägsta löner\u003C\u002Fh4>\n\n\u003Cp>För arbetstagare som fyllt 18 år är lägsta månadslön 20 705 kronor och\nför särskilt kvalificerade arbeten 22 871 kronor fr.o.m. den 1 november 2020,\nrespektive 21161, 23 374 kronor fr.o.m. den 1 april 2022. Genomslag i utgående\nlägstalöner avräknas från lönepott.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Ch4>Lägsta löneökning\u003C\u002Fh4>\n\n\u003Cp>Om de lokala parterna inte träffar annan överenskom-melse ska en\navstämning avseende löneutvecklingen under avtalsperioden ske den 1 juni 2021\nrespektive den 1 juni 2022 avseende envar av perioderna den 1 november 2020\nt.o.m. den 1 juni 2021 respektive tiden därefter t.o.m. den 1 juni 2022.\nLöneökningen per månad för en heltidsanställd ska då uppgå till lägst\n485 respektive 314 kronor.\u003C\u002Fp>\n\n\u003Cp>I tim- och ackordslönebilagan ska löneökningen per timme för en\nheltidsanställd uppgå till lägst 277 öre den 1 juni 2021,fr.o.m. den 1 juni\n2022 179 öre.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Avräkning från omplaceringstillägg\u003C\u002Fh4>\n\n\u003Cp>Avräkning från omplaceringstillägg som fastställts efter den 1 april\n2004 sker i den mån arbetaren vid fördelning av lönepott erhåller en\nlöneökning som överstiger 2,7, res-pektive 2,2 procent den 1 november 2020,\nsamt den 1 april 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>I det fall de lokala parterna inte kan träffa överens-kommelse om\nfördelning av lönepott har berörd lokal part rätt att föra frågan till\ncentral förhandling. I det fall inte heller de centrala parterna kan träffa\növerenskommelse i ärendet har central part rätt att överlämna frågan för\nslutligt avgörande till Lönenämnden Teknikarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>- IF Metall. Nämnden består av fyra ledamöter. Teknikarbetsgivarna utser\ntvå ledamöter och IF Metall två ledamöter. En av representanterna för\nTeknikarbetsgivarna är ordförande och en av representanterna för IF Metall\nvice ordförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Anmärkning 1\u003C\u002Fh4>\n\n\u003Cp>I fråga om grupper av arbetare och enskilda arbetare med ogynnsamt\nlöneläge eller ogynnsam löneutveckling skall frågan om kompetensutveckling\nsärskilt beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Anmärkning 2\u003C\u002Fh4>\n\n\u003Cp>Vid tvist om löneöversyn den 1 april 2022 ska talet vara 0,5 procent\navseende perioden den 2 november 2020 till den 1 april 2022. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>IF Metall, 105 52 Stockholm | 08-786 80 00 | ifmetall.se\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end":45,"CBA_MEMTRAD4_1":47,"jobclassifaction1":51,"trainingprogrammes":55,"pensionfund":59,"disabilityfund":62,"minijobs_excluded":66,"SICDIS_trigger":70,"sicknesspay":72,"disabilitypay":75,"healthinsurance":79,"healthandsafetypolicy":83,"code_application":87,"deathrelatives":91,"deathrelativesleave":95,"marriage":99,"marriageleave":102,"discrimination":104,"equalitymonitoring":108,"hourspday_select":112,"hourspweek_select":116,"dayspweek_select":120,"hoursovertimemax":122,"PAIDLEAV_trigger":126,"bankholidays2":130,"SCHEDULE_trigger":134,"schedulesrestpw":138,"FLEXWORK_trigger":141,"lowwageamount":145,"wageincreasetype2":149,"annleaveallowanceamount1":153,"OVERTIME_trigger":157,"HARDSHIP_trigger":160,"SUNDAY_trigger":164},{"bindId":43,"name":44,"text":44},"cbadate_start","1 november 2020–31 mars 2023",{"bindId":46,"name":44,"text":44},"cbadate_end",{"bindId":48,"name":49,"text":50},"CBA_MEMTRAD4_1","Svenska Metallindustriarbetareförbundet ","Svenska Metallindustriarbetareförbundet (Metall)\n\n\noch Industrifacket = Industrifacket\nMetall (IF Metall)",{"bindId":52,"name":53,"text":54},"jobclassifaction1","I de fall då arbetsvärdering inte tilläm","I de fall då arbetsvärdering inte tillämpas ska följande gälla.\n\nOlika arbetsuppgifter inplaceras i fyra lönegrupper med ledning av\nföljande grupperingsanvisningar och tillhörande referensarbeten.\nArbetstagaren ska hänföras till den lönegrupp i vilken det arbete han\nhuvudsakligen utför är inplacerat.\n\nI grupp 1 inplaceras arbeten som medför obetydlig eller\nliten ansträngning i god till något besvärande arbetsmiljö och som utförs\nefter detaljerade instruktioner och följer viss rutin.\n\nI grupp 2 inplaceras arbeten som medför måttlig\nansträngning eller utförs i besvärande arbetsmiljö.\n\nTill denna grupp hänförs även arbeten som ställer krav på viss riktad\nutbildning och praktisk erfarenhet och som i regel utförs efter muntliga och\nskriftliga instruktioner.\n\nI grupp 3 inplaceras kvalificerade arbeten som kräver\nteknisk eller annan teoretisk utbildning och praktisk erfarenhet samt utöver\nmuntliga eller skriftliga instruktioner ställer krav på omdöme och\ninitiativ.\n\nTill denna grupp hänförs även arbeten som medför stor ansträngning och\nutförs i besvärande arbetsmiljö.\n\nI grupp 4 inplaceras särskilt kvalificerade arbeten som i\nhög grad kräver teknisk eller annan teoretisk utbildning och praktisk\nerfarenhet samt ställer stora krav på omdöme, initiativ och ansvar för\narbetets utförande som kräver teknisk eller annan teoretisk utbildning och\npraktisk erfarenhet samt utöver muntliga eller skriftliga instruktioner\nställer krav på omdöme och initiativ och som medför stor ansträngning och\nutförs i besvärande arbetsmiljö.\n\nTill denna grupp hänförs även arbeten som medför mycket stor\nansträngning och utförs i mycket besvärande arbetsmiljö.",{"bindId":56,"name":57,"text":58},"trainingprogrammes","6.Verkstad som avser använda system enli","6.Verkstad som avser använda system enligt anmärkning 4 för\nackordssättning ska ge ett skäligt antal (minst två) representanter for\nklubbstyrelsen kostnadsfri utbildning i av företaget anordnad eller anvisad\nkurs. Ersättning för kurs- och informationstid beräknas enligt schemalagd\ntid. Vid internatkurs betalar arbetsgivare ersättning för förlorad\narbetsförtjänst under ordinarie arbetstid och därjämte i förekommande fall\nersättning enligt §7.",{"bindId":60,"name":61,"text":61},"pensionfund","6.Betald ledighet och pensionspremie",{"bindId":63,"name":64,"text":65},"disabilityfund","§ 8 Sjuklön m.m. Mom. 1 Rätt till sjuklö","§ 8 Sjuklön m.m.\n\n\n\nMom. 1 Rätt till sjuklön m.m.",{"bindId":67,"name":68,"text":69},"minijobs_excluded","Lön till elever i yrkesutbildning m.m. B","Lön till elever i yrkesutbildning m.m.\n\nBestämmelserna om lägsta löner gäller inte elever i yrkes-utbildning -\nbeträffande vilka särskild överenskommelse träffats - eller arbetstagare\nunder 18 år. Efter lokal över-enskommelse kan undantag från lägsta lönerna\ngöras också för andra arbetstagare då särskilda skäl föreligger.",{"bindId":71,"name":64,"text":65},"SICDIS_trigger",{"bindId":73,"name":74,"text":74},"sicknesspay","Mom. 2 Beräkning av sjuklön",{"bindId":76,"name":77,"text":78},"disabilitypay","Om arbetstagaren på grund av arbetsskada","Om arbetstagaren på grund av arbetsskada får ersättning, exempelvis från\ntrygghetsförsäkring vid arbetsskada (TFA), betalas inte omplaceringstillägg\ntill den del sådan ersättning motsvarar sänkningen av månadslönen och\nfasta lönetillägg per månad.",{"bindId":80,"name":81,"text":82},"healthinsurance","§ 13 Avtalsförsäkringar Arbetsgivaren sk","§ 13 Avtalsförsäkringar\n\nArbetsgivaren ska hos FORA Försäkringscentral AB teckna försäkringsavtal\nom AFA-försäkringarna, dvs. Avtal om avgiftsbestämd\nomställningsförsäkring den 24 februari 2004, avtalsgruppsjukförsäkring\n(AGS), trygghetsförsäkring vid arbetsskada (TFA),\ntjänstegrupplivförsäkring (TGL) samt Avtalspension SAFLO enligt\npensionsöverenskommelse mellan SAF och LO den 19 januari 2000.",{"bindId":84,"name":85,"text":86},"healthandsafetypolicy","§ 3 Företagshälsovård Parterna är ense o","§ 3 Företagshälsovård\n\nParterna är ense om att en ändamålsenlig företagshälsovård är en\nbetydelsefull resurs för företag och anställda. Frågor om\nföretagshälsovård bör behandlas i samverkan. De olika behoven och kraven\nska vara styrande, eftersom förhållandena skiftar mellan olika företag inom\nsamma bransch. I vissa fall finns möjligheter till inbyggd\nföretagshälsovård. I andra fall torde anslutning till befintlig eller\nnybildad företagshälsovårdscentral vara den bästa lösningen.\n\nI företagshälsovårdens uppgifter bör ingå att\n\n•utifrån ett helhetsperspektiv bedriva ett aktivt förebyggande\narbetsmiljöarbete med beaktande av medicinska, tekniska och psykosociala\naspekter\n\n•ge råd och medverka vid planering av större föränd-ringar i\nföretaget så att sunda och säkra arbetsförhållanden skapas\n\n•följa upp arbetsmiljöförhållanden, som kan påverka de anställdas\nhälsa och arbetsanpassning\n\n•utgöra en stödjande resurs samt ta fram underlag för beslut om\narbetsanpassning och rehabilitering.\n\n\n\nFöretagshälsovården ska utövas i överensstämmelse med vetenskap och\nbeprövad erfarenhet. Dess personal har samma tystnadsplikt som motsvarande\nyrkesgrupper inom samhällets sjuk- och hälsovård.",{"bindId":88,"name":89,"text":90},"code_application","Avtal om arbetsmiljö och företagshälsovå","Avtal om arbetsmiljö och företagshälsovård\n\nParterna är ense om att främja utvecklingen av god arbetsmiljö och en\nväl fungerande företagshälsovård till gagn både för företag och\nanställda.\n\nSamverkan och lokala överenskommelser inskränker inte arbetsgivarnas\nansvar enligt arbetsmiljölagen.\n\nArbetsmiljöfrågorna handläggs i linjeorganisationen av ansvariga chefer.\nSamverkan ska ske med skyddsombud\u002F skyddskommitté och de anställda för att\nåstadkomma en god arbetsmiljö.\n\nArbetsmiljölagen jämte tillhörande föreskrifter är viktiga grundelement\ni arbetet. Parterna är överens om att intentionerna bakom föreskrifterna om\nsystematiskt arbetsmiljöarbete, som syftar till att arbetsmiljön ska vara\nsäker både ur psykiskt och fysiskt hänseende, är vägledande.\nArbetsmiljöverket utövar tillsyn enligt arbetsmiljölagen.",{"bindId":92,"name":93,"text":94},"deathrelatives","§ 11 Permission Mom. 1 Permissionsanledn","§ 11 Permission\n\n\n\nMom. 1 Permissionsanledningar",{"bindId":96,"name":97,"text":98},"deathrelativesleave","Permission är ledighet med bibehållen lö","Permission är ledighet med bibehållen lön under högst en dag. Vid nära\nanhörigs begravning kan permissionen dock också ges för högst två\nresdagar.",{"bindId":100,"name":101,"text":101},"marriage","•Eget bröllop",{"bindId":103,"name":97,"text":98},"marriageleave",{"bindId":105,"name":106,"text":107},"discrimination","Diskriminerande eller andra sakligt omot","Diskriminerande eller andra sakligt omotiverade skillnader i löner och\nandra anställningsvillkor mellan anställda ska inte förekomma. De lokala\nparterna ska inför löneförhandlingar, som ska ske enligt avtalet, analysera\nom diskriminerande eller på annat sätt sakligt omotiverade löneskillnader\nförekommer. Framgår det av dessa analyser att omotiverade löneskillnader\nfinns i företaget ska dessa justeras i samband med löneförhand-lingarna.",{"bindId":109,"name":110,"text":111},"equalitymonitoring","att utveckla förutsättningarna för jämst","att utveckla förutsättningarna för jämställdhet mellan kvinnor och män\ni företaget.",{"bindId":113,"name":114,"text":115},"hourspday_select","Mom. 3:2 Ordinarie arbetstidens längd De","Mom. 3:2 Ordinarie arbetstidens längd\n\nDen ordinarie veckoarbetstiden för heltidsanställd vid dagarbete och vid\ntvåskiftsarbete förlagt måndagfredag utgör 40 timmar per helgfri vecka i\ngenomsnitt per kalenderår. Den ordinarie veckoarbetstiden för\nheltidsanställd per helgfri vecka i genomsnitt per kalenderår utgör vid\nintermittent treskiftsarbete 38 timmar, vid kontinuerligt treskiftsarbete 36\ntimmar, vid kontinuerligt treskiftsarbete med storhelgsdrift 35 timmar och vid\nständigt nattarbete 34 timmar.",{"bindId":117,"name":118,"text":119},"hourspweek_select","Den ordinarie veckoarbetstiden för helti","Den ordinarie veckoarbetstiden för heltidsanställd vid dagarbete och vid\ntvåskiftsarbete förlagt måndagfredag utgör 40 timmar per helgfri vecka i\ngenomsnitt per kalenderår. Den ordinarie veckoarbetstiden för\nheltidsanställd per helgfri vecka i genomsnitt per kalenderår utgör vid\nintermittent treskiftsarbete 38 timmar, vid kontinuerligt treskiftsarbete 36\ntimmar, vid kontinuerligt treskiftsarbete med storhelgsdrift 35 timmar och vid\nständigt nattarbete 34 timmar.",{"bindId":121,"name":114,"text":115},"dayspweek_select",{"bindId":123,"name":124,"text":125},"hoursovertimemax","Under en beräkningsperiod om ett kalende","Under en beräkningsperiod om ett kalenderår får den genomsnittliga\narbetstiden per sjudagarsperiod inte överstiga 48 timmar.",{"bindId":127,"name":128,"text":129},"PAIDLEAV_trigger","Mom. 3 Antalet betalda semesterdagar Arb","Mom. 3 Antalet betalda semesterdagar\n\nArbetstagare som varit anställd hela intjänandeåret och som inte har\nannan frånvaro än sådan som är semesterlönegrundande enligt semesterlagen\nhar rätt till 25 betalda semesterdagar under semesteråret.\n\nFör arbetstagare som inte varit anställd hela intjänande-året eller som\nunder intjänandeåret haft hela dagars frånvaro som inte är\nsemesterlönegrundande enligt semesterlagen, beräknas antalet betalda\nsemesterdagar på följande sätt.",{"bindId":131,"name":132,"text":133},"bankholidays2","Kontinuerlig drift Vid kontinuerlig drif","Kontinuerlig drift\n\nVid kontinuerlig drift ska, såvida de lokala parterna inte enas om annat,\ndriftsuppehåll i samband med storhelger göras enligt följande.\n\n\n\nVid nyår: Från eftermiddagsskiftets slut dagen före\nnyårsafton till förmiddagsskiftets böljan dagen efter nyårsdagen.\n\nVid påsk: Från eftermiddagsskiftets slut skärtorsdagen\ntill nattskiftets början annandag påsk.\n\nVid 1 maj: Från eftermiddagsskiftets slut dagen före till\nnattskiftets början den 1 maj.\n\nVid nationaldagen: Från eftermiddagsskiftets slut dagen\nföre till förmiddagsskiftets böljan dagen efter nationaldagen.\n\nVid midsommar: Från eftermiddagsskiftets slut dagen före\nmidsommarafton till nattskiftets böljan dagen efter midsommardagen.\n\nVid jul: Från förmiddagsskiftets slut dagen före\njulafton till nattskiftets början annandag jul.\n\nDe lokala parterna bör träffa överenskommelse om att arbete ska pågå\nockså under angivna helger när verksamheten så fordrar.",{"bindId":135,"name":136,"text":137},"SCHEDULE_trigger","Mom. 4:4 Raster och pauser Om de lokala ","Mom. 4:4 Raster och pauser\n\nOm de lokala parterna inte enas om annat ska rast läggas ut om arbetspasset\när längre än sex timmar. Med rast förstås sådana avbrott i den dagliga\narbetstiden under vilken arbetstagare inte är skyldig att stanna kvar på\narbetsplatsen. Raster får bytas ut mot måltidsuppehåll vid arbetsplatsen.\nSådant måltidsuppehåll ingår i arbetstiden.\n\nArbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.",{"bindId":139,"name":140,"text":140},"schedulesrestpw","Mom. 4:5 Dygnsvila",{"bindId":142,"name":143,"text":144},"FLEXWORK_trigger","Anmärkning För fall där flexibel arbetst","Anmärkning\n\nFör fall där flexibel arbetstid tillämpas har parterna enats om följande\ntillämpningsregel: Beordrar arbetsgivaren övertid räknas övertid från och\nmed tidpunkten för ordina-rie arbetstidens slut. Motsvarande gäller om\növertiden for-läggs före ordinarie arbetstidens början. De lokala parterna\nbör beakta möjligheterna att träffa lokal överenskommelse om ersättning\nför arbete på obekväm tid.",{"bindId":146,"name":147,"text":148},"lowwageamount","Avtalets lägsta löner För arbetstagare s","Avtalets lägsta löner\n\nFör arbetstagare som fyllt 18 år är lägsta månadslön 20 705 kronor och\nför särskilt kvalificerade arbeten 22 871 kronor fr.o.m. den 1 november 2020,\nrespektive 21161, 23 374 kronor fr.o.m. den 1 april 2022. Genomslag i utgående\nlägstalöner avräknas från lönepott.",{"bindId":150,"name":151,"text":152},"wageincreasetype2","Lägsta löneökning Om de lokala parterna ","Lägsta löneökning\n\nOm de lokala parterna inte träffar annan överenskom-melse ska en\navstämning avseende löneutvecklingen under avtalsperioden ske den 1 juni 2021\nrespektive den 1 juni 2022 avseende envar av perioderna den 1 november 2020\nt.o.m. den 1 juni 2021 respektive tiden därefter t.o.m. den 1 juni 2022.\nLöneökningen per månad för en heltidsanställd ska då uppgå till lägst\n485 respektive 314 kronor.\n\nI tim- och ackordslönebilagan ska löneökningen per timme för en\nheltidsanställd uppgå till lägst 277 öre den 1 juni 2021,fr.o.m. den 1 juni\n2022 179 öre.",{"bindId":154,"name":155,"text":156},"annleaveallowanceamount1","Mom. 11 Lägsta semesterlön Lägsta semest","Mom. 11 Lägsta semesterlön\n\nLägsta semesterlön per betald semesterdag for heltidsanställd\narbetstagare med en sammanlagd anställningstid vid företaget om minst 24\nmånader under de senaste 36 månaderna är 1445 kr fr.o.m. den 1 november\n2020, och 1477 kr fr.o.m. den 1 april 2022\n\nVid deltidsarbete proportioneras beloppet 1445 (1477) kr med hänsyn till\nden kortare arbetstiden.\n\nOm arbetstagaren under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfallet anpassas beloppet 1445 (1477) kr till\nsysselsättningsgraden under intjänandeåret.",{"bindId":158,"name":159,"text":159},"OVERTIME_trigger","Mom. 2 Övertidsarbete",{"bindId":161,"name":162,"text":163},"HARDSHIP_trigger","Mom. 4 Underjordstillägg Vid undeijordsa","Mom. 4 Underjordstillägg\n\nVid undeijordsarbete enligt § 4 mom. 3:4 utgår särskild ersättning med 8\nprocent av månadslönen.",{"bindId":165,"name":166,"text":167},"SUNDAY_trigger","Tillägg utgår inte på lördagar eller sön","Tillägg utgår inte på lördagar eller sön- och helgdagar för tid som\nutgör inarbetning av klämdagar.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Kollektivavtal Teknikavtalet IF Metall Avtal mellan Teknikarbetsgivarna och Industrifacket Metall (IF Metall) 1 november 2020–31 mars 2023 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2020-11-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Stål- och metallframställning\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                        LO - Industrifacket Metall, Metall - Svenska Metallindustriarbetareförbundet\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: → Ja\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: → 365 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 2 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \u003Cdiv id=\"display-severance_perc\">\n                Avgångsvederlag efter 5 år i tjänst (i procent av månadslönen): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Avgångsvederlag efter 1 år i tjänst (i procent av månadslönen): → Insufficient data %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Nyårsdagen (1:a januari), Pentecost Monday \u002F Whit Monday \u002F Monday of the Holy Spirit \u002F Deluge Monday - Kataklysmos (day after Pentecost \u002F seventh Monday after Easter), Annandag jul, Första maj\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fasta dagar för betald årlig semester: → 1.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Avtalad lägstalön per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lägstalön: → SEK 21.161\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Löneökning: → SEK 485.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Löneökning startar: → 2022-06\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Tillägg för endast nattarbete: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Semestertillägg: 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