[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fmedief-retagen-fd-sif-mia---2017":3,"menu:\u002Fsv-se:":118,"sites:htmlblocks":283,"subsites":1482,"cite-subsites":5047,"footer:root":5524,"suggested:root":5622,"cite-footer:root":5626},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":98,"content_type_view":99,"extra_breadcrumbs":100,"body":102,"body_blocks":113,"related_pages":117},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":96,"translations":97},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"medief-retagen-fd-sif-mia---2017","b5868a6a-6235-11ea-9cd9-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fmedief-retagen-fd-sif-mia---2017\u002Fmedief-retagen-fd-sif-mia---2017\u002F","Medieföretagen fd SIF-MIA - 2017","Medieföretagen fd SIF-MIA - 2017 - 2017","Sweden - Medieföretagen fd SIF-MIA - 2017 - 2017","Medieföretagen fd SIF-MIA - 2017 - 2017 - Finansiella tjänster, bank, försäkring",{"name":39,"data":40},"Media sectoral.html","\n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New5\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>4701\u003C\u002Fp>\n\n\u003Ch1>Medieföretagen fd SIF-MIA\u003C\u002Fh1>\n\n\u003Cp>2017-05-01 – 2020-04-30\u003C\u002Fp>\n\n\u003Cp>Förteckning över särskilda överenskommelser som ej tagits med i\navtalstrycket\u003C\u002Fp>\n\n\u003Cp>Avtal om förslagsverksamhet\u003C\u002Fp>\n\n\u003Cp>Avtal om industrins och handelns tilläggspension – ITP-avtalet\u003C\u002Fp>\n\n\u003Cp>Avtal om Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>Omställningsavtal\u003C\u002Fp>\n\n\u003Cp>Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Skiljedomsregler för skiljenämnden i uppfinnar- och\nkonkurrensklausulstvister\u003C\u002Fp>\n\n\u003Cp>Användning av konkurrensklausuler i anställningsavtal\u003C\u002Fp>\n\n\u003Cp>Rätten till arbetstagares uppfinningar\u003C\u002Fp>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Cp>Avtal om allmänna anställningsvillkor\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>1.1 Omfattning\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar företag som är anslutna till Medieföretagen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>För företag som inträder som medlem i Medieföretagen och som vid\ninträdet inte är bundna av kollektivavtal krävs för att avtalet ska bli\ngällande ett inkopplingsförfa-rande enligt särskilt avtal.\u003C\u002Fp>\n\n\u003Cp>Sveriges ingenjörer uppträder som gemensam representant för\nAkademikerförbunden. Central förhandling, vanligtvis efter lokal förhandling\nenligt MBL §§ 10 – 12, begärs hos eller av Sveriges ingenjörer oberoende\nav om berörd personal är organiserad i förbundet eller ej.\u003C\u002Fp>\n\n\u003Cp>Förhandlingar som rör enskild medlem, MBL § 13 sker med aktuellt\nfackförbund.\u003C\u002Fp>\n\n\u003Cp>1.2 Undantag\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller inte\u003C\u002Fp>\n\n\u003Cp>• tjänstemän i företagsledande befattning\u003C\u002Fp>\n\n\u003Cp>• tjänstemän vars anställning är att betrakta som bisyssla, utom vad\ngäller sjuklön under arbetsgivarperioden enligt § 10 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna av organisatoriska skäl önskar att avtalet i någon\ndel ska ges annat innehåll prövas framställning därom av de centrala\nparterna.\u003C\u002Fp>\n\n\u003Cp>1.3 Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som fyllt 67 år eller som anställts vid företaget efter\natt ha uppnått den för tjänstemannen gällande ordinarie pensionsåldern\nenligt ITP-planen eller som an-ställts efter att ha uppnått den ordinarie\npensionsålder som tillämpas på företaget, gäl-ler avtalet med följande\ninskränkningar;\u003C\u002Fp>\n\n\u003Cp>• Rätten till sjuklön efter arbetsgivarperioden kräver en särskild\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>• Uppsägningstiden framgår av § 13, 13.3.5.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger f n tjänsteman rätten att kvarstanna i\ntjänst till 67 års ålder.\u003C\u002Fp>\n\n\u003Cp>1.4 Utlandstjänstgöring\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras ge-nom\u003C\u002Fp>\n\n\u003Cp>• överenskommelse mellan arbetsgivaren och tjänstemannen eller\u003C\u002Fp>\n\n\u003Cp>• särskilt utlandsreglemente eller liknande som finns i företaget.\u003C\u002Fp>\n\n\u003Cp>Dessutom gäller ”Avtal om social trygghet för tjänstemän vid\nutlandstjänstgöring” för de tjänstemän som omfattas av detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.5 Företagsledning - förbundstillhörighet\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemän i företagsledande befattning\navstå från medlemskap i förbund som är part i detta avtal. Detta gäller\näven företagsledarens sek-reterare samt vid större företag personalchefen\noch dennes sekreterare.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>PTK-förbunden har enats om att tjänstemannaklubbar och representanter som\nutsetts av tjänstemännen inom PTK-området kan företrädas av ett gemensamt\norgan, PTK-L, när det gäller omställningsavtalet och frågor om\npersonalinskränkning enligt Tjänste-mannaavtalet. Detta organ ska anses vara\nden lokala arbetstagarorganisationen en-ligt lagen (1982:80) om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa över-enskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>2.1 Anställning tills vidare\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>En anställning gäller tills vidare, om arbetsgivaren och tjänstemannen\ninte har kommit överens om att anställningen ska vara tidsbegränsad eller\npå prov.\u003C\u002Fp>\n\n\u003Cp>2.2 Överenskommen visstidsanställning\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Avtal om överenskommen visstidsanställning får träffas mellan\narbetsgivaren och tjänstemannen. Sådant avtal får inte omfatta kortare tid\nän en månad och får omfatta sammanlagt högst tolv månader under en\ntreårsperiod för en och samma tjänsteman.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Arbetsgivaren får ha högst fem arbetstagare anställda för överenskommen\nvisstidsan-ställning vid en och samma tidpunkt.\u003C\u002Fp>\n\n\u003Cp>2.3 Villkor för övriga tidsbegränsade anställningar\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning\u003C\u002Fp>\n\n\u003Cp>• för viss tid, viss säsong eller visst arbete om arbetsuppgifternas\nsärskilda beskaf-fenhet föranleder en sådan anställning\u003C\u002Fp>\n\n\u003Cp>• vid vikariat för att ersätta en tjänsteman vid t.ex. dennes ledighet\npå grund av se-mester, sjukdom, utbildning eller föräldraledighet\u003C\u002Fp>\n\n\u003Cp>• vid vikariat för att upprätthålla en ledigförklarad befattning under\nsex månader, om arbetsgivaren och den lokala tjänstemannaparten inte kommit\növerens om an-nat\u003C\u002Fp>\n\n\u003Cp>• för att avlasta en tillfällig arbetstopp\u003C\u002Fp>\n\n\u003Cp>• för skolungdom och studerande när de har ferier eller annars gör\nuppehåll i studi-erna samt vid praktikarbete\u003C\u002Fp>\n\n\u003Cp>• för tjänstemän som uppnått den ordinarie pensionsåldern enligt\nITP-planen.\u003C\u002Fp>\n\n\u003Cp>Vid tidsbegränsad anställning som bedöms få en varaktighet av högst 1\nmånad gäller inte företrädesrätt till återanställning.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>2.4 Provanställning\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå till en tillsvidareanställning. Avtalet får\nomfatta högst sex månader. Om tjäns-temannen varit frånvarande under\nprovperioden, kan anställningen efter överenskom-melse förlängas med\nmotsvarande tid.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.5 Underrättelse om överenskommen visstidsanställning, anställning vid\narbetstopp och provanställning\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Innan arbetsgivaren och tjänstemannen träffar avtal om överenskommen\nvisstidsan-ställning, anställning för att avlasta en tillfällig arbetstopp\neller anställning på prov, bör arbetsgivaren underrätta berörd\ntjänstemannaklubb, om det är praktiskt möjligt. Underrättelsen ska dock\nalltid lämnas inom en vecka efter det att avtal om anställning har\nträffats.\u003C\u002Fp>\n\n\u003Cp>2.6 Arbetstopp, överenskommen visstidsanställning och provanställning\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens rätt att anställa tjänstemän för att avlasta\narbetstoppar, träffa avtal om överenskommen visstidsanställning respektive\nprovanställa tjänstemän, kan sägas upp av lokal tjänstemannapart eller av\nPTK-förbund.\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden är tre månader. Om arbetsgivaren vill behålla denna\nrätt ska för-handlingar begäras och föras under uppsägningstiden.\u003C\u002Fp>\n\n\u003Cp>I sista hand kan frågan tas upp till överläggningar i\nTjänstemarknadsnämnden SAF-PTK.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>De anställningsformer som anges nedan är en uttömmande reglering av de\nanställ-ningsformer som är tillgängliga på avtalsområdet. Vad det avser\nföreträdesrätt till åter-anställning gäller lagen om anställningsskydd\nså vida inte annat anges.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Bestämmelser om avbrytande av provanställning och visstidsanställning\nfinns i 13.3.3 och 13.3.4.\u003C\u002Fp>\n\n\u003Cp>2.1 Anställning tills vidare (Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>En anställning gäller tills vidare, om arbetsgivaren och tjänstemannen\ninte har kommit överens om att anställningen ska vara tidsbegränsad eller\npå prov.\u003C\u002Fp>\n\n\u003Cp>2.2 Villkor för tidsbegränsade anställningar\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning:\u003C\u002Fp>\n\n\u003Cp>• Vid vikariat för att ersätta en tjänsteman vid dennes ledighet eller\nfrånvaro eller för att upprätthålla en ledigförklarad befattning.\u003C\u002Fp>\n\n\u003Cp>• För avtalad visstid\u003C\u002Fp>\n\n\u003Cp>Ett avtal om avtalad visstid ska omfatta en minsta anställningstid om sju\ndagar om ar-betsgivaren och tjänstemannen inte kommer överens om kortare\nanställningstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1:\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att möjligheten att genom individuell\növerens-kommelse visstidsanställa på kortare tid än sju dagar missbrukas\nkan organisationen efter lokal och central förhandling i saken återkalla\nmöjligheten för arbetsgivaren att fortsättningsvis träffa dylika\nindividuella överenskommelser. Möjligheten att återkalla gäller inte då\nlokal överenskommelse träffats. Med missbruk avses att arbetsgivaren\nåterkommande anställer för kort tid trots att verksamhetens behov kunnat\ntillgodoses genom längre visstidsanställning eller tillsvidareanställning.\nVid misstanke om miss-bruk har den fackliga organisationen rätt att få del av\nsamtliga anställningsavtal där individuell överenskommelse träffats om\nkortare anställningstid än sju dagar avse-ende den senaste\nsexmånadersperioden.\u003C\u002Fp>\n\n\u003Cp>Lokala parter kan också träffa överenskommelse om kortare\nanställningstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2:\u003C\u002Fp>\n\n\u003Cp>Avsikten med en lokal överenskommelse är att arbetsgivaren och\ntjänstemannaparten tillsammans ser över i vilka typsituationer ett sådant\nkorttidsanställningsbehov, perio-diskt eller återkommande, förekommer i\nverksamheten och på förhand överenskommer om undantag avseende dessa\nalternativt i en enskild situation träffar lokal överens-kommelse.\u003C\u002Fp>\n\n\u003Cp>Studerande som är inskrivna vid universitet eller högskola kan alltid\nanställas för avta-lad visstid utan krav på minsta anställningstid.\u003C\u002Fp>\n\n\u003Cp>• För tjänsteman som uppnått den ordinarie pensionsåldern enligt\nITP-planen (fn. 65 år).\u003C\u002Fp>\n\n\u003Cp>• För säsongsarbete.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 3:\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att definitionen av säsongsarbete följer av lagen\nom anställ-ningsskydd.\u003C\u002Fp>\n\n\u003Cp>• Doktorandtjänst, då arbete med doktorsavhandling sker helt eller\ndelvis vid före-tag.\u003C\u002Fp>\n\n\u003Cp>• För skolungdom samt vid praktikarbete.\u003C\u002Fp>\n\n\u003Cp>Till en tidsbegränsad anställning som bedöms få en varaktighet av högst\nen månad gäller inte företrädesrätt till återanställning.\u003C\u002Fp>\n\n\u003Cp>2.3 Omvandlingsregel för vikariat och avtalad visstid\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Ett vikariat eller en avtalad visstid övergår i en tillsvidareanställning\nnär en arbetsta-gare har varit anställd hos arbetsgivaren i vikariat\noch\u002Feller avtalad visstid sammanlagt mer än i 36 månader under en\nfemårsperiod.\u003C\u002Fp>\n\n\u003Cp>Anmärkning: Tjänsteman kan efter det att tidpunkten för omvandling till\ntillsvidarean-ställning inträtt träffa skriftlig överenskommelse med\narbetsgivaren om att avstå den aktualiserade omvandlingen. Sådan\növerenskommelse gäller i sex månader. Tjänste-man kan härefter på nytt\navstå från tillsvidareanställning enligt denna regel. För den som uppnått\nden ordinarie pensionsåldern enligt ITP-planen (fn. 65 år) övergår inte en\navtalad visstidsanställning eller ett vikariat till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>I huvudregel gäller, likt gällande rätt avseende allmän\nvisstidsanställning och vika-riat, vid omvandling att anställningsvillkoren\nkvarstår oförändrade om inte arbetsgi-varen och tjänstemannen kommer\növerens om annat. För det fall parterna inte kommit överens och\nsysselsättningsgraden kort före omvandlingstidpunkten i väsentlig mån\navviker från en genomsnittligt beräknad sysselsättningsgrad under de senaste\ntolv må-naderna ska denna i tillsvidareanställningen bestämmas till den\ngenomsnittliga.\u003C\u002Fp>\n\n\u003Cp>2.4 Provanställning\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå i en tillsvidareanställning. Något särskilt\nkrav på prövobehov uppställs inte. Avtalet får dock omfatta högst sex\nmånader. Har tjänstemannen varit frånvarande un-der prövoperioden, kan\nanställningen efter överenskommelse förlängas med tid som motsvarar\nfrånvarotiden.\u003C\u002Fp>\n\n\u003Cp>Har tjänstemannen direkt före provanställningen varit anställd i\nliknande befattning i företaget, i avtalad visstid eller vikariat, minskas\nprovanställningstiden i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren mo-tivera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\n\n\u003Cp>2.5 Övergångsbestämmelser\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Dessa regler träder i kraft den 1 november 2017. För anställningsavtal\nsom är träffade före den 1 november 2017 gäller tidigare regler för\nsådana anställningar fullt ut.\u003C\u002Fp>\n\n\u003Cp>Vid omvandling till tillsvidareanställning bortses från anställningstid i\nanställningar som ingåtts före den 1 november 2017.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Cp>3.1 Lojalitet\u003C\u002Fp>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänstemannen ska vara\ndiskret när det gäller arbetsgivarens angelägenheter som prissättningar,\ndatasystem, undersökningar, driftsförhållanden, af-färsangelägenheter och\ndylikt.\u003C\u002Fp>\n\n\u003Cp>3.2 Konkurrerande verksamhet\u003C\u002Fp>\n\n\u003Cp>En tjänsteman får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verk-samhet för ett företag som konkurrerar med arbetsgivaren.\nTjänstemannen får inte hel-ler åta sig uppdrag eller bedriva verksamhet som\nkan inverka menligt på arbetet i tjänsten. Den som avser att åta sig uppdrag\neller bisyssla av mera omfattande slag, ska därför först samråda med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>3.3 Förtroendeuppdrag\u003C\u002Fp>\n\n\u003Cp>En tjänsteman har rätt att ta emot statliga, kommunala och fackliga\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Övertidskompensation\u003C\u002Fh2>\n\n\u003Cp>4.1 Rätten till övertidskompensation\u003C\u002Fp>\n\n\u003Cp>Tjänstemän har rätt till övertidskompensation enligt 4.3 om inte någon\nannan överens-kommelse har träffats enligt 4.1.1 - 4.1.2.\u003C\u002Fp>\n\n\u003Cp>4.1.1 Överenskommelse med vissa tjänstemän\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om att kompensation för\növer-tidsarbete ska ges genom att tjänstemannen i stället får högre lön\noch\u002Feller fem se-mesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser ska gälla tjänstemän i chefsställning och\ntjänstemän som har okontrollerbar arbetstid eller som har frihet att\nförlägga sin arbetstid. I annat fall skall särskilda skäl föreligga.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen ska avse en period om ett semesterår om arbetsgivaren och\ntjäns-temannen inte kommit överens om annat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>För tjänstemän anställda före den 1 maj 2013 gäller bestämmelsen i\nsin tidigare ly-delse.\u003C\u002Fp>\n\n\u003Cp>4.1.2 Förberedelse- och avslutningsarbete\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen har kommit överens om att\ntjänste-mannen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts med hänsyn till detta, ska\ntjänstemannen kompenseras med tre semesterdagar utöver lagstadgad\nsemester.\u003C\u002Fp>\n\n\u003Cp>4.1.3 Skriftlig överenskommelse. Giltighetstid\u003C\u002Fp>\n\n\u003Cp>Överenskommelse enligt 4.1.1 och 4.1.2 ska vara skriftliga.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att överenskommelsen ska upphöra, ska underrätta den\nandra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta berörd tjänstemannaklubb när en\növerenskommelse har träffats.\u003C\u002Fp>\n\n\u003Cp>4.2 Förutsättningar för övertidskompensation\u003C\u002Fp>\n\n\u003Cp>4.2.1 Definition av övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som ger rätt till övertidskompensation avses arbete\nsom utförs utö-ver den ordinarie dagliga arbetstid som gäller för\ntjänstemannen, om övertidsarbetet\u003C\u002Fp>\n\n\u003Cp>• har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete se 4.4.\u003C\u002Fp>\n\n\u003Cp>4.2.2 Förberedelse- och avslutningsarbete\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas inte den tid som går åt för att utföra nödvändigt\nförberedelse- och avslutningsarbete som normalt ingår i tjänstemannens\nuppgifter.\u003C\u002Fp>\n\n\u003Cp>4.2.3 Beräkning av övertid\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, ska de båda övertidsperioderna räknas ihop. Endast\nfulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Cp>4.2.4 Övertidsarbete som inte ansluter till ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman utför övertidsarbete på tid som inte ligger direkt\nefter den ordinarie arbetstiden, ges övertidskompensation för minst tre\ntimmars övertidsarbete. Detta gäl-ler dock inte om endast ett\nmåltidsuppehåll skiljer övertidsarbetet från den ordinarie arbetstiden.\u003C\u002Fp>\n\n\u003Cp>4.2.5 Reskostnader vid övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inställer sig för övertidsarbete som inte ligger direkt\nefter den ordi-narie arbetstiden och det uppstår reskostnader, ska\narbetsgivaren ersätta dessa. Detta gäller även i de fall överenskommelse\nträffats enligt 4.1.1.\u003C\u002Fp>\n\n\u003Cp>4.2.6 Övertidsarbete vid förkortad ordinarie daglig arbetstid\u003C\u002Fp>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under en viss del av året, t.ex.\nsommaren, är för-kortad utan att motsvarande förlängning sker under en\nannan del av året gäller föl-jande. Beräkning av övertidsarbete som har\nutförts under den del av året då den kor-tare arbetstiden tillämpats, ska\nske med utgångspunkt från den dagliga arbetstid som gäller under resten av\nåret.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>4.3 Kompensation för övertid\u003C\u002Fp>\n\n\u003Cp>4.3.1 Pengar - ledighet\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänstemannens önske-mål om när kompensationsledigheten ska tas ut.\u003C\u002Fp>\n\n\u003Cp>4.3.2 Ersättningens storlek\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme ges enligt följande:\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kl. 06-20 helgfria måndagar-fredagar\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>94\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>efter överenskommelse kompensationsledighet med 1 1\u002F2 timme för varje\növer-tidstimme.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>72\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>efter överenskommelse kompensationsledighet med 2 timmar för varje\növertidstimme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på tjänstemannens arbetsfria vardagar jämställs med\növertidsarbete på annan tid. Detsamma gäller midsommar-, jul- och\nnyårsafton.\u003C\u002Fp>\n\n\u003Cp>4.4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fp>\n\n\u003Cp>4.4.1 Ersättning för mertid\u003C\u002Fp>\n\n\u003Cp>Om en deltidsanställd har utfört arbete utöver den ordinarie dagliga\narbetstid som gäl-ler för deltidsanställningen, betalas ersättning per\növerskjutande timme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmrow>\n      \u003Cmn>3,5\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses den deltidsanställdes arbetstid per helgfri vecka,\nräknat i ge-nomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>4.4.2 Beräkning av mertid\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den ordinarie\narbetstid som gäller för deltidsanställningen, ska de båda tidsperioderna\nräknas ihop. Endast fulla halvtim-mar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Cp>4.4.3 Övertidskompensation vid mertidsarbete\u003C\u002Fp>\n\n\u003Cp>En deltidsanställd har rätt till övertidskompensation om mertidsarbetet\npågår före eller efter de klockslag som gäller för den ordinarie dagliga\narbetstiden för en heltidsan-ställd i motsvarande befattning vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av ersättning enligt 4.3.2 ska lönen räknas upp så att\nden motsvarar hel-tidslön.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Förskjuten arbetstid\u003C\u002Fh2>\n\n\u003Cp>5.1 Förskjuten arbetstid\u003C\u002Fp>\n\n\u003Cp>Med förskjuten arbetstid avses den del av tjänstemannens ordinarie\narbetstid som är förlagd till de dagar och mellan de tider som framgår av\n5.3.\u003C\u002Fp>\n\n\u003Cp>5.2 Meddelande om förskjuten arbetstid\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör meddela tjänstemannen senast 14 dagar i förväg att\narbetstiden kommer att förskjutas. Meddelandet bör även innehålla uppgift\nom hur länge förskjut-ningen är avsedd att gälla.\u003C\u002Fp>\n\n\u003Cp>5.3 Ersättning för förskjuten arbetstid\u003C\u002Fp>\n\n\u003Cp>Förskjuten arbetstid ersätts per timme enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>MÅNDAG-FREDAG FRÅN KL. 18 TILL KL. 24\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>600\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MÅNDAG-FREDAG FRÅN KL. 00 TILL KL. 07\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>400\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>LÖRDAG-SÖNDAG FRÅN LÖRDAG KL. 00 TILL SÖNDAG KL. 24\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>300\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, KRISTI HIMMELSFÄRDSDAG,\n        NAT-IONALDAGEN OCH ALLA HELGONS DAG TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>300\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 FÖRSTA VARDA-GEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>150\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Ersättning för förskjuten arbetstid och övertidsersättning kan inte ges\nsamtidigt.\u003C\u002Fp>\n\n\u003Cp>5.4 Lokal överenskommelse\u003C\u002Fp>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan ersättning för\nförskjuten ar-betstid, om det finns särskilda skäl.\u003C\u002Fp>\n\n\u003Cp>5.5 Enskild överenskommelse\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom er-sättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få likvärdig eller förbättrad ersättning på annat sätt. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>5.6 När tjänstemannen tidigare fått annan kompensation\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman genom lön eller på annat sätt kompenserats för arbete\npå förskjuten arbetstid och därför inte fått någon särskild ersättning,\nska villkoren inte förändras ge-nom att detta avtal träder i kraft.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Jourtid\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>6.1 Jourtid\u003C\u002Fp>\n\n\u003Cp>Med jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsplatsen för att\nutföra arbete när det uppstår behov.\u003C\u002Fp>\n\n\u003Cp>6.2 Schema\u003C\u002Fp>\n\n\u003Cp>Jourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänsteman.\u003C\u002Fp>\n\n\u003Cp>Schema för jourtid bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Cp>6.3 Ersättning för jourtid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>JOURTID ERSÄTTS PER JOURTIMME MED\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>600\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>DOCK GÄLLER FÖLJANDE: \n\n        \u003Cp>FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>400\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>300\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 18 DAGEN FÖRE TILL KL. 07 TRETTONDAGEN, 1 MAJ, KRISTI\n        HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>400\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, KRISTI HIMMELSFÄRDSDAG,\n        NAT-IONALDAGEN OCH ALLA HELGONS DAG TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>300\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 FÖRSTA VARDA-GEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>150\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Jourtidsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskat med den tid som tjänstemannen fått övertidsersättning för.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.4 Lokal överenskommelse\u003C\u002Fp>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning, om det\nfinns sär-skilda skäl.\u003C\u002Fp>\n\n\u003Cp>6.5 Enskild överenskommelse\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom er-sättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få likvärdig eller förbättrad ersättning på annat sätt. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Beredskapstjänst\u003C\u002Fh2>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>7.1 Beredskapstjänst\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Med Beredskapstjänst I avses tid då tjänstemannen inte har\narbetsskyldighet men åläggs att stå till arbetsgivarens förfogande genom\natt vara anträffbar för att omedel-bart kunna utföra arbete när det\nuppstår behov.\u003C\u002Fp>\n\n\u003Cp>Med Beredskapstjänst II avses tid då tjänstemannen inte har\narbetsskyldighet men åläggs vara anträffbar för att inom föreskriven tid\nefter varsel utföra arbete vid arbets-stället eller annan plats.\u003C\u002Fp>\n\n\u003Cp>7.2 Schema\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst ska fördelas så att den inte oskäligt belastar en\nenskild tjänsteman.\u003C\u002Fp>\n\n\u003Cp>Schema för beredskapstjänst bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Cp>7.3 Ersättning för beredskapstjänst\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>BEREDSKAPS-TJÄNST I\u003C\u002Ftd>\n      \u003Ctd>BEREDSKAPS-TJÄNST II\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>BEREDSKAPSTJÄNST ERSÄTTS PER BEREDSKAPS-TIMME MED \n\n        \u003Cp>DOCK GÄLLER FÖLJANDE:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>1000\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>1400\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FREDAG-SÖNDAG \n\n        \u003Cp>FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>700\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>1000\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>500\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>700\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 18 DAGEN FÖRE TILL KL. 07 TRETTON- DAGEN, 1 MAJ, KRISTI\n        HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>700\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>1000\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, KRISTI HIM-MELSFÄRDSDAG,\n        NATIONALDAGEN OCH ALLA HEL-GONS DAG TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmfrac>\n              \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003C\u002Fmfrac>\n            \u003Cmn>500\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>700\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JUL- AFTON TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>250\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>350\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall mins-kad med den tid som tjänstemannen fått övertidsersättning\nför.\u003C\u002Fp>\n\n\u003Cp>Vid inställelse i arbete utges övertidsersättning. Ersättning för\nresekostnad i anslutning till sådan inställelse betalas ut.\u003C\u002Fp>\n\n\u003Cp>7.4 Lokal överenskommelse\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning om det\nfinns sär-skilda skäl.\u003C\u002Fp>\n\n\u003Cp>7.5 Enskild överenskommelse\u003C\u002Fp>\n\n\u003Cp>(Utgår 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom er-sättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få likvärdig eller förbättrad ersättning på annat sätt. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman kan komma överens om att\nberedskapspass kan vara kortare än 8 timmar dock lägst 4 timmar.\nBeredskapsersättningen ska då anpassas efter detta och i förekommande fall\nminskas med den tid tjänstemannen fått övertids-ersättning för. Sådant\nförkortat beredskapspass får endast förläggas vid ett tillfälle per person\noch dygn.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att en sådan överenskommelse ska upphöra ska underrätta\nden andra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Beredskap\u003C\u002Fh2>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>7.1 Definition\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Med beredskap avses tid då tjänstemannen inte har arbetsskyldighet men\nmåste vara anträffbar för att kunna utföra arbete när det uppstår ett\nbehov.\u003C\u002Fp>\n\n\u003Cp>7.2 Lokala avtal\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om beredskap där till\nexempel bered-skapstjänster och ersättningsformer anpassas efter lokala\nförutsättningar.\u003C\u002Fp>\n\n\u003Cp>Som underlag för sådana överenskommelser kan nedanstående tabell, där\nberedskaps-pass, beredskapsersättning samt ersättning för arbetad tid under\nberedskapstjänst defi-nieras, tjäna som utgångspunkt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">BEREDSKAP 1\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">BEREDSKAP 2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>TID 1\u003C\u002Ftd>\n      \u003Ctd>ERSÄTTNING FÖR BEREDSKAP\u003C\u002Ftd>\n      \u003Ctd>ERSÄTTNING FÖR ARBETAD TID\u003C\u002Ftd>\n      \u003Ctd>ERSÄTTNING FÖR BEREDSKAP\u003C\u002Ftd>\n      \u003Ctd>ERSÄTTNING FÖR ARBETAD TID\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>TID 2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>7.3 Beredskapstjänst\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst A innebär att tjänstemannen via ett mobilt verktyg eller\nliknande ska vara anträffbar för att inställa sig i arbete.\nBeredskapstjänst A kräver inte att tjänste-mannen behöver inställa sig på\nnågon angiven plats.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst B innebär att tjänstemannen ska inställa sig på\narbetsstället eller av arbetsgivaren annan angiven plats för att utföra\narbete.\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst C innebär att tjänstemannen ska inställa sig i hemmet\nför att utföra arbete.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>För de fall arbetsgivaren vill tillämpa Beredskapstjänst C, men\ntjänstemannen inte an-ser att hemmet är en önskvärd arbetsplats ska\ninställelse i arbete ske på arbetsstället eller på annan angiven plats.\nErsättning utgår dock enligt beredskapstjänst C.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Vid beredskapstjänst ska arbetsgivaren ta hänsyn till skäliga\ninställelsetider med be-aktande av tjänstemannens typ av beredskap samt andra\npraktiska och objektiva rele-vanta förutsättningar. En (1) timme för\ninställelsetid vid Beredskapstjänst B respektive dagtid vid Beredskapstjänst\nC kan tjäna som utgångspunkt. Inställelsetid kan vara både kortare och\nlängre.\u003C\u002Fp>\n\n\u003Cp>7.4 Schema\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Beredskap ska schemaläggas så att den inte oskäligt belastar enskild\ntjänsteman. Schema bör upprättas och kommuniceras i god tid. Ändringar av\nschemaläggning meddelas senast två veckor i förväg. Tillfälliga avvikelser\nsom inte kunnat förutses vid schemaläggning räknas inte som en\nschemaändring.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Med oskäligt belastar avses som exempel att beredskap inte ska\nschemaläggas på för få tjänstemän eller att beredskap schemaläggs i\nflera beredskapspass under samma dygn utan samband med ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse förutsetts vid behov träffas om nattarbete och\nviloregler i samband med beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>7.5 Beredskapsersättning\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Om lokal överenskommelse inte träffats om annat ersätts Beredskapstjänst\nA, B re-spektive C enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>FÖRLÄGGNINGSTIDPUNKT\u003C\u002Ftd>\n      \u003Ctd colspan=\"3\">ERSÄTTNING PER TIMME\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>B\u003C\u002Ftd>\n      \u003Ctd>C\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>1750\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>1400\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>1650\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>1100\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>900\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>1050\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>750\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>600\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>700\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>450\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>350\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖN\u003C\u002Fmi>\n            \u003Cmn>400\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>Ersättning för att tjänstemannen har beredskap betalas per pass för\nlägst 1 timme avse-ende Beredskapstjänst A, 4 timmar för Beredskapstjänst B\noch 2 timmar för Bered-skapstjänst C, i förekommande fall minskad med den\ntid som tjänstemannen har fått ersättning för vid beordrad inställelse i\narbete enligt 7.6 nedan.\u003C\u002Fp>\n\n\u003Cp>7.6 Ersättning för arbetad tid under beredskapstjänst\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Om lokal överenskommelse inte träffats om annan ersättning per timme\nersätts arbetad tid enligt följande:\u003C\u002Fp>\n\n\u003Cp>Vid beordrad inställelse i arbete betalas övertidsersättning för\nfaktiskt arbetad tid dock;\u003C\u002Fp>\n\n\u003Cp>1) minst 30 minuter vid utfört arbete enligt Beredskapstjänst A,\u003C\u002Fp>\n\n\u003Cp>2) minst för tre timmar vid utfört arbete enligt Beredskapstjänst B\nrespektive,\u003C\u002Fp>\n\n\u003Cp>3) minst för 2 timmar vid utfört arbete enligt Beredskapstjänst C.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som har Beredskapstjänst B, men utför arbete enligt\nBeredskapstjänst A, ska ersättas för minst en timme.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>Ersättning för resekostnader i anslutning till Beredskapstjänst B betalas\nut.\u003C\u002Fp>\n\n\u003Cp>7.7 Enskild överenskommelse\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom er-sättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersätt-ning på annat sätt. En sådan överenskommelse ska\nvara skriftlig och bör innehålla uppgift om den ersättning som erhålls\nistället för ersättning för beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller tillsvidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att en enskild överenskommelse ska upphöra ska\nunderrätta den andra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Finns lokal klubb\u002Fförening är det lämpligt att parterna har diskuterat\nutformning av enskilda överenskommelser. Det kan även vara lämpligt att\ndiskutera enskilda över-enskommelser om beredskap i samband med\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>När en enskild överenskommelse upphör betalas inte längre den avtalade\nersättning eller annan kompensation som överenskommits. Ersättning utgår\nistället enligt kollek-tivavtalets huvudregel.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Restidsersättning\u003C\u002Fh2>\n\n\u003Cp>8.1 Rätten till restidsersättning\u003C\u002Fp>\n\n\u003Cp>Tjänstemän har rätt till restidsersättning enligt 8.3 med följande\nundantag:\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1) Arbetsgivaren och den tjänsteman som har träffat överenskommelse om\nkompen-sation för övertid enligt 4.1.1 och 4.1.2, kan komma överens om att\nbestämmel-serna om restidsersättning inte ska gälla.\u003C\u002Fp>\n\n\u003Cp>2) Arbetsgivare och tjänstemän kan komma överens om att kompensation för\nrestid ska ges i annan form, t. ex. genom att förekomsten av restid beaktas\nnär lönen fastställs.\u003C\u002Fp>\n\n\u003Cp>3) Tjänstemän med arbete som normalt medför tjänsteresor i betydande\nomfattning, t ex. resande försäljare och servicetekniker, har rätt till\nrestidsersättning endast om arbetsgivaren och tjänstemannen kommit överens\nom detta.\u003C\u002Fp>\n\n\u003Cp>8.2 Restid\u003C\u002Fp>\n\n\u003Cp>Restid är den tid under en beordrad tjänsteresa som går åt för att resa\ntill bestämmelse-orten.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid som ger rätt till ersättning tas endast sådan\nrestid med som lig-ger före eller efter tjänstemannens ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Om restiden ligger såväl före som efter den ordinarie arbetstiden en viss\ndag ska de båda tidsperioderna räknas ihop. Endast fulla halvtimmar tas med\nvid beräkningen.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\nen del av denna, ska tiden kl. 22-08 inte räknas med.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller inte.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad enligt de bestämmelser som gäller\nför trakta-mentsberäkning eller motsvarande vid respektive företag.\u003C\u002Fp>\n\n\u003Cp>8.3 Restidsersättning\u003C\u002Fp>\n\n\u003Cp>1) Restidsersättning per timme\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>240\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning enligt divisorn 240 betalas för högst sex timmar per\nkalenderdygn.\u003C\u002Fp>\n\n\u003Cp>2) När resan skett under tiden fredag kl. 18 - måndag kl. 06\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>190\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>3) När resan skett under tiden från kl. 18 dag före arbetsfri\nhelgdagsafton eller helg-dag till kl. 06 dag efter helgdag\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>190\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Cp>9.1 Allmänna bestämmelser\u003C\u002Fp>\n\n\u003Cp>Semester utgår enligt gällande lag med följande tillägg och undantag.\u003C\u002Fp>\n\n\u003Cp>9.2 Intjänandeår och semesterår\u003C\u002Fp>\n\n\u003Cp>Intjänandeåret räknas fr o m den 1 april t.o.m. den 31 mars året\ndärpå.\u003C\u002Fp>\n\n\u003Cp>Semesteråret är den därpå följande 12-månadersperioden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan komma överens med en enskild tjänsteman eller med den\nlokala tjänstemannaparten om att intjänandeåret och\u002Feller semesteråret ska\nförskjutas.\u003C\u002Fp>\n\n\u003Cp>När intjänandeår och semesterår sammanfaller ska erhållen semesterlön\nbetraktas som à-contoutbetalning och avräknas från såväl\nsemesterersättning som lön. Tjänsteman som erhållit fler betalda\nsemesterdagar än intjänade ska återbetala för mycket utbetald\nsemesterlön\u002Ftillägg. Motsvarande lönekorrigering görs om\nsysselsättningsgraden änd-rats under semesteråret.\u003C\u002Fp>\n\n\u003Cp>Löneavräkning ska inte göras vid anställningens upphörande om det sker\npå grund av;\u003C\u002Fp>\n\n\u003Cp>1) tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2) tjänsteman som frånträder sin anställning under förhållanden som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller\u003C\u002Fp>\n\n\u003Cp>3) uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till tjänstemannen personligen\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Det är viktigt att arbetsgivaren är tydlig med vilket intjänande- och\nsemesterår som tillämpas.\u003C\u002Fp>\n\n\u003Cp>9.3 Semesterns längd\u003C\u002Fp>\n\n\u003Cp>9.3.1 Antal semesterdagar\u003C\u002Fp>\n\n\u003Cp>• 25 semesterdagar enligt semesterlagen\u003C\u002Fp>\n\n\u003Cp>• 3 eller 5 semesterdagar utöver lag genom överenskommelse mellan\narbetsgivaren och tjänstemannen enligt § 4 i detta avtal.\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Cp>9.3.2 Antal betalda semesterdagar\u003C\u002Fp>\n\n\u003Cp>Antalet intjänade semesterdagar med lön beräknas på följande sätt:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmi>Ax\u003C\u002Fmi>\n  \u003Cmfrac>\n    \u003Cmi>B\u003C\u002Fmi>\n    \u003Cmi>C\u003C\u002Fmi>\n  \u003C\u002Fmfrac>\n  \u003Cmo>=\u003C\u002Fmo>\n  \u003Cmi>D\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>A = antal avtalade semesterdagar (enligt 9.3.1)\u003C\u002Fp>\n\n\u003Cp>B = antal anställningsdagar under intjänandeåret, minus frånvaro som\ninte är semester-lönegrundande\u003C\u002Fp>\n\n\u003Cp>C = antal kalenderdagar under intjänandeåret\u003C\u002Fp>\n\n\u003Cp>D = antal intjänade, betalda semesterdagar (brutet tal avrundas uppåt till\nheltal).\u003C\u002Fp>\n\n\u003Cp>9.3.3 Ändring av semesterdagar\u003C\u002Fp>\n\n\u003Cp>Om detta avtal träder i kraft för en tjänsteman som omfattas av ett\nenskilt eller kollek-tivt avtal eller tjänstereglemente vid företaget, har\ntjänstemannen rätt till minst samma antal semesterdagar som tidigare.\u003C\u002Fp>\n\n\u003Cp>Om det blir aktuellt att ändra semesterbestämmelser i gällande\nreglemente, ska arbets-givaren meddela tjänstemannaparten, och om denna begär\ndet ska förhandlingar äga rum innan beslut fattas.\u003C\u002Fp>\n\n\u003Cp>9.3.4 Befordrad eller nyanställd tjänsteman\u003C\u002Fp>\n\n\u003Cp>För befordrade eller nyanställda tjänstemän ska i intjänandeåret även\ninräknas anställ-ningstid vid företaget eller vid annat företag som hör\ntill samma koncern.\u003C\u002Fp>\n\n\u003Cp>9.3.5 Semester för intermittent arbetande\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som arbetar mindre än fem dagar i genomsnitt per vecka\nberäknas an-talet nettosemesterdagar enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>Antalet\u003C\u002Fmi>\n      \u003Cmi>arbetsdagar\u003C\u002Fmi>\n      \u003Cmo>\u002F\u003C\u002Fmo>\n      \u003Cmi>vecka\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>antalet\u003C\u002Fmi>\n      \u003Cmi>semesterdagar\u003C\u002Fmi>\n      \u003Cmi>enligt\u003C\u002Fmi>\n      \u003Cmn>9.3\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>5\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>= Antalet semesterdagar (nettosemesterdagar) som ska förläggas till dagar\nsom enligt arbetstidsschemat skulle ha varit arbetsdagar. Brutet tal vid\nberäkningen rundas av till närmast högre dagantal.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat ska arbeta såväl hel som del av\ndag samma vecka, ska den delvis arbetade dagen räknas som hel dag. När\nsemestern läggs ut för en sådan tjänsteman går det åt en hel semesterdag\näven för den dag tjänsteman-nen endast skulle ha arbetat en del av dagen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>TJÄNSTEMANNENS ARBETSTID ÄR FÖRLAGD TILL I GENOMSNITT FÖLJANDE\n        ANTAL ARBETSDAGAR PER VECKA\u003C\u002Ftd>\n      \u003Ctd>ANTAL NETTOSEMESTERDAGAR (VID 25 DAGARS SEMESTER)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Om arbetstidsschemat ändras så att ”antalet arbetsdagar per vecka”\nförändras ska anta-let outtagna nettosemesterdagar räknas om så att de\nsvarar mot det nya schemat.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Semestertillägg, semesterersättning respektive löneavdrag (vid obetald\nsemester) be-räknas med utgångspunkt från antalet bruttosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>9.4 Semesterlön, semesterersättning m.m.\u003C\u002Fp>\n\n\u003Cp>9.4.1 Semesterlön och semestertillägg\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och se-mestertillägg.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman avlönad med veckolön skall månadslönen beräknas som\n4,3 x veckolö-nen.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget för varje betald semesterdag är\u003C\u002Fp>\n\n\u003Cp>• 0,8 % av tjänstemannens månadslön som är aktuell vid\nsemestertillfället och even-tuella fasta lönetillägg per månad.\nBeträffande ändrad sysselsättningsgrad, se 9.4.6.\u003C\u002Fp>\n\n\u003Cp>• 0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inte tjänat in full semester ska semestertillägget 0,5 %\njusteras upp enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>0,5\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>det\u003C\u002Fmi>\n      \u003Cmi>antal\u003C\u002Fmi>\n      \u003Cmi>semesterdagar\u003C\u002Fmi>\n      \u003Cmi>som\u003C\u002Fmi>\n      \u003Cmi>tjänstemannen\u003C\u002Fmi>\n      \u003Cmi>har\u003C\u002Fmi>\n      \u003Cmi>rätt\u003C\u002Fmi>\n      \u003Cmi>till\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmi>Antalet\u003C\u002Fmi>\n      \u003Cmi>betalda\u003C\u002Fmi>\n      \u003Cmi>semesterdagar\u003C\u002Fmi>\n      \u003Cmi>som\u003C\u002Fmi>\n      \u003Cmi>tjänstemannen\u003C\u002Fmi>\n      \u003Cmi>har\u003C\u002Fmi>\n      \u003Cmi>tjänat\u003C\u002Fmi>\n      \u003Cmi>in\u003C\u002Fmi>\n      \u003Cmo>.\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med fasta lönetillägg avses här t.ex. fasta skift, jour, beredskaps,\növertids och restids-tillägg, garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses här t.ex. provision, tantiem, bonus, premie\nlön, skift , jour , beredskaps och ersättning för förskjuten arbetstid\neller liknande, i den mån den inte räknats in i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>I övertids, mertids och restidsersättning ingår semesterlön.\u003C\u002Fp>\n\n\u003Cp>Med fasta lönetillägg avses här t.ex. fasta skift, jour, beredskaps,\növertids och restids-tillägg, garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses här t.ex. provision, tantiem, bonus, premie\nlön, skift , jour , beredskaps och ersättning för förskjuten arbetstid\neller liknande, i den mån den inte räknats in i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>I övertids, mertids och restidsersättning ingår semesterlön.\u003C\u002Fp>\n\n\u003Cp>9.4.2 Beräkning av rörlig lönedel vid semesterlönegrundande frånvaro\u003C\u002Fp>\n\n\u003Cp>Till summan av den rörliga lönedel som har betalats ut under\nintjänandeåret ska för varje kalenderdag med semesterlönegrundande\nfrånvaro läggas en genomsnittlig dags-inkomst av rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig dagsinkomst =\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac bevelled=\"true\">\n    \u003Cmrow>\n      \u003Cmi>Under\u003C\u002Fmi>\n      \u003Cmi>intjänandeåret\u003C\u002Fmi>\n      \u003Cmi>utbetald\u003C\u002Fmi>\n      \u003Cmi>rörlig\u003C\u002Fmi>\n      \u003Cmi>lönedel\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmi>Antalet\u003C\u002Fmi>\n      \u003Cmi>anstäl\u003C\u002Fmi>\n      \u003Cmi>ln\u003C\u002Fmi>\n      \u003Cmi>ingsdagar\u003C\u002Fmi>\n      \u003Cmo>,\u003C\u002Fmo>\n      \u003Cmo>min\u003C\u002Fmo>\n      \u003Cmi>us\u003C\u002Fmi>\n      \u003Cmi>semesterledighetsdagar\u003C\u002Fmi>\n      \u003Cmi>och\u003C\u002Fmi>\n      \u003Cmi>hela\u003C\u002Fmi>\n      \u003Cmi>dagar\u003C\u002Fmi>\n      \u003Cmi>med\u003C\u002Fmi>\n      \u003Cmi>semesterlönegrundande\u003C\u002Fmi>\n      \u003Cmi>fr\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Skift, jour, beredskapsersättning och ersättning för förskjuten\narbetstid och liknande ska inte tas med i ovanstående genomsnittsberäkning,\nom tjänstemannen under intjä-nandeåret haft sådan ersättning under högst\n60 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>9.4.3 Utbetalning av semesterlön\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 % betalas ut tillsammans med lönen i samband med\neller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,5 % betalas ut senast vid semesterårets slut.\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1) Om lönen till väsentlig del består av rörliga lönedelar, har\ntjänstemannen rätt att à conto få ett semestertillägg som grundar sig på\nde rörliga lönedelarna. Arbetsgiva-ren ska uppskatta tilläggets storlek.\nTillägget betalas ut samtidigt med lönen vid den ordinarie utbetalningen i\nsamband med semestern. Arbetsgivaren ska senast vid semesterårets utgång\nbetala ut det semestertillägg som kan återstå efter beräk-ning enligt 9.4.1\noch 9.4.2.\u003C\u002Fp>\n\n\u003Cp>2) Om en överenskommelse har träffats om att semesterår och\nintjänandeår ska sam-manfalla, kan arbetsgivaren betala ut resterande\nsemesterlön som avser rörliga lö-nedelar efter semesterårets utgång. Detta\nska göras vid den första ordinarie löneut-betalningen på det nya\nintjänandeåret när ordinarie lönerutin kan tillämpas.\u003C\u002Fp>\n\n\u003Cp>9.4.4 Semesterersättning\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceperc1\">\u003Cp>Ersättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella må-nadslönen samt semestertillägg enligt 9.4.1 och 9.4.2.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>För sparad semesterdag beräknas semesterersättning som om den sparade\ndagen tagits ut det semesterår anställningen upphör.\u003C\u002Fp>\n\n\u003Cp>9.4.5 Obetald semester\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella må-nadslön med 4,6 % av månadslönen. Beträffande begreppet\nmånadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Cp>9.4.6 Ändrad sysselsättningsgrad\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid se-mestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till andelen av full\nordinarie arbetstid som gällde vid arbetsplatsen under intjänandeåret. Om\nsysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt under flertalet\nka-lenderdagar av månaden. Beträffande begreppet månadslön, se 9.4.1.\u003C\u002Fp>\n\n\u003Cp>9.5 Semester för nyanställda\u003C\u002Fp>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar inte täcker tiden för\nföretagets huvudsemester eller om tjänstemannen i annat fall vill ha längre\nledighet än som mots-varar antalet semesterdagar, kan arbetsgivaren och\ntjänstemannen komma överens om att tjänstemannen ska vara tjänstledig eller\nledig utan löneavdrag under erforderligt antal dagar. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag gäller följande. Om anställningen upphör\ninom fem år från den dag den började, ska avdrag göras från innestående\nlön eller semesterersätt-ning enligt samma bestämmelser som vid\ntjänstledighet men räknas på den lön som gällde under ledigheten. Avdrag\nska inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1) tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2) tjänsteman som frånträder sin anställning under förhållande som\navses i 4 § tredje stycket första meningen i lagen om anställningsskydd\neller\u003C\u002Fp>\n\n\u003Cp>3) uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till tjänstemannen personligen.\u003C\u002Fp>\n\n\u003Cp>För dem som fått fler betalda semesterdagar än de har tjänat in gäller\nbestämmelserna om förskotterad semesterlön i 29 a § tredje stycket\nsemesterlagen, om någon skriftlig överenskommelse enligt ovan inte har\nträffats.\u003C\u002Fp>\n\n\u003Cp>9.6 Sparande av semester\u003C\u002Fp>\n\n\u003Cp>9.6.1 Sparande av semesterdagar\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som har rätt till flera semesterdagar med semesterlön än 25\nfår efter över-enskommelse med arbetsgivaren även spara dessa överskjutande\nsemesterdagar förut-satt att de inte samma år tar ut tidigare sparad\nsemester. Arbetsgivaren och tjänsteman-nen ska komma överens om hur sparade\nsemesterdagar ska läggas ut. Det gäller såväl vilket semesterår de sparade\ndagarna ska tas ut som hur de ska förläggas under detta semesterår.\u003C\u002Fp>\n\n\u003Cp>9.6.2 Uttag av sparade semesterdagar\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de sparats. Semesterdagar som\nsparats enligt lag ska tas ut före semesterdagar som sparats enligt 9.6.1\nunder samma år.\u003C\u002Fp>\n\n\u003Cp>9.6.3 Semesterlön för sparade semesterdagar\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt 9.4.1 och 9.4.2. Vid\nberäkning av semestertillägget om 0,5 % gäller dock att all frånvaro under\nintjänandeåret exklusive ordinarie semester ska behandlas på samma sätt som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska anpassas till tjänstemannens\nandel av full ordinarie arbetstid under det intjänandeår som föregick det\nsemesterår då dagen spara-des.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid, se 9.4.6.\u003C\u002Fp>\n\n\u003Ch2>§ 10 Sjuklön m m\u003C\u002Fh2>\n\n\u003Cp>10.1 Rätten till sjuklön och sjukanmälan\u003C\u002Fp>\n\n\u003Cp>10.1.1 Rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden betalas enligt lagen om sjuklön med tillägg enligt 10.2.2 andra\nstycket. Hur sjuklönen beräk-nas anges i 10.3.1 - 10.3.2.\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren fr o m den 15:e kalenderdagen i sjukperioden\nbetalas enligt 10.3.6 - 10.3.8 och 10.4 - 10.7.\u003C\u002Fp>\n\n\u003Cp>En sjukperiod som börjar inom 5 kalenderdagar från det att en tidigare\nsjukperiod upp-hörde ska betraktas som fortsättning på den tidigare\nsjukperioden när det gäller ka-rensdag, sjuklönens storlek och\nsjuklöneperiodens längd.\u003C\u002Fp>\n\n\u003Cp>10.1.2 Sjukanmälan\u003C\u002Fp>\n\n\u003Cp>Den tjänsteman som blir sjuk och därför inte kan tjänstgöra ska snarast\nmöjligt under-rätta arbetsgivaren om detta. Tjänstemannen ska så snart som\nmöjligt meddela arbets-givaren när arbetet beräknas kunna återupptas.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller ar-betsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta som ger rätt till ersättning enligt\nlagen om ersättning till smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte betalas för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § första stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>10.2 Försäkran och läkarintyg\u003C\u002Fp>\n\n\u003Cp>10.2.1 Skriftlig försäkran\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att\ntjänstemannen har varit sjuk, uppgifter om i vilken omfattning\narbetsförmågan varit nedsatt på grund av sjukdomen och under vilka dagar\ntjänstemannen skulle ha arbetat (9 § lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>10.2.2 Läkarintyg\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska styrka nedsättningen av arbetsförmågan och\nsjukperiodens längd med läkarintyg för att arbetsgivaren ska vara skyldig\natt betala sjuklön fr o m den sjunde kalenderdagen efter dagen för\nsjukanmälan (8 § andra stycket lagen om sjuk-lön).\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemannen lämna sådant läkarintyg\nfrån en tidi-gare dag. Arbetsgivaren har rätt att anvisa läkare.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>10.3 Sjuklönens storlek\u003C\u002Fp>\n\n\u003Cp>10.3.1 Sjuklönens storlek\u003C\u002Fp>\n\n\u003Cp>Sjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Cp>10.3.2 Sjukdom till och med 14:e kalenderdagen per sjukperiod\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>FÖR SJUKFRÅNVARO UPP TILL 20 % AV GENOMSNITTLIG VECKOARBETSTID\n        (KARENS) I SJUKPERIODEN\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmrow>\n              \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n              \u003Cmi>X\u003C\u002Fmi>\n              \u003Cmn>12\u003C\u002Fmn>\n            \u003C\u002Fmrow>\n            \u003Cmrow>\n              \u003Cmn>52\u003C\u002Fmn>\n              \u003Cmi>X\u003C\u002Fmi>\n              \u003Cmi>VECKOARBETSTIDEN\u003C\u002Fmi>\n            \u003C\u002Fmrow>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FÖR SJUKFRÅNVARO ÖVERSTIGANDE 20 % AV GENOM-SNITTLIG\n        VECKOARBETSTID TILL OCH MED DAG 14 I SJUK-PERIODEN\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmrow>\n              \u003Cmn>20\u003C\u002Fmn>\n              \u003Cmo>%\u003C\u002Fmo>\n              \u003Cmi>X\u003C\u002Fmi>\n              \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n              \u003Cmi>X\u003C\u002Fmi>\n              \u003Cmn>12\u003C\u002Fmn>\n            \u003C\u002Fmrow>\n            \u003Cmrow>\n              \u003Cmn>52\u003C\u002Fmn>\n              \u003Cmi>X\u003C\u002Fmi>\n              \u003Cmi>VECKOARBETSTIDEN\u003C\u002Fmi>\n            \u003C\u002Fmrow>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Tjänstemän som skulle ha arbetat på schemalagd förskjuten arbetstid får\ndessutom sjuklön efter karenstid med 80 procent av den ersättning för\nförskjuten arbetstid som de gått miste om.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Av 10.1.1framgår att sjukperiod som börjar inom 5 kalenderdagar från att\nen tidigare sjukperiod upphört ska betraktas som en fortsättning på tidigare\nsjukperiod. Det inne-bär att fortsatt karensavdrag kan behöva göras intill\n20 procent av genomsnittlig veckoarbetstid i den fortsatta sjukperioden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.3.3 Sjuklön utan beaktande av karens\u003C\u002Fp>\n\n\u003Cp>För en tjänsteman som enligt Försäkringskassans beslut är berättigad\ntill sjuklön utan beaktande av karens, görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro översti-gande 20 procent av genomsnittlig veckoarbetstid\ntill och med dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>10.3.4 När tio karensavdrag gjorts\u003C\u002Fp>\n\n\u003Cp>Antalet karensavdrag får enligt lagen inte överstiga tio tillfällen under\nen tolv- måna-dersperiod. Om det vid en ny sjukperiod visar sig att\ntjänstemannen fått tio tillfällen med karensavdrag inom tolv månader bakåt\nfrån den nya sjuklöneperiodens början, ska avdraget för de första 20\nprocenten av sjukfrånvaron beräknas enligt vad som gäl-ler för\nsjukfrånvaro överstigande 20 procent av genomsnittlig veckoarbetstid till och\nmed dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt 10.3.2 med sammanlagt högst 20 procent\nav ge-nomsnittlig veckoarbetstid inom samma sjukperiod betraktas som ett\ntillfälle även om avdragen sker på olika dagar. Av 10.1.1 framgår att\nsjukperiod som börjar inom 5 ka-lenderdagar från att en tidigare sjukperiod\nupphört ska betraktas som en fortsättning på tidigare sjukperiod.\u003C\u002Fp>\n\n\u003Cp>10.3.5 Definition av månadslön och veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>I månadslönen ingår\u003C\u002Fp>\n\n\u003Cp>• fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t.ex. fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som till väsentlig del är avlönad med rörliga\nlönedelar bör arbetsgiva-ren och tjänstemannen komma överens om vilket\nlönebelopp som ska utgöra den må-nadslön som sjukavdrag ska göras\nfrån.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas\nnedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra sjukavdrag med\nutgångs-punkt från den gamla lönen till den dag tjänstemannen får besked\nom sin nya lön.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Med tjänstemannens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka utan helgdag. För tjänstemän med intermittent\neller oregelbunden tjänstgöring beräknas ett snitt över en representativ\nperiod.\u003C\u002Fp>\n\n\u003Cp>10.3.6 Sjukdom fr o m den 15:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget beräknas olika beroende på om tjänstemannens månadslön\növer- eller understiger en viss lönegräns. Denna lönegräns beräknas\nsom\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>8\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmi>pbb\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>12\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>exempel 2018:\u003C\u002Fp>\n\n\u003Cp>Pbb: år 2018 45 500 kr.\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>8\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>45\u003C\u002Fmn>\n      \u003Cmn>500\u003C\u002Fmn>\n      \u003Cmi>kr\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>12\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>=30 333 kr för år 2018\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön som uppgår till högst lönegränsen:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.3.7 Högsta sjukavdrag per dag\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får inte överstiga\u003C\u002Fp>\n\n\u003Cp>den fasta kontanta månadslönen x 12\u002F 365\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs här\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>För definition av månadslön, se 10.3.5.\u003C\u002Fp>\n\n\u003Cp>10.3.8 Sjuklönetidens längd\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt detta avtal har rätt till sjuklön fr o m den 15:e\nkalenderdagen i sjukperioden, ska arbetsgivaren betala sådan enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t o m den 90:e kalenderdagen i sjukperioden till den som\u003C\u002Fp>\n\n\u003Cp>• varit anställd minst ett år i följd hos arbetsgivaren eller\u003C\u002Fp>\n\n\u003Cp>• gått över direkt från en anställning med rätt till sjuklön under\n90 dagar (grupp 1).\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t o m den 45:e kalenderdagen i sjukperioden till övriga\n(grupp 2).\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår samtliga dagar med sjukavdrag (även karensdagar), och\narbetsfria dagar under perioden.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Högsta antal dagar med sjuklön\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Cp>10.4 Vissa samordningsregler\u003C\u002Fp>\n\n\u003Cp>10.4.1 Rehabiliteringspenning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman är frånvarande med rehabiliteringspenning under annars\nsjuklöne-berättigad tid enligt 10.3.8 görs löneavdrag som vid sjukdom fr o\nm den 15:e kalender-dagen enligt 10.3.6.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>10.4.2 Ersättning från annan försäkring\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäk-ring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäk-ring, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.4.3 Annan ersättning från staten\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än från den\nallmänna försäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskadeskydd, ska sjuklönen mins-kas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>10.4.4 Livränta\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren inte beräknas enligt 10.3 utan istället\nutgöra skillnaden mellan 90% av månadslönen och livräntan.\u003C\u002Fp>\n\n\u003Cp>10.5 Inskränkningar i rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>10.5.1 Tjänstemannen har fyllt 60 år\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen vid anställningen har fyllt 60 år, kan arbetsgivaren och\ntjänsteman-nen komma överens om att tjänstemannen inte ska ha rätt till\nsjuklön fr o m den 15:e kalenderdagen i sjukperioden. Om en sådan\növerenskommelse har träffats ska arbets-givaren underrätta den lokala\ntjänstemannaparten.\u003C\u002Fp>\n\n\u003Cp>10.5.2 Förtigande av sjukdom\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som vid anställningen har förtigit att de lider av viss\nsjukdom, har inte rätt till sjuklön fr o m 15:e kalenderdagen i sjukperioden\nnär arbetsoförmågan beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>10.5.3 Inte lämnat friskintyg\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön fr o m den 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>10.5.4 Nedsatta sjukförmåner\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt\nSocialförsäkringsbalken ska ar-betsgivaren reducera sjuklönen i motsvarande\nmån.\u003C\u002Fp>\n\n\u003Cp>10.5.5 Skada vid olycksfall vållad av tredje man\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har skadats vid olycksfall som vållats av tredje man och\nersättning inte betalas enligt trygghetsförsäkring vid arbetsskada (TFA),\nska arbetsgivaren betala sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skade-stånd för förlorad arbetsförtjänst från\nden som är ansvarig för skadan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>10.5.6 Olycksfall hos annan arbetsgivare\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgi-vare eller i samband med egen rörelse, ska arbetsgivaren betala\nsjuklön fr o m den 15:e kalenderdagen i sjukperioden endast om han särskilt\nhar åtagit sig detta.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>10.5.7 När sjukpension betalas ut\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar betalas till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Cp>10.5.8 Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>Beträffande inskränkning i rätten till sjuklön fr o m den 15:e\nkalenderdagen i sjukperi-oden för tjänstemän som uppnått pensionsåldern,\nse 1.3.\u003C\u002Fp>\n\n\u003Cp>10.5.9 Övriga inskränkningar i rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att betala sjuklön fr o m den 15:e\nkalenderdagen i sjuk-perioden\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har undantagits från sjukförsäkringsförmåner\nenligt Socialför-säkringsbalken, eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskom-melse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>10.6 Smittbärare\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till ersättning enligt lagen om\nersättning till smittbärare görs avdrag enligt följande t o m. den 14:e\nkalenderdagen.\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag per timme\nmed\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Fr o m den 15:e kalenderdagen görs avdrag enligt 10.3.6 – 10.3.8.\u003C\u002Fp>\n\n\u003Cp>10.7 Övriga bestämmelser\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nbetalas en-ligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt Socialförsäkringsbalken och lagen om\narbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Ledighet\u003C\u002Fh2>\n\n\u003Cp>11.1 Permission, kort ledighet med lön\u003C\u002Fp>\n\n\u003Cp>Permission beviljas i regel endast för del av arbetsdag. I särskilda fall\nkan dock per-mission beviljas även för en eller flera dagar t ex vid hastigt\npåkommande sjukdoms-fall inom tjänstemannens familj eller nära anhörigs\ndödsfall.\u003C\u002Fp>\n\n\u003Cp>För påsk-, midsommar- och julafton som inte är sedvanliga fridagar bör\npermission beviljas om det kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Nationaldagen\u003C\u002Fp>\n\n\u003Cp>År då Nationaldagen infaller på en lördag eller söndag erhåller\ntjänstemannen i stället annan ledig dag utan löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Redan träffade lokala överenskommelser påverkas ej.\u003C\u002Fp>\n\n\u003Cp>Ledigheten proportioneras för deltidsanställda.\u003C\u002Fp>\n\n\u003Cp>Ledighet som ej uttagits under kalenderåret förfaller.\u003C\u002Fp>\n\n\u003Cp>11.2 Tjänstledighet, ledighet hel dag utan lön\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet beviljas om arbetsgivaren finner att så kan ske utan\nolägenhet för verk-samheten vid företaget, såvida det inte är fråga om\nlagstadgad ledighet t ex studie- el-ler föräldraledighet.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet för att pröva annat arbete bör beviljas i\nrehabiliteringssyfte. Ledigheten begränsas till sex månader men kan\nförlängas eller förkortas efter överenskommelse mellan arbetsgivaren och\ntjänstemannen.\u003C\u002Fp>\n\n\u003Cp>När tjänstledigheten beviljas ska arbetsgivaren ange vilken tidsperiod\nledigheten om-fattar. Tjänstledighet får inte förläggas så att den inleds\noch\u002Feller avslutas på sön- och\u002Feller helgdag som är arbetsfri för den\nenskilde tjänstemannen. För tjänsteman som har veckovila förlagd till annan\ndag än söndag ska motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>11.2.1 Löneavdrag för heltidsanställd, hel dag\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande minst en dag på grund av\ntjänstledighet, görs löneav-drag enligt följande:\u003C\u002Fp>\n\n\u003Cp>• under en period om högst 5 (6)1 arbetsdagar görs för varje arbetsdag\nett avdrag med 1\u002F21 (1\u002F25)1 av månadslönen\u003C\u002Fp>\n\n\u003Cp>• under en period längre än 5 (6)1 arbetsdagar görs avdrag med\ndagslönen för varje ledig dag. Detta gäller även tjänstemannens arbetsfria\nvardagar och sön- eller helgdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>dagslön =den fasta kontanta månadslönen x 12\u002F 365\u003C\u002Fp>\n\n\u003Cp>11.2.2 Löneavdrag för deltidsanställd, hel dag\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar endast under vissa av\nveckans arbets-dagar (s k intermittent deltidsarbete), ska löneavdrag göras\nför varje dag som tjänste-mannen är tjänstledig och som annars skulle ha\nvarit arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>Månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>antalet arbetsdagar per vecka x 21 (25)\u002F 5 (6)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>TJÄNSTEMANNENS DELTID ÄR FÖRLAGD TILL FÖLJANDE ANTAL\n        ARBETSDAGAR\u002FVECKA\u003C\u002Ftd>\n      \u003Ctd>AVDRAG\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>16,8\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>14,7\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>12,6\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>10,5\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>8,4\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med ”antal arbetsdagar per vecka” avses antalet arbetsdagar per helgfri\nvecka beräk-nat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>11.3 Annan ledighet, ledighet under del av dag utan lön\u003C\u002Fp>\n\n\u003Cp>Ledighet under del av dag kan beviljas om arbetsgivaren finner att så kan\nske utan olä-genhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Löneavdrag görs för varje full halvtimme. Avdraget per timme är 1\u002F175 av\nmånadslö-nen. För deltidsanställda ska lönen först räknas upp så att\nden motsvarar heltidslön.\u003C\u002Fp>\n\n\u003Cp>11.4 Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen. Med fast kontant\nmånadslön avses här\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t ex fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\u002F\navräknings-perioder ska tjänstemannens hela lön dras av för var och en av\nkalendermånaderna\u002Fav-räkningsperioderna.\u003C\u002Fp>\n\n\u003Cp>11.5 Föräldralön\u003C\u002Fp>\n\n\u003Cp>11.5.1 Villkor för föräldralön\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>En tjänsteman som är tjänstledig med föräldrapenning har rätt till\nföräldralön från ar-betsgivaren om\u003C\u002Fp>\n\n\u003Cp>• tjänstemannen har varit anställd hos arbetsgivaren under minst ett år\ni följd, och\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>• anställningen fortsätter under minst tre månader efter\ntjänstledigheten.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Ansökan om föräldraledighet som avses infalla någon gång i perioden 1\njuni till 31 augusti respektive år bör inges till arbetsgivaren i samband med\nsemesteransökan, det vill säga normalt senast den 1 mars.\u003C\u002Fp>\n\n\u003Cp>11.5.2 Föräldralönens storlek\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-paidmaternityleavepayperc\">\u003Cp>Föräldralöneavdraget beräknas olika beroende på om tjänstemannens\nmånadslön över- eller understiger en viss lönegräns. Denna lönegräns\nberäknas som\u003C\u002Fp>\n\n\u003Cp>10 x prisbasbeloppet (pbb)\u002F 12\u003C\u002Fp>\n\n\u003Cp>Exempel 2017:\u003C\u002Fp>\n\n\u003Cp>Pbb: år 2017 44 800 kr\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>10 x 44 800 kr\u002F12 = 37.333 kr för 2017 \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön som uppgår till högst lönegränsen görs\nföräldra-löneavdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>90 % x månadslönen x 12\u002F 365\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön över lönegränsen görs\nföräldralöneavdrag per dag:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>pbb\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>+ 10 % x\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmi>Månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n      \u003Cmo>–\u003C\u002Fmo>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>pbb\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\u003C\u002Fmfrac>\u003C\u002Fmath>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\u003Cmfrac>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Beträffande månadslön se 11.6.2.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i ett men inte två år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>• två månadslöner minus 60 föräldralöneavdrag beräknat per dag\nenligt denna para-graf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i två men inte tre år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>• tre månadslöner minus 90 föräldralöneavdrag beräknat per dag\nenligt denna para-graf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i tre men inte fyra år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>• fyra månadslöner minus 120 föräldralöneavdrag beräknat per dag\nenligt denna pa-ragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i fyra men inte fem år i följd\nutgörs föräldralönen av\u003C\u002Fp>\n\n\u003Cp>• fem månadslöner minus 150 föräldralöneavdrag beräknat per dag\nenligt denna pa-ragraf.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har varit anställd i fem eller fler år i följd utgörs\nföräldralönen av\u003C\u002Fp>\n\n\u003Cp>• sex månadslöner minus 180 föräldralöneavdrag beräknat per dag\nenligt denna pa-ragraf.\u003C\u002Fp>\n\n\u003Cp>Föräldralön utges enbart för en sammanhängande ledighetsperiod. Om\ntjänstledig-heten skulle bli kortare än en, två, tre, fyra, fem respektive\nsex månader utges föräldra-lön inte för längre tid än ledigheten\nomfattar om ej annat överenskommes lokalt eller individuellt.\u003C\u002Fp>\n\n\u003Cp>Föräldralön utbetalas inte för årslönedelar överstigande 15\nprisbasbelopp.\u003C\u002Fp>\n\n\u003Cp>11.5.3 Utbetalning av föräldralön\u003C\u002Fp>\n\n\u003Cp>Föräldralönen betalas ut med halva beloppet när tjänstledigheten\nbörjar och resterande hälft efter det att tjänstemannen har fortsatt sin\nanställning i tre månader efter tjänstle-digheten.\u003C\u002Fp>\n\n\u003Cp>11.5.4 Reduktion av föräldralön\u003C\u002Fp>\n\n\u003Cp>Föräldralön betalas inte om tjänstemannen undantas från\nföräldrapenning enligt Soci-alförsäkringsbalken. Om denna förmån har\nnedsatts ska föräldralönen reduceras i mot-svarande grad.\u003C\u002Fp>\n\n\u003Cp>11.6 Ledighet med tillfällig föräldrapenning\u003C\u002Fp>\n\n\u003Cp>11.6.1 Avdrag\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman är frånvarande med tillfällig föräldrapenning, görs\nlöneavdrag per frånvarotimme enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12 \u002F52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela\nkalendermånader\u002Favräknings-perioder ska tjänstemannens hela lön dras av\nför var och en av kalendermånaderna\u002Fav-räkningsperioderna.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 avrundas\nnedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året, räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra avdrag med\nutgångspunkt från den gamla lönen till den dag tjänstemannen får besked om\nsin nya lön.\u003C\u002Fp>\n\n\u003Cp>11.6.2 Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses\u003C\u002Fp>\n\n\u003Cp>• fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t ex fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med sådana lönedelar bör överenskommelse\nträffas om vilket lönebelopp som ska utgöra den månadslön som löneavdrag\nska göras från.\u003C\u002Fp>\n\n\u003Cp>• Med månadslön avses även förmåner i form av kost eller bostad\nvärderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning eller ändrar\nsysselsättningsgrad under löpande kalendermånad\u002Favräkningsperiod beräknas\nlönen på följande sätt:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>X\u003C\u002Fmi>\n    \u003Cmi>Y\u003C\u002Fmi>\n  \u003C\u002Fmfrac>\n  \u003Cmi>xZ\u003C\u002Fmi>\n  \u003Cmo>=\u003C\u002Fmo>\n  \u003Cmi>L\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>X = aktuell månadslön\u003C\u002Fp>\n\n\u003Cp>Y = antal arbetsdagar under den aktuella månaden\u002Favräkningsperioden och\nsådan dag som infaller på helgdag\u003C\u002Fp>\n\n\u003Cp>Z = antal dagar av Y som infaller under perioden\u003C\u002Fp>\n\n\u003Cp>L = lön för beräkningsperioden\u003C\u002Fp>\n\n\u003Cp>Vid ändrad sysselsättningsgrad beräknas varje period med respektive\nsysselsättnings-grad för sig.\u003C\u002Fp>\n\n\u003Cp>§ 13 Uppsägning\u003C\u002Fp>\n\n\u003Cp>13.1 Uppsägning från tjänstemannens sida\u003C\u002Fp>\n\n\u003Cp>13.1.1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från tjänstemannens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.8.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens uppsägningstid i månader\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n      \u003Ctd>UPPSÄGNINGSTID\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MINDRE ÄN 3 ÅR\u003C\u002Ftd>\n      \u003Ctd>1 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR O M 3 ÅR TILL 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>2 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR O M 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>3 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>13.1.2 Skriftlig uppsägning\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen bör göra sin uppsägning skriftligen. Om uppsägningen\nändå sker munt-ligen bör tjänstemannen så snart som möjligt bekräfta den\nskriftligen till arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>13.2 Uppsägning från arbetsgivarens sida\u003C\u002Fp>\n\n\u003Cp>13.2.1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande, om inte annat\nföljer av 13.3.2 - 13.3.8.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens uppsägningstid i månader\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n      \u003Ctd>UPPSÄGNINGSTID\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MINDRE ÄN 2 ÅR\u003C\u002Ftd>\n      \u003Ctd>1 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR O M 2 ÅR TILL 4 ÅR\u003C\u002Ftd>\n      \u003Ctd>2 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR O M 4 ÅR TILL 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>3 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR O M 6 ÅR TILL 8 ÅR\u003C\u002Ftd>\n      \u003Ctd>4 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR O M 8 ÅR TILL 10 ÅR\u003C\u002Ftd>\n      \u003Ctd>5 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR O M 10 ÅR\u003C\u002Ftd>\n      \u003Ctd>6 MÅN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Beräkning av anställningstidens längd\u003C\u002Fp>\n\n\u003Cp>Hur anställningstidens längd enligt ovan ska beräknas anges i 3 § lagen\nom anställ-ningsskydd.\u003C\u002Fp>\n\n\u003Cp>13.2.2 Förlängd uppsägningstid i vissa fall\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman, som sagts upp på grund av arbetsbrist vid\nuppsägningsdagen upp-nått 55 års ålder och då har 10 års sammanhängande\nanställningstid, ska uppsägnings-tiden förlängas med sex månader. Detta\ngäller dock längst till dess tjänstemannen fyllt 65 år.\u003C\u002Fp>\n\n\u003Cp>13.2.3 Varsel\u003C\u002Fp>\n\n\u003Cp>Varsel som arbetsgivaren enligt lagen om anställningsskydd ska ge lokalt\ntill arbetsta-garorganisationen ska anses ha skett, när arbetsgivaren har\növerlämnat varselskrivel-sen till den lokala tjänstemannaparten eller två\narbetsdagar efter det att arbetsgivaren har skickat skrivelsen i rekommenderat\nbrev till berört förbund. Varsel som arbetsgi-varen har gett under tid då\nföretaget har semesterstopp, anses ha skett dagen efter den då\nsemesterstoppet upphörde.\u003C\u002Fp>\n\n\u003Cp>13.3 Övriga bestämmelser vid uppsägning\u003C\u002Fp>\n\n\u003Cp>13.3.1 Lön under uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman inte kan beredas arbete under uppsägningstiden ska lön\noch andra ersättningar betalas ut som om tjänstemannen varit i tjänst (12 §\nlagen om anställ-ningsskydd).\u003C\u002Fp>\n\n\u003Cp>13.3.2 Överenskommelse om annan uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som enligt kollektivavtal eller enskilt anställningsavtal har\nlängre uppsäg-ningstid när detta avtal träder i kraft vid företaget,\nbehåller denna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om en annan\nuppsägningstid. Om de gör det får emellertid uppsägningstiden från\narbetsgivarens sida inte understiga uppsägningstiden enligt tabellen i\n13.2.1.\u003C\u002Fp>\n\n\u003Cp>13.3.3 Uppsägningstid vid provanställning\u003C\u002Fp>\n\n\u003Cp>(Upphör 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Under provanställning är uppsägningstiden en månad för både\narbetsgivaren och tjäns-temannen.\u003C\u002Fp>\n\n\u003Cp>13.3.3 Avbrytande av provanställning\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Provanställningen kan avbrytas av både arbetsgivaren och tjänstemannen\nföre prövoti-dens utgång genom skriftligt besked senast två veckor i\nförväg.\u003C\u002Fp>\n\n\u003Cp>Vill inte arbetsgivaren eller tjänstemannen att anställningen ska\nfortsätta efter det att prövotiden löpt ut, ska skriftligt besked om detta\nlämnas senast två veckor före prövo-tidens utgång. Har inte underrättelse\nlämnats senast vid prövotidens utgång övergår provanställningen till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren mo-tivera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\n\n\u003Cp>13.3.4 Uppsägningstid vid tidsbegränsade anställningar\u003C\u002Fp>\n\n\u003Cp>(Upphör 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Tidsbegränsad anställning kan bringas att upphöra före den tid som\navsetts vid anställ-ningstillfället genom att arbetsgivare eller\ntjänstemannen lämnar skriftlig underrät-telse. Sådan anställning upphör\nen månad efter det att någondera parten lämnat skrift-lig underrättelse\ntill den andra parten. Från arbetsgivarens sida får sådan underrättelse\ninte lämnas efter det att sex månader förflutit från anställningens\ntillträdande.\u003C\u002Fp>\n\n\u003Cp>13.3.4. Avbrytande av vikariat och avtalad visstid\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Ett vikariat eller en avtalad visstid kan bringas att upphöra genom att\narbetsgivaren el-ler tjänstemannen lämnar underrättelse därom.\nAnställningen upphör då en månad ef-ter det att någondera parten\nskriftligen underrättat motparten om sin avsikt att avbryta anställningen.\nMöjligheten att genom underrättelse bringa anställningen att upphöra\ngäller endast fram till den tidpunkt då tjänstemannen har en sammanlagd\nanställnings-tid om sex månader vid företaget. När ett avtal om en avtalad\nvisstid eller ett vikariat har föregåtts av en provanställning i liknande\nbefattning i företaget minskas prövoti-den i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>Om vikariatet eller den avtalade visstidsanställningen upphör att gälla\ngenom under-rättelse från arbetsgivaren, ska arbetsgivaren motivera sitt\nställningstagande om tjäns-temannen begär det.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan skriftligen överenskomma om att ett\nvikariat el-ler en avtalad visstid inte av någondera parten kan bringas att\nupphöra genom under-rättelse.\u003C\u002Fp>\n\n\u003Cp>13.3.5 Uppnådd pensionsålder - upphörande av anställning\u003C\u002Fp>\n\n\u003Cp>(Upphör 2017-10-31)\u003C\u002Fp>\n\n\u003Cp>Anställningen upphör utan uppsägning i och med att tjänstemannen uppnår\nden pens-ionsålder som gäller för anställningen enligt ITP-planen, om inte\narbetsgivaren och tjänstemannen kommer överens om annat. Underrättelse\nenligt 33 § lagen om anställ-ningsskydd behöver inte lämnas.\u003C\u002Fp>\n\n\u003Cp>13.3.5 Avtal om uppsägning av tidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivare och tjänsteman kommit överens om att en tidsbegränsad\nanställning kan sägas upp i förtid kan parterna inte komma överens om\nkortare uppsägningstid än vad som framgår av kollektivavtalets\nuppsägningsregler.\u003C\u002Fp>\n\n\u003Cp>En överenskommelse om uppsägningsmöjlighet i förtid äger tillämpning\nförst efter att eventuell tid enligt mom. 13.3.4 löpt ut.\u003C\u002Fp>\n\n\u003Cp>13.3.6 Uppnådd pensionsålder - upphörande av anställning\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Anställningen upphör utan uppsägning i och med att tjänstemannen uppnår\nden pens-ionsålder som gäller för anställningen enligt ITP-planen, om inte\narbetsgivaren och tjänstemannen kommer överens om annat. Underrättelse\nenligt 33 § lagen om anställ-ningsskydd behöver inte lämnas.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen innebär för närvarande att tjänstemannens anställning\nupphör utan uppsägning i och med att tjänstemannen uppnår den ålder som\nanges i 32 a § lagen om anställningsskydd (för närvarande 67 år) såvida\ninte tjänstemannen och arbetsgi-varen överenskommer om annat.\u003C\u002Fp>\n\n\u003Cp>13.3.7 Pensionärer — uppsägningstid\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som fyllt 67 år eller som anställts vid företaget efter\natt ha uppnått den för tjänstemannen gällande ordinarie pensionsåldern\nenligt ITP-planen eller som an-ställts efter att ha uppnått den ordinarie\npensionsåldern som tillämpas på företaget är uppsägningstiden en månad\nför både arbetsgivaren och tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>13.3.8 Förkortning av uppsägningstid för tjänstemannen\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen på grund av särskilda omständigheter vill lämna sin\ntjänst före upp-sägningstiden slut, bör arbetsgivaren pröva om så kan\nmedges.\u003C\u002Fp>\n\n\u003Cp>13.3.9 Skadestånd då tjänstemannen inte iakttar uppsägningstiden\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen lämnar sin anställning före uppsägningstidens slut,\nhar arbetsgiva-ren rätt till skadestånd för den ekonomiska skada och\nolägenhet som därigenom vållas. Skadeståndet är lägst det belopp som\nmotsvarar tjänstemannens lön under den del av uppsägningstiden som\ntjänstemannen inte har iakttagit.\u003C\u002Fp>\n\n\u003Cp>13.3.10 Tjänstgöringsbetyg\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller tjänstemannens sida\nhar tjänsteman-nen rätt att få ett tjänstgöringsbetyg, som visar\u003C\u002Fp>\n\n\u003Cp>• den tid som tjänstemannen har varit anställd, och\u003C\u002Fp>\n\n\u003Cp>• de arbetsuppgifter som tjänstemannen utfört, samt\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen så begär, vitsord om det sätt på vilket arbetet\nhar utförts. Ar-betsgivaren ska lämna tjänstgöringsbetyget inom en vecka\nfrån det att tjänsteman-nen har begärt att få betyget.\u003C\u002Fp>\n\n\u003Cp>13.3.11 Intyg om uttagen semester\u003C\u002Fp>\n\n\u003Cp>När anställningen upphör har tjänstemannen rätt att få ett intyg som\nvisar hur många av de lagstadgade 25 semesterdagarna som har tagits ut under\ninnevarande semesterår. Arbetsgivaren ska lämna intyget till tjänstemannen\nsenast inom en vecka från det atttjänstemannen begärt att få intyget. Om\ntjänstemannen har rätt till flera semesterdagar än 25 ska den överskjutande\nsemestern här anses ha tagits ut först.\u003C\u002Fp>\n\n\u003Cp>13.4 Turordning vid driftsinskränkning och återanställning\u003C\u002Fp>\n\n\u003Cp>Om det blir aktuellt med personalinskränkning, ska de lokala parterna\nvärdera företa-gets krav och behov i bemanningshänseende. Om dessa behov\ninte kan tillgodoses med tillämpning av lag ska turordningen fastställas med\navsteg från lagens bestäm-melser.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska då göra ett urval av de anställda som ska sägas\nupp så att före-tagets behov av kompetens särskilt beaktas liksom\nföretagets möjligheter att bedriva konkurrenskraftig verksamhet och därmed\nbereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskom-melse om turordning vid uppsägning med tillämpning av 22\n§ lagen om anställnings-skydd och om de avsteg från lagen som krävs.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också komma överens om turordning vid\nåteranställning ge-nom avvikelse från bestämmelserna i 25-27 §§ lagen om\nanställningsskydd. Därvid ska de ovan angivna kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna är skyldiga att på begäran föra förhandlingar om\nturordning liksom att skriftligen bekräfta träffade överenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, får förbundsparterna, om endera begär det,\nträffa över-enskommelse enligt de riktlinjer som anges ovan.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågor som\nberörs i 13.4 tillhan-dahåller den lokala respektive den centrala\navtalsparten relevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av ar-betsbrist respektive återanställning prövas enligt lag med\niakttagande av förhand-lingsordningen.\u003C\u002Fp>\n\n\u003Ch2>§ 14 Avtalsnämnden\u003C\u002Fh2>\n\n\u003Cp>Avtalsnämndens uppgifter\u003C\u002Fp>\n\n\u003Cp>Avtalsnämndens uppgifter är att\u003C\u002Fp>\n\n\u003Cp>• följa tillämpningen av mellanvarande avtal om löner respektive\nallmänna anställ-ningsvillkor\u003C\u002Fp>\n\n\u003Cp>• ge rekommendationer i frågor som en central part hänskjuter till\nnämnden\u003C\u002Fp>\n\n\u003Cp>• vara forum för diskussion i frågor av betydelse för parternas\navtalsområden\u003C\u002Fp>\n\n\u003Cp>• utgöra skiljenämnd efter överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Ärenden som kommer in till nämnden ska handläggas utan dröjsmål.\u003C\u002Fp>\n\n\u003Cp>Avtalsnämndens sammansättning\u003C\u002Fp>\n\n\u003Cp>Nämnden består av sex ledamöter varav arbetsgivarsidan utser tre och\narbetstagarsidan tre. Nämnden utser inom sig ordförande och vice ordförande.\nNämndens ledamöter ut-ses för en tid om två år med rätt för arbetsgivar-\nrespektive arbetstagarsidan att inom sig förändra representationen.\u003C\u002Fp>\n\n\u003Cp>Avtalsnämndens beslut\u003C\u002Fp>\n\n\u003Cp>Är nämnden enig, kan den besluta om en gemensam rekommendation i ett\närende och om gemensam information i en viss fråga.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnd\u003C\u002Fp>\n\n\u003Cp>Om parterna är ense kan Avtalsnämnden, i enskilda ärenden, utgöra\nskiljenämnd i rättstvister inom parternas behörighetsområde. Tvisteärenden\nkan behandlas i nämn-den först sedan central förhandling är avslutad.\u003C\u002Fp>\n\n\u003Cp>Om Avtalsnämnden ska utgöra skiljenämnd ska parterna gemensamt utse en\nopartisk ordförande.\u003C\u002Fp>\n\n\u003Cp>Nämnden kan fatta beslut i rättstvister endast om samtliga ledamöter är\nnärvarande. Vid lika röstetal har den opartiske ordföranden utslagsröst.\u003C\u002Fp>\n\n\u003Ch2>§ 15 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller fr.o.m. den 1 maj 2017 t.o.m. den 30 april 2020.\u003C\u002Fp>\n\n\u003Cp>Avtalet kan sägas upp för det tredje avtalsåret (1 maj 2019 – 30 april\n2020) under för-utsättning att avtalen för tjänstemän sagts upp för\nmärkessättande förbund inom indu-strin. Sådan uppsägning ska ske senast\nden 31 oktober 2018.\u003C\u002Fp>\n\n\u003Cp>Om avtalet inte har sagts upp senast tre månader före giltighetstidens\nutgång förlängs det för ett år åt gången med samma uppsägningstid. Sker\nuppsägning löper avtalet ef-ter utlöpningsdagen med sju dagars ömsesidig\nuppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Ändringarna i § 2, 2.2-2.5, § 7, § 9.2, § 13.3.3-13.3.5 och bilagorna\nom Avsättning till Flexpension i Tjänsteföretag, Överenskommelse om deltid\ni pensioneringssyfte samt Avtal om förhandlingsordning vid rättstvister\nträder i kraft den 1 november 2017.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch3>Bilaga 1 till allmänna anställningsvillkor\u003C\u002Fh3>\n\n\u003Cp>Avtal om avsättning till Flexpension i Tjänsteföretag\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Generella regler\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Parterna har träffat överenskommelse om att införa ett system för\nFlexpension i Tjäns-teföretag på avtalsområdet. Denna överenskommelse\ngäller samtliga tjänstemän som omfattas av allmänna villkorsavtalet och som\nITP-avtalets ålderspensionsbestämmel-ser är eller hade kunnat vara\ntillämpligt för och innebär en kollektiv avsättning till\nflexpensionsystemet. Det innebär att arbetsgivaren från och med den 1\nnovember 2017 för tjänsteman som fyllt 25 men inte 65 år ska betala en\nkompletterande premie till ITP-planen, i enlighet med punkt 7.2 i avdelning 1\nrespektive punkt 6.4 i avdelning 2 av ITP-planen.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska inbetalas till Collectum från och med 1\nnovember 2017 och därefter månatligen. Höjning av den kompletterande premien\nsker därefter i samband med kommande lönerevisionstidpunkter i\nkollektivavtalet och enligt de ruti-ner som gäller för kompletterande premier\ntill ITP 1 respektive ITPK inom ITP 2. Pre-mien ska komplettera den\nförsäkring för ITP 1 eller ITPK som tjänstemannen har i an-ställningen hos\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Om kollektivavtalets lönerevisionsdatum under uppbyggnadsfasen är tidigare\nän de märkessättande avtalens lönerevisionsdatum, ska höjningen av den\nkompletterande premien ske vid tidpunkten för de märkessättande avtalens\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>Collectum ska, så långt det är möjligt, bistås av parterna med\nuppgifter om vilka ar-betsgivare som ska göra avsättning till Flexpension i\nTjänsteföretag.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Premien till Flexpension i Tjänsteföretag ska från och med 2017 års\navtalsförhand-lingar successivt byggas ut med ett års eftersläpning i\nförhållande till märkessättande förbunds avtal inom Svenskt Näringsliv.\nDet innebär att det 2017 görs en avsättning i Flexpension i Tjänsteföretag\nsom motsvarar 2016 års nivå om 0,2 procent. Parterna är vidare överens om\natt Flexpension för tjänsteföretag byggs ut till samma nivå som gäl-ler\nför märkessättande förbund inom Svenskt Näringsliv med tre års\nfördröjning, dock totalt max 2 procent. Det betyder att när märkessättande\nförbund upphör med avsätt-ningar, eller uppnått 2 procent, till Flexpension\nska ytterligare avsättningar göras till Flexpension i Tjänsteföretag under\nde tre efterföljande åren så att premienivåerna blir lika, dock högst till\nen premienivå om 2 procent. Parterna konstaterar att premieskill-naden vid\ninförandet av Flexpension i Tjänsteföretag är 0,7 procent.\u003C\u002Fp>\n\n\u003Cp>Skulle löneökningsutrymmet framgent bli väsentligt lägre än det\nföregående årets lö-neökningsutrymme ska parterna ta upp förhandlingar om\natt helt eller delvis skjuta på det aktuella årets fastställda\navsättning.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Varje år som premienivån i Flexpension i Tjänsteföretag byggs ut minskar\nlöneök-ningsutrymmet i förhållande till märkessättande förbunds\nkostnadsmärke med motsva-rande nivå.\u003C\u002Fp>\n\n\u003Cp>Kostnader för premiebefrielseförsäkring i Alecta respektive\npremieöverföringen till Collectum och försäkringsbolagen samt\nförvaltningskostnader, ska belasta de avsatta premierna.\u003C\u002Fp>\n\n\u003Cp>Ersättning från premiebefrielseförsäkringen utbetalas enligt Collectums\noch Alectas villkor för kompletterande premier till ITP 1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som omfattas av Flexpension i Tjänsteföretag kan ta\nställning till om tjänstemännen vid företaget ska ha möjligheten att\navstå från avsättning till Flexpens-ion. Tjänstemannens fasta kontanta lön\nhöjs vid avståendetidpunkten med motsva-rande vid den tidpunkten aktuell\nkollektiv premienivå. Sådant avstående gäller för den aktuella\nanställningen hos arbetsgivaren, dvs den juridiska personen. Ett avstående\npå-verkar inte tidigare inbetalda premier till Flexpension i\nTjänsteföretag\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren tagit ställning till att tjänstemännen vid företaget\nfår välja att avstå kan den tjänsteman som så önskar meddela sin\narbetsgivare om att denne vill avstå från avsättning till Flexpension vid\nföljande tillfällen:\u003C\u002Fp>\n\n\u003Cp>• Samtliga tjänstemän anställda vid företaget kan lämna besked om\navstående, tidig-ast den 1 november 2017 och senast den 28 februari 2018.\u003C\u002Fp>\n\n\u003Cp>• Nyanställd tjänsteman vid företaget kan lämna besked om avstående\ntidigast vid tillträdesdagen i anställningen och senast två månader\ndärefter.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman anställd vid företag som genom verksamhetsöverlåtelse\ninträder i sy-stemet för Flexpension i Tjänsteföretag kan lämna besked om\navstående tidigast efter det att regleringen avseende avsättning börjar\ngälla och senast två månader därefter.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman anställd vid företag som genom kollektivavtalsbundenhet\ninträder i systemet för Flexpension i Tjänsteföretag, enligt § 7 första\nstycket, kan lämna be-sked om avstående senast två månader efter\nbundenheten.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman anställd vid företag som genom kollektivavtalsbundenhet\ninträder i systemet för Flexpension i Tjänsteföretag, enligt § 7 andra\nstycket, kan lämna be-sked om avstående tidigast efter det att regleringen\navseende avsättning börjar gälla och senast två månader därefter.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>I samband med anställningens ingående är det möjligt för arbetsgivaren\natt i anställ-ningsavtalet ange vad som är den överenskomna lönen\nrespektive Flexpension i Tjäns-teföretag samt vad lönen i sådant fall\nskulle bli vid ett avstående av Flexpension. Väl-jer tjänstemannen att\navstå från avsättning till Flexpension kan sådant besked lämnas först fr\no m att anställningen tillträtts.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>För det fall nyanställd tjänsteman beviljas semester, under perioden juni\ntill och med augusti, och denna period helt eller delvis faller inom ramen för\nde två månader vilka utgör möjlighet för tjänstemannen att välja att\navstå avsättning till Flexpension ska avståendemöjlighet förlängas med\nmotsvarande antal kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Undantag från ovanstående punkter gäller för tjänsteman som ej fyllt 25\når då möjlig-heten att lämna besked om avstående från avsättning till\nFlexpension tidigast inträder då tjänstemannen fyller 25 år och senast två\nmånader därefter.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska dokumentera att tjänstemannen valt att avstå från\navsättning till Flexpension i Tjänsteföretag i enlighet med dessa regler,\nsamt därefter anmäla detta till Collectum. För det fall fråga uppkommer har\narbetsgivaren att visa att tjänsteman-nen valt att avstå.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 3\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan ändra sitt ställningstagande enligt denna paragraf genom\natt fatta ett nytt beslut. Om så sker, och arbetsgivarens beslut innebär att\ntjänstemännen får möjlighet att avstå från avsättning till Flexpension i\nTjänsteföretag, gäller detta under förutsättning att tidsfrist\u002Fer ovan\nmedger detta. Om arbetsgivarens beslut innebär att tjänstemännen inte\nlängre får möjlighet att avstå, gäller tidigare medgivna avståenden\nsåvida inte annat överenskommes enligt § 5 nedan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 4\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att ett avstående ska vara tjänstemannens egna\nbeslut och får således ej vara villkorad i förhållande till förmåner i\nanställningen utöver vad som re-gleras i detta avtal. Arbetsgivaren kan inte\nheller på annat sätt generellt förutsätta in-dividuella avståenden på\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 5\u003C\u002Fp>\n\n\u003Cp>De centrala kollektivavtalsslutande parterna ska senast den 31 mars 2018 ha\nföljt upp hur möjligheten att avstå från Flexpension i Tjänsteföretag\nhanterats av företagen och tjänstemännen. Därefter ska parterna bestämma\nom ovanstående regler ska ändras. Om inget annat överenskommes fortsätter\novanstående regler att gälla.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som har avstått från avsättning till Flexpension i\nTjänsteföretag och där-med erhållit den vid avståendetidpunkten aktuella\nkollektiva premienivån till Flex-pension i Tjänsteföretag som lön kan, om\narbetsgivaren medger det, återta avståendet och få den aktuella kollektiva\npremienivån som pensionspremie istället. Huruvida pensionspremien enligt den\nkollektiva nivån ska avräknas mot lön bestäms efter över-enskommelse\nmellan tjänstemannen och arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som valt att inte avstå avsättning till Flexpension i\nTjänsteföretag kan träffa individuell överenskommelse med arbetsgivaren om\nytterligare avsättningar än vad som anges i avtalet för Flexpension i\nTjänsteföretag. Sådan individuell överens-kommelse gäller under så lång\ntid och på sätt tjänstemannen och arbetsgivaren kommit överens om.\u003C\u002Fp>\n\n\u003Cp>Om individuell överenskommelse som träffats enligt vad som anges i första\nstycket upphör, ska den individuellt överenskomna ytterligare avsättningen\nutges som lön till tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Avtalsparterna i denna överenskommelse om Flexpension i Tjänsteföretag\nska verka för att sådana ytterligare avsättningar ska göras inom ramen för\npensionsplanen ITP till ITP 1 eller ITPK.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Löneväxlingssystem som tillämpas utan samband med Flexpension i\nTjänsteföretag påverkas inte av denna reglering.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Företag som när bundenhet av kollektivavtalet uppstår redan omfattas av\nannat flex-pensionssystem ska fortsätta bygga ut företagets premienivå med\nde avsättningar som görs enligt Flexpension i Tjänsteföretag till dess\nföretaget når den fullt utbyggda pre-mienivån för Flexpension i\nTjänsteföretag, så som anges i § 3.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Den färdigutbyggda nivån på avsättningen till Flexpension i\nTjänsteföretag angiven i § 3 tar endast sikte på premier uppbyggda inom\nramen för centrala avtalsuppgörelser om Flexpension\u002Fdeltidspension.\u003C\u002Fp>\n\n\u003Cp>Företag som när bundenhet av kollektivavtalet uppstår inte tidigare\nomfattats av flex-pensionssystem gäller utöver vad som anges i § 3\nföljande:\u003C\u002Fp>\n\n\u003Cp>• vid första lönerevisionen efter att företaget blivit bundet av\nkollektivavtalet, utges löneökningsutrymme enligt gällande löneavtal, samt\nårets eventuella premieav-sättning till Flexpension i Tjänsteföretag.\u003C\u002Fp>\n\n\u003Cp>• under det andra till och med det femte årets lönerevisioner efter att\nföretaget blivit bundet av kollektivavtalet, utges löneökningsutrymme enligt\ngällande löneavtal, samt respektive års eventuella premieavsättning till\nFlexpension i Tjänsteföretag. Därutöver, vilket inte medför någon\navräkning från löneökningsutrymmet, utges vid revisonstidpunkten en\nfjärdedel av den kollektiva premienivån för Flexpension i Tjänsteföretag\nsom gällde vid tidpunkten då bundenhet av kollektivavtalet upp-stod.\u003C\u002Fp>\n\n\u003Cp>Företaget kan välja att för samtliga tjänstemän vid företaget införa\navsättning till Flex-pension i Tjänsteföretag i en snabbare takt än vad som\nanges i denna paragraf, vilket inte får medföra någon avräkning från\nlöneökningsutrymmet i gällande löneavtal. Det betraktas inte heller som\nindividuell överenskommelse om ytterligare avsättning inom ramen för\nflexpensionsavtalet.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Beträffande verksamhet eller del av verksamhet som övergår från en\narbetsgivare till en annan genom en sådan verksamhetsövergång som avses i 6b\n§ anställningsskydds-lagen gäller följande när förvärvaren är bunden av\nkollektivavtal om Flexpension i Tjänsteföretag och överlåtare och\nförvärvare har byggt ut respektive premienivå olika: När förvärvarens\nkollektivavtal blir tillämpligt på de övertagna tjänstemännen gäller den\npremienivå till Flexpension i Tjänsteföretag som framgår av förvärvarens\nkollektivavtal.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITP 1\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska tidigast betalas fr.o.m. den månad\ntjänstemannen fyller 25 år och längst t.o.m. månaden före den under vilken\ntjänstemannen uppnår 65 års ålder.\u003C\u002Fp>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensionsmedförande lönen\nför pens-ionsförmåner enligt ITP 1, punkten 6.\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien debiteras arbetsgivaren av Collectum på samma\nun-derlag som ligger till grund för premien för ITP 1.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITPK inom ITP 2\u003C\u002Fp>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska betalas för tjänsteman som är född 1978\neller tidi-gare och längst t.o.m. månaden före den under vilken\ntjänstemannen uppnår 65 års ål-der.\u003C\u002Fp>\n\n\u003Cp>§ 11\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensionsmedförande lönen\nför pens-ionsförmåner enligt ITP 2, punkten 3.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som beviljats deltid i pensioneringssyfte ska arbetsgivaren\näven under sådan tid fortsatt anmäla inkomst utifrån tidigare\nsysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Avseende rörliga lönedelar förutsätts att överenskommelse träffas hur\ndessa ska an-mälas. Överenskommelse träffas med utgångspunkt från tidigare\nsysselsättningsgrad med beaktande av faktisk förtjänst, ny\nsysselsättningsgrad och eventuellt förändrat lö-nesystem.\u003C\u002Fp>\n\n\u003Cp>§ 12\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har rätt att avanmäla tjänsteman som är föräldraledig.\nDå sådan tid med föräldrapenning är pensionsgrundande rekommenderar\nSvenskt Näringsliv och PTK arbetsgivaren att fortsätta betala premierna till\nITP 2 under de första elva månaderna av föräldraledigheten. Avtalsparterna\när därför överens om att denna rekommendation även ska gälla\nkompletterande premier till ITPK.\u003C\u002Fp>\n\n\u003Cp>Utbetalningsregler\u003C\u002Fp>\n\n\u003Cp>§ 13\u003C\u002Fp>\n\n\u003Cp>Uttag av pensionsförsäkring som baseras på de kompletterande premierna\nför Flex-pension i Tjänsteföretag sker i enlighet med de villkor som gäller\nför uttag av ITP 1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>§ 14\u003C\u002Fp>\n\n\u003Cp>Frågor avseende tolkning och tillämpning av detta avtal ska hanteras i\nenlighet med kollektivavtalets förhandlingsordning. När det gäller frågor\ndär tillämpningen följer av ITP-planens regler bör tolkning och\ntillämpning av dessa villkor även ske i ITP-nämn-den.\u003C\u002Fp>\n\n\u003Cp>Anställda som inte har ITP 1 eller ITPK\u003C\u002Fp>\n\n\u003Cp>§ 15\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som är mellan 25 och 65 år och som ITP-avtalet är eller\nhade kunnat vara tillämpligt för men som inte har något pågående\nintjänande av ITP 1 eller ITPK hos arbetsgivaren gäller att arbetsgivaren\nträffar enskild överenskommelse med den anställde om hur avsättningen till\nFlexpension i Tjänsteföretag ska hanteras utifrån gällande\nförutsättningar. Sådan överenskommelse kan också träffas mellan\narbetsgiva-ren och lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Även för tjänsteman som inte har något pågående intjänande av ITP 1\neller ITPK hos arbetsgivaren gäller §§ 4 och 5.\u003C\u002Fp>\n\n\u003Cp>Gemensam information\u003C\u002Fp>\n\n\u003Cp>§ 16\u003C\u002Fp>\n\n\u003Cp>För att ge stöd kring hanteringen av Flexpension i Tjänsteföretag ska de\nkollektivav-talsslutande parterna ta fram gemensamt informationsmaterial.\nInformationsmaterialet ska spridas till företagen, de förtroendevalda och\nföretagens tjänstemän.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch3>Bilaga 2 till allmänna anställningsvillkor\u003C\u002Fh3>\n\n\u003Cp>Överenskommelse om deltid i pensioneringssyfte\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 2017-11-01)\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har en förstärkt möjlighet att hos arbetsgivaren ansöka om\natt gå ner i ar-betstid från 62 års ålder för att möjliggöra\nFlexpension. En förutsättning för att över-enskommelse ska kunna träffas\när att så kan ske med skäligt hänsynstagande till verk-samhetens krav och\nbehov.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vill utnyttja rätten att ansöka ska göra detta\nskriftligen. Arbetsgivaren ska skyndsamt pröva ansökan och göra en\nbedömning av möjligheterna att träffa över-enskommelse om deltid.\u003C\u002Fp>\n\n\u003Cp>Kommer arbetsgivare och tjänstemannen överens om att tjänstemannen ska\ngår ner i arbetstid är anställningen från det att överenskommelsen börjar\ngälla en deltidstjänst med den sysselsättningsgrad som följer av\növerenskommelsen.\u003C\u002Fp>\n\n\u003Cp>Träffas inte överenskommelse om nedgång i arbetstid ska arbetsgivaren\nunderrätta tjänstemannen och dennes fackliga organisation (om det finns en\nlokal klubb\u002Fförening vid företaget) därom och om skälen till varför\növerenskommelse inte kan träffas. Såväl lokal som central förhandling i\nintressefrågan kan därefter påkallas av den fackliga or-ganisationen kring\nansökan och förutsättningarna för denna. Vid förhandling anses\ntjänstemannens ansökan om att gå ned i tid avse en minskning till 80 %.\u003C\u002Fp>\n\n\u003Cp>Träffas inte överenskommelse i förhandlingen gäller företagets\nbedömning även fort-sättningsvis. Det förhållandet att överenskommelse\ninte träffas kan inte prövas rättsligt förutsatt att arbetsgivaren prövat\nansökan och motiverat sin bedömning med hänvis-ning till verksamhetens krav\noch behov.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som träffat överenskommelse enligt ovanstående reglering\noch tillhör ITP 2 ska arbetsgivaren fortsatt till Collectum anmäla inkomst\nutifrån tjänstemannens tidigare sysselsättningsgrad. Denna skyldighet\nupphör dock om tjänstemannen tar an-ställning hos annat företag eller på\nannat sätt bedriver verksamhet av ekonomisk natur som kan ge tjänstemannen\ninkomst.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § anställnings-skyddslagen gäller inte för tjänstemän som har gått\nner i arbetstid i pensioneringssyfte.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattnings-regler rörande pension.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Avseende rörliga lönedelar förutsätts att överenskommelse träffas hur\ndessa ska an-mälas. Överenskommelse träffas med utgångspunkt från tidigare\nsysselsättningsgrad med beaktande av faktisk förtjänst, ny\nsysselsättningsgrad och eventuellt förändrat lö-nesystem.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Protokoll Tilläggsöverenskommelse om tillämpning av Flexpension i\nTjänsteföretag\u003C\u002Fp>\n\n\u003Cp>Parter: Almega Samhallförbundet Almega Tjänsteförbunden Almega\nTjänsteföretagen Bemanningsföretagen IT&Telekomföretagen\nMedieföretagen Vårdföretagarna Unionen\u003C\u002Fp>\n\n\u003Cp>Ärende: Tilläggsöverenskommelse om tillämpning av Flexpension i\nTjänsteföretag\u003C\u002Fp>\n\n\u003Cp>Tid: 10 januari 2018\u003C\u002Fp>\n\n\u003Cp>Plats: Almegas lokaler i Stockholm\u003C\u002Fp>\n\n\u003Cp>Närvarande för: Arbetsgivarparten Åsa Ramel, Almega Samhallförbundet\nAnna-Karin Hatt, Almega Tjänsteförbunden Stefan Koskinen, Almega\nTjänsteföretagen Martina Elfgren Lilja, Bemanningsföretagen Johan Mann,\nIT&Telekomföretagen Hans O Andersson, Medieföretagen lnga-Kari Fryklund ,\nVårdföretagarna Hanna Byström Jonas Stenmo Per Östlund\u003C\u002Fp>\n\n\u003Cp>Arbetstagarparten Nicola Lewis Martin Wästfelt\u003C\u002Fp>\n\n\u003Cp>§1\u003C\u002Fp>\n\n\u003Cp>I syfte att klarlägga förutsättningar för Collectum att administrera\nFlexpension i Tjäns-teföretag har parterna i idag kommit överens om denna\ntilläggsöverenskommelse.\u003C\u002Fp>\n\n\u003Cp>§2\u003C\u002Fp>\n\n\u003Cp>Tilläggsöverenskommelsen gäller samtliga avtal mellan parterna som anges\ni bilaga 1.\u003C\u002Fp>\n\n\u003Cp>§3\u003C\u002Fp>\n\n\u003Cp>\"Avståendetidpunkt\" i avtalet om ”Avsättning till Flexpension i\nTjänsteföretag” defi-nieras till den tidpunkt då lämnat besked om\navstående får verkan.\u003C\u002Fp>\n\n\u003Cp>§4\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar att det i överenskommelsen om Flexpension finns en\nmöjlighet för tjänsteman, om arbetsgivaren så tillåter, att avstå från\navsättning till Flexpension under en period om fyra månader från den 1\nnovember 2017 - 28 februari 2018 så som fram-går av§ 4 i överenskommelse om\nAvsättning till Flexpension i Tjänsteföretag.\u003C\u002Fp>\n\n\u003Cp>§5\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar vidare att det finns en möjlighet för tjänsteman, om\narbetsgivaren så tillåter, att avstå från avsättning till Flexpension\nunder en period om 2 månader i de situationer som framgår av§ 4 i\növerenskommelse om Avsättning till Flexpension i Tjänsteföretag.\u003C\u002Fp>\n\n\u003Cp>§6\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avståenden där tjänsteman lämnat besked om\nunder peri-oden 1 november - 28 februari, i enlighet med § 3 i detta\nprotokoll, får verkan från den 1:a dagen i den kalendermånad som besked om\navstående lämnats.\u003C\u002Fp>\n\n\u003Cp>Det innebär som exempel att avståenden som lämnats besked om under\ndecember får verkan från 1 december vilket i sin tur innebär att avsättning\ntill Flexpension utges för november månad och från den 1 december höjs\nistället tjänstemannens fasta kontanta lön med motsvarande den vid\navståendetidpunkten aktuella kollektiva premienivån.\u003C\u002Fp>\n\n\u003Cp>Parterna är vidare överens om att arbetsgivare som kompenserat tjänsteman\nmed ökad lön innan avståendet enligt denna paragraf fått verkan kan reglera\nför mycket utbetald lön genom lönekorrigering.\u003C\u002Fp>\n\n\u003Cp>§7\u003C\u002Fp>\n\n\u003Cp>När det gäller avståenden där besked lämnats härom efter den 28\nfebruari i enlighet med § 4 i detta protokoll får avståendet verkan från\nden 1:a dagen i den första kalen-dermånaden i den tvåmånadersperiod under\nvilken avståendet kan göras.\u003C\u002Fp>\n\n\u003Cp>Det innebär som exempel att tjänsteman som inträder i kollektivavtalet i\nenlighet§ 4 i överenskommelse om Avsättning till Flexpension i\nTjänsteföretag den 15 mars, kan lämna besked om avstående under perioden 15\nmars - 15 maj vilket får verkan den 1 mars. Tjänstemannens lön höjs\ndärefter med motsvarande den vid avståendetidpunk-ten aktuella kollektiva\npremienivån.\u003C\u002Fp>\n\n\u003Cp>§8\u003C\u002Fp>\n\n\u003Cp>Förhandlingen avslutades i enighet.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 10 januari 2018\u003C\u002Fp>\n\n\u003Cp>Vid protokollet Per Östlund\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Justeras\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Martina Elfgren Lilja\u003C\u002Fp>\n\n\u003Cp>Bemanningsföretagen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Johan Mann\u003C\u002Fp>\n\n\u003Cp>IT&Telekomföretagen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nicola Lewis\u003C\u002Fp>\n\n\u003Cp>Martin Wästfelt\u003C\u002Fp>\n\n\u003Cp>Unionen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>lnga-Kari Fryklund\u003C\u002Fp>\n\n\u003Cp>Vårdföretagarna\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Åsa Ramel\u003C\u002Fp>\n\n\u003Cp>Almega Samhallförbundet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Hans O Andersson\u003C\u002Fp>\n\n\u003Cp>Medieföretagen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anna-Karin Hatt\u003C\u002Fp>\n\n\u003Cp>Almega Tjänsteförbunden\u003C\u002Fp>\n\n\u003Cp>Stefan Koskinen \u003C\u002Fp>\n\n\u003Cp>Almega Tjänsteföretagen\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Bilaga 1\u003C\u002Fp>\n\n\u003Cp>Avtal som tilläggsöverenskommelsen gäller för\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>FÖRBUND\u003C\u002Ftd>\n      \u003Ctd>AVTALSNAMN I TELLUS\u003C\u002Ftd>\n      \u003Ctd>MOTPART\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRBUNDEN \n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UTBILDNINGSFÖRETAG \n\n        \u003Cp>STD SVENSKA TEKNIK&DESIGNFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>SERVICEENTREPRENAD, SPECIALSERVICE OCH SÄKERHETSFÖRETAG\n        -TJÄNSTEMÄN\u003C\u002Fp>\n\n        \u003Cp>UTVECKLING & TJÄNSTER\u003C\u002Fp>\n\n        \u003Cp>LAGRING OCH DISTRIBUTION - TJÄNSTEMÄN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UNIONEN \n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Ftd>\n      \u003Ctd>APOTEK\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRBUNDEN \n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>FASTIGHETSFÖRVALTNING, UNIONEN (HTF) \n\n        \u003Cp>SPEL - TJÄNSTEMÄN\u003C\u002Fp>\n\n        \u003Cp>CALL CENTER\u003C\u002Fp>\n\n        \u003Cp>REVISION OCH KONSULT - UNIONEN\u003C\u002Fp>\n\n        \u003Cp>IT HANTVERKARNA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UNIONEN \n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRETAGEN\u003C\u002Ftd>\n      \u003Ctd>TJÄNSTEMÄN - UNIONEN – TJÄNSTE- FÖRETAGEN (HTF}\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRETAGEN\u003C\u002Ftd>\n      \u003Ctd>GYM & FRISKVÅRDSFÖRETAG\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>BEMANNINGSFÖRETAGEN \n\n        \u003Cp>IT&TELEKOMFÖRETAGEN INOM ALMEGA\u003C\u002Fp>\n\n        \u003Cp>IT&TELEKOMFÖRETAGEN INOM ALMEGA\u003C\u002Fp>\n\n        \u003Cp>MEDIEFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>MEDIEFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>MEDIEFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>SAMHALLFÖRBUNDET\u003C\u002Fp>\n\n        \u003Cp>SAMHALLFÖRBUNDET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>BEMANNING UNIONEN \n\n        \u003Cp>IT-FÖRETAG\u003C\u002Fp>\n\n        \u003Cp>TELEKOM\u003C\u002Fp>\n\n        \u003Cp>PUBLIC SERVICE - UNIONEN\u003C\u002Fp>\n\n        \u003Cp>TJÄNSTEMANNAAVTAL VID DAGSTIDNINGAR - UNIONEN (BLÅA)\u003C\u002Fp>\n\n        \u003Cp>TJÄNSTEMANNAAVTAL - UNIONEN - MEDIEFÖRETAGEN (GRÅA)\u003C\u002Fp>\n\n        \u003Cp>TJÄNSTEMÄN - UNIONEN - MEDIEFÖRETAGEN - (GRÖNA)\u003C\u002Fp>\n\n        \u003Cp>SAMHALL - ANVISADE TJÄNSTEMÄN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UNIONEN \n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VÅRDFÖRETAGARNA\u003C\u002Ftd>\n      \u003Ctd>DENTALLABORATORIER\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VÅRDFÖRETAGARNA\u003C\u002Ftd>\n      \u003Ctd>TANDVÅRD - UNIONEN\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Protokoll Tilläggsöverenskommelse Avsättning till Flexpension i\nTjänsteföretag\u003C\u002Fp>\n\n\u003Cp>Parter: Almega Samhallförbundet Almega Tjänsteförbunden Almega\nTjänsteföretagen Kompetensföretagen IT&Telekomföretagen Medieföretagen\nVårdföretagarna Unionen Akademikerförbunden och Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>Ärende: Tilläggsöverenskommelse om ändrad konstruktion av den s.k.\nrampen i Flexpension i Tjänsteföretag\u003C\u002Fp>\n\n\u003Cp>Tid: 4 oktober 2018\u003C\u002Fp>\n\n\u003Cp>Plats: Almegas lokaler i Stockholm\u003C\u002Fp>\n\n\u003Cp>Närvarande för: Arbetsgivarparten Åsa Ramel, Almega Samhallförbundet\nAnna-Karin Hatt, Almega Tjänsteförbunden Stefan Koskinen, Almega\nTjänsteföretagen Martina Elfgren Lilja, Kompetensföretagen Johan Mann,\nIT&Telekomföretagen Charlott Richardson, Medieföretagen lnga-Kari\nFryklund , Vårdföretagarna Hanna Byström Jonas Stenmo Per Östlund\u003C\u002Fp>\n\n\u003Cp>Arbetstagarparten Nicola Lewis, Unionen Martin Wästfelt, Unionen Camilla\nFrankelius, Akademikerförbunden och Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Parterna har enats om ny konstruktion av den s.k. rampen som gäller\nföretag som inte tidigare omfattats av flexpensionssystem enligt § 7 i\növerenskommelsen om avsättning till Flexpension i Tjänsteföretag.\u003C\u002Fp>\n\n\u003Cp>Genom ändringen underlättas Collectums administration av rampen och\nonödiga kost-nader undviks.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att förändringen gäller från den 1 oktober\n2018. Parterna är vidare överens om att digitala upplagor av\nkollektivavtalstext ändras i en-lighet med denna överenskommelse.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Förändringen påverkar även när avståenden enligt § 4 sista punkten i\növerenskommel-sen om Avsättning till Flexpension i Tjänsteföretag kan\ngöras. Parterna är överens om att innebörden av ”regleringen avseende\navsättning börjar gälla” i § 4 utgör den tid-punkt företaget börjar\nbetala premie till flexpension. Detta sker antingen vid en lönere-vision med\navsättning till flexpension eller 12 månader efter att företaget\nanslutits.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Nedanstående arbetsgivarförbund träffar med verkan från och med 1\noktober 2018 ändring i nämnda överenskommelse § 7 i enlighet med bilaga 1.\nÄndringen gäller på arbetsgivarförbundens kollektivavtalsområden i\nenlighet med Bilaga 2 med Unionen samt Akademikerförbunden och Sveriges\nIngenjörer.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>Förhandlingen avslutades i enighet.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 4 oktober 2018\u003C\u002Fp>\n\n\u003Cp>Vid protokollet Per Östlund\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Justeras\u003C\u002Fp>\n\n\u003Cp>Stockholm den 4 oktober 2018\u003C\u002Fp>\n\n\u003Cp>**Almega Samhallförbundet\u003C\u002Fp>\n\n\u003Cp>Åsa Ramel\u003C\u002Fp>\n\n\u003Cp>Almega Tjänsteförbunden\u003C\u002Fp>\n\n\u003Cp>Anna-Karin Hatt\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompetensföretagen \u003C\u002Fp>\n\n\u003Cp>Martina Elfgren Lilja\u003C\u002Fp>\n\n\u003Cp>Almega Tjänsteföretagen \u003C\u002Fp>\n\n\u003Cp>Stefan Koskinen\u003C\u002Fp>\n\n\u003Cp>Medieföretagen \u003C\u002Fp>\n\n\u003Cp>Charlott Richardson\u003C\u002Fp>\n\n\u003Cp>IT&Telekomföretagen \u003C\u002Fp>\n\n\u003Cp>Johan Mann\u003C\u002Fp>\n\n\u003Cp>Vårdföretagarna\u003C\u002Fp>\n\n\u003Cp>lnga-Kari Fryklund\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Unionen\u003C\u002Fp>\n\n\u003Cp>Nicola Lewis \u003C\u002Fp>\n\n\u003Cp>Martin Wästfelt\u003C\u002Fp>\n\n\u003Cp>Akademikerförbunden och Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>Camilla Frankelius\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Bilaga 1\u003C\u002Fp>\n\n\u003Cp>Ny text § 7\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Företag som när bundenhet av kollektivavtalet uppstår redan omfattas av\nannat flex-pensionssystem ska fortsätta bygga ut företagets premienivå med\nde avsättningar som görs enligt Flexpension i Tjänsteföretag till dess\nföretaget når den fullt utbyggda pre-mienivån för Flexpension i\nTjänsteföretag, så som anges i §3.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Den färdigutbyggda nivån på avsättningen till Flexpension i\nTjänsteföretag angiven i § 3 tar endast sikte på premier uppbyggda inom\nramen för centrala avtalsuppgörelser om Flexpension\u002Fdeltidspension.\u003C\u002Fp>\n\n\u003Cp>Företag som när bundenhet av kollektivavtalet uppstår inte tidigare\nomfattats av flex-pensionssystem gäller utöver vad som anges i § 3\nföljande:\u003C\u002Fp>\n\n\u003Cp>• 12 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala 10 % av den premienivå som var aktuell vid\nanslutningstillfället.\u003C\u002Fp>\n\n\u003Cp>• 24 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 20 %, totalt 30 %, av den premienivå som var\naktuell vid anslutnings-tillfället.\u003C\u002Fp>\n\n\u003Cp>• 36 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 20 %, totalt 50 %, av den premienivå som var\naktuell vid anslutnings-tillfället.\u003C\u002Fp>\n\n\u003Cp>• 48 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 25 %, totalt 75 %, av den premienivå som var\naktuell vid anslutnings-tillfället.\u003C\u002Fp>\n\n\u003Cp>• 60 månader efter att företaget anslutits till kollektivavtalet ska\nföretaget betala ytterligare 25 %, totalt 100 %, av den premienivå som var\naktuell vid anslutnings-tillfället.\u003C\u002Fp>\n\n\u003Cp>Utöver ovanstående infasning av premienivån kopplat till\nanslutningstillfället har före-taget även att utge löneökningsutrymme\nenligt gällande löneavtal samt de eventuella ytterligare premieavsättningar\ntill Flexpension i Tjänsteföretag som regleras i gällande avtal.\u003C\u002Fp>\n\n\u003Cp>Företaget kan välja att för samtliga tjänsteman vid företaget införa\navsättning till Flex-pension i Tjänsteföretag i en snabbare takt än vad som\nanges i denna paragraf, vilket inte får medföra någon avräkning frän\nlöneökningsutrymmet i gällande löneavtal. En sådan förtida uppbyggnad av\npremienivån betraktas inte heller som individuell över-enskommelse om\nytterligare avsättning inom ramen för flexpensionsavtalet.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Beträffande verksamhet eller del av verksamhet som övergår från en\narbetsgivare till en annan genom en sådan verksamhetsövergång som avses i 6b\n§ anställningsskydds-lagen gäller följande när förvärvaren är bunden av\nkollektivavtal om Flexpension i Tjänsteföretag och överlåtare och\nförvärvare har byggt ut respektive premienivå olika: När förvärvarens\nkollektivavtal blir tillämpligt på de övertagna tjänstemännen gäller den\npremienivå till Flexpension i Tjänsteföretag som framgår av förvärvarens\nkollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>FÖRBUND\u003C\u002Ftd>\n      \u003Ctd>AVTALSNAMN I TELLUS\u003C\u002Ftd>\n      \u003Ctd>MOTPART\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRBUNDEN \n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UTBILDNINGSFÖRETAG \n\n        \u003Cp>STD SVENSKA TEKNIK&DESIGNFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>SERVICEENTREPRENAD, SPECIALSERVICE OCH SÄKERHETSFÖRETAG\n        -TJÄNSTEMÄN\u003C\u002Fp>\n\n        \u003Cp>UTVECKLING & TJÄNSTER\u003C\u002Fp>\n\n        \u003Cp>LAGRING OCH DISTRIBUTION - TJÄNSTEMÄN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UNIONEN \n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Ftd>\n      \u003Ctd>APOTEK\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRBUNDEN \n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n\n        \u003Cp>ALMEGA TJÄNSTEFÖRBUNDEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>FASTIGHETSFÖRVALTNING, UNIONEN (HTF) \n\n        \u003Cp>SPEL - TJÄNSTEMÄN\u003C\u002Fp>\n\n        \u003Cp>CALL CENTER\u003C\u002Fp>\n\n        \u003Cp>REVISION OCH KONSULT - UNIONEN\u003C\u002Fp>\n\n        \u003Cp>IT HANTVERKARNA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UNIONEN \n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRETAGEN\u003C\u002Ftd>\n      \u003Ctd>TJÄNSTEMÄN - UNIONEN – TJÄNSTE- FÖRETAGEN (HTF}\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>ALMEGA TJÄNSTEFÖRETAGEN\u003C\u002Ftd>\n      \u003Ctd>GYM & FRISKVÅRDSFÖRETAG\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>BEMANNINGSFÖRETAGEN \n\n        \u003Cp>IT&TELEKOMFÖRETAGEN INOM ALMEGA\u003C\u002Fp>\n\n        \u003Cp>IT&TELEKOMFÖRETAGEN INOM ALMEGA\u003C\u002Fp>\n\n        \u003Cp>MEDIEFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>MEDIEFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>MEDIEFÖRETAGEN\u003C\u002Fp>\n\n        \u003Cp>SAMHALLFÖRBUNDET\u003C\u002Fp>\n\n        \u003Cp>SAMHALLFÖRBUNDET\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>BEMANNING UNIONEN \n\n        \u003Cp>IT-FÖRETAG\u003C\u002Fp>\n\n        \u003Cp>TELEKOM\u003C\u002Fp>\n\n        \u003Cp>PUBLIC SERVICE - UNIONEN\u003C\u002Fp>\n\n        \u003Cp>TJÄNSTEMANNAAVTAL VID DAGSTIDNINGAR - UNIONEN (BLÅA)\u003C\u002Fp>\n\n        \u003Cp>TJÄNSTEMANNAAVTAL - UNIONEN - MEDIEFÖRETAGEN (GRÅA)\u003C\u002Fp>\n\n        \u003Cp>TJÄNSTEMÄN - UNIONEN - MEDIEFÖRETAGEN - (GRÖNA)\u003C\u002Fp>\n\n        \u003Cp>SAMHALL - ANVISADE TJÄNSTEMÄN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>UNIONEN \n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n\n        \u003Cp>UNIONEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VÅRDFÖRETAGARNA\u003C\u002Ftd>\n      \u003Ctd>DENTALLABORATORIER\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VÅRDFÖRETAGARNA\u003C\u002Ftd>\n      \u003Ctd>TANDVÅRD - UNIONEN\u003C\u002Ftd>\n      \u003Ctd>UNIONEN\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om förhandlingsordning vid rättstvister\u003C\u002Fp>\n\n\u003Cp>Gäller fr.o.m. 2017-11-01\u003C\u002Fp>\n\n\u003Cp>Omfattning\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordningen omfattar samtliga tjänstemän som är anställda i\nföretag som är bundna av kollektivavtal om allmänna anställningsvillkor med\nundantag för tjänste-män som med hänsyn till arbetsuppgifter och\nanställningsvillkor får anses ha företags-ledande eller därmed jämförlig\nställning.\u003C\u002Fp>\n\n\u003Cp>Förhandlingspreskription\u003C\u002Fp>\n\n\u003Cp>Om en part vill yrka skadestånd eller annan fullgörelse enligt lag,\nkollektivavtal eller enligt enskilt avtal, ska parten, om inte annan ordning\nanges i det aktuella kollektivav-talet, begära förhandling inom fyra månader\nfrån det parten fått kännedom om den omständighet som anspråket grundas\npå. Förhandlingen måste dock begäras senast två år efter det att denna\nomständighet inträffat.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom föreskriven tid, förlorar parten\nrätten till för-handling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att samtliga tvister där\nanställningsförhållandet ingår som en nödvändig förutsättning för ett\nrättsanspråk omfattas av förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som avser att rikta rättsliga anspråk på\nkollektivavtalsbunden organisat-ion eller medlem där\nanställningsförhållandet utgjort en nödvändig förutsättning måste\nförst iaktta förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Enskild tjänsteman har möjlighet att välja att väcka talan utan\nföregående förhand-ling enligt förhandlingsordning eller utan att\nfullfölja i central förhandling enligt för-handlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Om en tvistefråga grundar sig på lagen om anställningsskydd, eller\ngrundar sig på fråga enligt kollektivavtalad anställningsform, ska lagen om\nanställningsskydds tids-frister gälla i stället för fristerna i denna\nförhandlingsordning med de tillägg som framkommer i det följande avseende\nfrister som ska iakttas mellan lokal och central förhandling.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling\u003C\u002Fp>\n\n\u003Cp>En förhandling ska i första hand fullgöras mellan de lokala parterna\n(arbetsgivaren och den lokala fackliga organisationen).\u003C\u002Fp>\n\n\u003Cp>Förhandlingen ska påbörjas snarast möjligt och senast inom två veckor\nfrån den dag då förhandlingsbegäran bekräftats, om inte parterna har\nkommit överens om annat.\u003C\u002Fp>\n\n\u003Cp>Central förhandling\u003C\u002Fp>\n\n\u003Cp>Efter avslutad lokal förhandling ska den part som påkallat den lokala\nförhandlingen och som vill fullfölja ärendet hänskjuta frågan till central\nförhandling.\u003C\u002Fp>\n\n\u003Cp>Begäran om central förhandling ska vara skriftlig och göras hos\nmotpartens organisat-ion inom följande tider från den dag då den lokala\nförhandlingen avslutats;\u003C\u002Fp>\n\n\u003Cp>1) inom två veckor vid tvisteförhandling som gäller rättstvist om\nogiltigförklaring av en uppsägning eller ett avskedande eller förklaring att\nvisstidsanställning är otillå-ten och att anställningen ska gälla tills\nvidare1 och\u003C\u002Fp>\n\n\u003Cp>2) inom två månader i övriga rättstvister\u003C\u002Fp>\n\n\u003Cp>Försummas detta förlorar parten rätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påbörjas snarast möjligt och senast inom två\nveckor från den dag då förhandlingsbegäran bekräftats, om inte parterna\nhar kommit överens om an-nat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Förhandlingen är i normalfallet avslutad samtidigt med sammanträdet för\nförhand-lingen. Om det ska ske vid senare tidpunkt ska det uttryckligen vara\növerenskommet mellan parterna. Ytterst kan förhandling avslutas genom att\npart skriftligen frånträder förhandlingen.\u003C\u002Fp>\n\n\u003Cp>Rättsligt avgörande\u003C\u002Fp>\n\n\u003Cp>Om en rättstvist som rör lag, kollektivavtal eller enskilt avtal har varit\nföremål för cen-tral förhandling utan att kunna lösas, får part\nhänskjuta tvisten till rättsligt avgörande inom tre månader från den dag\ndå den centrala förhandlingen har avslutats. Försum-mas detta förlorar\nparten rätten till talan.\u003C\u002Fp>\n\n\u003Cp>Giltighetstid\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordningen gäller tills vidare med en uppsägningstid av sex\nmånader. Uppsägning kan dock tidigast ske till den tidpunkt då mellanvarande\nkollektivavtal om allmänna anställningsvillkor löper ut.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Denna förhandlingsordning påverkar inte reglerna om frister och\nskyldigheter för ar-betsgivaren att begära förhandling enligt 34, 35 och 37\n§§ lagen om medbestäm-mande i arbetslivet\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Bilaga 3\u003C\u002Fp>\n\n\u003Cp>Löneavtal\u003C\u002Fp>\n\n\u003Cp>1 Löner och förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>1.1 Övergripande mål för lönebildningen\u003C\u002Fp>\n\n\u003Cp>Lönebildningen är en viktig drivkraft för goda arbetsinsatser, bra\nresultat och individu-ell utveckling. Därigenom bidrar lönebildningen till\nmåluppfyllnad, produktivitet och ökad lönsamhet samt utvecklingskraft i\nföretaget vilket skapar förutsättningar för bra löneutveckling och\nanställningstrygghet.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen kopplas till företagets övergripande mål och sker mot\nbakgrund av fö-retagets övergripande ekonomiska och marknadsmässiga\nförutsättningar och medarbe-tarnas arbete, prestationer och utveckling samt\nrelevanta omvärldsfaktorer.\u003C\u002Fp>\n\n\u003Cp>Avtalets inriktning är att skapa en process där tjänstemannens uppnådda\nresultat, kom-petens och skicklighet knyts samman med den individuella\nlöneutvecklingen. Därige-nom ges tjänstemannen möjlighet att påverka den\negna löneutvecklingen och lönebild-ningen bidrar till företagets\nutveckling.\u003C\u002Fp>\n\n\u003Cp>Ett förtroendefullt samarbete mellan företagets ledning, chefer,\ntjänstemän och lokala fackliga företrädare är en förutsättning för en\nbra lönebildning.\u003C\u002Fp>\n\n\u003Cp>Utifrån detta avtal, företagets lönepolicy samt företagets\nförutsättningar och behov, ska parterna planera lönerevisionen genom att gå\nigenom förutsättningar, mål och in-riktning samt former m.m. Då\nföreträdare för Unionen inte anmälts till arbetsgivaren samverkar denne\nistället direkt med de anställda i tillämpliga delar och genomför\nlöne-processen i enlighet med detta avtal.\u003C\u002Fp>\n\n\u003Cp>1.2 Regler för lönesättning\u003C\u002Fp>\n\n\u003Cp>Utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en re-allöneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha tjänste-män med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kom-petens- och löneutveckling ska\nsärskild uppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Cp>Om det finns behov kan parterna i samband med fastställande av tidsplan\ninleda för-handlingarna med genomgång av avtalets innebörd i syfte att\nundanröja eventuella oklarheter.\u003C\u002Fp>\n\n\u003Cp>Vid genomgång och planering ingår att diskutera:\u003C\u002Fp>\n\n\u003Cp>• erfarenheter från löneprocessen och tidigare lönerevisioner\u003C\u002Fp>\n\n\u003Cp>• de ekonomiska och marknadsmässiga förutsättningarna\u003C\u002Fp>\n\n\u003Cp>• nuvarande lönestruktur och de framtida behov av förändring som\nidentifieras\u003C\u002Fp>\n\n\u003Cp>• hur löneprocessen ska förhindra att det förekommer osakliga\nlöneskillnader p.g.a. kön\u003C\u002Fp>\n\n\u003Cp>mål och prioriteringar och därmed sammanhängande lönekriterier för den\nkom-mande lönerevisionen utifrån önskad lönestruktur och de\nförändringsbehov som identifierats\u003C\u002Fp>\n\n\u003Cp>• former och förutsättningar för lönerevisionen\u003C\u002Fp>\n\n\u003Cp>• tidsplan för löneprocessen.\u003C\u002Fp>\n\n\u003Cp>Information om löneprocessen och dess tidsplan lämnas på lämpligt sätt\ntill chefer och medarbetare.\u003C\u002Fp>\n\n\u003Cp>Vid lönekartläggning enligt diskrimineringslagen bör de lokala parterna\nhitta och ut-veckla former för samverkan.\u003C\u002Fp>\n\n\u003Cp>Det individuella lönesystemet\u003C\u002Fp>\n\n\u003Cp>Lönerna ska vara individuella och differentierade.\u003C\u002Fp>\n\n\u003Cp>Marknadskrafterna och de lokala parternas uppfattning om en viss\nlönestruktur i före-taget påverkar också lönerna. Varje tjänsteman ska\nveta på vilka grunder lönen sätts och vilka krav som gäller för att\nerhålla en löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen har ett gemensamt ansvar för\nkompetensutveckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att utföra arbets-uppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjäns-temännen sker på så objektiva grunder som möjligt.\nFaktorer för den individuella lö-nesättningen ska givetvis vara\nkönsneutrala.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen, allmänt\u003C\u002Fp>\n\n\u003Cp>För att nå målet med en bra lönebildning krävs att det på företaget\nfinns en förankrad lönepolicy som är tydlig och som bygger på de avtalade\nreglerna för lönesättning samt är väl känd.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till:\u003C\u002Fp>\n\n\u003Cp>• arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav samt tjänstemannens prestation och förmåga att uppfylla uppställda\nmål\u003C\u002Fp>\n\n\u003Cp>• ekonomiskt ansvar\u003C\u002Fp>\n\n\u003Cp>• verksamhetsansvar\u003C\u002Fp>\n\n\u003Cp>• personalansvar\u003C\u002Fp>\n\n\u003Cp>• kunskap och erfarenheter\u003C\u002Fp>\n\n\u003Cp>• förmåga att leda, ta initiativ och samarbeta samt\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens idérikedom och pedagogiska färdigheter.\u003C\u002Fp>\n\n\u003Cp>Löneökningar\u003C\u002Fp>\n\n\u003Cp>• Löneökningar för individuell fördelning fördelas med reglerna i\ndenna bilaga som grund.\u003C\u002Fp>\n\n\u003Cp>• Om tjänstemannen fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge löneökning som ska utges utöver det allmänna\nutrymmet.\u003C\u002Fp>\n\n\u003Cp>Utvecklingssamtal\u003C\u002Fp>\n\n\u003Cp>Chef och tjänsteman ska varje år hålla utvecklingssamtal.\nUtvecklingssamtal mellan chef och tjänsteman är ett nödvändigt medel för\natt erhålla en grund för bedömning av utvecklingsinsatser och lönesättning\nför tjänstemännen. Samtal genomförs på arbetsgi-varens initiativ. Syftet\när att, i dialog med tjänstemannen, fastställa utvecklingsbehov och\nindividuella mål.\u003C\u002Fp>\n\n\u003Cp>Utvecklingssamtal omfattar normalt\u003C\u002Fp>\n\n\u003Cp>• uppföljning från tidigare samtal\u003C\u002Fp>\n\n\u003Cp>• arbetssituation och arbetsmiljörelaterade frågor\u003C\u002Fp>\n\n\u003Cp>• arbetsuppgifter, ansvar, eventuella förändringar i arbetsinnehåll\u003C\u002Fp>\n\n\u003Cp>• företagets behov av kompetens på kort och lång sikt och\ntjänstemannens behov och önskemål om kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>• utvärdering av det gångna året samt förväntat arbetsresultat och\nindividuella mål.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och den enskilde tjänstemannen har ett gemensamt ansvar för\ntjänste-mannens kompetensutveckling. Utvecklingssamtal eller motsvarande\nutgör en viktig grund för planeringen av kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Cp>Resultatet av utvecklingssamtalet, inklusive kompetensplaneringen,\ndokumenteras på lämpligt sätt av arbetsgivaren och medarbetaren.\u003C\u002Fp>\n\n\u003Cp>Lönesamtal\u003C\u002Fp>\n\n\u003Cp>Lönesamtal genomförs mellan chef och tjänsteman. Samtalet hålls på\narbetsgivarens initiativ.\u003C\u002Fp>\n\n\u003Cp>Lönesamtalet är en dialog om lönen utifrån tjänstemannens arbete,\nresultat och ut-veckling samt bidrag till det gångna årets verksamhet.\nUtvecklingssamtal utgör un-derlag för lönesamtalet.\u003C\u002Fp>\n\n\u003Cp>Lönesamtalet omfattar normalt:\u003C\u002Fp>\n\n\u003Cp>• en genomgång av tjänstemannens arbetsuppgifter, ansvar, prestation och\neventu-ella förändringar i arbetsinnehåll samt utveckling och genomförd\nkompetensut-veckling\u003C\u002Fp>\n\n\u003Cp>• en uppföljning av tjänstemannens mål och måluppfyllelse,\narbetsresultat och bi-drag till företagets verksamhet och\nverksamhetsutveckling\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens lön i förhållande till företagets lönepolicy,\nkriterier för lönesätt-ning, lönestruktur m.m.\u003C\u002Fp>\n\n\u003Cp>• den individuella löneutvecklingen i den aktuella lönerevision och hur\ntjänsteman-nen kan påverka löneutvecklingen i framtiden.\u003C\u002Fp>\n\n\u003Cp>Fastställande av ny lön - förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om följande förhandlingsordning för lönerevision per\nden 1 maj 2017, den 1 maj 2018 respektive den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>a) Tjänstemännen ska till företaget senast den 25 augusti 2017, den 9\nfebruari 2018 respektive den 8 februari 2019 lämna skriftlig uppgift på\nberörda medlemmar och av dem utsedda representanter.\u003C\u002Fp>\n\n\u003Cp>Företaget ska senast den 15 september 2017, den 2 mars 2018 respektive den\n1 mars 2019 till den eller de utsedda representanterna lämna skriftligt\nmeddelande om de nya löner som avses utgå till berörda tjänstemän.\u003C\u002Fp>\n\n\u003Cp>b) Om tjänstemännen önskar påkalla lokala förhandlingar rörande den\nsålunda med-delade lönesättningen, ska meddelande härom, med\nrevisionsförslag av represen-tanter för tjänstemännen inlämnas till\nföretaget senast den 29 september 2017, den 16 mars 2018 respektive den 15\nmars 2019. De lokala förhandlingarna om löne-sättningen ska upptas snarast\noch vara avslutade senast den 13 oktober 2017, den 29 mars 2018 respektive den\n29 mars 2019.\u003C\u002Fp>\n\n\u003Cp>c) Om den lokala förhandlingen enligt b) ej leder till uppgörelse, må\nfrågan hänskju-tas till central förhandling mellan Medieföretagen och\nUnionen. Begäran om så-dan central förhandling ska ske skriftligen och\npåkallas hos Medieföretagen och Unionen senast den 27 oktober 2017, den 13\napril 2018 respektive den 12 april 2019 varefter det ankommer på\nMedieföretagen och Unionen att utan dröjsmål fastställa för parterna\nlämplig dag för central förhandling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna äger träffa överenskommelse om avvikelse från den\nunder punkterna a) och b) angivna förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>d) I de fall denna förhandlingsordning ej sätts i kraft enligt a) därför\natt det saknas lo-kal facklig representation ska arbetsgivaren sätta nya\nlöner i enlighet med löneav-talet. Arbetsgivaren ska senast vid det datum som\nanges i a) andra stycket lämna meddelande till medlemmarna om de nya löner\nsom avses utgå. Unionen har där-efter rätt att senast vid datum som anges i\nb) begära förhandling. Därefter gäller förhandlingsordningen i b) och\nc).\u003C\u002Fp>\n\n\u003Cp>Inför förhandlingen ska Unionen meddela arbetsgivaren vilka som är\nmedlemmar varefter arbetsgivaren tillhandahåller listor på föreslagna nya\nlöner för dessa.\u003C\u002Fp>\n\n\u003Cp>Besked om ny lön (lönemotivering)\u003C\u002Fp>\n\n\u003Cp>Efter att nya löner fastställts, i enlighet med förhandlingsordningen,\nmeddelar och mo-tiverar chefen tjänstemannens nya lön i ett särskilt samtal.\nDet är naturligt att moti-veringen är kopplad till det utvecklings- och\nlönesamtal som chef och tjänsteman har haft.\u003C\u002Fp>\n\n\u003Cp>Åtgärder vid låg löneökning\u003C\u002Fp>\n\n\u003Cp>Utgångspunkten är att alla medverkar till företagets verksamhet och\nutveckling och därmed ska ha löneökning i samband med lönerevision.\nTjänsteman som inte uppvisar tillräcklig prestation eller inte når uppsatta\nmål kan erhålla ingen eller märkbart låg lö-neökning.\u003C\u002Fp>\n\n\u003Cp>Med tjänsteman som erhållit ingen eller märkbart låg löneökning ska\nsärskilda över-läggningar föras mellan chef och tjänsteman om dennes\nförutsättningar för arbetsupp-gifterna, behov av kompetenshöjande\nåtgärder eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska till den fackliga organisationen redovisa antalet\nmedlemmar som inte lever upp till förväntningarna och därför ska ha en\nåtgärdsplan.\u003C\u002Fp>\n\n\u003Cp>För dessa tjänstemän ska en åtgärdsplan upprättas med tidplan och\nuppföljning. Åt-gärdsplanen ska vara skriftlig och upprättas gemensamt av\nchef och tjänsteman. Om en medlem önskar det, ska arbetsgivaren redovisa och\ndiskutera åtgärdsplanen med lo-kal facklig organisation. Åtgärderna i\nplanen ska syfta till att tjänstemannen framgent ska kunna ges\nförutsättningar för en positiv löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Chef och tjänsteman ska komma överens om hur, när och i vilken omfattning\nuppfölj-ning ska ske. Chef och tjänsteman ska utvärdera åtgärdsplanen. Om\nUnionens medlem så begär kan även facklig representant delta i\nutvärderingen. Uppföljning sker senast vid kommande utvecklingssamtal.\u003C\u002Fp>\n\n\u003Cp>För att åtgärdsplan ska kunna upprättas två år i följd skall\narbetsgivaren först begära förhandling med lokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Om lokala parter så önskar kan centrala parter genomföra rådgivande\nlönekonsultat-ioner kring löneprocessen för att förmedla råd och\nerfarenheter.\u003C\u002Fp>\n\n\u003Cp>Lönesättning, vid nyanställning och befordran\u003C\u002Fp>\n\n\u003Cp>• De lokala parterna bör inom ramen för lokal lönepolicy samverka i hur\nlön ska sättas vid nyanställning och förändrade\narbetsuppgifter\u002Fbefordran.\u003C\u002Fp>\n\n\u003Cp>• Om den lokala fackliga organisationen begär ska arbetsgivarens beslut\nom lämplig ingångslön för den aktuella personen föregås av förhandling.\nDe lokala parterna bör finna rationella former för denna samverkan.\u003C\u002Fp>\n\n\u003Cp>• Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget och fastställas enligt reglerna i denna bilaga och företagets\nlönepolicy och med ut-gångspunkt från kompetens (utbildning och erfarenhet)\nsamt marknadskrafternas påverkan.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneök-ning ska i normalfallet ske i samband med förändringen.\u003C\u002Fp>\n\n\u003Cp>Löneförhållanden\u003C\u002Fp>\n\n\u003Cp>• Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid\nlönesättning och lönejämfö-relse ska även förmåner utöver lön\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>• Grundprincipen är att män och kvinnor ska ha lika lön för arbete som\när lika eller som är att betrakta som likvärdigt.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän med lång erfarenhet i företaget inom sitt\narbete\u002Fyrkesområde ska inte ha en ogynnsam löneutveckling i förhållande\ntill tjänstemän med kortare erfaren-het.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän som har varit eller är föräldralediga ska inte, på\ngrund av ledigheten, ha en ogynnsam löneutveckling i förhållande till\növriga tjänstemän i företaget.\u003C\u002Fp>\n\n\u003Cp>• Med tjänstemän, som inte erhållit godtagbar lönehöjning, ska\nsärskilda överlägg-ningar föras mellan lönesättande chef och tjänsteman\nom dennes förutsättningar för arbetsuppgifterna, behov av kompetenshöjande\ninsatser eller andra ändamåls-enliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>1.3 Beräkning av utrymme för individuella lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Det totala utrymmet för individuella lönehöjningar beräknas som 2,0 %,\n1,8 % och 2,3 % av summan av fasta kontanta löner för tjänstemän den 30\napril 2017, den 30 april 2018 och den 30 april 2019.\u003C\u002Fp>\n\n\u003Cp>Fördelning av individuella lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Det utrymme som bildats enligt ovan ska fördelas individuellt enligt\nreglerna för lönesättning, punkt 1.2.\u003C\u002Fp>\n\n\u003Cp>Individuella lönehöjningar ska utges från och med den 1 maj 2017, den 1\nmaj 2018 och den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>1.4 Lägsta löner\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen senast den 30 april 2017, den 30 april 2018 respektive den\n30 april 2019 har fyllt 20 respektive 24 år skall lönen uppgå till lägst\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>20 år\u003C\u002Ftd>\n      \u003Ctd>24 år\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2017\u003C\u002Ftd>\n      \u003Ctd>17.170 kr\u003C\u002Ftd>\n      \u003Ctd>19.895 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2018\u003C\u002Ftd>\n      \u003Ctd>17.479 kr\u003C\u002Ftd>\n      \u003Ctd>20.253 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2019\u003C\u002Ftd>\n      \u003Ctd>17.881 kr\u003C\u002Ftd>\n      \u003Ctd>20.719 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>För att uppnå tillämpligt lönebelopp används tjänstemannens bidrag\ntill utrymmet. Om summan härav inte räcker för att uppnå lönebeloppet ska\nresterande del tillskjutas ut-anför den tillgängliga ramen för\nlönehöjningar.\u003C\u002Fp>\n\n\u003Cp>Angivna lägsta löner avser tjänsteman med heltidsanställning. Vid\ntillämpningen av dessa belopp för deltidsanställda gäller att beloppen ska\nomräknas i proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>Med ”lön” avses här\u003C\u002Fp>\n\n\u003Cp>• fast kontant lön\u003C\u002Fp>\n\n\u003Cp>• naturaförmåner i form av kost eller bostad enligt Skatteverket\u003C\u002Fp>\n\n\u003Cp>• vid provision, tantiem och liknande rörliga löneformer:\ngenomsnittsvärdet härav enligt de normer som enligt ITP-avtalet gäller för\nbestämmande av pensionsmed-förande lön.\u003C\u002Fp>\n\n\u003Cp>De angivna lönebeloppen gäller även för vikarier, som i övrigt enligt\npunkt 2.2 är un-dantagna från löneavtalets tillämpning.\u003C\u002Fp>\n\n\u003Cp>Lönehöjning till ovan angivna belopp behöver inte utges om tjänstemannen\nhar ned-satt arbetsförmåga. I sådana fall träffas lokal överenskommelse om\nlönen.\u003C\u002Fp>\n\n\u003Cp>1.5 Introduktionslön\u003C\u002Fp>\n\n\u003Cp>Introduktionslön kan tillämpas under förutsättning att\u003C\u002Fp>\n\n\u003Cp>• introduktions- och utbildningsprogram samt tidsplan har godkänts av den\nlokala fackliga organisationen och\u003C\u002Fp>\n\n\u003Cp>• tjänsteman saknar erfarenhet av aktuella arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Introduktionslön gäller för nyanställda som vid tillträdet är i\nåldern 20 – 23 år och som skall genomgå planerad utbildning i anslutning\ntill arbetet.\u003C\u002Fp>\n\n\u003Cp>Lönen för sådan tjänsteman ska uppgå till lägst 75 % av lägsta lön\nför tjänsteman som fyllt 20 år. Introduktionslön får utgå under högst 12\nmånader, dock längst under den överenskomna introduktionstiden.\u003C\u002Fp>\n\n\u003Cp>2 Omfattning\u003C\u002Fp>\n\n\u003Cp>2.1 Omfattning\u003C\u002Fp>\n\n\u003Cp>Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 30 april 2017, den 30 april 2018 respektive den 30 april\n2019.\u003C\u002Fp>\n\n\u003Cp>2.2 Undantag av vissa kategorier\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen omfattar ej tjänsteman som den 30 april 2017, den 30 april\n2018 re-spektive den 30 april 2019\u003C\u002Fp>\n\n\u003Cp>• ej har fyllt 18 år eller\u003C\u002Fp>\n\n\u003Cp>• är anställd för vikariat eller som praktikant eller i övrigt för\nviss tid, viss säsong eller visst arbete och vars anställning ej har varat\nfortlöpande under 6 månader el-ler\u003C\u002Fp>\n\n\u003Cp>• är anställd på prov och antingen ej har övergått direkt från\ntidigare anställning, i vilken tjänstemannen har omfattats av\ntjänstemannaavtal om allmänna villkor, el-ler vars anställning ej har varat\nfortlöpande under 6 månader eller\u003C\u002Fp>\n\n\u003Cp>• innehar anställning som utgör bisyssla eller\u003C\u002Fp>\n\n\u003Cp>• kvarstår i tjänst vid företaget efter det att tjänstemannen har\nfyllt 67 år\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan träffas om att lönehöjning ska utges till\ntjänsteman, som enligt ovan är undantagen från löneavtalet. Därvid ska\nbestämmelserna i detta löneavtal vara vägledande.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman, som den 30 april 2017, den 30 april 2018 respektive den 30\napril 2019 var anställd som vikarie eller på prov och som enligt första\nstycket ej omfattas av lö-nerevisionen, under avtalsperioden erhåller\ntillsvidareanställning vid företaget ska be-stämmelserna i detta avtal vara\nvägledande vid fastställandet av tjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som den 30 april 2017, den 30 april 2018 respektive den 30 april\n2019 är tjänstledig för minst tre månader framåt i tiden av annat skäl\nän sjukdom eller föräld-raledighet är undantagen från detta löneavtal om\nej överenskommelse träffas om an-nat. När tjänstemannen återgår i tjänst\nska lönen bestämmas efter samma normer som gällt för övriga tjänstemän\nvid företaget enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>2.3 Tjänstemän som slutat sin anställning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har slutat sin anställning den 1 maj 2017, den 1 maj 2018\nrespektive den 1 maj 2019 eller senare och ej har fått lönehöjning enligt\npunkt 1.3 ska denne till företaget anmäla sitt krav härpå senast inom en\nmånad efter det att tjänstemännen vid företaget har underrättats om att\nlönerevisionen är genomförd. Om tjänstemannen för-summar detta, medför\ndetta löneavtal ej längre någon rätt till lönehöjning för\ntjänste-mannen.\u003C\u002Fp>\n\n\u003Cp>2.4 Lönerevision för vissa nyanställda\u003C\u002Fp>\n\n\u003Cp>Om företaget och en tjänsteman den 1 november 2016, den 1 november 2017\nrespek-tive den 1 november 2018 eller senare har träffat avtal om anställning\noch därvid även om viss lön och de vidare uttryckligen har överenskommit\natt den avtalade lönen ska gälla oberoende av 2017 års, 2018 års respektive\n2019 års lönerevision ska tjänste-mannen ej omfattas av löneavtalet.\u003C\u002Fp>\n\n\u003Cp>2.5 Redan genomförd lönerevision\u003C\u002Fp>\n\n\u003Cp>Om företaget i avvaktan på detta löneavtal redan har utgett generella\noch\u002Feller indivi-duella lönehöjningar ska dessa avräknas mot vad\ntjänstemannen erhåller vid tillämp-ning av punkt 1.3 såvida ej uttrycklig\nlokal överenskommelse om annat har träffats.\u003C\u002Fp>\n\n\u003Cp>3 Tillämpningsregler\u003C\u002Fp>\n\n\u003Cp>3.1 Begreppet företag\u003C\u002Fp>\n\n\u003Cp>I det fall ett företag har sin verksamhet förlagd till olika orter eller\nom det på samma ort har flera enheter gäller följande vid beräkningen av\nramen för lönehöjningar enligt punkt 1.3. Om så har varit klar praxis vid\nföretaget vid tillämpningen av tidigare löne-avtal eller om lokal\növerenskommelse härom träffas, avses med ”företag” företaget som\nhelhet, i annat fall tillämpas avtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Cp>3.2 Retroaktiv omräkning\u003C\u002Fp>\n\n\u003Cp>I det fall detta löneavtal tillämpas retroaktivt gäller följande\nbeträffande sjukavdrag med mera, tjänstledighetsavdrag och utbetalade\növertidsersättningar.\u003C\u002Fp>\n\n\u003Cp>Individuell omräkning av sjukavdrag med mera ska ske enligt följande:\u003C\u002Fp>\n\n\u003Cp>• Sjukavdrag till och med 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>• Retroaktiv omräkning ska ej ske för sjukavdrag från och med 15:e\nkalenderdagen annat än i den mån lönehöjningen beaktats vid fastställande\nav sjukpenningen.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>3.3 Arbetstidsförändring\u003C\u002Fp>\n\n\u003Cp>Om arbetstidens längd för tjänstemännen vid företaget eller vissa av\ndessa förändras den 1 maj 2017, den 1 maj 2018 respektive den 1 maj 2019\neller senare ska lönerna för berörda tjänstemän ändras i proportion till\narbetstidsförändringen.\u003C\u002Fp>\n\n\u003Cp>4 Provision\u003C\u002Fp>\n\n\u003Cp>4.1\u003C\u002Fp>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas –\nmed beaktande av att det ligger i nämnda löneformers natur att\nårsförtjänsten för den enskilde tjänste-mannen kan variera – att\nförtjänstutvecklingen på sikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>5 Vissa pensionsfrågor\u003C\u002Fp>\n\n\u003Cp>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensionsberät-tigad, ska höjningen ej vara pensionsmedförande. Om\nanställningen har upphört på grund av pensionsfall ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fp>\n\n\u003Cp>Företagen ska till Collectum respektive PRI såsom pensionsmedförande lön\nanmäla lönehöjning enligt punkt 1.3 från och med den 1 maj 2017, den 1 maj\n2018 och den 1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Bilaga 4\u003C\u002Fp>\n\n\u003Cp>Lokalt löneavtal\u003C\u002Fp>\n\n\u003Cp>Inledning\u003C\u002Fp>\n\n\u003Cp>Det traditionella centrala löneavtalet anger hur löneökningarna ska\nräknas fram, till exempel i kronor, procent och fördelning av potter. Detta\navtal är ett alternativ och anger inte sådana regler. Det är arbetsgivaren\noch den lokala fackliga organisationen som tillsammans kommer överens om hur\nförhandlingarna ska gå till, löneutrymme, samt den individuella\nfördelningen.\u003C\u002Fp>\n\n\u003Cp>Förutsättningar\u003C\u002Fp>\n\n\u003Cp>Tillämpning av detta avtal inleds genom att arbetsgivaren enligt nedan\nangivna för-handlingsordning begär det hos den lokala tjänstemannaparten på\nföretaget senast den 25 augusti 2017, den 9 februari 2018 respektive den 8\nfebruari 2019.\u003C\u002Fp>\n\n\u003Cp>Med lokal tjänstemannapart enligt detta avtal förstås tjänstemannaklubb\neller där så-dan saknas facklig förtroendeman med behörighet att\nlöneförhandla.\u003C\u002Fp>\n\n\u003Cp>En information om avtalets innebörd lämnas till samtliga tjänstemän.\nArbetsgivaren och berörd lokal tjänstemannapart anordnar en sådan\ninformation.\u003C\u002Fp>\n\n\u003Cp>Inför varje lönerevision ska arbetsgivaren och berörd lokal\ntjänstemannapart göra en gemensam bedömning av de ekonomiska\nförutsättningarna för företaget. Berörd lokal tjänstemannapart ska\nerhålla all relevant information som behövs i förhandlingarna, till exempel\nföretagets resultat och framtidsutsikter, ekonomin för de olika\nresultaten-heterna, försäljningsstatistik med mera.\u003C\u002Fp>\n\n\u003Cp>En gemensam bedömning ska också omfatta lönesituationen i företaget.\nTill exempel löneutvecklingen de senaste två åren, ”intern\nlönestatistik” samt löneskillnader mellan olika grupper exempelvis mellan\nmän och kvinnor.\u003C\u002Fp>\n\n\u003Cp>Efter varje genomförd lönerevision enligt detta avtal ska arbetsgivaren\noch lokal tjäns-temannapart gemensamt göra en utvärdering av revisionen.\u003C\u002Fp>\n\n\u003Cp>Lokalt löneavtal har samma giltighetstid som det centrala löneavtalet och\nupphör att gälla vid samma tidpunkt som det centrala avtalet oavsett lokal\nreglering.\u003C\u002Fp>\n\n\u003Cp>Regler för lönesättning\u003C\u002Fp>\n\n\u003Cp>Utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en real löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha medar-betare med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kom-petens- och löneutveckling skall\nsärskild uppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Cp>Det individuella lönesystemet\u003C\u002Fp>\n\n\u003Cp>Lönerna ska vara individuella och differentierade. Marknadskrafterna och de\nlokala parternas uppfattning om en viss lönestruktur i företaget påverkar\nockså lönerna. Varje tjänsteman skall veta på vilka grunder lönen sätts\noch vad tjänstemannen kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska medverka till tjänstemännens\nkompetensut-veckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att ut-föra arbetsuppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjäns-temännen sker på så objektiva grunder som möjligt.\nUtvecklingssamtal kan vara ett medel för att erhålla en grund för bedömning\nav utvecklingsinsatser och lönesättning för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>Lönesättning\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till\u003C\u002Fp>\n\n\u003Cp>• arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav samt\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens prestation och sätt att uppfylla kraven som ställs\u003C\u002Fp>\n\n\u003Cp>• ekonomiskt ansvar\u003C\u002Fp>\n\n\u003Cp>Viktiga faktorer som också ska vägas in vid lönesättningen är\ntjänstemannens\u003C\u002Fp>\n\n\u003Cp>• kunskaper och erfarenheter,\u003C\u002Fp>\n\n\u003Cp>• förmåga att leda, ta initiativ och samarbeta samt\u003C\u002Fp>\n\n\u003Cp>• tjänstemannens idérikedom och pedagogiska färdigheter.\u003C\u002Fp>\n\n\u003Cp>Löneökningar\u003C\u002Fp>\n\n\u003Cp>• Det är av stor vikt att företaget har en väl utvecklad och förankrad\nlönepolicy.\u003C\u002Fp>\n\n\u003Cp>• Om tjänsteman fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge utslag i lönen.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneök-ning ska i normalfallet ske i samband med befordran.\u003C\u002Fp>\n\n\u003Cp>• Löneökningar som ska fördelas individuellt enligt avtal skall\nfördelas med ovanstående utgångspunkter som grund.\u003C\u002Fp>\n\n\u003Cp>Löneförhållanden\u003C\u002Fp>\n\n\u003Cp>• Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid\nlönesättning och lönejämfö-relse ska även förmåner utöver lön\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>• Män och kvinnor ska ha lika lön för arbete som är lika eller som är\natt betrakta som likvärdigt om inte löneskillnaderna beror på faktorer som\ngäller för den indi-viduella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän med lång erfarenhet i företaget inom sitt\narbete\u002Fyrkesområde ska inte ha en ogynnsam löneutveckling i förhållande\ntill tjänstemän med kortare erfaren-het.\u003C\u002Fp>\n\n\u003Cp>• Tjänstemän som har varit eller är föräldralediga ska inte, på\ngrund av ledigheten, ha en ogynnsam löneutveckling i förhållande till\növriga tjänstemän i företaget.\u003C\u002Fp>\n\n\u003Cp>• Med tjänsteman, som inte erhåller godtagbar lönehöjning, bör\nsärskilda överlägg-ningar föras mellan lönesättande chef och medarbetare\nom dennes förutsättningar för arbetsuppgifterna och\narbetsförutsättningarna, behov av kompetenshöjande in-satser eller andra\nändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>Ingångslöner\u003C\u002Fp>\n\n\u003Cp>Med ingångslöner avses lönesättning vid nyanställning, vid befordran\noch när tjänste-mannen får nya arbetsuppgifter i företaget.\u003C\u002Fp>\n\n\u003Cp>• Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget.\u003C\u002Fp>\n\n\u003Cp>• Hänsyn skall därvid tas till omvärlden, tjänstemannens kunskaper och\nerfarenheter samt de krav som ställs i den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>• Ingångslönen ska fastställas enligt utgångspunkterna för det\nindividuella lönesy-stemet och principerna för ingångslöner som framgår\novan. Ökad förmåga och er-farenhet ska medföra löneutveckling\u003C\u002Fp>\n\n\u003Cp>• Om den lokala fackliga organisationen begär ska arbetsgivarens beslut\nom lämplig ingångslön för den aktuella personen föregås av förhandling.\nDe lokala parterna bör finna rationella former för denna samverkan.\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Nedanstående förhandlingsordning gäller\u003C\u002Fp>\n\n\u003Cp>1) Senast den 25 augusti 2017, den 9 februari 2018 respektive den 8 februari\n2019 ska arbetsgivaren till lokal tjänstemannapart anmäla sitt önskemål om\natt tillämpa lokalt löneavtal. Med lokal tjänstemannapart enligt detta avtal\nförstås tjänste-mannaklubb, eller där sådan saknas facklig förtroendeman\nmed behörighet att lö-neförhandla.\u003C\u002Fp>\n\n\u003Cp>2) Arbetsgivaren och lokal tjänstemannapart ska gemensamt informera\nsamtliga be-rörda tjänstemän om innebörden av och syftet med avtalet.\nSkulle parterna i sam-band med informationen inte finna fortsatt tillämpning\nmeningsfull ska denna av-brytas och snarast övergå till förhandlingar enligt\ndet centrala löneavtalets bestäm-melser.\u003C\u002Fp>\n\n\u003Cp>3) Om de lokala parterna kommer överens om att fortsätta att tillämpa\nLokalt löneav-tal ska en förhandlingsordning upprättas, det vill säga när\nförhandlingarna ska starta och när de ska vara avslutade. I samband därmed\nska lokal tjänstemannapart informera arbetsgivaren om vilka tjänstemän som\nman företräder i förhandlingen.\u003C\u002Fp>\n\n\u003Cp>Förhandlingarna skall dock genomföras på ett sådant sätt att de kan\nvara avslutade före den tidpunkt som anges i punkt 5 nedan.\u003C\u002Fp>\n\n\u003Cp>4) Under förhandlingen kan de lokala parterna hos de centrala parterna\nbegära råd\u002Fbi-träde.\u003C\u002Fp>\n\n\u003Cp>5) Om de lokala parterna med eller utan rådgivning från centrala parterna\ninte kan träffa överenskommelse ska förhandlingarna enligt detta avtal\navbrytas. Därefter ska arbetsgivaren och lokal tjänstemannapart snarast, dock\nsenast den 15 septem-ber 2017, den 2 mars 2018 respektive den 1 mars 2019\ninleda förhandlingar enligt det centrala löneavtalet.\u003C\u002Fp>\n\n\u003Cp>Träffas ingen lokal överenskommelse ska central förhandling påkallas\nsenast inom tio dagar från den lokala förhandlingens avslutande.\u003C\u002Fp>\n\n\u003Cp>Arbetsgång och chefernas ansvar\u003C\u002Fp>\n\n\u003Cp>Chef ska diskutera arbetsresultat och sambandet med lönesättningen med var\noch en av sina medarbetare. Berörda centrala parter ska utarbeta ett gemensamt\nmaterial som kan vara till hjälp vid sådana samtal.\u003C\u002Fp>\n\n\u003Cp>Varje chef ska ägna särskild omsorg åt de medarbetare som enligt\nföretagets uppfatt-ning inte når upp till de mål som överenskommits och\ndärför får mindre löneökning än vad flertalet i gruppen\u002Fföretaget får.\nSådan medarbetare ska erhålla möjlighet att för-bättra sina arbetsinsatser\ngenom till exempel utbildning, förändringar i arbetsfördel-ning och\narbetsorganisation. En särskild plan för sådana insatser ska upprättas.\u003C\u002Fp>\n\n\u003Cp>Om lokal tjänstemannapart eller berörd medlem begär det ska den lokala\ntjänsteman-naparten medverka vid sådana förändringar\u002Futvecklingsinsatser\nsom kan behövas för att få en positiv förändring av arbetsresultatet.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen ska fortlöpande följas av chef och facklig representant.\nStora krav ställs särskilt på att analysera orsakerna till att vissa\ntjänstemän får mindre löneökningar än flertalet i gruppen\u002Fföretaget.\nArbetsgivaren kan inte hävda brist i måluppfyllelse hos enskild tjänsteman\nom inte möjligheter till utvecklingsinsatser givits.\u003C\u002Fp>\n\n\u003Cp>Utvärdering av lönerevisionen\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och lokal tjänstemannapart ska göra en gemensam utvärdering\nefter av-slutad lönerevision. Följande punkter bör beaktas:\u003C\u002Fp>\n\n\u003Cp>• De anställdas och ledningens allmänna reaktioner om försöket med\nlokal lönesätt-ning utan traditionella centrala löneavtal.\u003C\u002Fp>\n\n\u003Cp>• Chefernas förmåga att informera medarbetarna om den nya lönen i\nförhållande till arbetsuppgifter och prestationer.\u003C\u002Fp>\n\n\u003Cp>• Resultat av särskilda utvecklingsinsatser för vissa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>• Har till exempel osakliga löneskillnader mellan män och kvinnor\nrättats till? Jäm-förelse med vad man vet om lönerna hos konkurrenter inom\nbranschen.\u003C\u002Fp>\n\n\u003Cp>• Jämförelse med löneutvecklingen tidigare år i företaget.\u003C\u002Fp>\n\n\u003Cp>• Förändringar som behöver göras för att man ska fortsätta med\nLokalt löneavtal nästa avtalsperiod.\u003C\u002Fp>\n\n\u003Cp>Respektive part kan dessutom göra en egen utvärdering för att få reda\npå hur de egna målen och förväntningarna har blivit uppfyllda.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Bilaga 5\u003C\u002Fp>\n\n\u003Cp>Avtal om arbetstidsbestämmelser för tjänstemän\u003C\u002Fp>\n\n\u003Cp>§ 1 Avtalets omfattning\u003C\u002Fp>\n\n\u003Cp>1.1 Tillämpningsområde\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller samtliga tjänstemän som är anställda hos\narbetsgivare som är med-lemmar i Medieföretagen. Avtalet ersätter\narbetstidslagen i sin helhet.\u003C\u002Fp>\n\n\u003Cp>Parterna är eniga om att detta avtal ligger inom ramen för EGs\narbetstidsdirektiv, som syftar till att bereda arbetstagarna säkerhet och\nhälsa vid arbetstidens förläggning. Sär-skilda bestämmelser om arbetstider\nför minderåriga finns i arbetsmiljölagen.\u003C\u002Fp>\n\n\u003Cp>Med begreppet tjänstemannaklubb i detta avtal avses den lokala fackliga\norganisat-ionen.\u003C\u002Fp>\n\n\u003Cp>1.2 Undantag\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i företagsledande ställning gäller inte bestämmelserna\ni § 2-5.\u003C\u002Fp>\n\n\u003Cp>1.3 Överenskomna undantag\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som träffar överenskommelse om att rätten till\növertidskompensation ska ersättas med längre semester och\u002Feller högre lön\ni enlighet med 4.1.1 i allmänna vill-korsavtalet, kan också träffa\növerenskommelse om att de ska vara undantagna från be-stämmelserna i § 2 -\n5.\u003C\u002Fp>\n\n\u003Cp>§ 2 Ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>2.1 Längd och begränsningsperiod\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden får inte överstiga 40 timmar i genomsnitt per\nhelgfri vecka under en begränsningsperiod om sex månader.\u003C\u002Fp>\n\n\u003Cp>Den sammanlagda arbetstiden under varje period om sju dagar får uppgå till\nhögst 48 timmar i genomsnitt under en beräkningsperiod om sex månader. I den\nsammanlagda arbetstiden ska ordinarie arbetstid, övertid, mertid och jourtid\ninräknas.\u003C\u002Fp>\n\n\u003Cp>Lokalt kan överenskommas att beräkningsperioden för den sammanlagda\narbetstiden istället skall vara annan period dock högst 12 månader.\u003C\u002Fp>\n\n\u003Cp>Vid beräkningen av den sammanlagda arbetstiden ska semester och\nsjukfrånvaro un-der tid då arbetstagaren annars skulle ha arbetat likställas\nmed fullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\n\n\u003Cp>Vid företag där tjänsteman arbetar 40 timmar per vecka i intermittent\ntvåskiftsarbete, har tjänstemannen rätt till kompensationsledighet om två\ntimmar per arbetad 40-tim-marsvecka. Sådan ledighet utläggs efter\növerenskommelse med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän i kontinuerligt treskiftarbete respektive underjordsarbete\nfår den ordi-narie arbetstiden inte överstiga 36 timmar i genomsnitt per\nhelgfri vecka och år.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Treskiftarbete kan bedrivas med tre eller flera skiftlag.\u003C\u002Fp>\n\n\u003Cp>2.2 Annan begränsningsperiod\u003C\u002Fp>\n\n\u003Cp>När det föreligger särskilda omständigheter kan arbetsgivaren och\ntjänstemannaklub-ben träffa en skriftlig överenskommelse om annan\nbegränsningsperiod eller omfatt-ning av den ordinarie arbetstiden för en viss\ntjänsteman eller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden, se 7.1.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om olika sätt att inrätta\narbetstiden ut-över de i avtalet angivna, vilka dels främjar verksamheten men\näven tillgodoser indivi-duella önskemål beträffande förläggningen av\narbetstiden.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>De centrala parterna är ense om att olika lång arbetstid under olika delar\nav året ska kunna tillämpas.\u003C\u002Fp>\n\n\u003Cp>2.3 Arbetstidens förläggning\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av § 2 ska hänsyn tas till såväl verksamhetens behov\nsom till tjäns-temannens behov och önskemål. Inriktningen ska vara att så\nlångt det är möjligt be-akta att tjänstemännen har möjlighet att förena\narbete med familjeliv och socialt liv i övrigt.\u003C\u002Fp>\n\n\u003Cp>2.4 Raster, måltidsuppehåll och pauser\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska rast förläggas så att\ntjänstemannen inte utför arbete mer än fem timmar i följd. Med rast\nförstås sådana avbrott i den dagliga arbetstiden under vilken arbetstagare\ninte är skyldig att stanna kvar på arbetsplatsen. Arbetsgivaren ska på\nförhand ange rasternas längd och förläggning så noga som\nom-ständigheterna medger.\u003C\u002Fp>\n\n\u003Cp>Raster får bytas ut mot måltidsuppehåll vid arbetsplatsen. Sådant\nmåltidsuppehåll in-går i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utö-ver rasterna. Om arbetsförhållandena kräver det, kan i stället\nsärskilda arbetspauser läggas ut. Pauser räknas in i arbetstiden.\u003C\u002Fp>\n\n\u003Cp>2.5 Dygnsvila\u003C\u002Fp>\n\n\u003Cp>2.5.1 Huvudregel\u003C\u002Fp>\n\n\u003Cp>Varje tjänsteman ska ha minst elva timmars sammanhängande viloperiod under\nvarje 24-timmarsperiod, beräknad från arbetspassets början enligt\ntjänstemannens gällande arbetstidsschema (dygnsvila).\u003C\u002Fp>\n\n\u003Cp>2.5.2 Undantag\u003C\u002Fp>\n\n\u003Cp>1) De lokala parterna kan komma överens om avvikelser från mom 2.5.1,\nunder för-utsättning att tjänstemannen ges motsvarande ledighet i anslutning\ntill det arbets-pass som avbrutit dygnsvilan.\u003C\u002Fp>\n\n\u003Cp>2) Om lokal överenskommelse inte träffas enligt första punkten får\navvikelse från mom 2.5.1 göras tillfälligtvis om det föranleds av något\nsärskilt förhållande som inte kunnat förutses av arbetsgivaren, under\nförutsättning att tjänstemannen ges motsvarande ledighet i anslutning till\ndet arbetspass som avbrutit dygnsvilan.\u003C\u002Fp>\n\n\u003Cp>3) Om lokal överenskommelse inte träffas enligt första punkten är\navvikelse från Mom 2.5.1 tillåten vid arbete under beredskap, under\nförutsättning att arbetstaga-ren ges motsvarande ledighet i anslutning till\ndet arbetspass som avbrutit dygnsvi-lan.\u003C\u002Fp>\n\n\u003Cp>2.5.3 Avvikelser gällande förläggning av motsvarande ledighet\u003C\u002Fp>\n\n\u003Cp>Då det av objektiva skäl inte går att lägga ut den motsvarande\nledigheten enligt mom 2.5.2 i anslutning till det arbetspass som avbrutit\ndygnsvilan, ska den motsvarande le-digheten förläggas inom 7\nkalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Vid arbete under beredskap under flera på varandra följande dagar kan den\nmotsva-rande ledigheten för dessa dagar läggas samman och förläggas inom\nsju kalenderdagar från det sista beredskapspasset. Detta förutsätter att\ntjänstemannen trots avbrott i vilan ändå erhållit tillräcklig vila under\nberedskapsperioden.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande ledighet inte kan ges inom sju kalenderdagar kan de lokala\nparterna överenskomma om annat lämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Med annat lämpligt skydd avses inte enbart ekonomisk kompensation.\u003C\u002Fp>\n\n\u003Cp>2.5.4 Förläggning av motsvarande ledighet till ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren förlägger den motsvarande ledigheten till ordinarie\narbetstid görs inget löneavdrag.\u003C\u002Fp>\n\n\u003Cp>2.5.5 Nattvila m m\u003C\u002Fp>\n\n\u003Cp>2.5.5.1 Nattarbete\u003C\u002Fp>\n\n\u003Cp>Med natt avses perioden mellan klockan 22.00 och klockan 06.00. Med stöd av\nlokal överenskommelse kan natt definieras som annan period om minst sju timmar\nsom in-nefattar perioden mellan klockan 24.00 och klockan 05.00.\u003C\u002Fp>\n\n\u003Cp>Alla tjänstemän ska ha ledigt för nattvila. I ledigheten ska tiden mellan\nklockan 24.00 och klockan 05.00 ingå.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från andra stycket får göras om arbetet med hänsyn till dess\nart, allmänhet-ens behov eller andra särskilda omständigheter måste\nbedrivas mellan klockan 24.00 och klockan 05.00.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från andra stycket får även göras med stöd av lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>2.5.5.2 Nattarbetande\u003C\u002Fp>\n\n\u003Cp>Med nattarbetande avses arbetstagare som normalt utför minst tre timmar av\nsin ar-betstid nattetid, och arbetstagare som troligen kommer att fullgöra\nminst hälften av sin årsarbetstid nattetid.\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden för nattarbetande ska i genomsnitt under en\nberäkningspe-riod om 12 månader inte överstiga åtta timmar per\n24-timmarsperiod.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>1) Vid genomsnittsberäkningen ska för varje påbörjad period om sju dagar\nveckovi-lan räknas av från beräkningsperioden. Semester och sjukfrånvaro\nunder tid då arbetstagaren annars skulle ha arbetat ska likställas med\nfullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cp>2) Det är parternas avsikt att beräkningsperiodens längd inte ska\ntillämpas på ett så-dant sätt att det leder till en arbetstidsförläggning\ndär extremt långa arbetspass utan tillräcklig mellanvarande viloperiod\nläggs ut under en längre tid.\u003C\u002Fp>\n\n\u003Cp>2.5.5.3 Nattarbetande vars arbete innebär särskilda risker\u003C\u002Fp>\n\n\u003Cp>Nattarbetande vars arbete innebär särskilda risker eller stor fysisk eller\nmental an-strängning ska inte arbeta mer än åtta timmar inom en\n24-timmarsperiod när de utför nattarbete.\u003C\u002Fp>\n\n\u003Cp>2.5.6 Veckovila\u003C\u002Fp>\n\n\u003Cp>Varje tjänsteman ska ha minst 36 timmars sammanhängande viloperiod under\nvarje period om 7 dagar (veckovila).\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras genom lokal överenskommelse,\nvilken ska re-glera när och hur avvikelse får göras samt på vilket sätt\nkompensation sker.\u003C\u002Fp>\n\n\u003Cp>Tid då tjänstemannen går beredskap utgör inte veckovila.\u003C\u002Fp>\n\n\u003Cp>Veckovilan ska så långt som möjligt förläggas till veckoslut.\u003C\u002Fp>\n\n\u003Cp>§ 3 Övertid\u003C\u002Fp>\n\n\u003Cp>3.1 Övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete avses arbete som har utförts utöver den ordinarie\ndagliga arbetsti-den för tjänstemannen om\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Tid som går åt för att utföra förberedelse- och avslutningsarbeten som\när nödvändiga och normalt förekommande för tjänstemannens befattning tas\ninte upp som övertid en-ligt 3.2.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av fullgjord övertid tas endast fulla halvtimmar med.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, skall de båda övertidsperioderna räknas ihop.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsanställda tjänstemän ska arbete som ersätts enligt\n4.4.1 i Tjänste-mannaavtalet räknas av från övertidsutrymmet i 3.2\nnedan.\u003C\u002Fp>\n\n\u003Cp>3.2 Allmän övertid\u003C\u002Fp>\n\n\u003Cp>När det finns särskilda behov får allmän övertid tas ut med högst 200\ntimmar per ka-lenderår. Vid beräkning av övertid ska ledighet som förläggs\ntill arbetstagarens ordina-rie arbetstid eller jourtid likställas med\nfullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cp>3.3 Övertidsgräns\u003C\u002Fp>\n\n\u003Cp>När allmän övertid tas ut får den totala arbetstiden, inklusive\nordinarie arbetstid, inte överstiga 48 timmar i genomsnitt per vecka under den\nbegränsningsperiod som gäller för tjänstemannen enligt 2.1 och 2.2.\u003C\u002Fp>\n\n\u003Cp>3.4 Återföring av övertid\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbete ersätts med kompensationsledighet enligt 4.3.2\nTjänstemanna-avta-let återförs motsvarande antal timmar till\növertidsutrymmet enligt 3.2 ovan (allmän övertid).\u003C\u002Fp>\n\n\u003Cp>Under kalenderåret får högst 100 timmar på detta sätt återföras till\növertidsutrymmet, såvida inte arbetsgivaren och tjänstemannaklubben enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>En tjänsteman utför övertidsarbete en vardagskväll under 4 timmar. Dessa\növer-tidstimmar räknas av från övertidsutrymmet enligt 3.2.\nÖverenskommelse träffas om att tjänstemannen ska kompenseras med ledig tid\n(kompensationsledighet) under 6 timmar (4 timmar x 1,5 tim = 6 timmar\nkompensationsledighet).\u003C\u002Fp>\n\n\u003Cp>När kompensationsledigheten har tagits ut tillförs övertidsutrymmet\nenligt 3.2 de 4 övertidstimmarna som har kompenserats genom ledigheten.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan komma överens om att övertid\nsom er-satts med kompensationsledighet ska läggas ut inom en viss tidsperiod,\nt ex räknat från tidpunkten för övertidsarbetets utförande eller före ett\nvisst datum.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid, se 7.1.\u003C\u002Fp>\n\n\u003Cp>3.5 Extra övertid\u003C\u002Fp>\n\n\u003Cp>Utöver vad som sagts ovan kan, när det finns synnerliga skäl, extra\növertid tas ut un-der kalenderåret med högst 100 timmar efter\növerenskommelse mellan arbetsgivaren och tjänstemannaklubben.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden, se 7.1.\u003C\u002Fp>\n\n\u003Cp>3.6 Nödfall\u003C\u002Fp>\n\n\u003Cp>Om en natur- eller olyckshändelse eller någon annan därmed jämförlig\nomständighet, som inte kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller skada på liv, hälsa\neller egendom, ska övertid som full-gjorts med anledning därav inte beaktas\nvid beräkning av övertid enligt 3.2 och 3.3 ovan.\u003C\u002Fp>\n\n\u003Cp>§ 4 Jourtid\u003C\u002Fp>\n\n\u003Cp>4.1 Omfattning av jourtid\u003C\u002Fp>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till ar-betsgivarens förfogande på arbetsstället för att utföra\narbete när det uppstår behov, får jourtid tas ut med högst 48 timmar under\nen tid av fyra veckor eller 50 timmar under en kalendermånad. Som jourtid\nanses inte tid då tjänstemannen utför arbete för arbets-givarens\nräkning.\u003C\u002Fp>\n\n\u003Cp>4.2 Annan beräkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan träffa en skriftlig\növerenskommelse om annan beräkningsperiod av jourtid för en viss tjänsteman\neller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid, se 7.1.\u003C\u002Fp>\n\n\u003Cp>§ 5 Anteckning av övertid och jourtid\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som krävs för beräkning av\növertid enligt § 3 och jourtid enligt § 4. Tjänstemannen,\ntjänstemannaklubben eller representanter för den centrala arbetstagarparten\nhar rätt att ta del av dessa anteckningar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Även för tjänstemän som är undantagna från § 2-5 är det av\nömsesidigt intresse för arbetsgivaren och tjänstemannaklubben att ha en\nuppgift om den totala arbetstidens omfattning för dessa tjänstemän. Om\ntjänstemannaklubben så begär ska de lokala parterna gemensamt utforma\nlämpligt underlag för att bedöma arbetstidsvolymen även för dessa\ntjänstemän.\u003C\u002Fp>\n\n\u003Cp>§ 6 Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Samma förhandlingsordning som gäller i Tjänstemannaavtalet gäller för\ndetta avtal.\u003C\u002Fp>\n\n\u003Cp>§ 7 Giltighetstid\u003C\u002Fp>\n\n\u003Cp>7.1 Lokal överenskommelse\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas med stöd av 2.2 för en period om\nhögst tolv må-nader. Uppsägning av en sådan överenskommelse ska göras\nminst tre månader före giltighetstidens utgång.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse som träffas med stöd av 3.4, 3.5 och 4.2 gäller\ntills vidare med tre månaders uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Uppsägning kan ske av arbetsgivaren, tjänstemannaklubben eller av\nrespektive central arbetstagarpart.\u003C\u002Fp>\n\n\u003Cp>Om endera parten önskar att den lokala överenskommelsen respektive rätten\natt träffa lokal överenskommelse ska bestå, ska parten skyndsamt begära att\nförhandlingar om detta förs under uppsägningstiden. Förbundsparterna kan\nförlänga det lokala avtalets uppsägningstid för att möjliggöra att\nförhandlingar enligt förhandlingsordningen hin-ner slutföras innan avtalet\nupphör. I sista hand kan frågan om avtalet ska bestå eller inte tas upp till\növerläggningar i Avtalsnämnden.\u003C\u002Fp>\n\n\u003Cp>7.2 Arbetstidsavtalet\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i detta avtal om arbetstid har samma giltighetstid som\nTjänstemanna-avtalet.\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsavtalet upphör att gälla upphör även överenskommelser som\nslutits med stöd av avtalet.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Bilaga 6\u003C\u002Fp>\n\n\u003Cp>Avtal om kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>1. Inriktning\u003C\u002Fp>\n\n\u003Cp>För verksamhetsutveckling krävs en kontinuerlig och systematisk\nkompetensutveckl-ing. Kompetensutveckling utgår från företagets\nverksamhetsidé, mål och arbetsorgani-sation. Den sker i allt högre grad\ndirekt på arbetsplatsen genom en flexibel arbetsorga-nisation där teori och\npraktik blandas.\u003C\u002Fp>\n\n\u003Cp>2. Rätt och ansvar\u003C\u002Fp>\n\n\u003Cp>Alla medarbetare har såväl rätt till som eget ansvar för att\nkontinuerligt utvecklas i ar-betet. Kvinnor och män ska ges samma möjlighet\ntill kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>3. Utforma i samverkan\u003C\u002Fp>\n\n\u003Cp>Utformningen av kompetensutvecklingen är en ledningsuppgift. Samverkan med\nmed-arbetarna förutsätts vid kartläggningen av nuvarande och framtida\nkompetensbehov. En årlig överläggning för att följa upp och diskutera\ninnehåll och former för arbetet med kompetensutveckling rekommenderas.\u003C\u002Fp>\n\n\u003Cp>Planer för kompetensutveckling utformas och följs upp så ofta som\nkonkurrens och omvärldssituationen ger anledning därtill.\u003C\u002Fp>\n\n\u003Cp>Utvecklingssamtal och arbetsplatsträffar rekommenderas som grund för\nplanering av kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Cp>I samband med medarbetares återgång i arbete efter föräldraledighet,\nsamråder arbets-givaren med medarbetaren om den kompetensutveckling som\nbehövs med hänsyn till ledighetens omfattning.\u003C\u002Fp>\n\n\u003Cp>4. Stimulera och premiera\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling måste uppmärksammas, stimuleras och premieras. Vid\nlönesätt-ningen bör det vara naturligt att koppling sker till resultat och\nkompetens.\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Parterna har gemensamt utarbetat följande material:\u003C\u002Fp>\n\n\u003Cp>Policydokumentet ”Kompetensutveckling”\u003C\u002Fp>\n\n\u003Cp>”Verktyg – Kompetensanalysen och utvecklingssamtalet”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"OVERTIME_trigger":42,"disabilitypay":46,"WAGES_determined":50,"annleaveallowanceperc1":54,"paidmaternityleavepayperc":58,"contracttrial":62,"sicknesspay":66,"PAIDLEAV_trigger":70,"sicknessmaxdays":74,"paidmaternityleave":78,"healthinsurance":82,"jobsecuritymothers":86,"CONSIGN_trigger":90,"ANNLEAVE_trigger":94},{"bindId":43,"name":44,"text":45},"OVERTIME_trigger","4.3 Kompensation för övertid 4.3.1 Penga","4.3 Kompensation för övertid\n\n4.3.1 Pengar - ledighet\n\nÖvertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\n\nVid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänstemannens önske-mål om när kompensationsledigheten ska tas ut.\n\n4.3.2 Ersättningens storlek\n\nÖvertidsersättning per timme ges enligt följande:\n\nÖvertidsarbete kl. 06-20 helgfria måndagar-fredagar\n\n\n  \n    månadslönen\n    94\n  \n\n\neller\n\nefter överenskommelse kompensationsledighet med 1 1\u002F2 timme för varje\növer-tidstimme.\n\nÖvertidsarbete på annan tid\n\n\n  \n    månadslönen\n    72\n  \n\n\neller\n\nefter överenskommelse kompensationsledighet med 2 timmar för varje\növertidstimme.",{"bindId":47,"name":48,"text":49},"disabilitypay","10.5.6 Olycksfall hos annan arbetsgivare","10.5.6 Olycksfall hos annan arbetsgivare\n\nOm tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgi-vare eller i samband med egen rörelse, ska arbetsgivaren betala\nsjuklön fr o m den 15:e kalenderdagen i sjukperioden endast om han särskilt\nhar åtagit sig detta.",{"bindId":51,"name":52,"text":53},"WAGES_determined","Avtal om överenskommen visstidsanställni","Avtal om överenskommen visstidsanställning får träffas mellan\narbetsgivaren och tjänstemannen. Sådant avtal får inte omfatta kortare tid\nän en månad och får omfatta sammanlagt högst tolv månader under en\ntreårsperiod för en och samma tjänsteman.",{"bindId":55,"name":56,"text":57},"annleaveallowanceperc1","Ersättning för varje betald semesterdag ","Ersättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella må-nadslönen samt semestertillägg enligt 9.4.1 och 9.4.2.",{"bindId":59,"name":60,"text":61},"paidmaternityleavepayperc","Föräldralöneavdraget beräknas olika bero","Föräldralöneavdraget beräknas olika beroende på om tjänstemannens\nmånadslön över- eller understiger en viss lönegräns. Denna lönegräns\nberäknas som\n\n10 x prisbasbeloppet (pbb)\u002F 12\n\nExempel 2017:\n\nPbb: år 2017 44 800 kr\n\nLönegränsen blir därför:\n\n10 x 44 800 kr\u002F12 = 37.333 kr för 2017 \n\n\n\nFör tjänsteman med månadslön som uppgår till högst lönegränsen görs\nföräldra-löneavdrag per dag med:\n\n90 % x månadslönen x 12\u002F 365\n\nFör tjänsteman med månadslön över lönegränsen görs\nföräldralöneavdrag per dag:\n\n\n  \n    \n      90\n      %\n      x\n      10\n      x\n      pbb\n    \n    365\n  \n+ 10 % x\n  \n    \n      (\n      Månadslönen\n      x\n      12\n      )\n      –\n      (\n      10\n      x\n      pbb\n      )\n    \n    365",{"bindId":63,"name":64,"text":65},"contracttrial","2.4 Provanställning (Utgår 2017-10-31) A","2.4 Provanställning\n\n(Utgår 2017-10-31)\n\nAvtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå till en tillsvidareanställning. Avtalet får\nomfatta högst sex månader. Om tjäns-temannen varit frånvarande under\nprovperioden, kan anställningen efter överenskom-melse förlängas med\nmotsvarande tid.",{"bindId":67,"name":68,"text":69},"sicknesspay","10.3 Sjuklönens storlek 10.3.1 Sjuklönen","10.3 Sjuklönens storlek\n\n10.3.1 Sjuklönens storlek\n\nSjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\n\n10.3.2 Sjukdom till och med 14:e kalenderdagen per sjukperiod\n\nFör varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\n\n\n  \n  \n  \n  \n    \n      FÖR SJUKFRÅNVARO UPP TILL 20 % AV GENOMSNITTLIG VECKOARBETSTID\n        (KARENS) I SJUKPERIODEN\n      \n          \n            \n              MÅNADSLÖNEN\n              X\n              12\n            \n            \n              52\n              X\n              VECKOARBETSTIDEN\n            \n          \n        \n    \n    \n      FÖR SJUKFRÅNVARO ÖVERSTIGANDE 20 % AV GENOM-SNITTLIG\n        VECKOARBETSTID TILL OCH MED DAG 14 I SJUK-PERIODEN\n      \n          \n            \n              20\n              %\n              X\n              MÅNADSLÖNEN\n              X\n              12\n            \n            \n              52\n              X\n              VECKOARBETSTIDEN\n            \n          \n        \n    \n  \n\n\nTjänstemän som skulle ha arbetat på schemalagd förskjuten arbetstid får\ndessutom sjuklön efter karenstid med 80 procent av den ersättning för\nförskjuten arbetstid som de gått miste om.\n\nAnmärkning:\n\nAv 10.1.1framgår att sjukperiod som börjar inom 5 kalenderdagar från att\nen tidigare sjukperiod upphört ska betraktas som en fortsättning på tidigare\nsjukperiod. Det inne-bär att fortsatt karensavdrag kan behöva göras intill\n20 procent av genomsnittlig veckoarbetstid i den fortsatta sjukperioden.",{"bindId":71,"name":72,"text":73},"PAIDLEAV_trigger","Exempel TJÄNSTEMANNENS ARBETSTID ÄR FÖRL","Exempel\n\n\n  \n  \n  \n  \n    \n      TJÄNSTEMANNENS ARBETSTID ÄR FÖRLAGD TILL I GENOMSNITT FÖLJANDE\n        ANTAL ARBETSDAGAR PER VECKA\n      ANTAL NETTOSEMESTERDAGAR (VID 25 DAGARS SEMESTER)\n    \n    \n      4\n      20\n    \n    \n      3,5\n      18\n    \n    \n      3\n      15\n    \n    \n      2,5\n      13\n    \n    \n      2\n      10\n    \n  \n\n\nOm arbetstidsschemat ändras så att ”antalet arbetsdagar per vecka”\nförändras ska anta-let outtagna nettosemesterdagar räknas om så att de\nsvarar mot det nya schemat.",{"bindId":75,"name":76,"text":77},"sicknessmaxdays","Högsta antal dagar med sjuklön Om tjänst","Högsta antal dagar med sjuklön\n\nOm tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.",{"bindId":79,"name":80,"text":81},"paidmaternityleave","En tjänsteman som är tjänstledig med för","En tjänsteman som är tjänstledig med föräldrapenning har rätt till\nföräldralön från ar-betsgivaren om\n\n• tjänstemannen har varit anställd hos arbetsgivaren under minst ett år\ni följd, och\n\n• anställningen fortsätter under minst tre månader efter\ntjänstledigheten.",{"bindId":83,"name":84,"text":85},"healthinsurance","10.4.2 Ersättning från annan försäkring ","10.4.2 Ersättning från annan försäkring\n\nOm tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäk-ring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäk-ring, ska sjuklönen minskas med ersättningen.",{"bindId":87,"name":88,"text":89},"jobsecuritymothers","• anställningen fortsätter under minst t","• anställningen fortsätter under minst tre månader efter\ntjänstledigheten.",{"bindId":91,"name":92,"text":93},"CONSIGN_trigger","6.1 Jourtid Med jourtid avses tid då tjä","6.1 Jourtid\n\nMed jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsplatsen för att\nutföra arbete när det uppstår behov.\n\n6.2 Schema\n\nJourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänsteman.\n\nSchema för jourtid bör upprättas i god tid.\n\n6.3 Ersättning för jourtid\n\n\n\n\n  \n  \n  \n  \n    \n      JOURTID ERSÄTTS PER JOURTIMME MED\n      \n          \n            MÅNADSLÖNEN\n            600\n          \n        \n    \n    \n      DOCK GÄLLER FÖLJANDE: \n\n        FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\n      \n      \n          \n            MÅNADSLÖNEN\n            400\n          \n        \n    \n    \n      FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\n      \n          \n            MÅNADSLÖNEN\n            300\n          \n        \n    \n    \n      FRÅN KL. 18 DAGEN FÖRE TILL KL. 07 TRETTONDAGEN, 1 MAJ, KRISTI\n        HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG\n      \n          \n            MÅNADSLÖNEN\n            400\n          \n        \n    \n    \n      FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, KRISTI HIMMELSFÄRDSDAG,\n        NAT-IONALDAGEN OCH ALLA HELGONS DAG TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\n      \n          \n            MÅNADSLÖNEN\n            300\n          \n        \n    \n    \n      FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 FÖRSTA VARDA-GEN EFTER\n        RESPEKTIVE HELGER\n      \n          \n            MÅNADSLÖNEN\n            150\n          \n        \n    \n  \n\n\nJourtidsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskat med den tid som tjänstemannen fått övertidsersättning för.",{"bindId":95,"name":56,"text":57},"ANNLEAVE_trigger","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Medieföretagen fd SIF-MIA - 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2017-05-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2020-04-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Finansiella tjänster, bank, försäkring\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Företagsnamn: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 150 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -9 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Föräldraledighet (mammor) begränsad till The CBA explicitly refers to the law % av grundlönen\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell 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