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charset=UTF-8\">\n  \u003Ctitle>motorbranschavtalet-2020-2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Motorbranschavtalet\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>1 december 2020 - 30 april 2023\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch1>Motorbranschens Arbetsgivareförbund\u003C\u002Fh1>\n\n\u003Ch1>Industrifacket Metall \u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>KOLLEKTIVAVTAL\u003C\u002Fh2>\n\n\u003Ch3>Parter\u003C\u002Fh3>\n\n\u003Cp>■Motorbranschens Arbetsgivareförbund (MAF) \u003C\u002Fp>\n\n\u003Cp>och\u003C\u002Fp>\n\n\u003Cp>■Industrifacket Metall (IFMetall)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Avtalsområde\u003C\u002Fh3>\n\n\u003Cp>Arbets- och löneförhållanden för vid Bil- och Traktorverkstäder med\ntillhörande lager- och förrådsavdelningar anställda arbetare\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>1 december 2020 - 30 april 2023\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Nyheter 2020\u003C\u002Fh2>\n\n\u003Ch3>§ 3 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>Mom 6 Förtydligande i första stycket beträffande arbetstider i butik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Tidlöner\u003C\u002Fh3>\n\n\u003Cp>Mom 1 Nya belopp för lägsta tidlöner.\u003C\u002Fp>\n\n\u003Cp>Mom 3 Förtydligande i fjärde stycket gällande krav för när nämnda\npersonalkategorier inplaceras i yrkesgrupp b).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Ersättning för arbete på obekväm tid och övertid\u003C\u002Fh3>\n\n\u003Cp>Mom 1 Nya belopp för ob-tillägg.\u003C\u002Fp>\n\n\u003Cp>Mom 2 Nya belopp för övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Semester\u003C\u002Fh3>\n\n\u003Cp>Mom 4 Nya belopp för lägsta semesterlön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 16 Arbetsmiljöfrågor m.m.\u003C\u002Fh3>\n\n\u003Cp>Mom 4 Nya belopp för tvättbidrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 19 Obligatoriska personalförsäkringar\u003C\u002Fh3>\n\n\u003Cp>Mom 1 Utökad avsättning till deltidspension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Bilaga H Övergångsbestämmelser\u003C\u002Fh3>\n\n\u003Cp>Lönehöjningar fr o m den avlöningsperiod som omfattar den 1 december 2020\nrespektive 1 maj 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Nya medlemmar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Erhåller Motorbranschens Arbetsgivareförbund under kollektivavtalets\ngiltighetstid medlem på arbetsplats, där IF Metall redan har medlemmar, eller\nerhåller sistnämnda förbund medlemmar hos företag, som är medlem av\nMotorbranschens Arbetsgivareförbund, vinner detta avtal genast tillämpning\nför ifrågavarande arbetsplats respektive företag och skall på sådan grund,\nså snart framställning därom göres, förhandling upptagas för\nfastställande av lönetariff, i händelse sådan icke finns i avtalet\nbestämd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Andra avtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Finns i fall, som i mom 1 här ovan sägs, för en arbetsplats ännu\nbestående kollektivavtal, gäller nämnda avtal intill den dag, då det\ntidigast kan utlöpa, såvitt överenskommelse om kortare giltighetstid ej\nträffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställnings ingående och upphörande\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Anställning tillsvidare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En anställning gäller tillsvidare om inte arbetsgivaren och arbetstagaren\nhar avtalat om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Mom 2 Provanställning och visstidsanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Provanställning och visstidsanställning på avtalsområdet sker enbart\nenligt detta avtal, som helt ersätter reglerna om visstidsanställning i lagen\nom anställning sskydd.\u003C\u002Fp>\n\n\u003Cp>Ett avtal om provanställning eller visstidsanställning mellan arbetsgivare\noch arbetstagare ska vara skriftligt.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>■ Provanställning\u003C\u002Fp>\n\n\u003Cp>I syfte att tillsvidareanställa en arbetstagare har arbetsgivaren rätt att\nutan stöd av lokal överenskommelse träffa avtal direkt med arbetstagare om\nen tidsbegränsad provanställning om högst sex månader. Lokal facklig\norganisation skall underrättas om avtal om provanställning.\u003C\u002Fp>\n\n\u003Cp>Vill inte arbetsgivaren eller arbetstagaren att anställningen ska\nfortsätta efter det att prövotiden har löpt ut, skall besked om detta\nlämnas till motparten senast vid prövotidens utgång. Görs inte detta,\növergår provanställningen i en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>Provanställning kan upphöra före den tid som avsetts vid\nanställningstillfället genom att arbetsgivaren eller arbetstagaren lämnar\nskriftlig underrättelse.\u003C\u002Fp>\n\n\u003Cp>Arbetstagarens besked enligt andra eller tredje stycket skall lämnas minst\ntvå veckor i förväg.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens besked skall lämnas minst två veckor i förväg (andra\nstycket) respektive minst en månad i förväg (tredje stycket). Arbetsgivaren\nskall underrätta lokal facklig organisation om sitt besked.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Provanställning i kombination med visstidsanställning kräver lokal\növerenskommelse om anställningen medför att arbetstagaren kommer att vara\nprov- och visstidsanställd under längre tid än tolv månader under en\ntreårsperiod.\u003C\u002Fp>\n\n\u003Cp>2.Avsikten med provanställning är att den ska övergå i en\ntillsvidaretjänst varför den endast om särskilda skäl föreligger kan\nefterföljas av en visstidsanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>■ Visstidsanställning\u003C\u002Fp>\n\n\u003Cp>Utan stöd av lokal överenskommelse kan arbetsgivare och arbetstagare\nträffa avtal om visstidsanställning om minst en månads och högst tolv\nmånaders anställningstid. Om arbetstagaren är studerande eller pensionär\neller har kollektivavtalad förstärkt företrädesrätt enligt mom 4 kan\narbetsgivaren och arbetstagaren även avtala om visstidsanställning som är\nkortare än en månad. Arbetsgivaren ska underrätta verkstadsklubb om\nvisstidsanställningar enligt detta stycke.\u003C\u002Fp>\n\n\u003Cp>Med stöd av lokal överenskommelse kan arbetsgivare och arbetstagare\nträffa avtal om visstidsanställning som medför att arbetstagaren kommer att\nvara visstidsanställd under längre tid än tolv månader under en\ntreårsperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kravet på lokal överenskommelse för mycket korta visstidsanställningar i\nandra fall än då arbetstagaren är studerande eller pensionär eller har\nkollektivavtalad förstärkt företrädesrätt enligt mom 4, syftar till att\nundvika att det utvecklas ett utbrett system där visstidsanställningar\nanvänds för t.ex. frekvent återkommande endagsanställningar (s.k.\ndaglönare). Parterna är dock ense om att korta visstidsanställningar kan\nvara fullt berättigade. Visstidsanställningar avseende den som har\nkollektivavtalad förstärkt företrädesrätt enligt mom 4 ska inte vara\nkortare än en dag.\u003C\u002Fp>\n\n\u003Cp>Saknas verkstadsklubb kan arbetsgivaren och arbetstagaren avtala om\nvisstidsanställning utan stöd av överenskommelse med den fackliga\norganisationen, som dock ska underrättas om varje särskilt fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av bestämmelsen i\novanstående stycke sker, äger den påkalla lokal förhandling i ärendet.\nLöses ej tvisten gäller för det företag som tvisten gäller i\nfortsättningen samma regler som för företag där verkstadsklubb finns.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Företrädesrätt och turordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till återanställning gäller enligt lag med följande\nkollektivavtalsreglering.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till återanställning förutsätter att arbetstagaren\nvarit anställd hos arbetsgivaren mer än tolv månader under de senaste tre\nåren. Företrädesrätten gäller till dess nio månader förflutit från den\ndag då anställningen upphörde på grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om turordningen för\nuppsägning eller permittering mellan arbetarna samt vid\nuppsägningstillfället eller inför återanställning också om turordningen\nför återanställning. MAF och IF Metall äger när synnerliga skäl\nföreligger begära central förhandling om sådan överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Vid konflikt mellan företrädesrätten och kravet på lokal\növerenskommelse enligt mom. 2 kan företrädesrätten inte göras gällande,\nom konflikten beror på att arbetstagarparten inte vill träffa sådan\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivarens rörelse på en och samma ort har mer än en driftsenhet,\nkan lokal överenskommelse träffas om att två eller flera driftsenheter ska\nomfattas av turordningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Kollektivavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som blivit uppsagd från en tillsvidareanställning på grund\nav arbetsbrist och som har företrädesrätt enligt mom 3, har kollektivavtalad\nförstärkt företrädesrätt under en fast förlagd sammanhängande period om,\nsom regel, sex månader.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt gäller under samma period\nför samtliga uppsagda och räknas från den dag då uppsägningstiden enligt\nlagen om anställningsskydd löper ut för de arbetstagare av de uppsagda som\nhar längst uppsägningstid. Genom lokal överenskommelse kan perioden med\nkollektivavtalad förstärkt företrädesrätt förläggas till annan fast\nförlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>En arbetstagare som hos arbetsgivaren tidigare haft en kollektivavtalad\nförstärkt företrädesrätt kan tjäna in en ny kollektivavtalad förstärkt\nföreträdesrätt. Det förutsätter att arbetstagaren återanställts\ntillsvidare och att arbetstagaren varit anställd sammanlagt 18 månader under\n36 månader efter den förra kollektivavtalade förstärkta\nföreträdesrätten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För undvikande av missuppfattningar konstaterar parterna att såväl\nföreträdesrätt enligt mom. 3 som kollektivavtalad förstärkt\nföreträdesrätt gäller vid driftsenheten samt förutsätter att\narbetstagaren har tillräckliga kvalifikationer för det arbete som är i\nfråga.\u003C\u002Fp>\n\n\u003Cp>Tidpunkten då perioden av kollektivavtalad förstärkt företrädesrätt\ninleds bestäms enbart med utgångspunkt i den lagstadgade uppsägningstiden.\nEventuella förlängningar av uppsägningstiden beaktas inte.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt förutsätter\nföreträdesrätt enligt mom. 3. Det innebär att den kollektivavtalade\nförstärkta företrädesrätten blir fyra månader för arbetstagare med en\nmånads uppsägningstid när uppsägningstiden är sex månader för de\narbetstagare av de uppsagda som har längst uppsägningstid, om inte de lokala\nparterna kommer överens om att förlägga den kollektivavtalade förstärkta\nföreträdesrätten till annan fast förlagd sammanhängande period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Inhyrning av bemanningsföretag under kollektivavtalad förstärkt\nföreträdesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under den tid då arbetstagare har kollektivavtalad förstärkt\nföreträdesrätt kan inhyrning ske under sammanlagt 30 arbetsdagar, då\ninhyrning på grund av tidsbegränsning är motiverat. Inhyrning kan också ske\nför att säkerställa produktionens behöriga gång under den tid då\narbetsgivaren, utan onödigt dröjsmål, löser bemanningsbehovet genom\nåteranställning.\u003C\u002Fp>\n\n\u003Cp>Annan inhyrning av arbetskraft från bemanningsföretag än vad som sagts i\nförsta stycket under den tid då arbetstagare har kollektivavtalad förstärkt\nföreträdesrätt, ska föregås av överläggningar mellan företaget och\nverkstadsklubben. Om verkstadsklubben vid sådana överläggningar motsätter\nsig inhyrning, till förmån för att personalbehovet tillgodoses genom\nåteranställning, och arbetsgivaren då väljer återanställning gäller\nbestämmelserna i mom 6.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren, trots att verkstadsklubben motsatt sig detta, väljer att\nhyra in ska arbetsgivaren som avlösen av den kollektivavtalade förstärkta\nföreträdesrätten betala tre månadslöner (fast kontant lön) till de\narbetstagare som har företrädesrätt till återanställning enligt mom 3.\nAvlösen ska betalas till det antal arbetstagare som motsvarar antalet\ninhyrda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid företag där verkstadsklubb saknas, sker överläggning m.m. med lokal\nfacklig organisation.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en driftsenhet eller flytt av\nhela eller delar av verksamheten gäller inte några begränsningar mot\ninhyrning av arbetskraft från bemanningsföretag under den tid beslutet om\nnedläggning eller flytt verkställs.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om verkstadsklubben enligt mom 5 motsatt sig inhyrning har arbetsgivaren\nrätt att avseende en tredjedel av det antal arbetstagare som arbetsgivaren\nåteranställer frångå turordningen för återanställning enligt mom 3, för\ndet fall de lokala parterna inte dessförinnan träffat lokal överenskommelse\nom turordningen för återanställning.\u003C\u002Fp>\n\n\u003Cp>En återanställning på viss tid enligt föregående stycke och som\nomfattar högst sex månader är tillåten även om den skulle komma i konflikt\nmed kravet på lokal överenskommelse enligt mom 2 andra punkten andra stycket.\nOm visstidsanställningen är längre än sex månader tillämpas mom 2 andra\npunkten andra stycket och mom 3 fjärde stycket fullt ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En tredjedel fastställs genom matematisk avrundning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Förfarande vid återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att skynda på återanställningsprocessen kan företaget, som ett\nkomplement till andra kontakter, per post skicka ut\nåteranställningserbjudande till hela eller delar av den krets av arbetstagare\nsom omfattas av turordningen för återanställning enligt mom 3. Erbjudandet\nskickas till senast kända adress med begäran om svar inom viss tid, dock som\nkortast fem arbetsdagar från det att meddelandet skickades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att återanställningsprocessen ska bedrivas\nskyndsamt.\u003C\u002Fp>\n\n\u003Cp>I erbjudandet ska arbetsgivaren ange att antalet platser är begränsat och\natt en accept således inte innebär att återanställning är garanterad.\u003C\u002Fp>\n\n\u003Cp>När svar från arbetstagarna inkommit sker urvalet enligt mom 6 för\nåteranställning bland de arbetstagare som meddelat företaget att de är\nberedda att acceptera återanställningserbjudandet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Lön under uppsägningstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetaren ej bereds arbete under uppsägningstiden beräknas lönen efter\narbetarens medeltimförtjänst på tidlön och prestationslön enligt senast\ntillgängliga kvartalslönestatistik före uppsägningen. För skiftarbetare\nskall kompensation utgå för utebliven skiftersättning. Motsvarande gäller\narbetare som skulle deltagit i arbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>Iakttar icke arbetaren uppsägningstid, är arbetsgivaren berättigad att\nfrån innestående lön före skatteavdrag avdraga ett belopp motsvarande\nhälften av lägsta tidlön i den grupp arbetaren tillhör för ordinarie\narbetstimmar under uppsägningstid, som återstår vid avflyttningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Företagens åtgärder då en arbetstagares anställning skall upphöra\nframgår schematiskt av tabell (bilaga C), som dock endast redovisar de\nhuvudsakliga åtgärderna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Deltid i pensioneringssyfte (Deltidspension)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare kan ansöka om rätt till deltidspension från och med den\nmånad arbetstagaren fyller 60 år.\u003C\u002Fp>\n\n\u003Cp>Om deltidspension beviljas är anställningen från det att deltidspensionen\nbörjar gälla, en deltidstjänst med den sysselsättningsgrad som följer av\ndeltidspensionen.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § anställningsskyddslagen gäller inte för arbetstagare som har\ndeltidsanställning genom deltidspensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension, t.ex. skatteregler avseende uttag av\npensionsförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Ansökan och underrättelse (Deltidspension)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska hos arbetsgivaren skriftligen ansöka om deltidspension\nsex kalendermånader före det att deltidspensionen ska börja gälla. Av\nansökan ska tydligt framgå vilken sysselsättningsgrad som avses.\u003C\u002Fp>\n\n\u003Cp>Samtidigt som ansökan lämnas till arbetsgivaren ska arbetstagaren\nunderrätta verkstadsklubben.\u003C\u002Fp>\n\n\u003Cp>Senast två månader från det att arbetsgivaren mottagit ansökan ska\narbetsgivaren skriftligen till arbetstagaren och verkstadsklubben meddela svar\nom ansökan beviljas eller inte, för det fall inte uppskov överenskommits med\narbetstagaren. Att inte svara i rätt tid utgör ett brott mot en\nordningsföreskrift och har därmed inte innebörden att ansökan ska anses\nbeviljad. För det fall ansökan inte senare beviljats ska arbetsgivaren i\nförekommande fall betala 2.000 kr (beloppet räknas fr.o.m. 2014 årligen upp\nmed KPI) för åsidosättandet av ordningsföreskriften till den berörda\narbetstagaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan avslå ansökan om deltidspension om ett beviljande vid en\nobjektiv bedömning skulle medföra en beaktansvärd störning i\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Förhandling och tvist (Deltidspension)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om ansökan om deltidspension har avslagits och arbetstagaren vill få\nansökan prövad i förhandlingsordningen ska arbetstagaren underrätta lokal\nfacklig organisation som har att begära lokal förhandling. Tvisten ska då\nanses gälla deltidspension med sysselsättningsgraden 50 procent och ska\nbehandlas enligt Bilaga E Utdrag ur Huvudavtalet enligt följande.\u003C\u002Fp>\n\n\u003Cp>Frågan om deltidspension ska beviljas kan behandlas i lokal förhandling\noch därefter, om frågan inte lösts, slutligt i central förhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna varken i lokal eller central förhandling kan komma överens i\nfrågan om deltidspension enligt avtal kan beviljas utan beaktansvärd\nstörning i verksamheten, ska lokal facklig organisation om arbetstagaren vill\ndriva saken vidare, begära lokal förhandling om skyldighet för arbetsgivaren\natt betala skadestånd för felaktig avtalstillämpning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Kommentarer till reglerna om deltidspension i Mom 9-11, se bilaga I.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Tjänstgöringsbetyg och arbetsgivarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller arbetstagarens sida\nhar arbetstagaren rätt att erhålla tjänstgöringsbetyg, vilket utvisar\u003C\u002Fp>\n\n\u003Cp>■den tid som arbetstagaren har varit anställd\u003C\u002Fp>\n\n\u003Cp>■de arbetsuppgifter arbetstagaren har haft att utföra\u003C\u002Fp>\n\n\u003Cp>■samt, om arbetstagaren så begär, vitsord beträffande det sätt på\nvilket arbetstagaren har utfört sitt arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall lämna tjänstgöringsbetyget inom en vecka från det\natt arbetstagaren har begärt att få betyget.\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller arbetstagarens sida\nska arbetsgivaren, om arbetstagaren så begär, lämna arbetsgivarintyg.\nArbetsgivarintyget ska lämnas utan oskäligt dröjsmål.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>§ 3 Ordinarie arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom 1 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden skall i genomsnitt vara 40 timmar per helgfri\nvecka.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Under en beräkningsperiod om ett kalenderår får den genomsnittliga\narbetstiden per sjudagarsperiod inte överstiga 48 timmar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Arbetstiden för heltidsanställda arbetare förläggs enligt lokal\növerenskommelse eller genom överenskommelse mellan arbetsgivaren och\narbetaren enligt mom 2. Arbetstidsförläggningen har väsentlig betydelse för\natt bättre utnyttja företagets anläggningar och resurser liksom för att\ntillgodose arbetarnas önskemål. Olika längd och förläggning av arbetstiden\nunder olika tider av året skall kunna genomföras. Genom ökad användning av\nflera arbetstidsformer, t ex med olika lång arbetstid och med olika\nförläggning ges större möjlighet att anpassa arbetstiderna till både\nkundernas, företagets och arbetarnas intressen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Genom lokal överenskommelse kan arbetstiden förläggas även mellan\nklockan 24 och 05.\u003C\u002Fp>\n\n\u003Cp>Intill dess förhandling om den närmare förläggningen och indelningen av\nden dagliga arbetstiden avslutats, tillämpas dittillsvarande ordning. Endera\nparten kan påkalla huvudorganisationens medverkan.\u003C\u002Fp>\n\n\u003Cp>Kan lokal överenskommelse inte uppnås, skall för arbetstidens\nförläggning följande gälla:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>■Dagarbete\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden fördelas måndag - fredag inom ramen 07.12 - 18.00 med en\neller flera raster på tillsammans max 78 minuter. Arbetare är dock skyldig\natt tjänstgöra 5 timmar på lördag mellan 07.12 - 12.30 enligt en på\nförhand för två veckor i sänder av arbetsgivaren upprättad\ntjänstgöringslista. Arbetare som tjänstgör på lördag skall, om annan\növerenskommelse inte träffas, erhålla motsvarande ledighet i timmar\nnästpåföljande vecka i anslutning till sön- eller fridag.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>■Kvällsarbete\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan förlägga arbete under måndag - torsdag till klockan\n20.00 för 25 % av berörd avdelnings arbetsstyrka. I urvalet av 25 % kan lokal\növerenskommelse träffas om att mer än 25 % av avdelningens arbetsstyrka\nberörs.\u003C\u002Fp>\n\n\u003Cp>Hänsyn skall i så stor utsträckning som möjligt tas till den enskildes\nförutsättningar och möjligheter till kvällsarbete.\u003C\u002Fp>\n\n\u003Cp>Vid kvällsarbete måndag - torsdag erhåller den berörde arbetaren,\nutöver allmän kompensationsledighet, extra kompensationsledighet med 4\nminuter för varje påbörjad halv timme förlagd mellan kl. 18.00 - 20.00.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Enskilda överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Önskar arbetsgivaren eller arbetaren förlägga arbetstiden till annan tid\nän vad som gäller för huvuddelen av de anställda enligt mom 1 träffas\növerenskommelse direkt med den arbetare som berörs.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall underrätta den fackliga organisationen om\növerenskommelse med enskild arbetare.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse upphör senast 1 månad efter det att endera parten\nhar uttryckt önskemål om detta.\u003C\u002Fp>\n\n\u003Cp>Deltidsarbete förläggs enligt särskild överenskommelse mellan företaget\noch arbetaren.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall i förekommande fall skriftligen underrätta den lokala\nfackliga organisationen om de arbetstider som gäller för deltidsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Heltidsanställd arbetare äger rätt att för varje arbetsvecka\ntillgodoräkna sig 82 minuters kompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>Arbetare med tvåskiftsarbete äger för varje skiftvecka tillgodoräkna sig\n190 minuters kompensationsledighet. Rätt till kompensationsledighet med 190\nminuter förutsätter att arbetaren utfört arbete fem sammanhängande\narbetsdagar på tvåskift. Vid kortare skiftarbete utgår kompensationsledighet\ni proportion härtill.\u003C\u002Fp>\n\n\u003Cp>Heltidsarbetande arbetare som inte fullgjort sin ordinarie arbetstid viss\narbetsvecka och deltidsarbetande erhåller kompensationsledighet i proportion\ntill den kortare arbetstiden.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att kompensationsledighet eller del därav\nschemaläggs.\u003C\u002Fp>\n\n\u003Cp>För utläggning och ersättning vid kompensationsledighet gäller\nbestämmelserna i § 4.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska de år nationaldagen infaller en lördag eller en\nsöndag undersöka om det innebär att mer ordinarie arbetstid faktiskt lagts\nut i jämförelse med då annandag pingst var helgdag. Om en sådan beräkning\nleder till att ytterligare ordinarie arbetstid finns tillgänglig ska de lokala\nparterna träffa överenskommelse om kompensation. Ett alternativ till sådana\nberäkningar är att de lokala parterna slutligt reglerar frågan genom att\nårligen föra 2 timmar och 15 min till berörda arbetstagares\nkompensationsledighetssaldo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tvåskiftsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om att arbete utförs i två skift\nmellan kl 05.30 och 22.30 måndag - fredag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Förskjuten arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden kan förskjutas efter lokal överenskommelse. Vid\ningående av sådan överenskommelse skall såväl företagens som arbetarnas\nberättigade intressen beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Reservdelslager m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetare på reservdelslager och i butik kan arbetstiden förläggas\ntill samma tid som butiken hålls öppen.\u003C\u002Fp>\n\n\u003Cp>För vissa arbetare, såsom fastighetsskötare eller liknande kan\narbetstiden, där särskild överenskommelse härom träffas, bestämmas\noberoende av vad som sägs i mom 1.\u003C\u002Fp>\n\n\u003Cp>Andra stycket gäller även personal, som avdelats för in- och utkörning\nav fordon i anslutning till den ordinarie arbetstidens början eller slut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Arbetstidens kontrollerande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstiden skall noggrant iakttagas, varmed bl a avses att omklädning\nföre och efter arbetet inte får inkräkta på den ordinarie arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetaren är skyldig att ställa sig till efterrättelse de anordningar\nför arbetstidens kontrollerande som arbetsgivaren vidtager. Där\nstämplingskontroll är inrättad, får stämplingen icke inkräkta på\narbetstiden, men skall kontrollen så anordnas och tillämpas, att onödig\ntidsspillan eller svårighet ej vållas arbetarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Mom 8 Helgdagsaftnar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Påskafton, pingstafton, midsommarafton, julafton och nyårsafton är\nfridagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Beredskapstjänstgöring\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskapstjänstgöring förstås att arbetaren befinner sig i hemmet\neller på annan överenskommen plats och är beredd att med kort varsel rycka\nin för att utföra arbete. Ersättning fastställes för\nberedskapstjänstgöring utöver den ordinarie arbetstiden enligt\növerenskommelse vid varje enskilt företag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Mom 10 Dygnsvila\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa överenskommelse om dygnsvila.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat gäller följande.\u003C\u002Fp>\n\n\u003Cp>Varje arbetstagare ges minst elva timmars sammanhängande viloperiod per\n24-timmarsperiod, beräknad från arbetspassets början enligt arbetstagarens\ngällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från tredje stycket får göras tillfälligtvis, om det\nföranleds av något särskilt förhållande som inte kunnat förutses. Vid\nsådana avvikelser ska arbetstagaren ges motsvarande förlängd viloperiod i\nanslutning till det arbetspass som avbrutit viloperioden.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängd viloperiod av objektiva skäl inte kan läggas ut\nenligt föregående stycke ska arbetstagaren ges motsvarande förlängda\nviloperioder förlagda inom sju kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Om motsvarande förlängda viloperioder av objektiva skäl inte har kunnat\nläggas ut enligt föregående stycke förs kvarvarande tid till arbetstagarens\nkompensationsledighetssaldo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med motsvarande viloperiod avses mellanskillnaden mellan 11 timmar och den\nsammanhängande viloperioden som arbetstagaren har fått. Exempelvis 3 timmar,\nom viloperioden viss 24-timmarsperiod varit 8 timmar. Om viloperioden under\nflera på varandra följande 24-timmarsperioder varit kortare än 11 timmar ska\nmotsvarande viloperiod vara summan av mellanskillnaderna.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren beslutar att förlägga motsvarande viloperiod till\narbetstid tillämpas § 4 st 6 i fråga om betalning.\u003C\u002Fp>\n\n\u003Cp>Sådan tid som förs till kompensationsledighetssaldot bör genom\növerenskommelse läggas ut som betald ledighet inom en månad. Om\növerenskommelse inte träffats behandlas tiden som övrig tid i\nkompensationsledighetssaldot.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna äger var för sig, om synnerliga skäl föreligger,\nbegära central förhandling om tillämpningen av detta moment.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Utläggning och ersättning vid kompensationsledighet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Intjänande av kompensationsledighet framgår av reglerna i § 3 och § 8.\nKompensationsledighetssaldo skall på lämpligt sätt redovisas för\narbetarna.\u003C\u002Fp>\n\n\u003Cp>Utläggning av kompensationsledighet sker efter överenskommelse mellan\narbetare och arbetsledning. Vid utläggningen skall hänsyn tas dels till\narbetarens önskemål om utläggningen, dels till att utläggningen ej får\ninnebära olägenheter för produktionens behöriga gång.\u003C\u002Fp>\n\n\u003Cp>Efter överenskommelse mellan arbetsgivaren och arbetaren kan uttag av\nkompensationsledighet ske i form av kontant betalning som motsvarar aktuell\nlön per timme.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av kompensationsledighet skall motsvarande tid återföras som\ntillgänglig övertid enligt lag. Vad nu sagts gäller ej kompensationsledighet\npå grund av skiftarbete.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av kompensationsledighet sker inget avdrag på månadslönen. Till\narbetare med prestationslön betalas, utöver månadslönen,\nmedeltimförtjänsten på prestationslön enligt senast kända\nkvartalslönestatistik. Vid kompensationsledighet på grund av skiftarbete\nerhåller arbetaren dessutom OB-tillägg i den mån ledigheten infaller under\nsådan tid.\u003C\u002Fp>\n\n\u003Cp>Om en arbetares kompensationsledighet överstiger 100 timmar den 31 december\nvisst år skall överskjutande tid ersättas genom att belopp som motsvarar\nlön per timme betalas in som premie till pensionsförsäkring för arbetaren.\nFör arbetare med prestationslön skall beloppet, utöver aktuell lön per\ntimme, vara medelförtjänsten på prestationslön enligt senast tillgängliga\nlönestatistik och för tidavlönade arbetare aktuell lön per timme. Om\narbetaren senast den 15 januari så begär kan även övrig\nkompensationsledighet disponeras på detta sätt.\u003C\u002Fp>\n\n\u003Cp>Om uttag i form av pensionspremie medför lägre skattekostnader för\narbetsgivaren i förhållande till uttag i form av lön skall pensionspremien\nökas med mellanskillnaden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Protokollsanteckning\u003C\u002Fh3>\n\n\u003Cp>Skillnad i skattekostnad beräknas genom att aktuell lön per timme plus\narbetsgivaravgifter enligt lag divideras med aktuell lön per timme plus\nsärskild löneskatt på pensionskostnader (lön 100 % + arbetsgivaravgift\n31,42 % divideras med lön 100 % + särskild löneskatt 24,26 %):\u003C\u002Fp>\n\n\u003Cp>131,42\u003C\u002Fp>\n\n\u003Cp>---------------- \u003Cspan style=\"color:#ffffff\">********\u003C\u002Fspan> = 1,0576 dvs\nskillnaden är 5,76% (siffrorna avser 2020)\u003C\u002Fp>\n\n\u003Cp>124,26\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Lönebestämmelser\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Löneprinciper\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönesättningen skall vara differentierad. Löneskillnader skall vara\nobjektivt och väl motiverade. Lönen skall bestämmas med hänsyn till\nansvaret och svårighetsgraden i arbetsuppgifterna och den anställdes sätt\natt uppfylla dessa. Ett svårare arbete som ställer högre krav på\nskicklighet, ansvar och kompetens bör ge högre lön än ett enklare\narbete.\u003C\u002Fp>\n\n\u003Cp>Varje medarbetare skall veta på vilka grunder lönen satts och vad\nmedarbetaren kan göra för att öka lönen. Värdering av arbetsinnehåll och\npersonliga kvalifikationer utgör goda grunder för en bedömning. Teoretiska\noch praktiska kunskaper, omdöme och initiativ, ansvar, ansträngning,\narbetsmiljö, samarbets- och ledningsförmåga är exempel på viktiga faktorer\nsom bör användas av de lokala parterna vid en värdering.\u003C\u002Fp>\n\n\u003Cp>Vid höjda krav i befattningen, genom ökad erfarenhet, fler och mer\nkrävande arbetsuppgifter, ökade befogenheter, större ansvar, ökad kunskap\neller kompetens bör en anställd successivt kunna höja sin lön. Lönesystem\noch lönesättning bör utformas så att de blir en drivkraft för utvecklingen\nav de anställdas kompetens och arbetsuppgifter. Lönesättningen stimulerar\ndärigenom till produktivitetsökning och ökad konkurrenskraft. Ett bra\nlönesystem kombinerar arbetsgivarens krav på flexibilitet och mångkunnighet\nmed de anställdas möjlighet till att få rätt kompetens och tillräcklig tid\natt utföra arbetsuppgifterna. Samma löneprinciper skall gälla för samtliga\narbetstagare.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Diskriminerande eller andra sakligt omotiverade skillnader i löner eller\nandra anställningsvillkor mellan anställda skall inte förekomma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Löneform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet bygger på månadslön som kan kompletteras med tillägg, rörliga\nlönedelar eller prestationslön. Den löneform bör tillämpas som - med\nhänsyn till arbetets art och arbetsorganisation - bäst beaktar kraven på\nproduktivitet, arbetstillfredsställelse, effektivitet, konkurrenskraft och\nlönetrygghet. Med utgångspunkt i löneprinciperna bör de lokala parterna\nträffa överenskommelse om lönesystem. Kan överenskommelse inte träffas vid\nförhandling om lönesystem gäller reglerna § 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Lönegaranti\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid allt arbete skall, under avlöningsperioden, avtalets lägsta tidlön i\nden grupp arbetaren tillhör vara garanterad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Ändrade förutsättningar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Införs ändrade förutsättningar som ökar eller minskar arbetarens\nproduktionskapacitet, må förhandlingar upptas för justeringar av\nprestationslönen.\u003C\u002Fp>\n\n\u003Cp>Innan dessa förhandlingar slutförts får ingen ändring ske.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Lön per dag och timme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön per dag utgör:\u003C\u002Fp>\n\n\u003Cp>Månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>-----------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön per timme utgör:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen\u003C\u002Fp>\n\n\u003Cp>----------------------------\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid annan ordinarie arbetstid än 40 timmar per vecka i genomsnitt per\nkalenderår anpassas talet 175 i proportion till arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av lön per dag och timme medtas inte eventuell\npremielönedel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Löneberäkning vid frånvaro\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro del av dag eller hel dag för period om högst fem arbetsdagar\ngörs avdrag med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>Vid längre frånvaro än fem arbetsdagar görs avdrag med lön per dag för\nvarje kalenderdag som frånvaron omfattar. Arbetsfria dagar som inleder eller\navslutar en frånvaroperiod räknas inte som frånvarodagar.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs - oberoende av om frånvaron inleds\neller avslutas på arbetsfri dag - avdrag med hela månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid sjukfrånvaro och ledighet med tillfällig föräldrapenning finns\nsärskilda bestämmelser om löneavdrag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Lön för del av löneperiod\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare börjar eller slutar sin anställning under löpande\nkalendermånad betalas - förutom eventuell premielönedel - lön per timme om\nanställningen omfattar högst fem arbetsdagar av månaden och i andra fall\nlön per dag för varje kalenderdag som anställningen omfattar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Löneutbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utbetalning av månadslön sker en gång per månad vid en på förhand\nfastställd tidpunkt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Erbjudande om prestationslön m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Överenskommelse om prestationslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kan vid förhandling om lönesystem överenskommelse enligt § 5 mom 2 inte\nträffas skall den eller de arbetare, som skall utföra arbetet, före arbetets\npåbörjande erbjudas överenskommelse om prestationslönearbete. Då på grund\nav arbetets beskaffenhet dylik överenskommelse icke på förhand kan träffas,\nkan fastställande av prestationslön ske först viss tid efter arbetets\npåbörjande.\u003C\u002Fp>\n\n\u003Cp>Prestationslönearbetets art och omfattning skall fastställas på härför\navsedd arbetsorder, ackordssedel, lönesammandrag e dyl, som arbetsgivaren\ntillhandahåller och varav arbetstagaren skall erbjudas kopia eller\navskrift.\u003C\u002Fp>\n\n\u003Cp>Kan överenskommelse om arbete med prestationslön inte träffas mellan\narbetsgivaren och arbetaren betalas personlig tidlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Tidlöner\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Lägsta tidlöner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid varje arbetsplats skall alla där anställda arbetare åtnjuta viss\nlägsta tidlön varmed förstås den lägsta lön per månad, som inom angivna\ngrupper av arbetare får utgå.\u003C\u002Fp>\n\n\u003Cp>Allt efter skicklighet och flit samt arbetets svårighetsgrad erhåller\narbetaren högre lön, och skall dugliga arbetare, som arbetat ett flertal år\ni yrket, åtnjuta högre lön än lägsta tidlön.\u003C\u002Fp>\n\n\u003Cp>Lägsta tidlöner utgör i kronor per månad:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"524\">\u003Cp>Fr o m den avlöningsperiod som\n        innehåller:\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"2\" width=\"335\">\u003Cp>\u003Cstrong>Yrkesgrupp\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>t)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Fordonstekniker\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>23 399\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>23 918\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>\u003Csup>a)\u003C\u002Fsup>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Yrkesarbetare (mekaniker, elektriker, plåtslagare,\n        smeder, svetsare, maskinarbetare, karosseriarbetare, sadelmakare,\n        lackerare, gummireparatörer, reservdelsmän) som arbetat minst 6 år i\n        yrket samt är fullt kompetent att utföra inom resp. yrkesart\n        förekommande arbeten.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>22 618\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>23 120\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>b)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Yrkesarbetare,\u003C\u002Fp>\n\n        \u003Cp>som arbetat minst 5 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>21 705\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>22 187\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>\u003Csup>c)\u003C\u002Fsup>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Yrkesarbetere,\u003C\u002Fp>\n\n        \u003Cp>som arbetat minst 4 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>19 889\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>20 331\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>d)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Yrkesarbetare,\u003C\u002Fp>\n\n        \u003Cp>som arbetat minst 3 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>19 468\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>19 900\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>\u003Csup>e)\u003C\u002Fsup>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Yrkesarbetare,\u003C\u002Fp>\n\n        \u003Cp>som arbetat minst 2 år i yrket\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>19 283\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>19 711\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>f)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Arbetare som fyllt 18 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>18 424\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>18 833\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>g\u003Csup>)\u003C\u002Fsup>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Arbetare som fyllt 17 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>13 804\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>14 110\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"23\">\u003Cp>h)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"312\">\u003Cp>Arbetare som fyllt 16 år\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>13 471\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>13 770\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Timlöneregler framgår av Bilaga A.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_descriptions\">\u003Ch3>Mom 2 Yrkesgrupp t)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I yrkesgrupp t) inplaceras särskilt kvalificerade arbetare som\nsjälvständigt utför arbetsuppgifter som ställer speciellt höga krav på\nbåde teoretiskt och praktiskt kunnande. Övriga allmänna förutsättningar\nför att hänföras till denna grupp är att arbetaren uppfyller följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>■att arbetet utförs rationellt och effektivt\u003C\u002Fp>\n\n\u003Cp>■att ha ett stort kunnande och lång erfarenhet om det aktuella märket\neller vid t ex allroundverkstäder ett stort kunnande om olika märken\u003C\u002Fp>\n\n\u003Cp>■att tillgodogöra sig erforderlig utbildning och serviceinformation\u003C\u002Fp>\n\n\u003Cp>■att vid reparations- och underhållsarbete självständigt kunna klara\nfelsökning inom sitt arbetsområde\u003C\u002Fp>\n\n\u003Cp>■att kunna instruera och självständigt handleda medarbetare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att hänföras till yrkesgrupp t) skall arbetaren utöver ovan angivna\nallmänna förutsättningar uppfylla något av följande villkor:\u003C\u002Fp>\n\n\u003Cp>1.Mekaniker, lackerare, plåtslagare m fl som förutom sitt ordinarie arbete\nhar stadigvarande vissa verkstadsadministrativa arbetsuppgifter eller som\nkontinuerligt tar ansvar för och hjälper till med t ex arbetsledning,\nkundmottagning eller planering.\u003C\u002Fp>\n\n\u003Cp>2.Reservdelsman som förutom sitt ordinarie arbete dels deltar i den\növergripande lageradministrationen, dels har regelmässigt arbetsledande\narbetsuppgifter t ex 1:e man på lagret eller lagerchefens\nställföreträdare.\u003C\u002Fp>\n\n\u003Cp>3.Arbetare med särskilt stort tekniskt kunnande som utför arbetsuppgifter\nutöver vad som normalt krävs av en yrkesarbetare enligt något av följande\nalternativ.\u003C\u002Fp>\n\n\u003Cp>a)Självständigt utför arbetsuppgifter inom flera arbetsområden som t ex\ntraktorer, skördetröskor, lastbilar och entreprenadmaskiner.\u003C\u002Fp>\n\n\u003Cp>b)Självständigt utför samtliga arbetsuppgifter inom ett arbetsområde\ninklusive specialarbeten på t ex el, aggregat och hydraulik.\u003C\u002Fp>\n\n\u003Cp>c)Fältservicemekaniker som självständigt utför samtliga arbeten i fält\ninklusive tillhörande administrativa arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>4.Arbetare som har stort kunnande inom det egna arbetsområdet och\ndärutöver har stor mångkunnighet att även självständigt kunna utföra\nkvalificerade arbetsuppgifter på andra områden.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse träffas om inplacering i yrkesgrupp t).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>Mom 3 Inplacering i yrkesgrupp\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som genomgått någon av branschens yrkesnämnd godkänd\ngrundutbildning och därvid uppnått av yrkesnämnden fastställda mål,\ninplaceras i yrkesgrupp\u003C\u002Fp>\n\n\u003Cp>d). Efter ytterligare sex månaders arbete i yrket tillgodoräknas arbetaren\n4 år i yrket och må ej placeras i lägre grupp än c).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med godkänd grundutbildning avses:\u003C\u002Fp>\n\n\u003Cp>a)Gymnasieskolans 3-åriga fordonsprogram\u003C\u002Fp>\n\n\u003Cp>b)Av MYN godkänd grundläggande arbetsmarknadsutbildning\u003C\u002Fp>\n\n\u003Cp>c)Annan av yrkesnämnden godkänd grundutbildning\u003C\u002Fp>\n\n\u003Cp>Arbetare som genomgått någon av branschens yrkesnämnd godkänd\ngrundutbildning enligt ovan och som därefter genomgått av yrkesnämnden\ngodkänd påbyggnadsutbildning tillgodoräknas denna utbildning som arbetad tid\noch må ej inplaceras i lägre yrkesgrupp än c).\u003C\u002Fp>\n\n\u003Cp>För chaufförer, lagerarbetare, tvättare, lokalvårdare (städare)\nsmörjare, rekonditionerare och rostskyddsbehandlare, som fyllt 20 år och\narbetat 1 år i yrket, gäller de för yrkesgrupp b) fastställda lägsta\ntidlönerna.\u003C\u002Fp>\n\n\u003Cp>Kontorsstädare och barpersonal som fyllt 20 år och arbetat 1 år i yrket\ninplaceras i yrkesgrupp d). Barpersonal som är förste biträde inplaceras i\nyrkesgrupp b).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Särskilda löner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna om lägsta tidlön gäller icke arbetare under 16 år för\nvilka lönen bestämmes genom fri överenskommelse mellan arbetsgivaren och\nvidkommande arbetare.\u003C\u002Fp>\n\n\u003Cp>Efter lokal överenskommelse kan undantag även göras för arbetare, där\nsärskilda skäl föreligger.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Ch3>Mom 5 Arbete med tunga fordon och maskiner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete på lastbilar, maskiner och bussar med en totalvikt om minst 4500\nkg samt traktorer och motorredskap som har en motorstyrka om minst 20 hk skall\nhögre lön än avtalets lägsta tidlön betalas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 8 Ersättning för arbete på obekväm tid och övertid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Mom 1 Arbete på obekväm tid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbete på obekväm tid betalas, om annat inte överenskoms lokalt,\nföljande tillägg (kronor per timme):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"495\">\u003Cp>Fr o m den avlöningsperiod som\n        innehåller:\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>Dagtid 17.00-22.30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>25,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>26,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>Nattid 22.30-06.30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>33,10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>33,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>Lördag 06.30-12.30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>25,85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>26,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>Tillägg under helger och veckoslut\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>73,30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>74,95\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"114\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tillägget för helger och veckoslut betalas från kl 12.30 på lördag och\nkl 22.30 dag före helgdag till kl 22.30 på söndag och helgdag eller när\nfler sådana följer på varandra till kl 22.30 den sista av dem.\u003C\u002Fp>\n\n\u003Cp>Tillägg betalas inte på lördagar eller sön- och helgdagar för tid som\nutgör inarbetning av dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceamount1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Mom 2 Övertidsarbete\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som övertidsarbete räknas arbete utöver arbetstidsmåttet per dag enligt\ndet för arbetaren gällande arbetstidsschemat.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete ersätts dels med särskilt övertidstillägg, dels med\nersättning för den arbetade tiden. Ersättning för den arbetade tiden utges\nantingen i pengar eller om arbetaren så önskar i form av ledig tid,\nkompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet utgår med en timme för varje övertidstimme.\u003C\u002Fp>\n\n\u003Cp>För utläggning och ersättning vid kompensationsledighet gäller\nbestämmelserna i § 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidstillägg utges enligt följande tabell (kronor per timme):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"463\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd colspan=\"3\" width=\"463\">\u003Cp>Fr o m den avlöningsperiod som\n        innehåller:\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"253\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"107\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"253\">\u003Cp>Måndag-fredag (arbetsdagar)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>74,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>76,35\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"253\">\u003Cp>Arbetsfria vardagar i gällande arbetstidsschema\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>95,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>97,80\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"253\">\u003Cp>Lördag - söndag, helgdagar, midsommarafton, julafton\n        och nyårsafton\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>127,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>130,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"253\">\u003Cp>För den del av övertidsarbetet som överstiger 2\n        timmar utöver det för arbetaren gällande arbetstidsmåttet per dag\n        måndag - fredag, betalas utöver ersättning enligt ovan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"107\">\u003Cp>13,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>14,05\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"103\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidstillägg till minderåriga utges med 60% av ovanstående belopp.\n\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning och ersättning för obekväm arbetstid utges ej\nsamtidigt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Övertid och prestationslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren fordrar, att prestationslönearbete skall utföras på\növertid, erhåller arbetaren det fastställda övertidstillägget utöver\nprestationslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Skyldighet till övertidsarbete samt förhinder\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Då arbetsgivaren så anser erforderligt, skall arbetaren, såvida arbetaren\nicke har förhinder, arbeta på övertid i den utsträckning, som enligt\ngällande lag kan medges. Meddelande om att arbete på övertid skall äga rum\nävensom förhinder att arbeta på övertid skall lämnas i god tid. Vad i\ndetta mom sägs gäller också för beredskapstjänstgöring under fri-, sön-\noch helgdagar.\u003C\u002Fp>\n\n\u003Cp>Vid beordrande av övertidsarbete bör arbetsgivare se till, att sådant\narbete inte tas ut i större utsträckning än skälig hänsyn till kundkretsen\noch arbetets rationella bedrivande kräver i varje särskilt fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Semester\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Förläggning av semester m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semester utgår enligt lag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör, i syfte att följa gällande regler för förläggning\nav huvudsemester, senast den 1 mars efterhöra arbetstagarnas önskemål om\nförläggning av semester under perioden 1 juni till 31 augusti respektive\når.\u003C\u002Fp>\n\n\u003Cp>Uttag av sparade semesterdagar skall göras i den tidsföljd de har tjänats\nin.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>För intermittent deltidsarbete läggs semestern ut på så många\narbetsdagar av 25 som motsvarar deltidsarbetarens andel av full arbetstid.\nUppstår brutet tal skall höjning ske till närmast högre hela tal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vid tidsbegränsade anställningar om högst tre månader ska\nsemesterledighet inte läggas ut. Istället betalas semesterersättning med 13\nprocent av intjänad lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en nyanställds betalda semesterdagar inte täcker tiden för\narbetsgivarens huvudsemester eller om arbetstagaren i annat fall vill ha\nlängre ledighet än som motsvarar antalet intjänade semesterdagar kan\narbetsgivaren och arbetstagaren komma överens om tjänstledighet eller\nledighet utan löneavdrag under erforderligt antal dagar. Sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag görs, om anställningen upphör inom fem år\nfrån den dag den började, avdrag från innestående lön och\u002Feller\nsemesterersättning. Avdraget beräknas enligt § 5 mom 5 på den lön som\ngällde under ledigheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avdrag ska dock inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>■arbetstagarens sjukdom\u003C\u002Fp>\n\n\u003Cp>■förhållande som avses i § 4 tredje stycket första meningen lagen\n(1982:80) om anställningsskydd, eller\u003C\u002Fp>\n\n\u003Cp>■uppsägning från arbetsgivarens sida, som beror på förhållanden som\ninte hänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren har erhållit flera betalda semesterdagar än som motsvarar\narbetstagarens intjänanderätt och skriftlig överenskommelse enligt ovan inte\nhar träffats, gäller bestämmelserna om förskotterad semesterlön i 29 a §\nsemesterlagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Mom 3 Semesterlön och semestertillägg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under betald semester behåller arbetstagaren sin månadslön och fasta\nlönetillägg per månad samt får ett semestertillägg.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget per betald semesterdag är:\u003C\u002Fp>\n\n\u003Cp>■0,8 procent av månadslönen och fasta lönetillägg per månad. Detta\nsemestertillägg skall utbetalas med junilönen om inte lokal överenskommelse\nträffas om annat.\u003C\u002Fp>\n\n\u003Cp>■Arbetarens genomsnittsförtjänst per timme under närmast föregående\nkalenderår på eventuella premielönedelar, ersättning för restid, tillägg\nför arbete på obekväm tid, övertidstillägg, ersättning för\narbetsberedskap samt övriga semesterlönegrundande tillägg, multiplicerat\nmed\u003C\u002Fp>\n\n\u003Cp>-1,042 (motsvarar helglön)\u003C\u002Fp>\n\n\u003Cp>-8 (vid en genomsnittlig veckoarbetstid om 40 timmar per vecka)\u003C\u002Fp>\n\n\u003Cp>-1,22\u003C\u002Fp>\n\n\u003Cp>Detta semestertillägg utbetalas i anslutning till semestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För sparade semesterdagar beräknas semesterlön, semestertillägg och\nsemesterersättning på samma sätt som för betalda semesterdagar i övrigt.\nHänsyn tas dock till sysselsättningsgraden det intjänandeår de sparade\nsemesterdagarna intjänats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Ch3>Mom 4 Lägsta semesterlön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lägsta semesterlön per betald semesterdag för heltidsanställd med två\nårs anställningstid vid företaget, är följande (kr per dag):\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"495\">\u003Cp>Fr o m den avlöningsperiod som\n        innehåller:\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>Vuxna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1445\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1477\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>Minderåriga\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1067\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1091\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowanceamount1\">\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"114\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället anpassas beloppen till sysselsättningsgraden under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om semesterlönen per dag understiger det belopp som gäller för respektive\nsemesterår, ges en extra semesterutfyllnad per dag för att lägsta\nsemesterlön per dag skall uppnås.\u003C\u002Fp>\n\n\u003Cp>Kontroll av om semesterutfyllnad skall utgå görs på följande sätt.\nFörst beräknas semesterlönen per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Månadslönen x 4,6 % + semestertillägget per dag enligt\novan\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Talet jämförs med lägsta semesterlön per dag för respektive\nsemesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Semesterersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterersättning per dag är 4,6 procent av den aktuella månadslönen\nplus semestertillägg, med eventuellt tillägg eller avdrag i det fall\nsysselsättningsgraden ändrats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Permission\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Kort betald ledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>Med permission förstås kort ledighet med bibehållen lön under högst en\ndag. Arbetare avlönad med prestationslön erhåller utöver sin månadslön\ngenomsnittsförtjänsten på prestationslön enligt senast kända\nkvartalsstatistik. Vid nära anhörigs begravning kan permissionen dock också\nomfatta nödvändiga (högst två) resdagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission kan beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>■Eget bröllop\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>■Egen 50-årsdag\u003C\u002Fp>\n\n\u003Cp>■Nära anhörigs frånfälle\u003C\u002Fp>\n\n\u003Cp>■Nära anhörigs begravning\u003C\u002Fp>\n\n\u003Cp>■Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som nära anhörig räknas make\u002Fmaka, barn, syskon, föräldrar,\nsvärföräldrar, mor- och farföräldrar samt sammanboende under\näktenskapsliknande former och partner i registrerat partnerskap.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>■Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall.\u003C\u002Fp>\n\n\u003Cp>■Besök vid sjukvårdsinrättning efter remiss av företagsläkare eller\ndär sådan saknas av annan läkare. Detsamma gäller även till följd av\nremissen av läkare föreskrivna återbesök. Permission utgår för högst tre\nsådana återbesök.\u003C\u002Fp>\n\n\u003Cp>■Besök på företagshälsovårdscentral, hos företagsläkare eller annan\nav arbetsgivaren anvisad läkare för i företagshälsovården ingående\nhälsoundersökning. Skulle av arbetsgivaren anvisad läkare i sådant fall\nremittera arbetaren till annan läkare för kompletterande undersökning skall\njämväl ersättning betalas.\u003C\u002Fp>\n\n\u003Cp>Anhållan om permission skall göras i så god tid som möjligt.\u003C\u002Fp>\n\n\u003Cp>Orsaken till permissionen skall på förhand eller - om så inte kan ske - i\nefterhand styrkas om arbetsgivaren så begär.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Arbetsskada\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För arbetare som drabbas av arbetsskada tillämpas bestämmelserna i §\n12.\u003C\u002Fp>\n\n\u003Cp>Vid besök efter arbetsgivarens anvisning på sjukhus eller hos läkare\neller distriktssköterska för vård av skadan liksom vid av läkare\nföreskrivet återbesök utgår lön för förlorad arbetstid enligt mom 1 samt\nersättning för styrkta reskostnader och för läkarvård enligt fastställd\ntaxa. Om besök enligt ovan sker under pågående sjukperiod tillämpas\nistället bestämmelserna i § 12. Om besöket inträffar efter den 14\nkalenderdagen i sjukperioden utges varken sjuklön eller permissionslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Helglön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid helgdag som infaller måndag - fredag erhåller arbetare avlönad med\nprestationslön beräknad per timme, utöver sin månadslön,\ngenomsnittsförtjänsten på prestationslön enligt bilaga A p.5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Sjuklön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Rätt till sjuklön m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön regleras i lagen (1991:1047) om sjuklön. Rätten till\nsjuklön är begränsad till de första 14 kalenderdagarna i varje\nsjukperiod.\u003C\u002Fp>\n\n\u003Cp>För arbetare, som visstidsanställts för kortare tid än en månad,\ninträder rätten till sjuklön först sedan arbetaren tillträtt\nanställningen och därefter varit anställd i 14 kalenderdagar innan\nsjukdomsfallet inträffar.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom eller olycksfall ska arbetstagaren\nsnarast möjligt anmäla sjukdomsfallet till arbetsgivaren samt uppge när han\neller hon beräknar kunna återgå i arbete. Arbetstagaren har inte rätt till\nsjuklön för tid innan anmälan om sjukdomsfallet gjorts till arbetsgivaren.\nFöreligger laga förfall som hinder för anmälan, ska anmälan ske så fort\nhindret upphört.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska lämna arbetsgivaren en skriftlig försäkran om att han\neller hon har varit sjuk och i vilken omfattning han eller hon inte kunnat\narbeta på grund av sjukdomen. Arbetstagaren har inte rätt till sjuklön innan\nhan eller hon lämnat denna försäkran.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren eller Försäkringskassan begär det ska arbetstagaren för\natt ha rätt till sjuklön styrka sjukdomen med läkarintyg. Intyget ska utvisa\natt arbetsoförmåga föreligger samt sjukperiodens längd. Arbetsgivare kan\nanvisa särskild läkare att utfärda läkarintyget. Arbetsgivaren betalar\nkostnaderna för intyg som arbetsgivaren begärt. Har arbetsgivaren begärt\nintyg från viss läkare, är arbetsgivaren inte skyldig att ersätta kostnaden\nför intyg från annan läkare.\u003C\u002Fp>\n\n\u003Cp>Från och med den åttonde kalenderdagen ska arbetstagaren alltid styrka\nsjukdom med läkarintyg.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren lämnar oriktig eller vilseledande uppgift om förhållande\nsom är av betydelse har arbetstagaren inte rätt till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Beräkning av sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas under den sjuklöneperiod som anges i lagen (1991:1047) om\nsjuklön för sådan tid, som arbetstagaren skulle ha utfört arbete under\nordinarie arbetstid om arbetstagaren inte varit sjuk.\u003C\u002Fp>\n\n\u003Cp>För varje timme arbetstagaren är frånvarande på grund av sjukdom görs\nsjukavdrag med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Månadslönen x 12\n\n        \u003Cp>-------------------------------\u003C\u002Fp>\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>för sjukfrånvaro upp till 1\u002F5 av den genomsnittliga\n        veckoarbetstiden (karensavdrag)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>och med\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>Månadslönen x 12\n\n        \u003Cp>20% x---------------------------\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*******\u003C\u002Fspan>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>för sjukfrånvaro överstigande 1\u002F5 av den genomsnittliga\n        veckoarbetstiden\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>Arbetare avlönad med prestationslön erhåller, för sjukfrånvaro\növerstigande 1\u002F5 av veckoarbetstiden, dessutom 80 procent av\ngenomsnittsförtjänsten på prestationslön enligt senast kända\nkvartalsstatistik.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som skulle varit berättigad till ersättning för arbete på\nobekväm tid, erhåller, för sjukfrånvaro överstigande 1\u002F5 av\nveckoarbetstiden, dessutom 80 procent av denna som sjuklön.\u003C\u002Fp>\n\n\u003Cp>Om en ny sjukperiod börjar inom fem kalenderdagar efter det en tidigare\nsjukperiod avslutats betraktas denna som en fortsättning på föregående\nsjukperiod.\u003C\u002Fp>\n\n\u003Cp>Om kompensationsledighet enligt överenskommelse lagts ut då arbetstagaren\när frånvarande på grund av sjukdom ska den betalda ledigheten ligga fast och\nnågot sjukavdrag ska inte göras under den betalda ledigheten.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under de senaste 12 månaderna, räknat från den aktuella\nsjuklöne periodens början, haft tio karenstillfällen enligt ovan betalar\narbetsgivaren sjuklön om 80 procent även för sjukfrånvaro upp till 1\u002F5 av\nveckoarbetstiden.\u003C\u002Fp>\n\n\u003Cp>Vissa arbetstagare kan enligt beslut av Försäkringskassan av medicinska\nskäl ha rätt till sjuklön om 80 procent även för sjukfrånvaro upp till\n1\u002F5 av veckoarbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Sjukavdrag efter sjuklöneperioden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag frånvaron omfattar görs sjukavdrag med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med hela månadslönen. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 13 Föräldraledighet m.m.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Föräldraledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Ledighet p g a havandeskap eller bams födelse regleras enligt lag. Arbetare\nsom enligt lag har rätt att avhålla sig från arbete i samband med barns\nfödelse, skall om arbetaren önskar sådan ledighet, underrätta arbetsgivaren\ndärom senast två månader i förväg, eller om det ej kan ske, så snart som\nmöjligt, samt ange vilken tidsperiod ledigheten avser.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Motsvarande gäller även arbetare som enligt lag äger rätt till ledighet\ni samband med att arbetstagaren i sitt hem mottager barn såsom fosterbarn\neller adoptivbarn.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ansökan om föräldraledighet för perioden 1 juni till 31 augusti\nrespektive år bör inges i samband med semesteransökan till arbetsgivaren,\ndet vill säga normalt senast den 1 mars.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ledighet med tillfällig föräldrapenning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning görs avdrag för varje\nfrånvarotimme med\u003C\u002Fp>\n\n\u003Cp>Månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>--------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med arbetarens hela\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Betalning vid omplacering\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Träffar de lokala parterna inte överenskommelse om betalningsregler vid\nomplacering av arbetare till annan befattning gäller de i mom. 2 angivna\nbestämmelserna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Omplacering\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med omplacering avses varaktig förflyttning till annan befattning. Avsikten\när att förändringen skall bli stadigvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med omplacering avses exempelvis att en arbetare stadigvarande övergår\nfrån reparationsarbete till lager-, verktygs- eller förrådsarbete eller till\narbete på bensinstationer. När en arbetare vilken stadigvarande arbetat med\nspecialuppgifter och stadigvarande överförs till andra arbetsuppgifter\nföreligger omplacering. ”Annat arbete” i avtalets mening föreligger ej\ndå en arbetare, vars ordinarie arbete omfattar olika arbetsuppgifter, går\nfrån en av sina arbetsuppgifter till en annan.\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg betalas ej till arbetare med mindre än två års\nobruten anställning i företaget.\u003C\u002Fp>\n\n\u003Cp>Vid omplacering tillämpas den för den nya befattningen gällande lönen\nfr.o.m. följande nya löneperiod.\u003C\u002Fp>\n\n\u003Cp>Sker omplacering till befattning med lägre lön betalas ett personligt\nomplaceringstillägg motsvarande skillnaden mellan arbetarens genomsnittliga\nförtjänst senast kända kvartal och motsvarande förtjänst för den nya\nbefattningen under motsvarande tid. Omplaceringstillägg avräknas under tre\når med en tredjedel per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Omplaceringstillägg enligt detta moment betalas ej\u003C\u002Fp>\n\n\u003Cp>■om omplaceringen sker på arbetarens egen begäran\u003C\u002Fp>\n\n\u003Cp>■vid omplacering som föranleds av arbetarens eget förvållande\u003C\u002Fp>\n\n\u003Cp>■om arbetaren är berättigad till arbetsskadelivränta enligt lag om\narbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Omplacering som är sakligt motiverad av exempelvis ålders- eller\nhälsoskäl berättigar till omplaceringstillägg, oavsett om den sker på\narbetstagarens begäran eller på arbetsgivarens initiativ.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 15 Arbete utom verkstaden\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Mom 1 Traktamenten och researvoden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan med utgångspunkt från gällande skattelagstiftning\nträffa överenskommelse om ersättning för ökade levnadskostnader vid resor\ni tjänsten.\u003C\u002Fp>\n\n\u003Cp>Träffas ej sådan överenskommelse gäller följande. Vid arbete utom\nverkstaden utges traktamente om färdvägen från arbetsplatsen till verkstaden\nrespektive bostaden uppgår till minst 50 km och arbetaren på grund av\ntjänsteresan måste övernatta utanför sitt hem.\u003C\u002Fp>\n\n\u003Cp>Traktamente för dag är 240 kronor. För avresedagar med avresa efter kl\n12.00 och hemresedagar med återkomst före kl 19.00 är beloppet dock 120\nkronor per dag. Vid längre bortovaro än 3 månader på samma ort är\ntraktamente för heldag 168 kronor.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren ej betalar kostnaden för logi utges traktamente för natt\nmed 120 kronor.\u003C\u002Fp>\n\n\u003Cp>Ovan angivna belopp avser 2020 års nivå och ändras i enlighet med\nSkatteverkets schablonbelopp\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse om annat ej träffats och traktamente enligt ovan utges,\nerhåller arbetaren ett researvode om 155 kronor per dag. På avresedagar med\navresa efter kl 12.00 och hemresedagar med återkomst före kl 19.00 utges dock\nresearvode med 80 kronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Researvode vid kort bortovaro\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa med en färdväg som överstiger 4 km från ordinarie\narbetsplats och som ej berättigar till traktamente enligt mom 1 betalas, om\nannan överenskommelse inte träffats lokalt, researvode om 80 kronor vid\nbortovaro 4-10 timmar och 145 kronor vid bortovaro mer än 10 timmar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Researvodet enligt detta moment utges icke när arbetsgivaren betalar\narbetaren mat av tillfredsställande beskaffenhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Resersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid resor i samband med arbete utom verkstaden erhåller arbetaren\nersättning för resbiljett och frakt för bagage samt ersättning för\nrestiden efter arbetarens ordinarie tidlön (oavsett om resan äger rum på\narbetsdag eller sön- respektive helgdag) för så lång tid resan varar, dock\nhögst för 10 timmar. Där resa försiggår under natten äger arbetaren dock\nuppbära sin tidlön för den del av restiden som inträffar mellan kl 19.00\noch 07.00 om sovplats ej bereds arbetaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Där månadslön innehåller premielönedel må lokal överenskommelse\nträffas om ersättningen. Träffas inte sådan överenskommelse utgår till\narbetaren 50 % av arbetarens medeltimförtjänst på premielönedelen enligt\nsenast tillgängliga kvartalslönestatistik, dock lägst 95 % av den totala\nlönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Sjukdom vid resa i tjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetare vid arbete på annan ort blir arbetsoförmögen på grund av\nstyrkt sjukdom eller olycksfall, vilka ej är självförvållade, utges\ntraktamente under högst 14 dagar, såvida annan överenskommelse icke\nträffats. För tid därutöver utges ersättning för de merkostnader, som\nuppstår genom att arbetsoförmågan inträffat utom hemorten. Vid hemresa i\nsamförstånd med arbetsgivaren utges ersättning för resbiljett och\ntraktamente.\u003C\u002Fp>\n\n\u003Cp>Avlider arbetare vid arbete på annan ort, skall den avlidne återbördas\ntill hemorten på arbetsgivarens bekostnad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Lön vid utbildningskurs\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som bevistar av arbetsgivaren anvisad utbildningskurs erhåller\nersättning för förlorad arbetsförtjänst enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Kurs utanför företaget\u003C\u002Fh4>\n\n\u003Cp>Vid kurs som hålles utanför företaget utges ersättning för ordinarie\narbetstid med aktuell lön plus medeltimförtjänsten på eventuell\nprestationslön enligt senast kända kvartalslönestatistik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Kurs inom företaget\u003C\u002Fh4>\n\n\u003Cp>Vid kurs som hålles inom företaget utges ersättning för schemalagd tid\nmed aktuell lön plus medeltimförtjänsten på eventuell prestationslön\nenligt senast kända kvartalslönestatistik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Resa till och från kurs\u003C\u002Fh4>\n\n\u003Cp>Resa till och från kurs betalas med arbetarens tidlön enligt\nbestämmelserna i denna paragraf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Traktamente\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Traktamente eller fri kost och fritt logi utges enligt bestämmelserna i\ndenna paragraf.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 16 Arbetsmiljöfrågor m m\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Allmänna riktlinjer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljölagen med tillhörande förordning och föreskrifter utgör\nramverket för hur arbetsmiljöarbetet skall bedrivas i företagen. Riktlinjer\nför arbetsmiljöarbetet är framtagna mellan MAF och IF Metall, bilaga G.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Arbetsgivarens skyldigheter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har enligt arbetsmiljölagen och föreskriften om systematiskt\narbetsmiljöarbete huvudansvaret för arbetsmiljöarbetet i företaget. Arbetet\nskall ske i samverkan mellan arbetsgivare, arbetstagare och fackliga\norganisationer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckning\u003C\u002Fh4>\n\n\u003Cp>Förtydliganden till momenten 1 och 2 finns att läsa bl. a. i av\nArbetsmiljöverket utarbetade föreskrifter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Arbetarens skyldigheter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare är skyldig att använda anbefallen skyddsutrustning och\nskyddsanordningar och i övrigt medverka i arbetet att åstadkomma en god\narbetsmiljö. Arbetare är skyldig att väl vårda arbetaren anförtrodd\nmateriel och vid anfordran utkvittera denna. Arbetaren skall så snart verktyg\nförkommit omedelbart anmäla detta till närmaste förman, som skriftligen\nbör bekräfta sådan anmälan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Mom 4 Överdragskläder\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren tillhandahåller varje arbetare fria överdragskläder och\nnär så erfordras skyddsskor av tillfredställande beskaffenhet samt\nombesörjer tvätt och lagning av desamma. Dessa överdragskläder förblir\narbetsgivarens egendom.\u003C\u002Fp>\n\n\u003Cp>I de fall då svårigheter föreligger för arbetsgivaren att ombesörja\ntvätt och lagning av överdragskläder, kan överenskommelse träffas om att\narbetarna på egen bekostnad ombesörjer detta, dock att arbetsgivaren, där\nannat ej överenskommes, härtill bidrager med nedanstående angivet belopp,\nvilket utbetalas kvartalsvis i efterskott.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"495\">\u003Cp>Fr o m den avlöningsperiod som\n        innehåller:\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1 dec 2020\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1 maj 2022\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"269\">\u003Cp>Kr per arbetare och kvartal\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>720\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>736\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 17 Skadeansvar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om anställd i tjänsten framför motordrivet fordon och om det vid färd\nuppstår person- eller egendomsskada, är arbetsgivaren skyldig svara för\nsådan skada om inte den anställde uppsåtligen eller av grov vårdslöshet\nåstadkommit skadan eller skadan uppstått på grund av onykterhet hos den\nanställde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 18 Arbetets ledning m m\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Arbetsgivarens rätt att leda och fördela arbetet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med iakttagande av lag, avtalets bestämmelser och andra mellan parterna\nträffade avtal äger arbetsgivaren rätt att leda och fördela arbetet, att\nfritt antaga eller avskeda arbetare samt att använda arbetare, oavsett om\ndessa är organiserade eller ej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Föreningsrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föreningsrätten skall på ömse sidor lämnas okränkt.\u003C\u002Fp>\n\n\u003Cp>Anser arbetarna, att avskedande ägt rum under omständigheter, som kan\ntolkas såsom angrepp på föreningsrätten, äger de, innan andra åtgärder\nvidtages, genom sin organisation påkalla undersökning för vinnande av\nrättelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Verkmästare - förman\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med verkmästare eller förman avses den, vilken är anställd som\narbetsgivarens speciella representant gentemot arbetarna och åtnjuter\navlöning såsom sådan samt utövar befäl med uppdrag att leda, fördela\neller kontrollera arbetet och icke själv annat än tillfälligtvis deltager i\ndetsamma.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 19 Obligatoriska personalförsäkringar\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Avtalsförsäkringar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall i enlighet med överenskommelser mellan SAF och LO,\nvilka i särskild ordning antagits av förbunden, teckna och vidmakthålla\nföljande försäkringar för arbetare:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>■Tjänstegrupplivförsäkring, TGL\u003C\u002Fp>\n\n\u003Cp>■Omställningsförsäkring, AGB och omställningsstöd\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>■Avtalsgruppsjukförsäkring, AGS\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>■Avtalspension SAF-LO, ASL\u003C\u002Fp>\n\n\u003Cp>■Deltidspension (2,1 % fr o m 1 december 2020)\u003C\u002Fp>\n\n\u003Cp>■Försäkring om föräldrapenningtillägg, FPT\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>■Trygghetsförsäkring vid arbetsskada, TFA\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ovannämnda försäkringar tecknas via Fora AB, 101 56 STOCKHOLM, Telefon:\n08-787 40 10, www.fora.se\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 2 MYN\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företag är skyldigt erlägga avgift till Motorbranschens Yrkesnämnd\nenligt särskilt träffad överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 20 Permitteringslön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den av SAF-LO träffade överenskommelsen om permitteringslön gäller på\navtalsområdet, se bilaga D.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 21 Huvudavtal och förhandlingsordning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det mellan SAF och LO den 20 december 1938, med ändringar senast 1974,\nträffade huvudavtalet skall gälla för tid som däri anges.\u003C\u002Fp>\n\n\u003Cp>Uppstår tvist mellan arbetsgivare och arbetare, skall den sålunda\nbehandlas enligt Kap II i huvudavtalet.\u003C\u002Fp>\n\n\u003Cp>Huvudavtalets Kapitel II -Förhandlingsordning m m återfinns i ”Utdrag ur\nHuvudavtalet”, bilaga E.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 22 Överenskommelse om utvecklingsavtal och jämställdhetsavtal\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna har den 22 oktober 1983, träffat överenskommelse om\nutvecklingsavtal och jämställdhetsavtal grundade på överenskommelser mellan\nSAF, LO och PTK av den 15 april 1982 resp den 3 mars 1983.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 23 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Denna uppgörelse gäller för tiden till och med den 30 april 2023 och\ndärefter år efter år såvida ej begäran om förhandling sker minst två\nmånader före den 30 april 2023. Om begäran om förhandling framställs före\ndetta datum gäller uppgörelsen för tid efter den 30 april 2023 med sju\ndagars ömsesidig uppsägningstid. I samband med begäran om förhandling skall\npart som begär förhandling överlämna förslag till nytt avtal. Senast 7\ndagar därefter skall motpart överlämna sitt förslag till nytt avtal.\u003C\u002Fp>\n\n\u003Cp>Om part senast den 31 oktober 2021 har sagt upp överenskommelsen upphör\nden att gälla den 30 april 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 4 november 2020\u003C\u002Fp>\n\n\u003Cp>MOTORBRANSCHENS ARBETSGIVAREFÖRBUND\u003C\u002Fp>\n\n\u003Cp>Johan Grauers\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>INDUSTRIFACKET METALL \u003C\u002Fp>\n\n\u003Cp>Veli-Pekka Säikkälä\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga A Regler för timlön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För timlön gäller följande kompletterande regler.\nParagrafhänvisningarna hänför sig till Motorbranschavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Timlönens beräkning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Timlönen avvägs med utgångspunkt från arbetets art samt arbetarens\nduglighet och prestation. Lägsta timlön utgörs av månadslönen enligt § 7\ndividerad med 175.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Uttag av kompensationsledighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uttag av kompensationsledighet betalas timlön för varje timme som\nutläggs. Prestationslönearbetare erhåller sin medeltimförtjänst på\ntidlön och prestationslön enligt senast tillgängliga kvartalslönestatistik\nför varje timme som utläggs. Vid kompensationsledighet på grund av\nskiftarbete erhåller arbetaren dessutom ob-tillägg i den mån ledigheten\ninfaller under sådan tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Underlag för beräkning av semesterlön är arbetarens medeltimförtjänst\nunder det närmast föregående kalenderåret. Medeltimförtjänsten beräknas\ngenom att summan av tidlön och ackord, ersättning för restid, tillägg för\narbete på obekväm tid, övertidstillägg, ersättning för arbetsberedskap\nsamt övriga semesterlönegrundande tillägg, divideras med antalet arbetade\ntimmar. Den sålunda framräknade medeltimförtjänsten ökas med 4,2 % som\nmotsvarar helglön.\u003C\u002Fp>\n\n\u003Cp>Är medeltimförtjänsten ej representativ med hänsyn till grunderna för\nberäkning av semesterlön enligt detta avtal kan medeltimförtjänsten\nanpassas.\u003C\u002Fp>\n\n\u003Cp>För arbetare med rätt till semesterlön, för vilken medeltimförtjänsten\nenligt ovan ej kan beräknas, uppskattas medeltimförtjänsten med hänsyn till\nden lön som arbetaren sannolikt skulle ha uppburit under kalenderåret\nnärmast före semesteråret, om arbetaren då utfört arbete för\narbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>För varje betald semesterdag multipliceras den sålunda beräknade\nmedeltimförtjänsten med 8. Semesterlönen per dag erhålls genom att\nmultiplicera det sålunda framräknade beloppet med 1,22.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen kan därvid uträknas enligt följande formel:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Semesterlönen per dag = medeltimförtjänsten x 1,042 x 8 x\n1,22.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Faktorn 8 gäller vid en genomsnittlig veckoarbetstid om 40 timmar per\nvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Permission\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med bibehållen lön förstås för tidlönearbetare arbetarens tidlön och\nför prestationslönearbetare arbetarens medeltimförtjänst på tidlön och\nprestationslön enligt senast kända kvartalsstatistik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Helglön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare erhåller helglön motsvarande arbetarenss medeltimförtjänst på\ntidlön plus prestationslön under september månad multiplicerad med 8.\nDeltidsarbetare erhåller helglön motsvarande sin medeltimförtjänst enligt\novan, multiplicerad med sin genomsnittliga dagarbetstid per vecka.\u003C\u002Fp>\n\n\u003Cp>Helglön utgår ej vid tidsbegränsade anställningar om högst en\nmånad.\u003C\u002Fp>\n\n\u003Cp>Helglön utgår för följande dagar:\u003C\u002Fp>\n\n\u003Cp>Nyårsdagen, trettondagen, långfredagen, annandag påsk, första maj,\nKristi Himmelsfärdsdag, nationaldagen, midsommarafton, julafton, juldagen,\nannandag jul och nyårsafton.\u003C\u002Fp>\n\n\u003Cp>Ovanstående gäller under förutsättning att helgdagen infaller\nmåndag-fredag.\u003C\u002Fp>\n\n\u003Cp>För arbetare med helglönerätt för vilken medeltimförtjänsten enligt\novan ej kan beräknas, uppskattas helglönen med hänsyn till den lön som\narbetaren sannolikt skulle ha uppburit under september månad om arbetaren då\nhade utfört arbete för arbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan innehålla helglön för arbetare som avsiktligen eller av\nuppenbar vårdslöshet är olovligt frånvarande vid arbetstidens slut eller\nbörjan före respektive efter helglöneberättigad dag enligt för arbetaren\ngällande arbetstidsschema. Vid semester eller annan beviljad ledighet\nförskjuts dessa tidpunkter i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>Helglön betalas vid det avlöningstillfälle, som avser den\navlöningsperiod, inom vilken helgdagen infaller.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar\u003C\u002Fh4>\n\n\u003Cp>1. Vid skriftligt beviljad ledighet - oberoende av anledning - utgår\nhelglön för de helglöneberättigade dagar som infaller under de 30 första\nkalenderdagarna under ledigheten. Återgår arbetare i tjänst vid\narbetsplatsen under minst en månad skall därefter infallande ledighet räknas\nsom ny helglöneberättigad period.\u003C\u002Fp>\n\n\u003Cp>Beräkningen skall ske med utgångspunkt från första respektive sista\ntjänstgöringsdag i den aktuella perioden. Uppbär arbetaren i samband med\nledighet för studier statligt eller kommunalt studiebidrag för\nhelglöneberättigad dag skall helglönen minskas med motsvarande belopp.\u003C\u002Fp>\n\n\u003Cp>2. Arbetare, som har rätt till sjukpenning för annars helglöneberättigad\ndag, har ej rätt till helglön för sådan dag. Vid sjukskrivning med rätt\ntill sjukpenning del av dag utgår dock helglön för den del av dagen\narbetaren ej är sjukskriven.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön utgör 80 procent av arbetarens aktuella förtjänst per timme,\nberäknad enligt nedan.\u003C\u002Fp>\n\n\u003Cp>Med aktuell förtjänst avses\u003C\u002Fp>\n\n\u003Cp>■för arbetare med enbart timlön, timlönen\u003C\u002Fp>\n\n\u003Cp>■för övriga arbetare, arbetarens medeltimförtjänst enligt senast\nkända kvartalsstatistik\u003C\u002Fp>\n\n\u003Cp>■för arbetare vars arbetstid är förlagd till obekväm tid, sådan\nOB-ersättning som arbetaren skulle ha erhållit om arbetaren varit i\narbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas inte för sjukfrånvaro upp till 1\u002F5 av veckoarbetstiden\n(karensavdrag), se § 12 Mom 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.Löneutbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I samband med fastställande av arbetstid och semester för kalenderåret\nbör även löneperioder och löneutbetalningsdagar fastställas.\u003C\u002Fp>\n\n\u003Cp>Senaste utbetalningsdag är 9 arbetsdagar efter löneperiodens slut om lokal\növerenskommelse inte träffas om annan utbetalningsdag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga B Överenskommelse om företagens medverkan vid uppbörd av\nfackföreningsavgifter\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Uppbörd av fackföreningsavgift\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall, på sätt nedan anges, medverka till uppbörden av\narbetarnas ordinarie fackföreningsavgifter.\u003C\u002Fp>\n\n\u003Cp>Avdrag av fackföreningsavgift får endast ske för de arbetare, som lämnat\nskriftlig fullmakt till arbetsgivaren att göra avdrag. Avdrag görs fr.o.m.\nden avlöningsperiod som börjar närmast en månad efter det att fullmakt\növerlämnats till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Avdrag och inbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren gör i samband med ordinarie löneutbetalning avdrag för av\narbetarparten beslutad medlemsavgift.\u003C\u002Fp>\n\n\u003Cp>Medlemsavgift skall anges i krontal och\u002Feller i procent av bruttolönen. Om\nmedlemsavgiften helt eller till del är angiven som procentsats av bruttolönen\nfår procentsatsen anges med högst två decimaler.\u003C\u002Fp>\n\n\u003Cp>Eventuell högsta respektive lägsta medlemsavgift ska vara angiven i helt\nkrontal.\u003C\u002Fp>\n\n\u003Cp>Med ”bruttolön” avses den inkomst på vilken preliminär A-skatt enligt\nskattetabell skall beräknas med undantag av naturaförmåner.\u003C\u002Fp>\n\n\u003Cp>Avdrag för fackföreningsavgift görs efter samtliga i lag eller annan\nförfattning reglerade avdrag, samt närmast efter samtliga avdrag, som avser\nav arbetsgivarens fordringar eller sammanhänger med\nanställningsförhållandet. Det lönebelopp som återstår efter det att\narbetsgivaren har gjort de avdrag som skall göras före avdrag för\nfackföreningsavgift benämns här nettolön.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska göra avdrag enbart om fullt avdrag kan göras från\nnettolönen. Det innebär att nettolönen minst måste motsvara\nfackföreningsavgiften.\u003C\u002Fp>\n\n\u003Cp>Summan av de medel som arbetsgivaren gjort avdrag för inbetalas till\nförbundet i anslutning till företagets ordinarie löneutbetalning.\nArbetsgivarens ekonomiska ansvar är begränsat till redovisning av de avgifter\nsom dragits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Arbetarpartens uppgiftsskyldighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetarparten skall senast under november månad varje år skriftligen eller\npå motsvarande sätt underrätta arbetsgivaren om de avdrag för\nfackföreningsavgifter, som skall tillämpas under kommande kalenderår.\u003C\u002Fp>\n\n\u003Cp>Lämnas inte uppgifter enligt första stycket tillämpas oförändrade\navdrag under kommande kalenderår.\u003C\u002Fp>\n\n\u003Cp>Arbetarparten överlämnar till arbetsgivaren en förteckning över de nya\nmedlemmar, för vilka avgift skall dras. Samtidigt överlämnas erforderliga\nfullmakter. Avdrag skall ske från och med den avlöningsperiod de lokala\nparterna enas om.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Redovisning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens uppgifter lämnas på redovisningslista eller enligt lokal\növerenskommelse. Förbundet skall till arbetsgivare, som så önskar,\növerlämna förtryckta redovisningsblanketter.\u003C\u002Fp>\n\n\u003Cp>För redovisning enligt redovisningslista gäller följande.\u003C\u002Fp>\n\n\u003Cp>På redovisningslistan anges arbetsgivarens namn, arbetsplats och\norganisationsnummer.\u003C\u002Fp>\n\n\u003Cp>Dessutom anges samtliga arbetstagare för vilka avgifter dragits under\nperioden med angivande av namn och personnummer samt summan av för varje\narbetare avdraget belopp.\u003C\u002Fp>\n\n\u003Cp>Uppgift skall också lämnas om arbetare för vilka avdrag inte gjorts under\nföregående månad på grund av att nettolönen inte medgett fullt avdrag samt\ndet inte gjorda avdragets storlek.\u003C\u002Fp>\n\n\u003Cp>Uppgiftsskyldigheten gäller endast arbetare som lämnat fullmakt. Vid\nfrånvaro som sträcker sig över flera hela redovisningsperioder skall uppgift\natt lön inte uppburits lämnas endast vid första redovisningstillfället.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör informera representant för verkstadsklubben om arbetare\nsom har nyanställts.\u003C\u002Fp>\n\n\u003Cp>Uppgift skall också lämnas om arbetare som slutat sin anställning eller\ndragit tillbaka sin fullmakt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga C Schematisk sammanställning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Här redovisas de huvudsakliga åtgärderna. Detaljbestämmelsema återfinns\ni cirkulär, meddelanden och i särskilda broschyrer\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"115\">\u003Cp>Planerat beslut\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>MBL*\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>Skriftligt varsel till Arbetsförmedlingen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Varsel till verkstads- klubben eller IFMetalls\n        avdelning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Underrättelse till den anställde\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Skriftlig uppsägning\u002F besked till den anställde.\n        Uppsägningstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>Rätt till återanställning (företrädesrätt)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Rätt till lön\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"115\">\u003Cp>Då visstidsanställning enligt Motorbransch­avtalet\n        ska upphöra.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Besked snarast möjligt och senast vid utgången av\n        den begränsade anställningen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>Ja, om anställningen upphört pga arbetsbrist, under\n        9 mån om anställning pågått mer än 12 mån.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Ja, t.o.m. sista\u003C\u002Fp>\n\n        \u003Cp>anställnings-\u003C\u002Fp>\n\n        \u003Cp>dagen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"115\">\u003Cp>Uppsägning p.g.a. personliga skäl.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Minst två veckor före uppsägningen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Minst två veckor före uppsägningen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Skriftlig uppsägning. Anställningar som ingåtts\n        före 1\u002F1 1997 1-6 mån beroende på ålder. Övriga anställningar 1-6\n        mån beroende på anställningstid.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Ja, under uppsägnings­tid.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"115\">\u003Cp>Uppsägning p.g.a. driftsinskränkning.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>Ja.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>Om minst 5 personer berörs: 2-6 månader för\n        driftsinskränkning beroende på hur många personer som berörs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Se ovan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>Ja, under nio månader, på begäran om anställningen\n        pågått mer än ett år.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Ja, under uppsägnings­tid.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"115\">\u003Cp>Omedelbart avskedande.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Minst 7 dagar i förväg.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Minst 7 dagar i förväg.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Skriftligt avsked. Ingen uppsägningstid.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Ja, t.o.m. sista\u003C\u002Fp>\n\n        \u003Cp>anställnings-\u003C\u002Fp>\n\n        \u003Cp>dagen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"115\">\u003Cp>Permittering.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>Ja.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>Minst en månad före permitteringen om minst 5\n        personer berörs.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>Ja.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Ja. Undantag för permitte­ring under huvudsemes- tem\n        de första 10 dagarna.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"115\">\u003Cp>Avgång med ålderspension.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"68\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"118\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Minst en månad före\u003C\u002Fp>\n\n        \u003Cp>pensioneringen.\u003C\u002Fp>\n\n        \u003Cp>Skriftligen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"125\">\u003Cp>Se underrättelse.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>Nej.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>Ja, till sista\u003C\u002Fp>\n\n        \u003Cp>anställnings-\u003C\u002Fp>\n\n        \u003Cp>dagen.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>* Information och primär förhandling enligt MBL före beslut om\ndriftsinskränkning. MBL = Medbestämmandelagens 11 § om primär\nförhandlingsskyldighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SENIOR_trigger\">\u003Ch2>Bilaga D Regler för permitteringslön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen mellan SAF och LO om permitteringslön har antagits av MAF\noch Metall. Överenskommelsen har kompletterats med anmärkningar till §§ 5\noch 7.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Överenskommelse mellan Svenska Arbetsgivareföreningen (SAF) och\nLandsorganisationen i Sverige (LO) om permitteringslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§1\u003C\u002Fh3>\n\n\u003Cp>Då arbetsgivare, utan att anställningen upphör, på grund av arbetsbrist,\ndriftsstörning eller annan sådan omständighet inte tillhandahåller\narbetstagaren något arbete samt befriar arbetstagaren från hans eller hennes\nnärvaroskyldighet (permittering) utges ersättning (permitteringslön) i\nenlighet med §§ 7-9 nedan.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§2\u003C\u002Fh4>\n\n\u003Cp>Permittering kan vidtas oavsett regler om turordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§3\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren är skyldig att inom skälig tid återgå i arbete när det\nhinder, som föranledde permitteringen, upphört.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§4\u003C\u002Fh4>\n\n\u003Cp>I permitteringsfrågor skall lagstadgad förhandlingsskyldighet iakttas. Vid\ndessa förhandlingar skall parterna eftersträva enighet om omfattning och\nförläggning av permitteringen. Parterna bör därvid ta hänsyn till\nföretagets produktions- och marknadsförhållanden samt eftersträva\nlösningar som medför minsta möjliga olägenhet för berörda\narbetstagare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§5\u003C\u002Fh4>\n\n\u003Cp>Permitteringstid räknas i hela dagar (arbetsdagar). Permittering som\nföranleds av oförutsedda driftsavbrott, t ex strömavbrott och som beslutas\ninom en timme efter ordinarie arbetstidens början räknas som en\npermitteringsdag enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna har enats om att vid eventuell permittering del av dag skall\npermitteringslönen utgöras av lägst arbetarens personliga tidlön jämte i\nförekommande fall OB-ersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§6\u003C\u002Fh4>\n\n\u003Cp>Permittering enligt detta avtal får för en arbetstagare omfatta högst 30\narbetsdagar per kalenderår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För permitteringstid utbetalar arbetsgivaren permitteringslön.\nPermitteringslönen motsvarar vad arbetstagaren skulle ha erhållit om\narbetstagaren arbetat under permitteringstiden. Hur permitteringslönen\nnärmare skall beräknas fastställs av förbundsparterna inom respektive\navtalsområde.\u003C\u002Fp>\n\n\u003Cp>Permitteringslönen beräknas med hänsyn till det antal timmar på\narbetstagarens ordinarie arbetstid, varunder arbetstagaren eljest skulle ha\narbetat.\u003C\u002Fp>\n\n\u003Cp>Permitteringslön ingår i underlaget för beräkning av lagstadgade\narbetsgivareavgifter och semesterlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är vidare överens om att med lön enligt § 7 avses vad\narbetstagaren skulle ha erhållit om arbetstagaren arbetat under\npermitteringstiden, vilket för tidlönearbetare innebär bibehållen tidlön\noch för ackordsarbetare genomsnittslönen på tidlön och ackord enligt senast\nkända kvartalslönestatistik före permitteringen. Härjämte betalas i\nförekommande fall OB-ersättning och ersättning för arbetsberedskap.\u003C\u002Fp>\n\n\u003Cp>Vid företag som enbart tillämpar statistik avseende 2:a kvartalet\nrespektive år skall permitteringslönen för ackordsarbetare ökas med de\navtalsmässiga löneökningar som ägt rum under eller efter 2:a kvartalet och\nsom inte ingår i statistiken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 8\u003C\u002Fh4>\n\n\u003Cp>Permitteringslön utges inte vid permittering som föranletts av\u003C\u002Fp>\n\n\u003Cp>a)arbetstagarens eget vållande\u003C\u002Fp>\n\n\u003Cp>b)olovlig konflikt inom LOs område\u003C\u002Fp>\n\n\u003Cp>c)semesterstängning i samband med huvudsemestern dock högst under de\nförsta 10 permitteringsdagarna\u003C\u002Fp>\n\n\u003Cp>d)offentlig myndighets beslut som arbetsgivaren inte bort räkna med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 9\u003C\u002Fh4>\n\n\u003Cp>Frågan om huruvida permitteringslön skall utges vid driftsavbrott som är\nen följd av att arbetet är säsongsbetonat eller av andra skäl inte är\nsammanhängande till sin natur och frågan om huruvida permitteringslön skall\nutges till arbetstagare som utför arbete i sitt hem regleras i avtal mellan\nberörda förbundsparter.\u003C\u002Fp>\n\n\u003Cp>Därvid skall riktpunkten vara att arbetstagare, som enligt hittills\ngällande regler vid permittering under pågående säsong eller motsvarande\nåtnjuter arbetslöshetsersättning, ges fortsatt skydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga E Utdrag ur huvudavtalet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>KAP II Förhandlingsordning m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch4>§ 1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppkommer tvist rörande arbetsvillkor eller förhållandet i övrigt mellan\nparterna, får den icke föranleda vidtagande av åtgärder, som i §§ 7 och 8\navses, innan part sökt att genom förhandling med motparten på sätt här\nnedan föreskrives få till stånd uppgörelse i tvistefrågan. Det åligger\npart att på motpartens begäran träda i dylik förhandling.\u003C\u002Fp>\n\n\u003Cp>Även om förhandling ej kommit till stånd skall part anses ha fullgjort\nsin förhandlingsskyldighet enligt första stycket, då förhandling mött\nhinder, som icke berott på honom eller då motparten utan iakttagande av\nföreskriven förhandlingsskyldighet vidtagit stridsåtgärd för tvistens\nlösande.\u003C\u002Fp>\n\n\u003Cp>Med undantag av § 8, punkt 4 avser bestämmelserna i detta kapitel icke\nupprättande eller prolongering av kollektivt löneavtal, ej heller vidtagande\nav sympatiåtgärder eller indrivande av ostridig, till betalning förfallen\nlön eller annan ersättning.\u003C\u002Fp>\n\n\u003Cp>Om särskild förhandling i vissa tvister är föreskrivet i kap IV.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckning\u003C\u002Fh4>\n\n\u003Cp>Bestämmelserna i kap II skall icke äga tillämpning i den mån de\nkollektiva löneavtalen för särskilda frågor, såsom ackordsregleringar\neller dylikt, föreskriver annan ordning för förhandling.\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i kap II äger ej tillämpning i frågor som avses i §§\n11, 12, 14 och 38 lagen om medbestämmande i arbetslivet. Bestämmelserna i kap\nII 1 i tredje stycket skall jämväl gälla beträffande upprättande av\nkollektivavtal om medbestämmanderätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 2\u003C\u002Fh4>\n\n\u003Cp>Vill part i anledning av visst förhållande av andra parten kräva lön\neller skadestånd eller annan prestation, och påkallas för frågans lösande\norganisationsmässig förhandling, skall framställning härom göras utan\noskäligt dröjsmål.\u003C\u002Fp>\n\n\u003Cp>Om och i den mån det förhållande, vartill anspråket hänför sig, varit\nkänt å arbetsgivarsidan för vederbörande arbetsgivare eller hans\norganisation respektive å arbetarsidan för vederbörande förbund eller\nlokala organisation i fyra månader utan att förhandling begärts enligt\nbestämmelserna i detta kapitel, har parten därefter förlorat rätten att\npåkalla förhandling rörande anspråket. Oberoende av sådan kännedom om\nförhållandet är rätten att påkalla förhandling försutten, om och i den\nmån förhållandet ligger mer än två år tillbaka i tiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar\u003C\u002Fh4>\n\n\u003Cp>1.Genom vad i första stycket stadgas avses icke att begränsa användningen\nav direkt överläggning mellan vederbörande arbetsgivare och arbetare för\nutjämnande av meningsmotsättningar.\u003C\u002Fp>\n\n\u003Cp>2.Beträffande preskription av rätten till förhandling rörande anspråk\npå grund av ackordsarbete skall såsom ”förhållande vartill anspråket\nhänför sig”, anses den slutgiltiga ackordslikviden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 3\u003C\u002Fh4>\n\n\u003Cp>Förhandling enligt bestämmelserna i detta kapitel föres i första hand\nmellan de av frågan berörda parterna på arbetsplatsen under medverkan av\nlokal organisation där sådan finns (lokal förhandling).\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling skall påbörjas snarast möjligt och senast två veckor\nfrån dagen för dess påkallande, såvida parterna ej enats om uppskov.\u003C\u002Fp>\n\n\u003Cp>Då frågans beskaffenhet eller andra särskilda omständigheter ger\nanledning därtill, må på begäran av berörda förbund upptagas förhandling\ndirekt mellan förbunden i den ordning som anges i § 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med lokal organisation förstås organisation, i förhållande till vilken\nförbundet enligt stadgar eller praxis utgör närmast högre\nförhandlingsinstans, såsom förbundsavdelning, verkstadsklubb e d.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 4\u003C\u002Fh4>\n\n\u003Cp>Kan uppgörelse ej ernås vid lokal förhandling, ankommer det på part som\nvill fullfölja ärendet, att hänskjuta frågan till förhandling mellan\nförbunden (central förhandling). Framställning om sådan förhandling skall\nav det förbund, av vilket parten är medlem, göras hos förbundet å motsidan\nsenast två månader från den dag den lokala förhandlingen enligt § 9 skall\nanses avslutad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 5\u003C\u002Fh4>\n\n\u003Cp>Central förhandling skall påbörjas snarast möjligt och senast tre veckor\nfrån dagen för dess påkallande, såvida ej parterna enats om uppskov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 6\u003C\u002Fh4>\n\n\u003Cp>Förhandling skall bedrivas med nödig skyndsamhet och skall därvid föras\nprotokoll, som justeras av båda parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 7\u003C\u002Fh4>\n\n\u003Cp>Part må ej i fråga om tolkning eller tillämpning av kollektivavtal eller\ni annan tvist, som det enligt § 11 lagen om arbetsdomstol ankommer på denna\ndomstol eller skiljeman att avgöra, påkalla sådant avgörande, förrän han\nfullgjort sin skyldighet att förhandla i frågan.\u003C\u002Fp>\n\n\u003Cp>Om part efter förhandling vill underkasta fråga, som avses i § 2 första\nstycket, arbetsdomstolens eller skiljemans prövning, skall så ske genom\ningivande av stämningsansökan till domstolen respektive påkallande hos\nmotparten av skiljemannaförfarande senast tre månader från den dag\nförhandlingen enligt § 9 skall anses avslutad. Försummar part detta, är\ndenne förlustig rätten till talan.\u003C\u002Fp>\n\n\u003Cp>Vad nu sagts om förlust av talerätt gäller även part, som enligt vad i\n§ 2 är föreskrivet försuttit sin rätt till förhandling i frågan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch4>§ 8\u003C\u002Fh4>\n\n\u003Cp>Arbetsinställelse, blockad, bojkott eller annan därmed jämförlig\nstridsåtgärd får - även om den är tillåten enligt lag eller\nkollektivavtal - ej vidtas i anledning av viss tvist\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.av part, som försuttit sin rätt till förhandling i frågan;\u003C\u002Fp>\n\n\u003Cp>2.av part, innan han fullgjort sin förhandlingsskyldighet;\u003C\u002Fp>\n\n\u003Cp>3.såvida ej efter förhandling skriftligt meddelande om den tilltänkta\nstridsåtgärden lämnats vederbörande förbund å motsidan senast tre\nmånader från den dag förhandlingen enligt § 9 skall anses avslutad;\u003C\u002Fp>\n\n\u003Cp>4.utan att åtgärden blivit beslutad eller medgiven av vederbörande\nförbund.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 9\u003C\u002Fh4>\n\n\u003Cp>Som avslutningsdag för förhandling skall anses den dag, då parterna,\nenligt vad som framgår av anteckning i förhandlingsprotokoll eller av andra\nomständigheter, enats om att förklara förhandlingen slutförd eller, vid\nbristande enighet därom, då part givit motparten skriftligt besked om att han\nanser förhandlingen slutförd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Reglerna om frister i 40 och 42 lagen om anställningsskydd samt motsvarande\nbestämmelser i de lagar som berörs av prop 1974:88 påverkas icke av\nbestämmelserna i detta kapitel.\u003C\u002Fp>\n\n\u003Cp>Ej heller påverkas reglerna om frister och skyldighet att påkalla\nförhandling i §§ 21, 34, 35 och 37 lagen om medbestämmande i arbetslivet av\nbestämmelserna i detta kapitel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga F Kompetensutveckling inom motorbranschen\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling är av avgörande betydelse för branschens\nfortlevnad.\u003C\u002Fp>\n\n\u003Cp>Företagen har ett grundläggande ansvar för att dess behov av kompetens\nhos samtliga anställda fortlöpande tillgodoses. Planerings- och\nutvecklingssamtal liksom arbetsplatsträffar kan vara värdefulla verktyg\nhärvidlag. Särskild uppmärksamhet bör riktas till arbetare med lång\nanställning och bristfällig utbildning samt dem som återgår i arbete efter\nen längre tids föräldraledighet eller längre tids sjukskrivning. Varje\nanställd har ett eget ansvar för att utveckla sin kompetens i enlighet med de\nkrav som företagets verksamhet ställer. Mot bakgrund av dess betydelse för\nföretagets utveckling är det viktigt att den personliga kompetensutvecklingen\nkopplas till arbetsorganisation och lönesystem.\u003C\u002Fp>\n\n\u003Cp>Om en anställd begär en särskild utvecklingsplanering skall sådan\nske.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Cp>Kvinnor och män skall ha samma möjligheter till kompetensutveckling.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>En gemensam uppgift för såväl ledning som anställda är att få till\nstånd en kontinuerlig dialog och ett aktivt utvecklingsarbete för att dels\nhöja företagets samlade kompetens dels öka den enskildes förmåga att möta\nförändringar.\u003C\u002Fp>\n\n\u003Cp>En gemensam uppgift härvid för de lokala parterna är att få till stånd\nett kontinuerligt och aktivt utvecklingsarbete. De lokala parterna skall\ndiskutera och bör träffa överenskommelse om formerna för samverkan i\nutbildning - och andra frågor som sammanhänger med kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>På endera parts begäran skall överläggning tas upp i syfte att träffa\növerenskommelse om formerna för samverkan i utbildnings- och andra frågor\nsom sammanhänger med kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna har en viktig uppgift i att stödja och stimulera de\nlokala parternas arbete med förnyelse och kompetensutveckling. Detta sker inom\nramen för MYN.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga G Riktlinjer för arbetsmiljöarbetet i motorbranschen\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Samverkan och organisering av arbetsmiljöarbetet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöarbete skall bedrivas i samverkan mellan arbetsgivaren och de\nanställda samt deras lokala fackliga organisationer för att åstadkomma en\ngod arbetsmiljö.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljölagen tillsammans med AFS 2001:1 Systematiskt arbetsmiljöarbete\nger en god grund för detta samarbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöfrågorna handläggs i linjeorganisationen av ansvariga chefer i\nsamverkan med berörda anställda och lokal skyddsorganisation.\nSamverkansformerna behandlas av de lokala parterna och utformas så att de väl\nanpassas till företagets verksamhet. Samverkansformerna bör bekräftas av\nlokala överenskommelser. I företag med skyddskommitté ska arbetsgivaren\nföreträdas av person som har beslutsbefogenheter. Skyddskommittén bör vara\nsammansatt av lika antal representanter för arbetsgivare och arbetstagare.\nOrdföranden i skyddskommittén utses av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>\u003Cstrong>Utbildning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Enligt arbetsmiljölagen svarar arbetsgivare och arbetstagare gemensamt för\natt skyddsombud får erforderlig utbildning. Goda kunskaper om arbetsmiljön\nhos chefer, specialister och andra anställda, som har funktioner som påverkar\narbetsmiljöfrågorna, utgör också ett värdefullt stöd i det lokala\narbetsmiljöarbetet.\u003C\u002Fp>\n\n\u003Cp>Parterna ska därför verka för att personal i arbetsledande ställning,\nskyddsombud och ledamöter i skyddskommittéer samt andra befattningshavare som\nhar beslutsfunktioner, som påverkar arbetsmiljön, innehar erforderlig\narbetsmiljöutbildning (vad som innefattas i detta har preciserats i 6§ AFS\n2001:1)\u003C\u002Fp>\n\n\u003Cp>Där det bedöms lämpligt och möjligt bör arbetsmiljöutbildning anordnas\nsamtidigt för nu nämnda grupper. Arbetsmiljöutbildning kan också behövas\nför övriga anställda.\u003C\u002Fp>\n\n\u003Cp>Här uppmärksammas särskilt de nyanställdas behov av information.\u003C\u002Fp>\n\n\u003Cp>Omfattningen och innehållet i denna utbildning anpassas med hänsyn till\nden uppgift som den anställde har inom arbetsmiljöområdet. För utbildningen\nanvänds företrädesvis utbildningsmateriel som utarbetats och anpassats till\nde lokala förhållandena.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>\u003Cstrong>Företagshälsovård\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Parterna är överens om att företagshälsovården utgör en resurs för\nföretagen och dess anställda och att den skall utformas med en flexibilitet\nsom motsvarar olika behov i de enskilda företagen.\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsens behov av tjänster från företagshälsovården eller annan\nsakkunnig hjälp analyseras regelbundet i samverkan mellan de lokala parterna\n(normalt i skyddskommittén eller motsvarande). Även de mindre företagens\nförutsättningar ska beaktas då behovet av företagsanpassade tjänster där\när särskilt betydelsefullt.\u003C\u002Fp>\n\n\u003Cp>Företagshälsovården är också en mycket viktig resurs i\nrehabiliteringsarbetet, som enligt gällande lagstiftning ska ske i samverkan.\nDet är därför naturligt att företagshälsovården utnyttjas i det lokala\narbetsmiljöarbetet.\u003C\u002Fp>\n\n\u003Cp>Företagshälsovården är en professionell och oberoende resurs till stöd\nför företagen men också för de anställda och deras fackliga\norganisationer.\u003C\u002Fp>\n\n\u003Cp>Företagshälsovårdens roll är främst förebyggande och\nföretagshälsovårdens uppgift är därför att:\u003C\u002Fp>\n\n\u003Cp>■medverka till att ta fram underlag för de beslut som krävs för\narbetsmiljö- och anpassningsbefrämjande samt rehabiliterande åtgärder i\nföretaget,\u003C\u002Fp>\n\n\u003Cp>■följa de förhållanden som kan påverka de anställdas hälsotillstånd\noch arbetsanpassning,\u003C\u002Fp>\n\n\u003Cp>■ge råd och medverka till att ändamålsenliga samt sunda och säkra\narbetsförhållanden skapas inte minst i samband med större förändringar i\nföretaget. Härvid är det av vikt att företagshälsovården kan och ges\nmöjlighet att medverka i ett tidigt skede samt vara en resurs i\nrehabiliteringsarbetet.\u003C\u002Fp>\n\n\u003Cp>Det är viktigt att företagshälsovården upprätthåller en hög kvalitet\nmed sammanhållna resurser. Arbetet ska därvid utövas i överensstämmelse\nmed vetenskap och beprövad erfarenhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Rehabilitering\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att arbetsplatsrelaterad rehabilitering är viktig för\nbåde företag och anställda. Medfinansieringen har inneburit extra fokus på\nrehabiliteringsfrågorna.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ansvarar för att verksamheten ges resurser och kan bedrivas i\nenlighet med gällande lagstiftning samt organiseras med hänsyn till\nförhållandena i företaget.\u003C\u002Fp>\n\n\u003Cp>Det kan därför vara lämpligt att involvera försäkringskassan,\nföretagshälsovården eller andra aktörer som behövs för att driva\nrehabiliteringsarbetet framåt.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att de anställda skall anmäla till arbetsgivaren\nnär Försäkringskassan har fattat ett beslut som påverkar\nrehabiliteringsprocessen, exempelvis om den anställde beviljas\nsjukersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Truck- och traversutbildning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om vikten av att personal som framför truck eller travers\nbör ha dokumenterade teoretiska och praktiska kunskaper. Riktlinjer för\ntruckutbildning återfinns i TLP10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga H Övergångsbestämmelser\u003C\u002Fh2>\n\n\u003Cp>Fr o m den avlöningsperiod som omfattar den 1 december 2020 respektive den\n1 maj 2022 sker lönejusteringar enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning:\u003C\u002Fstrong> De lokala parterna kan överenskomma om att\nlönerevisionen som omfattar den avlöningsperiod som omfattar den 1 dec 2020\ngörs vid senare tillfälle, dock senast den 1 maj 2021. Parterna är ense om\natt en sådan överenskommelse inte ska påverka avtalsvärdet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseamount1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>Generell höjning\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Tidlöner (månadslöner och timlöner)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Generell höjning av utgående \u003Cstrong>månadslöner\u003C\u002Fstrong> i kr\u002Fmånad\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"327\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"327\">\u003Cp>Vuxna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>417\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>347\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"327\">\u003Cp>Minderåriga\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>271\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>226\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"123\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Generell höjning av utgående \u003Cstrong>timlöner\u003C\u002Fstrong> i kr\u002Ftimme\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"327\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"327\">\u003Cp>Vuxna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>2,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>1,99\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"327\">\u003Cp>Minderåriga\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"103\">\u003Cp>1,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>1,29\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Lönerna skall dock uppgå till lägsta tidlön i § 7 mom 1 i\nMotorbranschavtalet. Timlöner skall lägst uppgå till de angivna beloppen\ndividerade med 175.\u003C\u002Fp>\n\n\u003Cp>Höjning av tidlönerna får ej föranleda krav på ändring av ackord.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Ackordslöner\u003C\u002Fh4>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp>Ackord höj s generellt med\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,26 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,03 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp>VKD-ackord med riksavtalets tidlönebestämmelser\n        höjs generellt med:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,26 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,03 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp>VKD-ackord med fast lönedel och premiefaktor höj s\n        generellt med\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,26 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,03 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp>Fasta lönedelar skall dock Vuxna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,02\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,69\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp>lägst öka med (kr\u002Ftim) Minderåriga\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,10\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Premielöner och blandackord\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"328\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"328\">\u003Cp>Fast och rörlig del höjs generellt med\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,26 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,03 %\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"328\">\u003Cp>Den sammanlagda Vuxna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,99\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"328\">\u003Cp>utgående ökningen ska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"328\">\u003Cp>dock motsvara minst Minderåriga\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,29\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"328\">\u003Cp>(kr\u002Ftim):\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Detta gäller även branschens prestationslönesystem för\nreservdelspersonal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lönepott\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Uträkning och fördelning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Varje företag erhåller en allmän pott för individuell fördelning enligt\nnedan:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>1 dec 2020\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>\u003Cstrong>1 maj 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp>Kr\u002Fmånad\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>417\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>347\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"325\">\u003Cp>Kr\u002Ftimme\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1,98\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Potten skall multipliceras med antalet vuxna och minderåriga arbetare\n(yrkesgrupp t-h) inom området för Motorbranschavtalet, som är anställda på\nföretaget vid tidpunkten för förhandlingen om pottutläggningen. Den därvid\nuträknade potten (tillgängligt utrymme) skall fördelas till dessa vuxna och\nminderåriga arbetare genom lokal överenskommelse och utbetalas fr o m den\navlöningsperiod som innehåller den 1 december 2020 respektive 1 maj 2022. Det\nförutsätts att företaget och klubben gemensamt analyserar lönesituationen\nvid företaget.\u003C\u002Fp>\n\n\u003Cp>Innan fördelning sker skall avräkning göras för genomslag på utgående\nlöner p g a höjda lägsta tidlöner.\u003C\u002Fp>\n\n\u003Cp>Framgår det vid lönekartläggning att diskriminerande eller osakliga\nlöneskillnader förekommer skall dessa elimineras.\u003C\u002Fp>\n\n\u003Cp>Kan de lokala parterna ej enas om lönepottens fördelning må part\nhänskjuta frågan till central förhandling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>Nya medlemsföretag\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Avtalets övergångsbestämmelser skall tillämpas för nya medlemmar i\nMotor-branschens Arbetsgivareförbund, som vinner inträde före den 1 januari\n2021 under förutsättning att motsvarande förändring icke tidigare skett.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>\u003Cstrong>MTM-avtal\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>Motorbranschens Arbetsgivareförbund är berett att medverka till\nförhandlingar om penningfaktorer för respektive avtalsår vid företag som\nträffat överenskommelse om MTM-avtal eller riktlinjeavtal före den 1\ndecember 2020 respektive den 1 maj 2022.\u003C\u002Fp>\n\n\u003Cp>Uppsagda MTM-avtal gäller oförändrade t o m utgången av den\navlöningsperiod vid vilken centrala förhandlingar angående nya\nMTM-penningfaktorer vid företaget avslutats, dock längst t o m den 30\nseptember aktuellt avtalsår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga I Kommentar till reglerna om deltidspension\u003C\u002Fh2>\n\n\u003Ch3>§ 2 Anställnings ingående och upphörande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>Mom 9 Deltid i pensioneringssyfte (Deltidspension)\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Arbetstagare kan ansöka om rätt till deltidspension från och med\nden månad arbetstagaren fyller 60 år.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Om deltidspension beviljas är anställningen från det att\ndeltidspensionen börjar gälla, en deltidstjänst med den sysselsättningsgrad\nsom följer av deltidspensionen.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Företrädesrätt till anställning med högre sysselsättningsgrad\nenligt 25 a § anställningsskyddslagen gäller inte för arbetstagare som har\ndeltids-anställning genom deltidspensionering enligt detta avtal.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Parterna är överens om att avtalet ska anpassas till vid var tid\ngällande författningsregler rörande pension, t.ex. skatteregler avseende\nuttag av pensionsförsäkring.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Syftet med avtal om deltidspensionering\u003C\u002Fp>\n\n\u003Cp>Parternas utgångspunkt är att arbetstagarna i framtiden kommer att vara\nyrkesverksamma högre upp i åldrarna än vad fallet är idag. För många\nkommer det att medföra påfrestningar som gör det nödvändigt att arbeta\nnågot mindre mot slutet av yrkeslivet genom att minska sysselsättningsgraden\nfrån heltid till deltid. Syftet med bestämmelserna om deltidspension är att\nsåledes ge möjlighet till ett längre yrkesliv och skapa förutsättningar\nför generationsväxling.\u003C\u002Fp>\n\n\u003Cp>Tanken med deltidspensionering är således inte att skapa förutsättningar\nför arbetstagaren att åta sig andra anställningar, förvärvsuppdrag eller\nförvärvsverksamhet vid sidan av den ordinarie anställningen. Sådana motiv\nutgör alltså inte skäl att bevilja deltidspension.\u003C\u002Fp>\n\n\u003Cp>Av avtalets syfte följer också att en deltidspensionering inte kan\ninnefatta förutsättningen att arbetstagaren efter deltidspensioneringen\narbetar övertid på ett sätt som fyller upp tid så att arbetstagarens\nverkliga normalarbetstid motsvarar en högre sysselsättningsgrad än den\nangivna. Detta innebär självfallet inget hinder mot att arbetstagaren arbetar\növertid i sådana situationer som arbetstagaren skulle ha arbetat övertid om\narbetstagaren inte hade varit deltidspensionerad.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren kan givetvis åta sig uppdrag i ideella föreningar, bedriva\nhobbyverksamhet eller ta anställningar av mindre omfattning. Det gäller inte\nnågra inskränkningar av arbetstagarens möjligheter på det här området\nutöver vad som allmänt följer av ett anställningsavtal, t.ex. förbudet mot\natt bedriva konkurrerande verksamhet och förbudet mot att åta sig uppdrag som\när olämpliga eller annars kan utgöra hinder mot fullgörandet av\nförpliktelserna enligt anställningsavtalet.\u003C\u002Fp>\n\n\u003Cp>Parterna är också överens om att avtalet inte innebär att arbetsgivaren\nför att möjliggöra deltidspensionering måste överväga lösningar som med\nnödvändighet innebär nyanställning av personal på deltid eller inhyrning\nav arbetskraft.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 10 Ansökan och underrättelse (Deltidspension)\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Arbetstagaren ska hos arbetsgivaren skriftligen ansöka om\ndeltidspension sex kalendermånader före det att deltidspensionen ska börja\ngälla. Av ansökan ska tydligt framgå vilken sysselsättningsgrad som\navses.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Samtidigt som ansökan lämnas till arbetsgivaren ska arbetstagaren\nunderrätta verkstadsklubben.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Senast två månader från det att arbetsgivaren mottagit ansökan\nska arbetsgivaren skriftligen till arbetstagaren och verkstadsklubben meddela\nsvar om ansökan beviljas eller inte, för det fall inte uppskov\növerenskommits med arbetstagaren. Att inte svara i rätt tid utgör ett brott\nmot en ordningsföreskrift och har därmed inte innebörden att ansökan ska\nanses beviljad. För det fall ansökan inte senare beviljas ska arbetsgivaren i\nförekommande fall betala 2.000 kr (Beloppet räknas fr.o.m. 2014 årligen upp\nmed KPI) för åsidosättandet av ordningsföreskriften till den berörda\narbetstagaren.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Arbetsgivaren kan avslå ansökan om deltidspension om ett\nbeviljande vid en objektiv bedömning skulle medföra en beaktansvärd\nstörning i verksamheten.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska på ett seriöst och konstruktivt sätt överväga om det\nfinns möjlighet till att bevilja ansökan om deltidspension. Prövningen ska\nske med utgångspunkt från frågan om en deltidspension vid en objektiv\nbedömning skulle innebära en beaktansvärd störning i verksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ansökan\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som framgår av avtalstexten ska ansökan ske skriftligt och med angivande\nav önskad sysselsättningsgrad. Ansökan sker på sökandens risk vilket\ninnebär att den som påstår att ansökan har gjorts måste kunna visa att så\när fallet.\u003C\u002Fp>\n\n\u003Cp>I de efterföljande kontakterna med arbetsgivaren bör arbetstagaren uppge\nomständigheter av betydelse för ansökan. Det kan t.ex. vara att\narbetstagaren är beredd att omplaceras till vissa angivna tjänster eller att\ndela på en heltidstjänst med annan arbetstagare som ansökt om\ndeltidspensionering. Har arbetstagaren förslag på hur arbetsgivaren genom\nenkla åtgärder skulle kunna möjliggöra deltidspension bör dessa\nframföras.\u003C\u002Fp>\n\n\u003Cp>Skulle deltidspensioneringen fordra att arbetstagaren och företaget kommer\növerens om att arbetstagaren omplaceras till andra arbetsuppgifter som medför\nlägre lön bör det observeras att arbetstagaren normalt har rätt till s.k.\nomplaceringstillägg enligt §\u003C\u002Fp>\n\n\u003Cp>14. De centrala parterna uppmanar därför de lokala parterna att träffa\nlokal överenskommelse om hur § 14 ska gälla i en situation som avser\növerenskommelse om omplacering i syfte att ge utrymme för\ndeltidspensionering.\u003C\u002Fp>\n\n\u003Cp>Bedömningen av ansökan sker i enlighet med den sysselsättningsgrad\narbetstagaren ansökt om. Om arbetsgivaren avslår ansökan och arbetstagaren\noch verkstadsklubben vill driva frågan om deltidspensionering i\nförhandlingsordningen, ska prövningen i lokal och central förhandling ske\nmed utgångspunkt från en framtida sysselsättningsgrad om 50 procent (jfr Mom\n11). Arbetstagaren kan alltså i sin ansökan ange i princip vilken\nsysselsättningsgrad som helst men i förhandlingsordningen prövas saken\nutifrån stupstocken att arbetstagaren kommer att arbeta på halvtid, dvs. 50\nprocents sysselsättningsgrad. En gemensam uppmaning från parterna är att\nansökningarna bör grundas på realistiska bedömningar och vara anpassade\ntill den verksamhet som är i fråga. Detta kan enbart bedömas ute i de olika\nverksamheterna.\u003C\u002Fp>\n\n\u003Cp>I enlighet med avtalstexten ska arbetsgivaren senast två månader efter det\natt ansökan mottagits besvara denna skriftligt till den sökande och\nverkstadsklubben. En tänkbar situation är att arbetsgivaren finner att\nbeaktansvärt hinder föreligger mot att bevilja ansökan, men inom de två\nmånaderna ger arbetstagaren besked om att hinder inte föreligger mot att\nbevilja deltidspension i en annan omfattning eller vid en senare tidpunkt än\nsom angivits i ansökan. Arbetsgivaren har då uppfyllt kravet att svara inom\ntvå månader. Skulle arbetstagaren inte anta sådant motförslag får detta\nbetraktas som att arbetsgivaren avslagit arbetstagarens ansökan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Beaktansvärd störning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I kravet på att störningen måste vara beaktansvärd ligger att\nstörningar av mindre omfattning inte kan anses utgöra hinder mot uttag av\ndeltidspension. Det måste således kunna konstateras att en beaktansvärd\nstörning föreligger och att avslaget inte beror på nonchalans, att\narbetsgivaren inte seriöst prövar saken eller en allmän ovilja mot att\narbetstagaren beviljas deltids- pension. Detta framgår även av kravet på att\nstörningen måste kunna konstateras föreligga vid en objektiv bedömning.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren genom att vidta åtgärder enkelt kan minska eller helt\neliminera de störningsmoment som uppstår bör det normalt inte anses\nföreligga hinder mot uttag av deltidspension. Som kommer att framgå strax\nfinns det dock begränsningar för vilka åtgärder en arbetsgivare är skyldig\natt vidta för att gå en arbetstagare till mötes i dennes ansökan om\ndeltidspension.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att de krav som kan ställas på arbetsgivaren vid\nprövningen av deltidspension är klart lägre än när det gäller\nföräldraledighet och andra liknande situationer i ledighetslagstiftningen.\nNaturligtvis är kraven också mycket lägre än när det gäller frågan om\natt bereda fortsatt anställning när en arbetstagare stadigvarande har delvis\nnedsatt arbetsförmåga pga. sjukdom. Arbetsgivarens skyldighet att vidta\nåtgärder för att möjliggöra deltidspensionering är således klart mer\nbegränsad än vid de nyss nämnda situationerna. Frågan om deltidspension\nska, som sagts, prövas seriöst, med god vilja och utifrån att det ligger i\nbåda parters intresse att arbetstagare ska kunna fortsätta att vara\nyrkesverksamma på ett sätt som gagnar verksamheten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anpassningsåtgärder\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Typiskt sett kommer prövningen av om deltidspension kan beviljas ske\nutifrån att arbetstagaren ska behålla de arbetsuppgifter arbetstagaren redan\nhar. Arbetsgivaren och arbetstagaren är naturligtvis fria att komma överens\nom en deltidspension som medför en omplacering. Arbetsgivaren är skyldig att\ndiskutera och överväga möjligheten att omplacera arbetstagaren till andra\narbetsuppgifter men inte att faktiskt genomföra omplaceringen. Däremot kan\narbetsgivaren drabbas av skadeståndsskyldighet om arbetsgivaren underlåter\natt komma överens om en omplacering som utan beaktansvärd störning i\nverksamheten hade möjliggjort en deltidspension.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren måste i sin bedömning väga in möjligheten till en viss\nomfördelning av arbetsuppgifter mellan anställda i syfte att möjliggöra\ndeltidspensionering. Sådana omfördelningar av arbetsuppgifter ska ha ett\nnaturligt samband med grundläggande kompetenser och kvalifikationer hos de\nanställda som berörs. Anspråk på en sådan omfördelning kan inte göras om\nomfördelningen skulle medföra att andra anställda påverkas negativt i\narbetsmiljöhänseende eller på det sättet att arbetsinnehållet utarmas. Med\ndetta avses bl.a. monotona, innehållsfattiga eller starkt repetitiva\narbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Inom ramen för skyldigheten att omfördela arbetsuppgifter har\narbetsgivaren inte någon skyldighet att kompetensutveckla den anställde eller\nandra anställda i vidare omfattning än vad som ryms inom en rimlig\nupplärningstid för det aktuella arbetsmomentet, i normalfallet upp till 3\neller 4 månader. Med kompetensutveckling avses i detta sammanhang upplärning\ninom ramen för utförandet av arbetet. I detta ligger alltså inte en\nskyldighet till omskolning av arbetstagare. Utbildning förlagd utanför\narbetsplatsen kan i normalfallet inte ligga inom ramen för de åtgärder\narbetsgivaren ska vidta i detta sammanhang. En rimlig måttstock för vilka\nutbildningsåtgärder som ska erbjudas kan vara sådan introduktion som\narbetsgivaren normalt ger nyanställda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anpassningsåtgärder i form av nyanställningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som redan framgått är parterna överens om att arbetsgivaren inte är\nskyldig att nyanställa på deltid, hyra in arbetskraft eller att låta den\ndeltidspensionerade arbetstagaren arbeta på uppdragsbasis eller utföra\növertidsarbete i sådan utsträckning att arbetstagarens verkliga\nnormalarbetstid motsvarar en högre sysselsättningsgrad än vad som avses med\ndeltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>Vid omfördelning av arbetsuppgifter är en möjlig situation att två\narbetstagare samtidigt ansöker om deltidspension. Om en sådan sak går till\nbehandling i förhandlingsordningen där stupstocken 50 procent gäller ska\narbetsgivaren undersöka om det finns möjligheter för de två arbetstagarna\natt dela på en heltidstjänst. Den situationen kan leda till behov av att\nnyanställa på heltid vilket inte i sig bör utgöra ett hinder mot att\nbevilja deltidspension för de två arbetstagarna. Emellertid kan det vara\nsvårt att rekrytera ny personal för att ersätta de arbetstagare som genom\ndeltidspension delar på en tjänst. Det kan gälla kvalifikationer och\nkompetenser som är svåra att uppbringa på den lokala arbetsmarknaden\n(bristyrken). Att arbetsgivaren har sådana svårigheter att ersättnings-\nrekrytera utgör skäl att inte bevilja ansökan om deltidspension. I en sådan\nsituation torde det vara vanligt att arbetsgivaren måste påbörja ett\nrekryteringsarbete i syfte att den efterfrågade kompetensen ska kunna\nsäkerställas före det att den berörde arbetstagaren går i ålderspension.\nDeltidspensionering kan i det sammanhanget bidra till att generations-\nväxlingen kan ske smidigare. Frågan om deltidspension bör i sådana fall tas\nupp på nytt när det finns en plan för generationsväxlingen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Delat ansvar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har, som tidigare sagts, ett ansvar för att seriöst och\nkonstruktivt pröva om det är möjligt att bevilja ansökan. Den anställde\noch verkstadsklubben har på sin sida ett ansvar för att ange konkreta enkla\nåtgärder som arbetsgivaren kan vidta för att kunna bevilja\ndeltidspensionering. Ansvaret är således delat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Förhandling och tvist (Deltidspension)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Om ansökan om deltidspension har avslagits och arbetstagaren vill\nfå ansökan prövad i förhandlingsordningen ska arbetstagaren underrätta\nlokal facklig organisation som har att begära lokal förhandling. Tvisten ska\ndå anses gälla deltidspension med sysselsättningsgraden 50 procent och ska\nbehandlas enligt Bilaga E Utdrag ur Huvudavtalet enligt följande.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Frågan om deltidspension ska beviljas kan behandlas i lokal\nförhandling och därefter, om frågan inte lösts, slutligt i central\nförhandling.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Om parterna varken i lokal eller central förhandling kan komma\növerens i frågan om deltidspension enligt avtal kan beviljas utan\nbeaktansvärd störning i verksamheten, ska lokal facklig organisation om\narbetstagaren vill driva saken vidare, begära lokal förhandling om skyldighet\nför arbetsgivaren att betala skadestånd för felaktig\navtalstillämpning.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som tidigare berörts så sker bedömningen av ansökan i enlighet med den\nsysselsättningsgrad arbetstagaren ansökt om. Om arbetsgivaren avslagit\nansökan och arbetstagaren vill driva frågan vidare enligt\nförhandlingsordningen ska prövningen ske utifrån en sysselsättningsgrad om\n50 procent. Då har arbetsgivaren att pröva om beaktansvärt hinder\nföreligger också mot detta.\u003C\u002Fp>\n\n\u003Cp>Frågan om beviljande av deltidspension med en sysselsättningsgrad om 50\nprocent prövas i det fallet således i lokal förhandling, och i förekommande\nfall, i central förhandling. Den prövning som där sker är slutlig i frågan\nom deltidspension kan beviljas eller inte. Att prövningen sker slutligt i den\ncentrala förhandlingen betyder att prövningen är slutlig och inte kan drivas\nvidare i domstol. Vill arbetstagaren och den lokala fackliga organisationen\ngöra gällande att arbetsgivaren inte har uppfyllt sina skyldigheter, ska den\nlokala fackliga organisationen begära lokal förhandling om skadestånd för\npåstådda brister på arbetsgivarsidan. För frågan om skadestånd för\nfelaktig avtalstillämpning är det avgörande om huruvida arbetsgivaren vid\nsin bedömning brustit i tillräcklig noggrannhet och aktsamhet samt hänsyn\ntill arbetstagarens intressen. Skadeståndsfrågan behandlas självfallet i\nenlighet med reglerna i förhandlingsordningen och kan alltså gå till domstol\nom parterna misslyckas. Som alltid är det parternas gemensamma föresats att\ntvister löses i förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att förhållandena typiskt sett torde ändra sig\nunder tvistens handläggning och att det på grund härav kan uppkomma\nmöjligheter att hitta godtagbara lösningar, varvid tvisten i så fall ska\nbero med det.\u003C\u002Fp>\n\n\u003Cp>Som nämnts tidigare kan det finnas situationer där det på grund av\nbeaktansvärt hinder inte är möjligt att bevilja deltidspension vid begärd\ntidpunkt men där hindret vid en senare tidpunkt bortfaller. Det är då\nlämpligt att arbetsgivaren meddelar arbetstagaren och den lokala fackliga\norganisationen om detta. En annan möjlighet är att arbetstagaren då ansöker\npå nytt och arbetsgivaren har då att pröva denna ansökan.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna utgår som alltid från att de lokala parterna och\narbetstagarna ser till att såväl ansökan som prövning om deltidspension\nutförs på ett korrekt sätt. Om en viss arbetstagare ständigt återkommer\nmed nya ansökningar utan att det skett förändringar som motiverar det ska\narbetsgivaren meddela verkstadsklubben om ett sådant ”missbruk”. Parterna\nutgår då från att verkstadsklubben kommer överens med arbetsgivaren om att\nen ny ansökan från vederbörande arbetstagare endast måste prövas av\narbetsgivaren om ansökan godkänts av verkstadsklubben.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga J Yrkesutbildningsavtal\u003C\u002Fh2>\n\n\u003Cp>Mellan\u003C\u002Fp>\n\n\u003Cp>Motorbranschens Arbetsgivareförbund (MAF) och Industrifacket Metall\n(IFMetall)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Tillämpningsområde\u003C\u002Fh3>\n\n\u003Cp>Avtalet gäller inom parternas avtalsområde för all av företaget på\narbetsplatsen anordnad yrkesutbildning samt läroplansbunden arbetslivs- och\nyrkesorientering. Begreppet yrkesutbildning inrymmer inte endast en flerårig\nsystematisk yrkesutbildning, utan även varje annan form av yrkesutbildning\nför nuvarande eller framtida yrkesuppgifter av redan anställda, t ex\nomskolningskurser, introduktionskurser och andra former av korta och långa\nutbildningar. Även läroplansbunden arbetslivsorientering och yrkesorientering\nsamt yrkesutbildning som av utbildningsanordnare förlagts till, men bedrivs av\nföretag, omfattas av avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Yrkesnämnd\u003C\u002Fh3>\n\n\u003Cp>För behandling av frågor rörande yrkesutbildning inom branschen har\nparterna tillsatt en yrkesnämnd (MYN).\u003C\u002Fp>\n\n\u003Cp>Yrkesnämndens verksamhet finansieras genom en årlig avgift beräknad på\nföretagets årslönesumma för arbetare inom det gemensamma avtalsområdet.\nAvgiften är för närvarande:\u003C\u002Fp>\n\n\u003Cp>•0,075 procent exkl moms för medlemsföretag i MAF\u003C\u002Fp>\n\n\u003Cp>•0,15 procent exkl moms för icke medlemsföretag i MAF.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Arbetsplatsförlagd utbildning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Grund- och gymnasieskola\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med arbetsplatsförlagd utbildning avses av grundskola och gymnasieskola\nanordnad utbildning som delvis förlagts till arbetsställe utanför skolan.\nDen arbetsplatsförlagda utbildningen ska planeras och genomföras med\nutgångspunkt av regeringen och skolverk fastställda läroplaner, examensmål\nsamt ämnesplaner.\u003C\u002Fp>\n\n\u003Cp>Skolhuvudmannen har huvudansvar för den arbetsplatsförlagda utbildningen\nenligt ovan, antar elever och utövar tillsyn över utbildningen. Företaget\nska med skolhuvudmannen träffa avtal om utbildningen samt villkor för den.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Övriga utbildningar\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övriga utbildningar avses utbildningar som inte anordnas av grund-\neller gymnasieskolan. Utbildningarna är arbetsplatsförlagd eller\nföretagsintern utbildning,\u003C\u002Fp>\n\n\u003Cp>lärlingsutbildning (inte gymnasial lärlingsutbildning)\narbetsmarknadspolitiska åtgärder, påbyggnadsutbildningar, högskolepraktik\nosv.\u003C\u002Fp>\n\n\u003Cp>För att dessa utbildningar ska kvalificera för inplacering i yrkesgrupp\nenligt § 7 Mom 3 stycke 1 Motorbranschavtalet gäller att riktlinjer,\nkursplaner, programmål ska godkännas av MYN.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan arbetsplatsförlagd utbildning påbörjas enligt § 2 ska lokal\növerenskommelse träffas om utbildningens genomförande. Överenskommelsen ska\ninnehålla reglering av handledare, elevens introduktion på företaget och en\nstudie- och handlingsplan för utbildningens genomförande.\u003C\u002Fp>\n\n\u003Cp>En gränsdragning mellan studie- och handlingsplan och arbete ska\nfastställas. Lön för sådant arbete som faller utanför studie- och\nhandlingsplanen får inte understiga Motorbranschavtalets lägsta tidlön (se\n§ 5 nedan).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 1 Grund- och gymnasieskola\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under arbetsplatsförlagd utbildning enligt § 2 mom 1 är eleven inte\nanställd i företaget. Därav följer bland annat att eleven inte uppbär lön\nunder utbildningstiden eller har andra anställningsförmåner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Övriga utbildningar\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Finns varken lokal överenskommelse enligt § 3 eller godkännande av MYN\nenligt § 2 mom 2 är eleven att anse som anställd och därmed ska lön och\nanställningsvillkor enligt Motorbranschavtalet tillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Eleven utför arbete\u003C\u002Fh3>\n\n\u003Cp>I de fall en elev i arbetsplatsförlagd utbildning enligt § 2 mom 1 utför\narbete som ligger utanför den upprättade studie\u002Fhandlingsplanen, på annan\narbetstid eller utan handledare ska lön utgå enligt kollektivavtal. Sådant\narbete omfattas inte av detta avtal utan regleras i gällande kollektivavtal.\nTiden betraktas som visstidsanställning enligt Motorbranschavtalet.\nGränsdragningen mellan studie\u002Fhandlingsplan och arbete, samt elevens lön vid\nsådant arbete, ska fastställas i den lokala överenskommelsen innan\nutbildningen påbörjas. I utbildningssyfte och som ett led i genomförandet av\nkursmomentet kan dock elev delta i företagets ordinarie produktion. Elev får\ndock inte ersätta ordinarie medarbetare i produktionen\u002Fbemanningsplanen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Matersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver ersättning från stat och kommun ska elev i arbetsplatsförlagd\nutbildning inom gymnasieskolan erhålla fri lunch eller kostersättning för\nvarje fullföljd utbildningsdag på företaget. Med fri lunch avses att eleven\nerhåller lunch antingen av företaget, av skolan eller av annan.\nKostersättningen följer Skatteverkets normalbelopp för värdet av en fri\nmåltid per dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Försäkringar under utbildningstiden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utbildning enligt § 2 mom 1 ska företaget i avtalet med skolan\nförsäkra sig om att skolhuvudmannen tar på sig principalansvaret och har\ntecknat en ansvarsförsäkring som täcker skada på utrustning och person.\u003C\u002Fp>\n\n\u003Cp>Vid utbildning enligt § 2 mom 2 ska företaget försäkra sig om att\nutbildningsanordnaren tar på sig principalansvaret och har tecknat en\nansvarsförsäkring som täcker skada på utrustning och person.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Arbetsmiljö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid samtliga utbildningar ska elev likställas med arbetstagare vid\ntillämpning av arbetsmiljölagen med tillhörande föreskrifter i\narbetslivet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Arbetstider\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsförlagd utbildning enligt § 2 mom 1 följer skolarbetsåret och\neleverna får ledighet i form av ferier etc. i samma ordning som om\nutbildningen skulle ha varit helt skolförlagd.\u003C\u002Fp>\n\n\u003Cp>Eleven följer arbetsplatsens dagliga arbetstider. För minderåriga gäller\natt utbildningstid dock inte får förläggas till tid som är inte är\ntillåten enligt Arbetsmiljöverkets föreskrifter för minderåriga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Introduktion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företaget och lokal facklig organisation svarar gemensamt för elevens\nintroduktion på företaget. Introduktionen ska innehålla information om\nutbildningens omfattning och genomförande, allmänna skyddsfrågor,\nskyddsinstruktioner enligt arbetsmiljölagen, företagets organisation och\nverksamhet samt facklig information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§11 Arbetsplatssamverkan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att såväl utbildningsplanering, introduktion av\nelev och utvärdering\u002Fuppföljning ska ske i samverkan mellan de lokala\nparterna. Samverkan mellan utbildningsanordnaren, företaget och de fackliga\nrepresentanterna ska säkerställa utbildningens mål.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§12 Handledare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Handledare utses gemensamt av företag och lokal facklig organisation med\nutgångspunkt av utbildningens innehåll. Denne ska besitta erforderlig\nkompetens och fortlöpande stödjas av skolhuvudmannen bl a genom relevant\ngrundutbildning och fortbildning för uppdraget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§13 Betyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utbildningshuvudmannen är ansvarig för betygsättningen. Handledare på\nföretaget fungerar i detta sammanhang som medbedömare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§14 Feriearbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företag, som anordnar arbetsplatsförlagd utbildning enligt § 2 mom 1,\nbör om möjligt erbjuda dessa elever feriearbete.\u003C\u002Fp>\n\n\u003Cp>För elev som erbjuds feriearbete ska lön och andra anställningsvillkor\nutgå enligt gällande kollektivavtal på arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§15 Yrkesombud\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokal facklig organisation kan utse ett eller flera yrkesombud.\u003C\u002Fp>\n\n\u003Cp>Yrkesombudet är den fackliga organisationens representant i det lokala\nsamarbetet kring yrkesutbildning och har till uppgift att i samarbete med\nrepresentanter för företagsledningen (t.ex. utbildningsledare, arbetsledare)\noch handledare, följa och främja yrkesutbildningen inom företaget.\u003C\u002Fp>\n\n\u003Cp>Yrkesombudet omfattas av lagen om facklig förtroendeman.\u003C\u002Fp>\n\n\u003Cp>Regionala yrkesombud utsedda på avdelningsnivå kompletterar - i\nförekommande fall - ersätter yrkesombudet i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§16 Regionala samverkansorgan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Regionala samverkansorgan, t.ex. lokala yrkesråd eller programråd med\nrepresentanter för arbetslivet och skolan är en resurs i diskussionerna\nangående arbetsplatsförlagd utbildning. En starkare koppling mellan dessa och\nden centrala yrkesnämnden bör eftersträvas.\u003C\u002Fp>\n\n\u003Cp>Arbetet i regionala samverkansorgan understöds av parterna lokalt. Ledamot\nerhåller erforderlig ledighet för uppgifter som följer uppdraget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§17 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal behandlas enligt\ngällande förhandlingsordning mellan MAF och IFMetall. Kan ärendet ej lösas\nvid central förhandling äger part driva frågan vidare till skiljenämnd,\nsenast inom två månader från det att den centrala förhandlingen\navslutades.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden ska sammanträda snarast möjligt och senast tre veckor från\ndagen för dess påkallande, om inte parterna enas om annat.\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden består av fem ledamöter. MAF och IFMetall utser vardera\ntvå ledamöter. Dessa fyra ledamöter utser gemensamt en femte ledamot, som\nska vara ordförande.\u003C\u002Fp>\n\n\u003Cp>Varje ledamot i skiljenämnden har en röst. Som skiljenämndens beslut\ngäller den mening som fått flest röster.\u003C\u002Fp>\n\n\u003Cp>Parterna bär sina egna kostnader i skiljeförfarandet. Uppkomna kostnader\ndelas lika mellan parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§18 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Yrkesutbildningsavtalet löper under samma tid som det vid varje tidpunkt\ngällande Motorbranschavtalet. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Motorbranschens Arbetsgivareförbund\u003C\u002Fstrong>\n\n        \u003Cp>Box 5384, 102 49 Stockholm\u003C\u002Fp>\n\n        \u003Cp>tel 08 762 71 00\u003C\u002Fp>\n\n        \u003Cp>info@transportforetagen.se\u003C\u002Fp>\n\n        \u003Cp>transportforetagen.se\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Industrifacket Metall\u003C\u002Fstrong>\n\n        \u003Cp>105 52 Stockholm\u003C\u002Fp>\n\n        \u003Cp>tel 08 786 80 00\u003C\u002Fp>\n\n        \u003Cp>postbox.fk@ifmetall.se\u003C\u002Fp>\n\n        \u003Cp>ifmetall.se\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\n",{"cbadate_start":42,"cbadate_end":45,"JOBTYPE_descriptions":47,"jobclassifaction1":51,"trainingprogrammes":55,"pensionfund":59,"contracttrial":63,"contractseverancepay":67,"disabilitypay":71,"healthinsurance":75,"healthandsafetypolicy":78,"protectiveclothing":81,"paidmaternityleave":85,"deathrelatives":89,"marriage":93,"discrimination":96,"equalitymonitoring":100,"hourspweek_select":104,"dayspweek_select":108,"hoursovertimemax":112,"PAIDLEAV_trigger":116,"bankholidays1":120,"SCHEDULE_trigger":124,"schedulesrestpw":126,"WAGES_payscale1_start":129,"WAGES_payscale1_end":132,"WAGES_payscale1_year":135,"STRUCINCR_trigger":138,"wageincreaseamount1":141,"NOCTPREM_trigger":145,"annleaveallowanceamount1":149,"ANNLEAVE_trigger":153,"OVERTIME_trigger":157,"overtimeallowanceamount1_general":160,"HARDSHIP_trigger":164,"SUNDAY_trigger":168,"COMMUTE_trigger":170,"SENIOR_trigger":174,"strikes_trigger":177},{"bindId":43,"name":44,"text":44},"cbadate_start","1 december 2020 - 30 april 2023",{"bindId":46,"name":44,"text":44},"cbadate_end",{"bindId":48,"name":49,"text":50},"JOBTYPE_descriptions","Mom 2 Yrkesgrupp t) I yrkesgrupp t) inpl","Mom 2 Yrkesgrupp t)\n\n\n\nI yrkesgrupp t) inplaceras särskilt kvalificerade arbetare som\nsjälvständigt utför arbetsuppgifter som ställer speciellt höga krav på\nbåde teoretiskt och praktiskt kunnande. Övriga allmänna förutsättningar\nför att hänföras till denna grupp är att arbetaren uppfyller följande:\n\n\n\n■att arbetet utförs rationellt och effektivt\n\n■att ha ett stort kunnande och lång erfarenhet om det aktuella märket\neller vid t ex allroundverkstäder ett stort kunnande om olika märken\n\n■att tillgodogöra sig erforderlig utbildning och serviceinformation\n\n■att vid reparations- och underhållsarbete självständigt kunna klara\nfelsökning inom sitt arbetsområde\n\n■att kunna instruera och självständigt handleda medarbetare.\n\n\n\nFör att hänföras till yrkesgrupp t) skall arbetaren utöver ovan angivna\nallmänna förutsättningar uppfylla något av följande villkor:\n\n1.Mekaniker, lackerare, plåtslagare m fl som förutom sitt ordinarie arbete\nhar stadigvarande vissa verkstadsadministrativa arbetsuppgifter eller som\nkontinuerligt tar ansvar för och hjälper till med t ex arbetsledning,\nkundmottagning eller planering.\n\n2.Reservdelsman som förutom sitt ordinarie arbete dels deltar i den\növergripande lageradministrationen, dels har regelmässigt arbetsledande\narbetsuppgifter t ex 1:e man på lagret eller lagerchefens\nställföreträdare.\n\n3.Arbetare med särskilt stort tekniskt kunnande som utför arbetsuppgifter\nutöver vad som normalt krävs av en yrkesarbetare enligt något av följande\nalternativ.\n\na)Självständigt utför arbetsuppgifter inom flera arbetsområden som t ex\ntraktorer, skördetröskor, lastbilar och entreprenadmaskiner.\n\nb)Självständigt utför samtliga arbetsuppgifter inom ett arbetsområde\ninklusive specialarbeten på t ex el, aggregat och hydraulik.\n\nc)Fältservicemekaniker som självständigt utför samtliga arbeten i fält\ninklusive tillhörande administrativa arbetsuppgifter.\n\n4.Arbetare som har stort kunnande inom det egna arbetsområdet och\ndärutöver har stor mångkunnighet att även självständigt kunna utföra\nkvalificerade arbetsuppgifter på andra områden.\n\nLokal överenskommelse träffas om inplacering i yrkesgrupp t).",{"bindId":52,"name":53,"text":54},"jobclassifaction1","Mom 3 Inplacering i yrkesgrupp Arbetare ","Mom 3 Inplacering i yrkesgrupp\n\n\n\nArbetare som genomgått någon av branschens yrkesnämnd godkänd\ngrundutbildning och därvid uppnått av yrkesnämnden fastställda mål,\ninplaceras i yrkesgrupp\n\nd). Efter ytterligare sex månaders arbete i yrket tillgodoräknas arbetaren\n4 år i yrket och må ej placeras i lägre grupp än c).\n\n\n\nMed godkänd grundutbildning avses:\n\na)Gymnasieskolans 3-åriga fordonsprogram\n\nb)Av MYN godkänd grundläggande arbetsmarknadsutbildning\n\nc)Annan av yrkesnämnden godkänd grundutbildning\n\nArbetare som genomgått någon av branschens yrkesnämnd godkänd\ngrundutbildning enligt ovan och som därefter genomgått av yrkesnämnden\ngodkänd påbyggnadsutbildning tillgodoräknas denna utbildning som arbetad tid\noch må ej inplaceras i lägre yrkesgrupp än c).\n\nFör chaufförer, lagerarbetare, tvättare, lokalvårdare (städare)\nsmörjare, rekonditionerare och rostskyddsbehandlare, som fyllt 20 år och\narbetat 1 år i yrket, gäller de för yrkesgrupp b) fastställda lägsta\ntidlönerna.\n\nKontorsstädare och barpersonal som fyllt 20 år och arbetat 1 år i yrket\ninplaceras i yrkesgrupp d). Barpersonal som är förste biträde inplaceras i\nyrkesgrupp b).",{"bindId":56,"name":57,"text":58},"trainingprogrammes","Utbildning Enligt arbetsmiljölagen svara","Utbildning\n\nEnligt arbetsmiljölagen svarar arbetsgivare och arbetstagare gemensamt för\natt skyddsombud får erforderlig utbildning. Goda kunskaper om arbetsmiljön\nhos chefer, specialister och andra anställda, som har funktioner som påverkar\narbetsmiljöfrågorna, utgör också ett värdefullt stöd i det lokala\narbetsmiljöarbetet.\n\nParterna ska därför verka för att personal i arbetsledande ställning,\nskyddsombud och ledamöter i skyddskommittéer samt andra befattningshavare som\nhar beslutsfunktioner, som påverkar arbetsmiljön, innehar erforderlig\narbetsmiljöutbildning (vad som innefattas i detta har preciserats i 6§ AFS\n2001:1)\n\nDär det bedöms lämpligt och möjligt bör arbetsmiljöutbildning anordnas\nsamtidigt för nu nämnda grupper. Arbetsmiljöutbildning kan också behövas\nför övriga anställda.\n\nHär uppmärksammas särskilt de nyanställdas behov av information.\n\nOmfattningen och innehållet i denna utbildning anpassas med hänsyn till\nden uppgift som den anställde har inom arbetsmiljöområdet. För utbildningen\nanvänds företrädesvis utbildningsmateriel som utarbetats och anpassats till\nde lokala förhållandena.",{"bindId":60,"name":61,"text":62},"pensionfund","Mom 9 Deltid i pensioneringssyfte (Delti","Mom 9 Deltid i pensioneringssyfte (Deltidspension)",{"bindId":64,"name":65,"text":66},"contracttrial","Mom 2 Provanställning och visstidsanstäl","Mom 2 Provanställning och visstidsanställning\n\n\n\nProvanställning och visstidsanställning på avtalsområdet sker enbart\nenligt detta avtal, som helt ersätter reglerna om visstidsanställning i lagen\nom anställning sskydd.\n\nEtt avtal om provanställning eller visstidsanställning mellan arbetsgivare\noch arbetstagare ska vara skriftligt.",{"bindId":68,"name":69,"text":70},"contractseverancepay","Bilaga D Regler för permitteringslön Öve","Bilaga D Regler för permitteringslön\n\n\n\nÖverenskommelsen mellan SAF och LO om permitteringslön har antagits av MAF\noch Metall. Överenskommelsen har kompletterats med anmärkningar till §§ 5\noch 7.\n\n\n\nÖverenskommelse mellan Svenska Arbetsgivareföreningen (SAF) och\nLandsorganisationen i Sverige (LO) om permitteringslön\n\n\n\n§1\n\nDå arbetsgivare, utan att anställningen upphör, på grund av arbetsbrist,\ndriftsstörning eller annan sådan omständighet inte tillhandahåller\narbetstagaren något arbete samt befriar arbetstagaren från hans eller hennes\nnärvaroskyldighet (permittering) utges ersättning (permitteringslön) i\nenlighet med §§ 7-9 nedan.",{"bindId":72,"name":73,"text":74},"disabilitypay","■Trygghetsförsäkring vid arbetsskada, TF","■Trygghetsförsäkring vid arbetsskada, TFA",{"bindId":76,"name":77,"text":77},"healthinsurance","■Avtalsgruppsjukförsäkring, AGS",{"bindId":79,"name":80,"text":80},"healthandsafetypolicy","Företagshälsovård",{"bindId":82,"name":83,"text":84},"protectiveclothing","Mom 4 Överdragskläder Arbetsgivaren till","Mom 4 Överdragskläder\n\n\n\nArbetsgivaren tillhandahåller varje arbetare fria överdragskläder och\nnär så erfordras skyddsskor av tillfredställande beskaffenhet samt\nombesörjer tvätt och lagning av desamma. Dessa överdragskläder förblir\narbetsgivarens egendom.\n\nI de fall då svårigheter föreligger för arbetsgivaren att ombesörja\ntvätt och lagning av överdragskläder, kan överenskommelse träffas om att\narbetarna på egen bekostnad ombesörjer detta, dock att arbetsgivaren, där\nannat ej överenskommes, härtill bidrager med nedanstående angivet belopp,\nvilket utbetalas kvartalsvis i efterskott.",{"bindId":86,"name":87,"text":88},"paidmaternityleave","Ledighet p g a havandeskap eller bams fö","Ledighet p g a havandeskap eller bams födelse regleras enligt lag. Arbetare\nsom enligt lag har rätt att avhålla sig från arbete i samband med barns\nfödelse, skall om arbetaren önskar sådan ledighet, underrätta arbetsgivaren\ndärom senast två månader i förväg, eller om det ej kan ske, så snart som\nmöjligt, samt ange vilken tidsperiod ledigheten avser.",{"bindId":90,"name":91,"text":92},"deathrelatives","Med permission förstås kort ledighet med","Med permission förstås kort ledighet med bibehållen lön under högst en\ndag. Arbetare avlönad med prestationslön erhåller utöver sin månadslön\ngenomsnittsförtjänsten på prestationslön enligt senast kända\nkvartalsstatistik. Vid nära anhörigs begravning kan permissionen dock också\nomfatta nödvändiga (högst två) resdagar.",{"bindId":94,"name":95,"text":95},"marriage","■Eget bröllop",{"bindId":97,"name":98,"text":99},"discrimination","Diskriminerande eller andra sakligt omot","Diskriminerande eller andra sakligt omotiverade skillnader i löner eller\nandra anställningsvillkor mellan anställda skall inte förekomma.",{"bindId":101,"name":102,"text":103},"equalitymonitoring","Kvinnor och män skall ha samma möjlighet","Kvinnor och män skall ha samma möjligheter till kompetensutveckling.",{"bindId":105,"name":106,"text":107},"hourspweek_select","Mom 1 Ordinarie arbetstid Den ordinarie ","Mom 1 Ordinarie arbetstid\n\n\n\nDen ordinarie arbetstiden skall i genomsnitt vara 40 timmar per helgfri\nvecka.",{"bindId":109,"name":110,"text":111},"dayspweek_select","■Dagarbete Veckoarbetstiden fördelas mån","■Dagarbete\n\nVeckoarbetstiden fördelas måndag - fredag inom ramen 07.12 - 18.00 med en\neller flera raster på tillsammans max 78 minuter. Arbetare är dock skyldig\natt tjänstgöra 5 timmar på lördag mellan 07.12 - 12.30 enligt en på\nförhand för två veckor i sänder av arbetsgivaren upprättad\ntjänstgöringslista. Arbetare som tjänstgör på lördag skall, om annan\növerenskommelse inte träffas, erhålla motsvarande ledighet i timmar\nnästpåföljande vecka i anslutning till sön- eller fridag.",{"bindId":113,"name":114,"text":115},"hoursovertimemax","Under en beräkningsperiod om ett kalende","Under en beräkningsperiod om ett kalenderår får den genomsnittliga\narbetstiden per sjudagarsperiod inte överstiga 48 timmar.",{"bindId":117,"name":118,"text":119},"PAIDLEAV_trigger","För intermittent deltidsarbete läggs sem","För intermittent deltidsarbete läggs semestern ut på så många\narbetsdagar av 25 som motsvarar deltidsarbetarens andel av full arbetstid.\nUppstår brutet tal skall höjning ske till närmast högre hela tal.",{"bindId":121,"name":122,"text":123},"bankholidays1","Mom 8 Helgdagsaftnar Påskafton, pingstaf","Mom 8 Helgdagsaftnar\n\n\n\nPåskafton, pingstafton, midsommarafton, julafton och nyårsafton är\nfridagar.",{"bindId":125,"name":110,"text":111},"SCHEDULE_trigger",{"bindId":127,"name":128,"text":128},"schedulesrestpw","Mom 10 Dygnsvila",{"bindId":130,"name":131,"text":131},"WAGES_payscale1_start","18 833",{"bindId":133,"name":134,"text":134},"WAGES_payscale1_end","23 120",{"bindId":136,"name":137,"text":137},"WAGES_payscale1_year","1 maj 2022",{"bindId":139,"name":140,"text":140},"STRUCINCR_trigger","Generell höjning",{"bindId":142,"name":143,"text":144},"wageincreaseamount1","Generell höjning Tidlöner (månadslöner o","Generell höjning\n\nTidlöner (månadslöner och timlöner)\n\nGenerell höjning av utgående månadslöner i kr\u002Fmånad\n\n\n  \n    \n       \n      \n      1 dec 2020\n      \n      1 maj 2022\n      \n    \n    \n      Vuxna\n      \n      417\n      \n      347\n      \n    \n    \n      Minderåriga\n      \n      271\n      \n      226",{"bindId":146,"name":147,"text":148},"NOCTPREM_trigger","Mom 1 Arbete på obekväm tid För arbete p","Mom 1 Arbete på obekväm tid\n\n\n\nFör arbete på obekväm tid betalas, om annat inte överenskoms lokalt,\nföljande tillägg (kronor per timme):\n\n\n\n\n  \n    \n      Fr o m den avlöningsperiod som\n        innehåller:\n      \n    \n    \n       \n      \n      1 dec 2020\n      \n      1 maj 2022\n      \n    \n    \n      Dagtid 17.00-22.30\n      \n      25,85\n      \n      26,40\n      \n    \n    \n      Nattid 22.30-06.30\n      \n      33,10\n      \n      33,85\n      \n    \n    \n      Lördag 06.30-12.30\n      \n      25,85\n      \n      26,40\n      \n    \n    \n      Tillägg under helger och veckoslut\n      \n      73,30\n      \n      74,95",{"bindId":150,"name":151,"text":152},"annleaveallowanceamount1","Mom 4 Lägsta semesterlön Lägsta semester","Mom 4 Lägsta semesterlön\n\n\n\nLägsta semesterlön per betald semesterdag för heltidsanställd med två\nårs anställningstid vid företaget, är följande (kr per dag):\n\n\n\n\n  \n    \n      Fr o m den avlöningsperiod som\n        innehåller:\n      \n    \n    \n       \n      \n      1 dec 2020\n      \n      1 maj 2022\n      \n    \n    \n      Vuxna\n      \n      1445\n      \n      1477\n      \n    \n    \n      Minderåriga\n      \n      1067\n      \n      1091",{"bindId":154,"name":155,"text":156},"ANNLEAVE_trigger","Mom 3 Semesterlön och semestertillägg Un","Mom 3 Semesterlön och semestertillägg\n\n\n\nUnder betald semester behåller arbetstagaren sin månadslön och fasta\nlönetillägg per månad samt får ett semestertillägg.\n\nSemestertillägget per betald semesterdag är:\n\n■0,8 procent av månadslönen och fasta lönetillägg per månad. Detta\nsemestertillägg skall utbetalas med junilönen om inte lokal överenskommelse\nträffas om annat.\n\n■Arbetarens genomsnittsförtjänst per timme under närmast föregående\nkalenderår på eventuella premielönedelar, ersättning för restid, tillägg\nför arbete på obekväm tid, övertidstillägg, ersättning för\narbetsberedskap samt övriga semesterlönegrundande tillägg, multiplicerat\nmed\n\n-1,042 (motsvarar helglön)\n\n-8 (vid en genomsnittlig veckoarbetstid om 40 timmar per vecka)\n\n-1,22\n\nDetta semestertillägg utbetalas i anslutning till semestern.\n\n\n\nFör sparade semesterdagar beräknas semesterlön, semestertillägg och\nsemesterersättning på samma sätt som för betalda semesterdagar i övrigt.\nHänsyn tas dock till sysselsättningsgraden det intjänandeår de sparade\nsemesterdagarna intjänats.\n\n\n\nMom 4 Lägsta semesterlön\n\n\n\nLägsta semesterlön per betald semesterdag för heltidsanställd med två\nårs anställningstid vid företaget, är följande (kr per dag):\n\n\n\n\n  \n    \n      Fr o m den avlöningsperiod som\n        innehåller:\n      \n    \n    \n       \n      \n      1 dec 2020\n      \n      1 maj 2022\n      \n    \n    \n      Vuxna\n      \n      1445\n      \n      1477\n      \n    \n    \n      Minderåriga\n      \n      1067\n      \n      1091",{"bindId":158,"name":159,"text":159},"OVERTIME_trigger","Mom 2 Övertidsarbete",{"bindId":161,"name":162,"text":163},"overtimeallowanceamount1_general","Mom 2 Övertidsarbete Som övertidsarbete ","Mom 2 Övertidsarbete\n\n\n\nSom övertidsarbete räknas arbete utöver arbetstidsmåttet per dag enligt\ndet för arbetaren gällande arbetstidsschemat.\n\nÖvertidsarbete ersätts dels med särskilt övertidstillägg, dels med\nersättning för den arbetade tiden. Ersättning för den arbetade tiden utges\nantingen i pengar eller om arbetaren så önskar i form av ledig tid,\nkompensationsledighet.\n\nKompensationsledighet utgår med en timme för varje övertidstimme.\n\nFör utläggning och ersättning vid kompensationsledighet gäller\nbestämmelserna i § 4.\n\n\n\nÖvertidstillägg utges enligt följande tabell (kronor per timme):\n\n\n\n\n  \n    \n      Fr o m den avlöningsperiod som\n        innehåller:\n      \n    \n    \n       \n      \n      1 dec 2020\n      \n      1 maj 2022\n      \n    \n    \n      Måndag-fredag (arbetsdagar)\n      \n      74,70\n      \n      76,35\n      \n    \n    \n      Arbetsfria vardagar i gällande arbetstidsschema\n      \n      95,70\n      \n      97,80\n      \n    \n    \n      Lördag - söndag, helgdagar, midsommarafton, julafton\n        och nyårsafton\n      \n      127,70\n      \n      130,55\n      \n    \n    \n      För den del av övertidsarbetet som överstiger 2\n        timmar utöver det för arbetaren gällande arbetstidsmåttet per dag\n        måndag - fredag, betalas utöver ersättning enligt ovan\n      \n      13,75\n      \n      14,05",{"bindId":165,"name":166,"text":167},"HARDSHIP_trigger","Mom 5 Arbete med tunga fordon och maskin","Mom 5 Arbete med tunga fordon och maskiner\n\n\n\nVid arbete på lastbilar, maskiner och bussar med en totalvikt om minst 4500\nkg samt traktorer och motorredskap som har en motorstyrka om minst 20 hk skall\nhögre lön än avtalets lägsta tidlön betalas.",{"bindId":169,"name":147,"text":148},"SUNDAY_trigger",{"bindId":171,"name":172,"text":173},"COMMUTE_trigger","Mom 1 Traktamenten och researvoden De lo","Mom 1 Traktamenten och researvoden\n\n\n\nDe lokala parterna kan med utgångspunkt från gällande skattelagstiftning\nträffa överenskommelse om ersättning för ökade levnadskostnader vid resor\ni tjänsten.\n\nTräffas ej sådan överenskommelse gäller följande. Vid arbete utom\nverkstaden utges traktamente om färdvägen från arbetsplatsen till verkstaden\nrespektive bostaden uppgår till minst 50 km och arbetaren på grund av\ntjänsteresan måste övernatta utanför sitt hem.\n\nTraktamente för dag är 240 kronor. För avresedagar med avresa efter kl\n12.00 och hemresedagar med återkomst före kl 19.00 är beloppet dock 120\nkronor per dag. Vid längre bortovaro än 3 månader på samma ort är\ntraktamente för heldag 168 kronor.\n\nOm arbetsgivaren ej betalar kostnaden för logi utges traktamente för natt\nmed 120 kronor.\n\nOvan angivna belopp avser 2020 års nivå och ändras i enlighet med\nSkatteverkets schablonbelopp\n\nOm överenskommelse om annat ej träffats och traktamente enligt ovan utges,\nerhåller arbetaren ett researvode om 155 kronor per dag. På avresedagar med\navresa efter kl 12.00 och hemresedagar med återkomst före kl 19.00 utges dock\nresearvode med 80 kronor.\n\n\n\nMom 2 Researvode vid kort bortovaro\n\n\n\nVid tjänsteresa med en färdväg som överstiger 4 km från ordinarie\narbetsplats och som ej berättigar till traktamente enligt mom 1 betalas, om\nannan överenskommelse inte träffats lokalt, researvode om 80 kronor vid\nbortovaro 4-10 timmar och 145 kronor vid bortovaro mer än 10 timmar.",{"bindId":175,"name":69,"text":176},"SENIOR_trigger","Bilaga D Regler för permitteringslön\n\n\n\nÖverenskommelsen mellan SAF och LO om permitteringslön har antagits av MAF\noch Metall. Överenskommelsen har kompletterats med anmärkningar till §§ 5\noch 7.",{"bindId":178,"name":179,"text":180},"strikes_trigger","§ 8 Arbetsinställelse, blockad, bojkott ","§ 8\n\nArbetsinställelse, blockad, bojkott eller annan därmed jämförlig\nstridsåtgärd får - även om den är tillåten enligt lag eller\nkollektivavtal - ej vidtas i anledning av viss tvist\n\n\n\n1.av part, som försuttit sin rätt till förhandling i frågan;\n\n2.av part, innan han fullgjort sin förhandlingsskyldighet;\n\n3.såvida ej efter förhandling skriftligt meddelande om den tilltänkta\nstridsåtgärden lämnats vederbörande förbund å motsidan senast tre\nmånader från den dag förhandlingen enligt § 9 skall anses avslutad;\n\n4.utan att åtgärden blivit beslutad eller medgiven av vederbörande\nförbund.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Motorbranschavtalet 1 december 2020 - 30 april 2023 - 2020\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2020-12-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-04-30\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: → Fordonsreparation\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Underhåll och reparation av motorfordon utom motorcyklar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        Metall - Svenska Metallindustriarbetareförbundet\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks\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): → -10 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 2 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Nej\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → The CBA explicitly refers to the law dagar\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Arbetstimmar per dag: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            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