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charset=UTF-8\">\n  \u003Ctitle>kollektivavtal-serviceentreprenad-fastighets-seko-2023-2025-artnr-6044-2308\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>KOLLEKTIVAVTAL\u003C\u002Fh1>\n\n\u003Ch1>Serviceentreprenad\u003C\u002Fh1>\n\n\u003Ch1>mellan Almega Tjänsteförbunden\u003C\u002Fh1>\n\n\u003Ch1>och Fastighetsanställdas Förbund samt\u003C\u002Fh1>\n\n\u003Ch1>Facket för Service och Kommunikation (SEKO)\u003C\u002Fh1>\n\n\u003Ch1>2023-2025\u003C\u002Fh1>\n\n\u003Ch1>Giltighetstid: 2023-06-01 -2025-05-31\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet omfattar städningsarbete och servicearbeten som utförs av\nserviceentreprenadforetag anslutna tili Almega Tj änsteforbunden.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller inte för arbetsledare och övriga tjänstemän.\nServicetjänster kan utföras i mindre omfattning i kombination med städning.\nKollektivavtalet regierar inte anställningar som är att hänföra tili\nbemanningsföretag.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse träffas mellan arbetsgivare och lokal facklig\nOrganisation.\u003C\u002Fp>\n\n\u003Cp>Pä arbetsplatser dar Fastighetsanställdas Förbund är facklig part\nutgörs lokal facklig Organisation av företagsklubb\u002Farbetsplatsombud med\nförhandlingsmandat eller företrädare för region med förhandlingsmandat.\u003C\u002Fp>\n\n\u003Cp>Pä arbetsplatser där SEKO är facklig part utgörs lokal facklig\nOrganisation av SEKOs klubb\u002Favdelning.\u003C\u002Fp>\n\n\u003Ch2>I Allmânna villkor\u003C\u002Fh2>\n\n\u003Ch3>§ 1 Arbetets ledning\u003C\u002Fh3>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>Med iakttagande av avtalets bestammelser och lagstiftningen pâ\narbetsmarknaden ager arbetsgivaren ratt att leda och fordela arbetet.\u003C\u002Fp>\n\n\u003Ch4>Mom 2\u003C\u002Fh4>\n\n\u003Cp>Fôrhâllandet mellan arbetsgivare och arbetstagare grundar sig pâ\nômsesidigt fortroende.\u003C\u002Fp>\n\n\u003Cp>Handlingar och uppgifter rorande foretagets verksamhet och forhâllanden hos\nkunder ska hanteras med aktsamhet och i enlighet med gàllande\nsekretesslagstiftning.\u003C\u002Fp>\n\n\u003Cp>Vid anmodan frân arbetsgivaren ska arbetstagare uppge forekomsten av andra\nanstàllningar och dâr gàllande arbetstider.\u003C\u002Fp>\n\n\u003Cp>Arbetsforhâllandena ska anpassas till mânniskors olika forutsattningar i\nfysiskt och psykiskt avseende.\u003C\u002Fp>\n\n\u003Ch4>Mom 3\u003C\u002Fh4>\n\n\u003Cp>Fôreningsrâtten ska â ômse sidor lâmnas okrânkt.\u003C\u002Fp>\n\n\u003Ch4>Mom 4\u003C\u002Fh4>\n\n\u003Cp>Anser arbetstagare att avskedande àgt rum under omstandigheter, som kan\ntolkas sâsom angrepp pâ fôreningsrâtten, âger de att innan andra\nâtgârder vidtas - genom sin organisation pâkalla undersôkning for vinnande\nav râttelse.\u003C\u002Fp>\n\n\u003Ch3>§ 2 Ingâende av anstallning\u003C\u002Fh3>\n\n\u003Ch4>Mom 1 Ingâende av anstallning\u003C\u002Fh4>\n\n\u003Cp>I anslutning till lagen om anstâllningsskydd gâller foljande sârskilda\nbestammelser.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Tillsvidareanstâllning\u003C\u002Fh4>\n\n\u003Cp>Vaije anstallning gâller tillsvidare om inte annat ôverenskommits mellan\narbetsgivaren och arbetstagaren enligt nedan.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Tidsbegränsad anställning\u003C\u002Fh4>\n\n\u003Cp>Avtal om tidsbegränsad anställning far träffas i foljande fall:\u003C\u002Fp>\n\n\u003Cp>1.Säsongsarbete\u003C\u002Fp>\n\n\u003Cp>2.Vikariat\u003C\u002Fp>\n\n\u003Cp>3.Avtal om tidsbegränsad anställning far träffas när arbetstagaren har\nfyllt 69 ár.\u003C\u002Fp>\n\n\u003Cp>4.Allmän visstidsanställning.\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare under en femársperiod har varit anställd hos\narbetsgivaren antingen i allmän visstidsanställning i sammanlagt mer än tvá\nár, eller som vikarie i sammanlagt mer än tvá ár, övergär anställningen\ntili en tillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som träffar avtal enligt punkt 1-4 ska snarast underrätta den\nlokala fackliga Organisationen härom. Nágon underrättelse behöver dock inte\nlämnas om anställningstiden är högst en mänad.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt tili äteranställning gäller inte tili ny anställning\nsom bedöms fá en varaktighet av högst 3 veckor.\u003C\u002Fp>\n\n\u003Cp>Missbruksregel: Regeln ska inte användas i syfte att systematiskt undvika\natt erbjuda anställning tili arbetstagare som har företrädesrätt tili\näteranställning. Vid misstanke om missbruk kan företaget foreläggas att\niaktta foreträdesrätten. Detta sker efter förhandling enligt avtalets\nforhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ramavtal\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare kan upprätta ett anställningsbevis, som avser flera\ntidsbegränsade anställningar om högst tvá veckor per\nanställningstillfalle. Anställningstiden for vaije enskilt överenskommen\nanställning dokumenteras i bilaga. När den enskilde sä begär ska kopia pá\naktuell bilaga överlämnas.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch4>Mom 4 Provanställning\u003C\u002Fh4>\n\n\u003Cp>Avtal om provanställning fär träffas när syftet är att anställningen\nefter prövotiden ska övergä tili en tillsvidareanställning. Avtalet far\nomfatta högst sex mánader. Om arbetstagaren varit ffänvarande under\nprovperioden, kan anställningen efter lokal överenskommelse förlängas med\nmotsvarande tid.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare som traffar avtal om provanstallning ska snarast underratta den\nlokala fackliga organisationen harom. Nagon underrattelse behover dock inte\nlamnas om anstallningstiden ar hogst en manad.\u003C\u002Fp>\n\n\u003Cp>Provanstallning kan efter overenskommelse mellan arbetsgivaren och\narbetstagaren forlangas med hogst 3 manader. Sadan overenskommelse ska traffas\nsenast tva veckor innan ordinarie provanstallning lopt ut.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 5 Uppgift om nyanstallning\u003C\u002Fh4>\n\n\u003Cp>Om den lokala fackliga organisationen sa begar ska arbetsgivaren skriftligen\noverlamna namn och arbetsstalle for de medarbetare som nyanstallts inom\navtalsomrMet.\u003C\u002Fp>\n\n\u003Ch3>§ 3 Upphorande av anstallning\u003C\u002Fh3>\n\n\u003Ch4>Mom 1 Upphorande av anstallning\u003C\u002Fh4>\n\n\u003Cp>Tidsbegransad anstallning kan bringas att upphora fore den tid som avsetts\nvid anstallningstillfallet genom att arbetsgivaren eller arbetstagaren lamnar\nskrlftlig underrattelse. Sadan anstallning upphor 14 dagar efter det att\nnagondera parten lamnat skriftlig underrattelse till den andra parten. Fran\narbetsgivarens sida far sadan underrattelse inte lamnas efter det att sex\nmanader forflutit fran anstallningens tilltradande.\u003C\u002Fp>\n\n\u003Cp>Avbrytanderegeln kan endast tillampas en gang per individ for de fall\narbetstagaren har haft flera anstallningstillfallen i samma juridiska\nperson.\u003C\u002Fp>\n\n\u003Cp>Efter sex manaders anstallning galler vid endera partens uppsagning i fortid\nav anstallning, enligt § 2 Anstallningens ingaende mom 3 punktema 1-4, en\nomsesidig uppsagningstid om en manad.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Besked (LAS § 15)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En arbetstagare som ar anstalld enligt mom 3 punktema 1-3 och som inte\nkommer att fa fortsatt anstallning nar anstallningen upphor ska fa besked om\ndetta minst en manad fore anstallningstidens utgang under forutsattning att\narbetstagaren nar anstallningen upphor har varit anstalld hos arbetsgivaren mer\nan 12 manader under de senaste tva aren.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Varsel (LAS § 30 a)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som ger en arbetstagare besked om att en tidsbegrânsad\nanstâllning ska upphôra ska samtidigt varsla den lokala fackliga organisation\nsom arbetstagaren tillhor.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren och den lokala fackliga organisationen har ratt till\nôverlâggning med arbetsgivaren om beskedet.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Upphôrande av provanstâllning vid provotidens utgàng\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Besked (LAS § 6)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vill inte arbetsgivaren eller arbetstagaren att anstâllningen enligt § 2\nmom 4 ska fortsàtta efiter det att prôvotiden har lôpt ut ska besked om\ndetta lamnas till motparten senast vid provotidens utgâng. Sker det ej,\nôvergâr provanstâllningen i en tillsvidareanstâllning.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Underrâttelse (LAS § 31)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som avser att lamna besked enligt ovan ska underrâtta\narbetstagaren om detta minst tvâ veckor i forvâg.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Varsel (LAS §31)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Àr arbetstagaren fackligt organiserad ska arbetsgivaren samtidigt med\nunderrâttelsen varsla arbetstagarens lokala fackliga organisation.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Upphôrande av provanstâllning fore provotidens utgàng\u003C\u002Fh4>\n\n\u003Cp>Om inte annat avtalats far en provanstâllning avbrytas fore pro-votidens\nutgâng.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Besked (LAS § 6)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vill arbetsgivaren avbryta provanstâllning i fërtid ska han ge\narbetstagaren besked om detta senast sista anstallningsdagen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Underrâttelse (LAS § 31)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som avser att lamna besked enligt ovan ska underrâtta\narbetstagaren om detta minst tvâ veckor i forvâg.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Varsel (LAS § 31)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Är arbetstagaren fackligt organiserai! ska arbetsgivaren samtidigt med\nunderrättelsen varsla arbetstagarens lokala fackliga organisation.\u003C\u002Fp>\n\n\u003Cp>Vill arbetstagare avbryta provanställning i förtid ska han underrätta\narbetsgivaren härom minst tvä veckor i forväg.\u003C\u002Fp>\n\n\u003Ch4>Mom 4\u003C\u002Fh4>\n\n\u003Cp>Lokal överenskommelse far träffas i aktuella fall mellan arbetsgivaren och\nperson med särskilt förhandlingsmandat utsedd av Fastighetsanställdas\nFörbund om awikelse frän bestämmelsema om turordning vid uppsägning\nrespektive foreträdesrätt tili äteranställning.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse far träffas i aktuella fall mellan arbetsgivaren och\nreprésentant för SEKO:s lokala fackliga organisation om awikelse frän\nbestämmelsema om turordning vid uppsägning respektive foreträdesrätt tili\näteranställning.\u003C\u002Fp>\n\n\u003Ch4>Mom 5\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare, som slutar sin anställning utan iakttagande av bestämd\nuppsägningstid, förlorar innestäende fast kontant mänadslön, dock\nuppgäende tili högst arbetstagarens utgäende lön for den del av\nuppsägningstiden som ej iakttagits.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Observera att beneficium-beskedfrân Kronofogdemyndigheten i det län där\narbetstagaren är bosatt mäste inhämtas.\u003C\u002Fp>\n\n\u003Ch4>Mom 6\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare, som uteblivit frän arbetet 15 kalenderdagar utan att tili\narbetsgivaren anmält füllt godtagbara skäl tili varför arbetstagaren varit\nförhindrad att arbeta anses ha slutat sin anställning utan iakttagande av\nuppsägningstid. När anställning pä detta sätt upphör ska arbetsgivaren\nlämna underrättelse tili arbetstagaren härom. Underrättelse ska ställas\ntili arbetstagarens senast angivna adress. Kopia av underrättelsen ska\ntillställas den lokala fackliga Organisationen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall under arbetstagarens fränvaro vidtaga aktiva ätgärder\nför att undersöka arbetstagarens skäl tili fränvaron.\u003C\u002Fp>\n\n\u003Ch4>Mom 7 Uppsägningstider\u003C\u002Fh4>\n\n\u003Cp>Enligt 11 § lagen om anställningsskydd är arbetsgivaren skyldig iaktta\nuppsägningstider som varierar mellan en och sex mánader beroende pä\nanställningstid i foretaget.\u003C\u002Fp>\n\n\u003Cp>Arbetstagarens uppsägningstid är en manad.\u003C\u002Fp>\n\n\u003Cp>Uppsägningstid ffän arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>Anställningstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>Uppsägningstid\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp><2 är\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>1 mänad\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>2-4 är\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>2 mánader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>4-6 är\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>3 mánader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>6-8 är\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>4 mánader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>8-10 är\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>5 mánader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"107\">\u003Cp>> 10 är\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"110\">\u003Cp>6 mánader\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom 8\u003C\u002Fh4>\n\n\u003Cp>Partema är överens om att arbetsgivaren är skyldig att utfarda\narbetsgivarintyg enligt formulär utfardat av IAF. Efter begäran ska\narbetsgivaren utan onödigt dröjsmäl efter det att anställningen avslutats,\nutfarda arbetsgivarintyg för arbetslöshetskassa.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>II Lön och andra ersättningar\u003C\u002Fh2>\n\n\u003Ch3>§ 4 Mänadslöner\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 1 Tillämpning\u003C\u002Fh4>\n\n\u003Cp>Med mänadslön forstäs lön som utbetalas en gäng per mänad med samma\nbelopp oberoende av antalet arbetsdagar i mänaden. Mänadslönen bestär av\nfast kontant mänadslön och eventuella fasta lönetillägg som utbetalas med\nett och samma belopp vaije mänad.\u003C\u002Fp>\n\n\u003Cp>Mänadslön för deltidsanställd arbetstagare proportioneras i forhällande\ntili arbetstagarens andel av gällande ordinarie arbetstid för\nheltidsanställd.\u003C\u002Fp>\n\n\u003Ch4>Mom 2\u003C\u002Fh4>\n\n\u003Cp>För företag som har lokalt överenskomna lönebildningssystem tillämpas\nbilaga 6.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Lägsta utgäende mänadslön tili arbetstagare fyllda 22 är utges enligt\nnedan.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageamount\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Generell löneökning\u003C\u002Ftd>\n      \u003Ctd>Lägsta utgäende mänadslön\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 juni 2023\u003C\u002Ftd>\n      \u003Ctd>1 059 kr\u003C\u002Ftd>\n      \u003Ctd>26 049 kr\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1 juni 2024\u003C\u002Ftd>\n      \u003Ctd>900 kr\u003C\u002Ftd>\n      \u003Ctd>26 979 kr\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beioppen avser heltidsanställda. Vid deltidsanställning proportioneras\nbeloppen i forhällande tili sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>Ungdomslöner (För anställda under 22 är)\u003C\u002Fp>\n\n\u003Cp>För anställda iyllda 18 är tili och med 21 är är lönen 90% av lägsta\nutgäende mänadslön.\u003C\u002Fp>\n\n\u003Cp>För anställda fyllda 16 är tili och med 17 är är lönen 80% av lägsta\nutgäende mänadslön.\u003C\u002Fp>\n\n\u003Cp>Dokumenterat branschvanetillägg\u003C\u002Fp>\n\n\u003Cp>Branschvanetillägg erhälls vid lönerevision enligt följande:\u003C\u002Fp>\n\n\u003Cp>•Steg 1: 450 kr\u002Fmänad vid minst 2 ärs branschvana samt ytterligare\u003C\u002Fp>\n\n\u003Cp>•Steg 2: 550 kr\u002Fmänad vid minst 4 ärs branschvana samt ytterligare\u003C\u002Fp>\n\n\u003Cp>•Steg 3: 500 kr\u002Fmänad vid minst 6 ärs branschvana\u003C\u002Fp>\n\n\u003Cp>Branschvana kan endast erhällas en gäng i respektive steg. Arbetstagare\nkan aldrig erhälla mer än 1 500 kronor totalt i branschvana.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Det nya beloppet gäller ävenför de arbetstagare som redan uppnätt 6 ärs\nbranschvana.\u003C\u002Fp>\n\n\u003Cp>I lönespecifikationen bör branschvanetillägg redovisas som en egen\npost.\u003C\u002Fp>\n\n\u003Cp>Timavlönade erhäller ocksä branschvanetillägg.\u003C\u002Fp>\n\n\u003Cp>Vid heltid: mänadslön + branschvana = timlön\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">*********************\u003C\u002Fspan>168\u003C\u002Fp>\n\n\u003Cp>Beioppen avser heltidsanställning, vid deltidsanställning proportioneras\nbeloppen i forhällande tili sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>Tillägget avstäms i samband med lönerevision. Kraven för\nbranschvanetillägget mäste vara uppfyllda vid angivet datum för\nlönerevision. En förutsättning för att branschvana ska kunna erhällas är\natt den anställde fyllt 20 är vid angivet datum för lönerevision.\u003C\u002Fp>\n\n\u003Cp>Den dokumenterade branschvanan ska kunna visas av medarbetaren och\nfastställas vid anställningens ingäende.\u003C\u002Fp>\n\n\u003Cp>Branschvana intjänas frän och med 18 âr. En förutsättning för\ntillgodoräknande av branschvana är att den anställde har haft en faktisk\narbetad tid om i genomsnitt minst 15 timmar per vecka, under en\nberäkningsperiod om 12 mänader.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Sker fler än en lönerevision per avtalsär shall avstämningstidpunkten\nregieras, i särskild ordning.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Pà Almega Serviceentreprenörernas hemsida, www.serviceforetagen.se, finns\nblankett \"Anställningsbekräftelse\" dar branschvana kan noteras.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Partema är överens om attföretaget ska, pà skriftlig begäran frän\nFastighetsanställdas Förbund eller Seko, uppvisa aktuell lön för medlem\niförbundet. För övriga anställda pà avtalsomrädet shall företaget, pà\nskriftlig begäran frän Fastighetsanställdas Förbund eller SEKO, i samband\nmed lönerevision redovisa en sammanställning som styrker att den totala\nlöneökningen vid lönerevision - generellt samt pott — lagts utpà\nföretagets anställda inom avtalsomrädet.\u003C\u002Fp>\n\n\u003Ch3>§ 5 Timlöner\u003C\u002Fh3>\n\n\u003Cp>Timlön kan tillämpas för tidsbegränsade anställningar.\u003C\u002Fp>\n\n\u003Cp>Timlönen utgör för arbetstagare fyllda 22 är mänadslönen vid\nheltid\u002F168.\u003C\u002Fp>\n\n\u003Cp>Timavlönade erhâller ocksä branschvanetillägg.\u003C\u002Fp>\n\n\u003Cp>Vid heltid: mänadslön + branschvana = timlön\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">********************\u003C\u002Fspan>168\u003C\u002Fp>\n\n\u003Ch3>§ 6 Ackordsarbete\u003C\u002Fh3>\n\n\u003Cp>Överenskommelse om ackordsarbete kan träffas mellan arbetsgivaren och den\neller de som utför arbetet.\u003C\u002Fp>\n\n\u003Cp>Ackordslönebestämmelsema regieras i lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Löneutbetalning\u003C\u002Fh3>\n\n\u003Cp>Om lokal överenskommelse inte träffas om annat ska foljande gälla:\u003C\u002Fp>\n\n\u003Cp>Löneperiod är kalendermänad. Arbetsgivaren insätter arbetstagarens lön\nsenast den 25 :e i päföljande mänad eller, om denna dag är lör-, sön-\neller helgdag närmast föregäende vardag, pä arbetstagarens bankkonto.\u003C\u002Fp>\n\n\u003Cp>Till de arbetstagare med löneutbetalningsdag före den 25 :e, som\nskriftligen uttryckt önskemäl om att erhälla dellön, utbetalas sädan sista\nhelgfria dag varje mänad med belopp högst uppgaende tili intjänad lön.\u003C\u002Fp>\n\n\u003Cp>Företag som avser att byta löneutbetalningsdatum tili senast den 25 :e ska\nförhandla med lokal facklig organisation och där ta upp ffägan om eventuella\növergängsregler. Kommer partema inte överens om annat kein arbetsgivaren\nskjuta ffam utbetalningen med högst 1 dag per mänad tili dess att ny\nordinarie utbetalningsdag har uppnätts.\u003C\u002Fp>\n\n\u003Cp>Lonebeskedet som tillstalls arbetstagaren ska innehálla foljande:\u003C\u002Fp>\n\n\u003Cp>•Arbetsgivarens namn, adress och organisationsnummer\u003C\u002Fp>\n\n\u003Cp>•Den anstalldes namn, adress och personnummer eller anstallningsnummer\u003C\u002Fp>\n\n\u003Cp>•Aktuell mánadslon\u003C\u002Fp>\n\n\u003Cp>•Inbetald skatt for mánaden samt ackumulerad for hela áret\u003C\u002Fp>\n\n\u003Cp>•Vilken period lonen avser samt loneutbetalningsdatum\u003C\u002Fp>\n\n\u003Cp>•Eventuell fránvaro och avdrag for densamma\u003C\u002Fp>\n\n\u003Cp>•Loneform, tillagg samt mertids-, overtids- och Obersattningar\u003C\u002Fp>\n\n\u003Cp>•Semesterersattning, semestertillagg, antalet semesterdagar\u003C\u002Fp>\n\n\u003Cp>•Sysselsattningsgrad Anmarkning\u003C\u002Fp>\n\n\u003Cp>Angáende uppbórd av fackforeningsavgifter, se vidare bilaga 2.\u003C\u002Fp>\n\n\u003Ch3>§ 8 Arbetstid\u003C\u002Fh3>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Den ordinarie arbetstiden utgor 40 timmar i genomsnitt per helgfri vecka och\nár. Nar nationaldagen infaller pá en lordag eller sondag erháller den\nanstallde 8 timmars ledighet med Ion. For deltidsanstalld proportioneras\nledigheten i forhállande till sysselsattningsgraden. Tiden laggs ut i samrád\nmellan arbetsgivaren och arbetstagaren.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003Cstrong>Nattarbete\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Vid arbete mellan kl. 22.00 och 06.00 ska varje arbetad timme uppraknas med\nfaktom 1,08 vid faststallande av ordinarie arbetstidsmátt.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Av medbeslammandelagen fóljer att infórande av nattarbete ska foregás av\nfbrhandling. Av arbetsmiljólagen och dess foreskrifter fóljer att\narbetsgivaren ska góra en risk- och konsekvensbedómning vid infórande av\nnattarbetet.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Avtalsenliga fridagar\u003C\u002Fh4>\n\n\u003Cp>Fóljande avtalsenliga fridagar utgor arbetsfria dagar:\u003C\u002Fp>\n\n\u003Cp>Nyársdagen, trettondagen, lángffedagen, annandag pásk, 1 maj, Kristi\nhimmelfards dag, nationaldagen, midsommarafton, julafton, juldagen, annandag\njul och nyársafton.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Arbetstidens fórlággning m m\u003C\u002Fh4>\n\n\u003Cp>Viktigare forandring av arbetstidens fórlággning eller stadningsomráde\nforhandlas i enlighet med medbestammandelagens regler. Nytt schema ska snarast\ntillhandahállas berorda arbetstagare.\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Deltidsóverenskommelse\u003C\u002Fh4>\n\n\u003Cp>Partema har antagit overenskommelse angáende deltidsarbete. (Bilaga 1).\u003C\u002Fp>\n\n\u003Cp>Partema ar overens om att strava efter att utoka sysselsattningsgraden.\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Mertid\u003C\u002Fh4>\n\n\u003Cp>Med mertid avses sádan tid som overstiger arbetstagarens ordinarie\narbetstidsmátt enligt anstallningsavtalet vid deltidsanstallning.\u003C\u002Fp>\n\n\u003Ch4>Mom 6 Fórflyttningstid\u003C\u002Fh4>\n\n\u003Cp>Vid arbete pá Aera objekt betraktas fórflyttningstid som arbetad tid.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Arbetet bór om mójligt organiseras och fárdelas sá att\nfórflytt-ningstid ej uppstár.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>§ 9 Óvertid \u002F mertid\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 1 Skyldighet\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren ar skyldig att, darest arbetsgivaren sá fordrar, utfora\narbete utover den faststallda ordinarie arbetstiden. Meddelande om sádant\narbete ska lamnas i sá god tid som mojligt.\u003C\u002Fp>\n\n\u003Cp>Befrielse frân sâdant arbete bör ej förvâgras dâ bârande skâl\nhârför foreligger och framstâllning om sâdan befrielse görs i samband med\ntillsâgelse om arbetet ifrâga.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Övertidsarbete\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare, som utfor beordrat arbete utöver 40 timmar per vecka i\ngenomsnitt per 4-veckorsperiod altemativt kalendermânad, eller nio timmar per\ndag, erhâller utöver den ordinarie betalningen nedanstâende\növertidstillâgg i kr\u002Ftimme. Övertidsersâttning ersâtts för faktiskt\narbetad övertid.\u003C\u002Fp>\n\n\u003Cp>De lokala partema kan komma överens om annan forlâggning av ordinarie\narbetstid ân 9 timmar per dag eller 40 timmar per vecka i genomsnitt per\n4-veckorsperiod altemativt kalendermânad.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Övertidsersâttningen berâknas och ersâtts enligt nedan:\u003C\u002Fp>\n\n\u003Cp>Ersâttrıingper tim = mânadslön vid heltid + tillâgg eni nedan\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****************************************\u003C\u002Fspan>168\u003C\u002Fp>\n\n\u003Cp>Vardagar\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2023 66,93 kr\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2024 69,13 kr\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sön- och helgdagstid râknad frân kİ 06.00 lördag och kİ 18.00 dag fore\nhelgdag till kİ 06.00 dagen efiter sön- och helgdag\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2023 83,07 kr\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2024 85,81 kr\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Iaktuella fail utbetalas ersâttningför bâde obekvam arbetstid enligt §10\noch övertidsersâttning enligt § 9.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Kompensationsledighet \u002F mertidstillâgg\u003C\u002Fh4>\n\n\u003Cp>Om arbetstagaren önskar och sâ kan ske utan olâgenhet for verksamheten\nkan kompensationsledighet utges med 1 timme per inarbetad övertidstimme.\u003C\u002Fp>\n\n\u003Cp>Förutom kompensationsledighet utges âven övertidstillâgg enligt mom\n2.\u003C\u002Fp>\n\n\u003Cp>För deltidsanstâllda kan kompensationsledighet utges med 1 timme per\narbetad mertidstimme eller ersâttas enligt nedan:\u003C\u002Fp>\n\n\u003Cp>mânadslön + ett tillagg om \u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**\u003C\u002Fspan>168\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2023 11,38 kr\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2024 11,75 kr\u003C\u002Fp>\n\n\u003Cp>Vid uttag av kompensationsledighet utges aven mertidstillâgg.\u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Berâknas pâ heltidslön.\u003C\u002Fp>\n\n\u003Ch3>§ 10 Tillagg för arbete pâ kvâll, natt samt sön- och helgdag\u003C\u002Fh3>\n\n\u003Cp>Vid arbete som forlâggs till foljande tider utges tillagg med nedan angivna\nbelopp i kr\u002Ftimme:\u003C\u002Fp>\n\n\u003Cp>a)Kvallstid kİ 18.00-24.00\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2023 23,35 kr\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-shiftallowancetype\">\u003Cp>1\u002F6 2024 24,12 kr\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Nattetid kİ 00.00-06.00\u003C\u002Fp>\n\n\u003Cp>sâvida icke högre belopp anges i b) eller c)\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2023 31,96 kr\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2024 33,01 kr\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>b)Sön- och helgdagstid râknad frân kİ 06.00 lördag och kİ\u003C\u002Fp>\n\n\u003Cp>18.0dag före helgdag till kİ 06.00 dagen efiter sön- och helgdagen,\nsâvida icke högre belopp anges i c)\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2023 49,16 kr\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2024 50,78 kr\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)Storhelgstid\u003C\u002Fp>\n\n\u003Cp>frân kİ 06.00 nyârsafton till kİ 06.00 den 2 januari frân kİ 18.00\nskârtorsdag till kİ 06.00 tredjedag pâsk frân kİ\u003C\u002Fp>\n\n\u003Cp>06.0midsommarafton till kİ 06.00 dagen efiter midsommardagen frân kİ\n06.00 julafiton till kİ 06.00 dag efter annandag jul\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2023 105,05 kr\u003C\u002Fp>\n\n\u003Cp>1\u002F6 2024 108,51 kr\u003C\u002Fp>\n\n\u003Ch3>§11 Arbete pá annan ort\u003C\u002Fh3>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>Om de lokala partema inte overenskommer om annat galler reglema enligt\nnedan.\u003C\u002Fp>\n\n\u003Cp>Da arbetstagare beordras utfora arbete á ort belagen utom ordinarie\nstationeringsort erháller han fría resor till och frán denna ort med buss\neller 2:a klass á jámvag. Harjámte utgár ersattning for all restid om denna\noverstiger 30 minuter i endera riktningen.\u003C\u002Fp>\n\n\u003Cp>Restid ersatts med timlon enligt § 5. Ersattning for restid utges for hogst\n10 timmar per dygn. Óvertids- eller nattillagg utges ej. Tillhandaháller\narbetsgivaren sowagnsbiljett utgár icke restidsersattning for tiden mellan kl\n22-07.\u003C\u002Fp>\n\n\u003Cp>Dárest arbetstagare beordras att fora bil i samband med utforande av arbete\nska tiden for bilens forande betraktas som arbetad tid och timlon enligt § 5\nfor sádan tid utges efter samma grunder som betalningen for det arbete\nbilforaren vid framkomsten huvudsakligast utfor.\u003C\u002Fp>\n\n\u003Ch4>Mom 2\u003C\u002Fh4>\n\n\u003Cp>Om arbetstagare beordras utfora arbete á annan ort och dar máste ovematta\nerháller han ett traktamente om 429 kr per helt dygn om icke arbetsgivaren\ntillhandaháller kost och logi av tillfredsstallande beskaffenhet.\nTillhandahálls endast logi utgár traktamente med 57 kr och tillhandahálls\nendast kost utgár traktamente med 287 kr. Altemativt ersattning for skáliga\nhotellkostnader for logi mot kvitterad rakning, allt raknat per helt dygn.\u003C\u002Fp>\n\n\u003Ch4>Mom 3\u003C\u002Fh4>\n\n\u003Cp>Efter bortovaro á samma ort mer an 15 dygn i foljd - varvid med- raknas\neventuella avbrott for hemresa á arbetsfria dagar - utgár for dag 160 kr och\nfor natt 57 kr med undantag for resdagar i samband med beordrad hemresa eller\ndárest pá forhand bestámts att arbete ska bli av langre varaktighet enligt\noverenskommelse i varje enskilt fall.\u003C\u002Fp>\n\n\u003Ch4>Mom 4\u003C\u002Fh4>\n\n\u003Cp>Dá arbetstagare pá grund av fard utom ordinarie stationeringsort inte kan\nintaga sin huvudmáltid for dagen pá vanlig tid och plats utgâr ersâttning\nmed 37:90 kr under forutsâttning att bortovaron varat minst 6 timmar i foljd\noch med ytterligare 55:80 kr om bortovaron utstrâcks till minst 10 timmar i\nföljd.\u003C\u002Fp>\n\n\u003Cp>Med stationeringsort avses i detta sammanhang ett omrâde med en radie om 30\nkm i Stockholm, Göteborg och Malmö och i övriga örter 20 km, raknat frân\nortens centrum.\u003C\u002Fp>\n\n\u003Ch2>Ill Ledighet\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>§12 Semester\u003C\u002Fh3>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>Semester utgâr enligt lag med foljande ândringar och tillâgg.\nAnmarkning\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Viss frânvaro ar semesterlönegrundande enligt §17 Semesterlagen.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Lokala avtal\u003C\u002Fh4>\n\n\u003Cp>Kollektivavtalets semesterbestammelser utgör ej hinder att lokalt trâffa\nkollektiva eller individuella överenskommelser i sâdana fall dar\nsemesterlagen forutsatter att sâdana överenskommelser ska kunna trâffas.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Förlâggning\u003C\u002Fh4>\n\n\u003Cp>Förhandlingar angâende förlâggning av huvudsemester enligt 10 §\nsemesterlagen ska ske pâ arbetsplatsen med foretagsklubben\u002Farbetsplatsombudet\nsom har forhandlingsmandat. Om ombud inte firms ska samrâd ske med berörda\narbetstagare.\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Tidsbegrânsad anstâllning\u003C\u002Fh4>\n\n\u003Cp>Anstâllning för viss tid, viss sâsong eller visst arbete som ej avser\neller varar lângre tid ân tre mânader berâttigar inte till semesterledighet\nutan i stâllet till semesterersâttning.\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Sjukdom\u003C\u002Fh4>\n\n\u003Cp>För att arbetstagare, som âr sjuk under semestem, ska ha râtt till\nmotsvarande ledighet pâ annan tid ska sjukdomen omedelbart anmâlas till\narbetsgivaren och styrkas med intyg frân lâkare.\u003C\u002Fp>\n\n\u003Ch4>Mom 6 Semesterlön och semesterersättning\u003C\u002Fh4>\n\n\u003Cp>Beräkning av semesterlön och semesterersättning för arbetstagare med\nmänadslön.\u003C\u002Fp>\n\n\u003Cp>Istallet för beräkning av semesterlön och semesterersättning enligt p\n1-7 nedan kan beräkning av semesterlön ske med 13,5 % pä den under\nintjänandeäret erhällna lönen med korrigering för semesterlönegrundande\nfranvaro.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1.Dagsavdragför mänadslön om 4,6% ska ske innan semesterlön per dag\nenligt procentregeln utbetalas.\u003C\u002Fp>\n\n\u003Cp>2.Avdrag för obetald semester kan ske med 4,6% per dag pä aktuell\nmänadslön.\u003C\u002Fp>\n\n\u003Cp>3.Vid utbetalning av semesterlön för sparad semesterdag ska hänsyn tos\ntili sysselsättningsgraden det är dä Semestern intjänades.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>\u003Cstrong>1.Semesterlön\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Semesterlönen utgörs av aktuell mänadslön samt semestertillägg enligt\nnedan.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg för varje betald semesterdag utgör:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-annleaveallowancetype\">\u003Cp>*0,8 % av den vid semestertillfallet aktuella mänadslönen\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Med mänadslön avses i detta sammanhang fast kontant mänadslön och\neventuella fasta lönetillägg per mänad.\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad, se punkt 3.\u003C\u002Fp>\n\n\u003Cp>*0,52 % per betald semesterdag av summan av rörliga lönedelar som har\nutbetalats under intjänandeäret i den mân dessa inte inräknats i\nmänadslönen\u003C\u002Fp>\n\n\u003Cp>Med rörliga lönedelar avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>*tillägg för obekväm arbetstid, mertidsersättning och ersättning för\növertidsarbete\u003C\u002Fp>\n\n\u003Cp>*bonus, premie eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>Till summan av den rorliga lonedel som har utbetalats under intjanandearet\nska for varje kalenderdag (hel eller delvis) med semesterlonegrundande ffanvaro\nlaggas en genomsnittlig dagsinkomst av rorliga lonedelar.\u003C\u002Fp>\n\n\u003Cp>Med genomsnittlig dagsinkomst forstas:\u003C\u002Fp>\n\n\u003Cp>Under intjanandearet utbetald rorlig lonedel = A \u003C\u002Fp>\n\n\u003Cp>Antal anstallningsdagar under intjanandearet = B \u003C\u002Fp>\n\n\u003Cp>Semesterledighetsdagar = C\u003C\u002Fp>\n\n\u003Cp>Hela dagar med semesterlonegrundande ffanvaro under intjanandearet = D\u003C\u002Fp>\n\n\u003Cp>A\u002FB-(C+D)=genomsnittlig dagsinkomst \u003C\u002Fp>\n\n\u003Cp>Anmarkning\u003C\u002Fp>\n\n\u003Cp>Semestertillágget 0,52 % fórutsátter att full betald semester intjánats.\nOm sá inte ar fallet ska semestertillágget uppjusteras genom att:\u003C\u002Fp>\n\n\u003Cp>0,52 %x det antal semesterdasar som arbetstasaren har ratt till antal\nbetalda semesterdagar\u003C\u002Fp>\n\n\u003Cp>Outtagen semester som flnns kvar nár anstallningen upphór ersátts med\n5,4% (4,6%> + 0,8%) av den aktuella mánadslónen per semesterdag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Obetalda semesterdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>For varje uttagen obetald semesterdag gors avdrag irán den aktuella\nmánadslónen med 4,6 % av mánadslónen. Betráffande begreppet mánadslon, se\npunkt 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Ándrad sysselsattningsgrad\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under intjánandeáret haft annan sysselsáttningsgrad án\nvid semestertillfallet ska den vid semestertillfallet aktuella mánadslónen\nproportioneras i forhállande till hans andel av full ordinarie arbetstid vid\narbetsplatsen under intjanandeáret.\u003C\u002Fp>\n\n\u003Cp>Om sysselsattningsgraden har andrats under lopande kalendermánad ska vid\nberakningen anvandas den sysselsattningsgrad som har gállt under det\novervagande antalet kalenderdagar av mánaden.\u003C\u002Fp>\n\n\u003Cp>Betraffande begreppet manadslon, se punkt 1.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Utbetalning av semesterlon\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid utbetalning av semesterlon galler foljande:\u003C\u002Fp>\n\n\u003Cp>Semestertillagget om 0,8 % utbetalas vid det ordinarie loneutbe\ntalningstillfallet i samband med eller narmast efter semestem.\nSemestertillagget om 0,52 % utbetalas senast vid semesterarets slut.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Sparad semester\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semesterlon for sparad semester ar den under semestertiden aktuella\nmanadslonen samt semestertillagg enligt foljande:\u003C\u002Fp>\n\n\u003Cp>Semestertillagget for varje sparad semesterdag ar 0,8 % av arbetstagarens\nvid semestertillfallet aktuella manadslon.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens sysselsattningsgrad andras mer an 10 % i forhallande till\ndet ar den sparade semestem intjanades, skall lonen proportioneras i\nforhallande till sysselsattningsgraden under intjanande aret.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6.Semester for intermittent deltidsarbetande\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare ar deltidsanstalld och det for honom gallande\narbetstidsschemat innebar att han inte arbetar varje dag varje vecka\n(intermittent deltidsarbetande) galler foljande:\u003C\u002Fp>\n\n\u003Cp>Antalet bruttosemesterdagar som ska utlaggas under semesteraret ska\nproportioneras i forhallande till arbetstagarens andel av den ordinarie\narbetstid som galler for heltidsanstallda arbetstagare i motsvarande\nbefattning. Det antal semesterdagar som da erhalls (nettosemesterdagar) ska\nforlaggas pa de dagar som annars skulle ha utgjort arbetsdagar for\narbetstagaren.\u003C\u002Fp>\n\n\u003Cp>Om bade betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar ska utlaggas under semesteraret proportioneras de var\nfor sig enligt foljande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>antal arbetsdagar per vecka \u003C\u002Ftd>\n      \u003Ctd>x antal bruttosemesterdagar som ska utlaggas\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>= antal semesterdagar som ska forlaggas till dagar som annars skulle ha\nutgjort arbetsdagar (nettosemesterdagar).\u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstär brütet tal sker avrundning uppát till\nnärmaste heltal.\u003C\u002Fp>\n\n\u003Cp>Med \"antalet arbetsdagar per vecka\" avses det antal dagar som, enligt for\narbetstagaren gällande arbetstidsschema, är arbetsdagar per helgfri vecka i\ngenomsnitt per fyra veckor (eller annan period som omfattar hei\nforläggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren enligt arbetstidsschemat ska arbeta säväl hei dag som del\nav dag samma vecka ska den delvis arbetade dagen i detta sammanhang räknas som\nhei dag.\u003C\u002Fp>\n\n\u003Cp>När semester utläggs for sádan arbetstagare konsumeras en hei semesterdag\näven för den dag arbetstagaren endast skulle ha arbetat del av dagen.\u003C\u002Fp>\n\n\u003Cp>Exempel:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Arbetstagarens deltid är förlagd till i genomsnitt följande antal\n        arbetsdagar per vecka: \u003C\u002Ftd>\n      \u003Ctd>Antal semesternettodagar (vid 25 dagars bruttosemester) \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagarens arbetstidsschema ändras sä att \"antalet arbets-dagar per\nvecka\" förändras ska antalet outtagna nettosemesterdagar omräknas att svara\nmot den nya arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\n(vid obetald semester) ska ske med utgängspunkt frän antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7.Nettoberäkning av semester for skiftarbetare\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid foretag dar s k nettoberäkning av semesterdagar tillämpas för\nskiftarbetare anpassas procenttalen for semestertillägg, tillägget för\nrörliga lönedelar, semesterersättning respektive avdraget for uttagen\nobetald semesterdag sä att de motsvarar forhällandet mellan antal\nsemesterdagar enligt semesterlagen och antalet nettosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8.Berâkning av semesterlôn och semesterersâttning for\ntimavlônade\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Frân det intjënandeâr som bôrjar den 1 april 1993 ska semesterlôn och\nsemesterersâttning utgôra 13 % av semesterlôneunderlaget.\u003C\u002Fp>\n\n\u003Cp>Semesterunderlaget ska for varje semesterlônegrundande ffânvarotimme ôkas\nmed ett belopp motsvarande den genomsnittliga arbetsinkomsten per timme i\nanstâHningen under intjânandeâret. I arbetsinkomsten inrâknas ej\nsemesterlôn samt kostnadsersâttningar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9.Utbetalning av semesterlôn for timavlônade\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sàvida inte annat ôverenskommes lokalt utbetalas semesterlônen vid det\nordinarie lôneutbetalningstillfâlle som fôljer nârmast efter\nsemesterledigheten.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som ônskar spara semesterdagar ska underrâtta arbetsgivaren\nsenast den 30 april. Underrâttelse behôver dock icke lâmnas forran\narbetstagaren fatt veta hur mânga semesterdagar med Ion han har eller kan\nberâknas fâ râtt till.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>10.Berâkning av semesterlôn for sparad semester for\ntimavlônade\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid intjânandeârets slut framrâknas vârdet av de semesterdagar som ska\nsparas uttryckt i kr per sparad dag. Beloppet erhâlls genom att den totala\nsemesterlônen divideras med antalet betalda semesterdagar som forvârvats\nunder intjânandeâret.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av sparad semesterdag upprâknas det sâlunda framrâknade\ndagsbeloppet med de procenttal som motsvarar den centrait ôverenskomna\navtalsmâssiga lôneôkningen mellan 1 april sparandeâret och den 1 april det\nsemesterâr den sparade semestem uttas.\u003C\u002Fp>\n\n\u003Ch3>§13 Fôrâldraledighet\u003C\u002Fh3>\n\n\u003Ch4>Mom 1 Fôrâldraledighet vid barns fôdelse eller adoption\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare som ônskar ledighet i enlighet med fôrâldraledighetslagen\nska anmâla detta till arbetsgivaren i god tid och minst tvâ mânader i\nforvâg samt ange den tidsperiod ledigheten avser.\u003C\u002Fp>\n\n\u003Cp>Detta galler aven ledighet i samband med att arbetstagaren mottager bam som\nfosterbam eller adoptivbam.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Foraldraledighet med tillfallig foraldrapenning (vard av barn)\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare som onskar ledighet for tillfallig vard av bam ska, om\nledigheten ej foranleds av sjukdom, anmala detta till arbetsgivaren minst en\nvecka fore ledighetens borjan.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Loneberakning vid annan franvaro an sjukfranvaro\u003C\u002Fh4>\n\n\u003Cp>Vid franvaro pa grund av tillfallig vard av bam gors avdrag med Ion per\ntimme for varje franvarotimme oavsett franvarotidens langd.\u003C\u002Fp>\n\n\u003Ch3>§ 14 Foraldrapenningtillagg\u003C\u002Fh3>\n\n\u003Cp>Partema ar bundna av forsakringen for kompletterande foraldra-penning (FPT)\nsom ar tecknad mellan Svenskt Naringsliv och LO.\u003C\u002Fp>\n\n\u003Ch3>§15 Permission, tjanstledighet och annanfranvaro\u003C\u002Fh3>\n\n\u003Ch4>Mom 1 Permission\u003C\u002Fh4>\n\n\u003Cp>Med permission forstas kort ledighet med bibehallen Ion under hogst en dag.\nVid nara anhorigs begravning kan permissionen dessutom omfatta nodvandiga\n(hogst tva) resdagar.\u003C\u002Fp>\n\n\u003Cp>Permission kan beviljas i foljande fall:\u003C\u002Fp>\n\n\u003Cp>Eget brollop\u003C\u002Fp>\n\n\u003Cp>Egen 50-arsdag\u003C\u002Fp>\n\n\u003Cp>Forstagangsbesok hos lakare\u002Ftandlakare vid akut sjukdom eller olycksfall\u003C\u002Fp>\n\n\u003Cp>Besok vid sjukvardsinrattning efter remiss av foretagslakare \u003C\u002Fp>\n\n\u003Cp>Nara anhorigs franfalle Nara anhorigs begravning\u003C\u002Fp>\n\n\u003Cp>Plotsligt svart sjukdomsfall hos hemmaboende nara anhorig\u003C\u002Fp>\n\n\u003Cp>Anhallan om permission ska goras i sa god tid som mojligt. Orsaken till\npermissionen ska pa forhand eller - om sa inte kan ske - i efiterhand styrkas\nom arbetsgivaren sa begar.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Arbetsskada\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare, som arbetat del av dag och därefiter mäste lämna\narbetsplatsen under äterstoden av arbetsdagen pä grund av arbetsskada,\nerhäller permission under denna tid.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>För det fall arbetsskadan foranieder sjukskrivning för längre tid än\nsjuklöneperioden, räknat fr o m insjuknandedagen enligt lagen om allmän\nförsäkring, utges ersättning för inkomstförlust frän TFA och ej frän\narbetsgivaren för ovan beviljad ledighet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch4>Mom 3 Tjänstledighetsavdrag, lön per dag och timme\u003C\u002Fh4>\n\n\u003Cp>Defmitioner:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Lön per dag utgör:\u003C\u002Ftd>\n      \u003Ctd>mänadslönen x 12\n\n        \u003Cp>365\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lön per timme utgör:\u003C\u002Ftd>\n      \u003Ctd>mänadslönen\n\n        \u003Cp>168\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Vid annan arbetstid än 40 timmar per vecka i genomsnitt per kalenderär\nanpassas talet 168 i proportion härtill.\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Lön för del av löneperiod\u003C\u002Fh4>\n\n\u003Cp>Om en arbetstagare böijar eller slutar sin anställning under löpande\nkalendermänad utbetalas en dagslön för vaije kalenderdag som anställningen\nomfattar. Dagslönen beräknas som 3,3 % av mänadslönen.\u003C\u002Fp>\n\n\u003Cp>Lokalt avtal kan träffas om andra beräkningsregler.\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Löneberäkning vid annan fränvaro än sjukfränvaro\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>1.Fränvaro del av dag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per timme för varje fränvarotimme.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Fränvaro om högst 5 arbetsdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per timme för varje fränvarotimme.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3.Fränvaro mer än 5 arbetsdagar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs med lön per dag för varje kalenderdag som fränvaron\nomfattar. Arbetsfria dagar som inleder en fränvaroperiod, samt sönoch\nhelgdagar som avslutar en fränvaroperiod, räknas ej som fränvarodagar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4.Franvaro hel kalendermanad\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag med hela manadslonen gors oberoende av om fran- varon inleds\noch\u002Feller avslutas pa arbetsfri dag.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5.Loneberakning vid franvaro utan giltig orsak\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Yid franvaro om hogst 5 arbetsdagar gors avdrag med Ion per timme for varje\nfranvarotimme. Vid franvaro utan giltig orsak i samband med helg- och\navtalsenlig fridag gors handover avdrag med Ion per dag for helg- och\navtalsenlig fridag.\u003C\u002Fp>\n\n\u003Ch3>§16 Sjuklon m m\u003C\u002Fh3>\n\n\u003Ch4>Mom 1 Ratt till sjuklon\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare har ratt till sjuklon fran och med forsta anstallningsdagen.\nUndantaget fran denna regel ar visstidsanstallda med en anstallning som ar\navsedd att paga kortare tid an en manad. I dessa fall kravs att arbetstagaren\ntilltratt anstallningen och arbetat i minst 14 dagar, forst darefter firms ratt\ntill sjuklon.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ansvarar for sjuklon under sjukloneperioden, darefter trader\nforsakringskassan in och betalar sjukpenning. Arbetstagare ska efter 14 dagars\nsjukdom anmala sig till AFA for att fa ersattning fran AGS\n(Avtalsgruppsjukforsakringen). Arbetsgivaren tillhandahaller blanketter for\ndetta.\u003C\u002Fp>\n\n\u003Ch4>Mom 2 Sjukanmalan\u003C\u002Fh4>\n\n\u003Cp>Vid franvaro pa grund av sjukdom eller olycksfall ska arbetstagaren omgaende\ngora sjukanmalan till arbetsgivaren. Arbetstagaren bor dessutom sa snart som\nmojligt uppge beraknad tidpunkt for atergang i arbete.\u003C\u002Fp>\n\n\u003Ch4>Mom 3 Skriftlig forsakran\u003C\u002Fh4>\n\n\u003Cp>Arbetstagaren ska ocksa lamna arbetsgivaren sadan skriftlig forsakran som\navses i sjuklonelagen om att han varit sjuk och i vilken omfattning hans\narbetsformaga varit nedsatt pa grund av sjukdomen. Sjuklon ska som huvudregel\ninte utges for tid innan arbetsgivaren fatt anmalan om sjukdomsfallet.\u003C\u002Fp>\n\n\u003Ch4>Mom 4 Lakarintyg\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren ar skyldig att utge sjuklon from den sjunde kalenderdagen\nefter dagen for sjukanmalan endast om arbetstagaren styrker nedsattningen av\narbetsformagan och sjukperiodens langd med lakarintyg.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren sa begar ska arbetstagaren styrka nedsattningen av\narbetsformagan med lakarintyg fran tidigare dag. Kostnaden for begart intyg\nbetalas av arbetsgivaren. Har arbetsgivaren begart intyg fran viss lakare ar\nhan inte skyldig att ersatta kostnaden for intyg fran annan lakare.\u003C\u002Fp>\n\n\u003Cp>Vid sjukdom utomlands galler krav pa lakarintyg from forsta dagen.\u003C\u002Fp>\n\n\u003Ch4>Mom 5 Berakning av sjuklon\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>\u003Cstrong>1 Manadsavlonade:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Den sjuklon som arbetsgivaren ska utge till arbetstagaren beraknas genom att\nloneavdrag gors fran manadslonen enligt a) nedan. Harutover utges sjuklon pa\nersattning for arbete pa obekvam tid enligt b) nedan.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.1 Sjukdom t o m 14 kalenderdagar per sjuktillfalle:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>a)For varje timme en arbetstagare ar franvarande pa grund av sjukdom gors\nsjukavdrag per timme pa den fasta kontanta manadslonen:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro upp till 20% av genomsnittlig veckoarbetstid\n        (karens) i sjukperioden \u003C\u002Ftd>\n      \u003Ctd>månadslönen x 12,0\n\n        \u003Cp>52 x veckoarbetstiden \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>För sjukfrånvaro överstigande 20% av genomsnittlig veckoarbetstid\n        till och med dag 14 i sjukperioden \u003C\u002Ftd>\n      \u003Ctd>20% x månadslönen x 12,0\n\n        \u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Med arbetstagarens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar for en normalvecka utan helgdag. For arbetstagare med intermittent eller\noregelbunden tjanstgoring beraknas ett snitt over en representativ period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmarkning:\u003C\u002Fp>\n\n\u003Cp>Av Mom 7 framgar att sjukperiod som borjar inom 5 kalenderdagar fran att en\ntidigare sjukperiod upphort ska betraktas som en fortsättningpä tidigare\nsjukperiod. Det innebär att fortsatt karensavdrag kan behöva göras intill 20\nprocent av genomsnittlig veckoarbetstid i denfortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Cp>b)För arbetstagare med regelmässigt ob-arbete utges sjuklön efter\nkarenstid med 80 procent av den ersättning for arbete pá obekväm tid som\narbetstagaren skulle ha erhällit om han varit i arbete.\u003C\u002Fp>\n\n\u003Cp>Anmärkning - ackord\u003C\u002Fp>\n\n\u003Cp>För arbetstagare avlönade pä ackord utges 80 % av genomsnittet fór\nseñaste avlöningsperiodpä dessa lönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1.2 Sjukdomsfall längre än 14 dagar. Avdrag fr o m 15:e\ndagen\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Avdrag görs för varje kalenderdag fränvaron omfattar med:\u003C\u002Fp>\n\n\u003Cp>mänadslönen x 12\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">****\u003C\u002Fspan>365\u003C\u002Fp>\n\n\u003Cp>Vid fränvaro med kalenderdagsavdrag hei kalendermánad görs avdrag med\nheia mänadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2.Timavlönade:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas för sädan tid som arbetstagaren skulle ha utfört arbete\nunder ordinarie arbetstid om han ej varit sjuk, enligt a - c nedan:\u003C\u002Fp>\n\n\u003Cp>a)För sjukfränvaro upp tili 20 % av genomsnittlig veckoarbetstid (karens)\nutbetalas ingen sjuklön.\u003C\u002Fp>\n\n\u003Cp>b)För sjukfränvaro överstigande 20 % av genomsnittlig veckoarbetstid tili\noch med dag 14 i sjukperioden utges sjuklön med 80 % av arbetstagarens\ntimlön.\u003C\u002Fp>\n\n\u003Cp>Med arbetstagarens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka utan helgdag. För arbetstagare med intermittent\neller oregelbunden tjänstgöring beräknas ett snitt over en representativ\nperiod.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Timlönen utgör för arbetstagare mänadslön\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">**********************************\u003C\u002Fspan>168\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Av Mom 7 fr amgär att sjukperiod som börjar inom 5 kalenderdagar frän att\nen tidigare sjukperiod upphört ska betraktas som en fortsättningpä tidigare\nsjukperiod. Det innebär att fortsatt karensavdrag kan behöva göras intill 20\nprocent av genomsnittlig veckoarbetstid i denfortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Cp>c)För arbetstagare med regelmässigt ob-arbete utges sjuklön efter\nkarenstid med 80 procent av den ersättning för arbete pä obekväm tid som\narbetstagaren skulle ha erhällit om han varit i arbete.\u003C\u002Fp>\n\n\u003Cp>Anmärkning - ackord\u003C\u002Fp>\n\n\u003Cp>För arbetstagare avlönade pä ackord utges 80 % av genomsnittet fór\nseñaste avlöningsperiodpä dessa lönedelar.\u003C\u002Fp>\n\n\u003Ch4>Mom 6 Sjukdom under semester\u003C\u002Fh4>\n\n\u003Cp>Dä arbetstagaren blir sjuk under semesterledighet och enligt 15 §\nsemesterlagen begär att semestem ska uttagas señare utges sjuklön som om\narbetstagaren skulle ha varit i arbete.\u003C\u002Fp>\n\n\u003Ch4>Mom 7 Aterinsjuknande\u003C\u002Fh4>\n\n\u003Cp>Ny sjukperiod som börjar inom fern kalenderdagar efter det att en tidigare\nsjukperiod upphört ska betraktas som fortsättning pä den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>Det innebär att fortsatt karensavdrag kan behöva göras intill 20 procent\nav genomsnittlig veckoarbetstid i den fortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Ch4>Mom 8 Högriskskydd\u003C\u002Fh4>\n\n\u003Cp>Antalet karensavdrag fär enligt lagen om sjuklön (SjLL) ej överstiga tio\nunder en tolvmänadersperiod. Om det vid en ny sjuklöneperiod visar sig att\narbetstagaren fätt tio tillfällen med karensavdrag inom tolv mänader bakät\nräknat frän den nya sjuklöneperiodens början, ska avdraget för de första\n20 procenten av sjukfränvaron beräknas enligt vad som gäller frän och med\nsjukfranvaro overstigande 20 procent av genomsnittlig veckoarbetstid till och\nmed dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Anmdrkning\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som gors enligt Mom 5 med sammanlagt hogst 20 procent av\ngenomsnittlig veckoarbetstid inom samma sjukperiod betraktas som ett tillfalle\ndven om avdragen sker pd olika dagar. Av Mom 7 framgar att sjukperiod som\nborjar inom 5 kalenderdagar frdn att en tidigare sjukperiod upphort ska\nbetraktas som en fortsattningpd tidigare sjukperiod.\u003C\u002Fp>\n\n\u003Ch2>IV Ovrigt\u003C\u002Fh2>\n\n\u003Ch3>§ 17 Ordnings- och skyddsforeskrifter samt arbetsklader\u003C\u002Fh3>\n\n\u003Ch4>Mom 1\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare ska medverka till att arbetsgivarens och\u002Feller arbetsplatsens\nordnings- och skyddsforeskrifter efterfoljs, t ex:\u003C\u002Fp>\n\n\u003Cp>att pa arbetsplatsen forekommande egendom ej skadas eller anvands\notillborligt\u003C\u002Fp>\n\n\u003Cp>att skador pa redskap, maskiner m m snarast anmals\u003C\u002Fp>\n\n\u003Cp>att utlamnad personlig utrustning -1 ex nycklar, ID-kort eller\nskyddsutrustning - redovisas i samband med anstallningens upphorande eller\neljest vid anmodan\u003C\u002Fp>\n\n\u003Ch4>Mom 2\u003C\u002Fh4>\n\n\u003Cp>Arbetstagare far ej medverka till att person som ej ar anstalld i foretaget,\nt ex familjemedlem, uppehaller sig pa arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>Ombud for arbetstagamas fackforening far efter tillstand av arbetsgivaren\nerhalla tilltrade till arbetsplatsen.\u003C\u002Fp>\n\n\u003Ch4>Mom 3\u003C\u002Fh4>\n\n\u003Cp>Arbetsgivaren tillhandahaller andamalsenliga arbetsklader.\u003C\u002Fp>\n\n\u003Cp>Det aligger arbetstagama att anvanda, val varda och tvatta kla- dema.\u003C\u002Fp>\n\n\u003Ch4>Mom 4\u003C\u002Fh4>\n\n\u003Cp>Beslut om införande av kontroll- eller bevakningssystem samt System för\nalkohol- och drogtester ar forhandlingspliktigt enligt medbestammandelagen.\nUppgiflter som behöver redovisas i dessa forhandlingar âr:\u003C\u002Fp>\n\n\u003Cp>•Syftet med införandet.\u003C\u002Fp>\n\n\u003Cp>•Vilka personer eller befattningar inom företaget som fâr tillgâng till\nuppgiftema.\u003C\u002Fp>\n\n\u003Cp>•Regler för hur uppgiftema sparas.\u003C\u002Fp>\n\n\u003Ch3>§ 18 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Ch4>Förhandlingsordning\u003C\u002Fh4>\n\n\u003Cp>Partema ar överens om att denna förhandlingsordning i tillâmpliga delar\nersâtter Huvudavtalet kapitel II. Förhandlingsordningen ersâtter dock inte\nde tidsfrister som finns i lag eller andra överenskommelser som partema âr\nbundna av.\u003C\u002Fp>\n\n\u003Ch4>Moment 1\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Arbetsplatsöverlâggning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lösning pâ tvist som uppstâr pâ arbetsplatsen ska i forsta hand\nuppklaras genom samtal\u002Fdiskussion mellan arbetsgivare och arbetstagare.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Lokal forhandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Löses inte tvisten genom arbetsplatsöverlâggning kan endera part begâra\nlokal forhandling. Lokal forhandling âger rum mellan lokal\nföretagsrepresentant â ena sidan och lokal facklig organisation â andra\nsidan. Dâr foretagsklubben\u002F arbetsplatsombudet sâ önskar kan âven\nreprésentant utsedd av Fastighetsanstâlldas Förbunds région med\nförhandlingsmandat ges tillfalle att nârvara.\u003C\u002Fp>\n\n\u003Cp>Dâr foretagsklubb\u002Farbetsplatsombud sâ önskar kan âven représentant för\nSEKO:s lokala fackliga organisation ges tillfalle att nârvara.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Central forhandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dâ enighet ej kan uppnâs vid lokal forhandling, kan endera part begâra\ncentral forhandling inom en mânad ifân den lokala forhandlingens avslutande.\nOm inte annat överenskommes ska forhandling äga rum inom en mânad efter\nforhandlingens pâkallande.\u003C\u002Fp>\n\n\u003Ch4>Moment 2\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Protokoll och avslutande av forhandling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid forhandling ska protokoll föras. Protokoll ska skyndsamt skrivas ut och\njusteras av bâda parter. Om inte annat överenskommes skall arbetsgivaren\nskriva protokollet.\u003C\u002Fp>\n\n\u003Cp>Partema ska komma överens om nâr forhandlingen anses avslutad\u002Fslutförd.\nUppgift om denna tidpunkt ska framgâ av protokollet. Har partema inte kommit\növerens om annat anses forhandlingen avslutad\u002Fslutförd dâ partema skiljs\nât. Endera part kan ocksâ skriftligen meddela den andre att forhandlingen\nanses avslutad.\u003C\u002Fp>\n\n\u003Ch4>Moment 3\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Fredsplikt\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>Uppstâr tvist av annan anledning, ân meningsskiljaktigheter mellan\narbetsgivare och arbetstagare rörande i detta avtal överenskomna\nbestâmmelser, far sâdan tvist icke omedelbart föranleda nâgot som helst\nstörande ingrepp i arbetets gâng vare sig genom strejk, blockad, lockout\neller dylikt utan ska därom förhandlas först mellan de tvistande partema\nsjälva och dârefter, sâvida enighet ej uppnâtts, mellan partemas\norganisationer.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning 1\u003C\u002Fp>\n\n\u003Cp>Rörande behandling av tvister, preskription och râtt att vidta\nstridsâtgârder göller hârutöver vad som ar föreskrivet i kap II i\nhuvudavtalet mellan SAF och LO.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse far träffas i aktuella fail mellan arbetsgivare och\nperson med sörskilt förhandlingsmandat utsedd av Fastighetsanställdas\nFörbund om avvikelser frân bestömmelserna om turordning vid uppsägning\nrespektive företrädesrätt tül ätercmställning.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse fär träffas i aktuella fall mellan arbetsgivare och\nreprésentant för SEKOs lokala fackliga organisation om awikelser frän\nbestämmelserna om turordning vid uppsägning respektive företrädesrätt tili\näteranställning.\u003C\u002Fp>\n\n\u003Ch3>§19 Avtalets giltighetstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>Detta avtal gäller frän och med den 1 juni 2023 tili och med den 31 maj\n2025. Därefter prolongeras avtalet för ett är i sänder om begäran om\nförhandling inte framställts senast tre mänader före den 31 maj 2025. Om\nbegäran om förhandling framställs före nyss nämnda tidpunkt gäller\navtalet för tid efter den 31 maj 2025 med sju dagars ömsesidig\nuppsägningstid.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Stockholm den 31 maj 2023\u003C\u002Fp>\n\n\u003Cp>Almega Tjänsteförbunden \u003C\u002Fp>\n\n\u003Cp>Marcus Lindström\u003C\u002Fp>\n\n\u003Cp>Fastighetsanställdas Förbund \u003C\u002Fp>\n\n\u003Cp>Ewa Edström\u003C\u002Fp>\n\n\u003Cp>Facket för Service och Kommunikation (SEKO)\u003C\u002Fp>\n\n\u003Cp>Matts Haglund\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Ch2>Ôverenskommelse angáende deltidsarbete\u003C\u002Fh2>\n\n\u003Cp>Fôretagen ska tillse att den deltidsanstâlldes arbetstid och\narbetsfërtjânst blir sâ jâmn som môjligt. For stadigvarande deltidsarbete\nska arbetstidsschema uppràttas, sâvida icke arbetsuppgiftemas sârskilda\nbeskaffenhet omôjliggôr detta. Pâ sâdant arbetstidsschema ska ail\nregelbundet âterkommande arbetstid angivas.\u003C\u002Fp>\n\n\u003Cp>Sociala ibrmâner enligt lag och avtal âr i vissa fall beroende av\narbetstidens langd och fôrlâggning. En arbetstid understigande 20 timmar per\nvecka kan medfora att ràtten till omstâllningsforsâkrmg och\ngruppliviorsàkring reduceras. Vidare kan de avtalsenliga AGS-formânema\nminskas i vissa fall och pensionsformânema pâverkas om arbetstiden\nunderstiger 208 timmar per kalenderkvartal. En sâdan anstallning kan leda till\natt arbetslôshetskassans villkor ej uppfylls.\u003C\u002Fp>\n\n\u003Cp>Den deltidsanstállde ska informeras om dessa bestâmmelser liksom om de\nôvriga anstallningsvillkor som gâller vid deltidsarbete. Dar sâ âr\npraktiskt môjligt och i fall dar den anstâllde sâ ônskar ska arbetstiden\nfor den deltidsanstállde bestâmmas sâ att den anstâllde blir berâttigad\ntill de ovan angivna sociala for- mânerna.\u003C\u002Fp>\n\n\u003Cp>Vid utôkat arbetskraftsbehov ska i forsta hand deltidsanstâllda erbjudas\nett hôgre antal timmar.\u003C\u002Fp>\n\n\u003Cp>Tvist rôrande tillâmpningen av denna ôverenskommelse avgôrs mellan de\ncéntrala parterna.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Ch2>Överenskommelse om introduktions-, och grund- och vidareutbildning\u003C\u002Fh2>\n\n\u003Cp>Partema har genom särskild överenskommelse inrättat en yrkesnämnd för\nservicebranschen med uppgift att handlägga och utveckla gemensamma\nyrkesutbildningsfrägor.\u003C\u002Fp>\n\n\u003Cp>Med hänvisning tili ovanstäende träffar partema överenskommelse enligt\nföljande.\u003C\u002Fp>\n\n\u003Cp>Partema är ense om att genom tillämpning av denna överens-kommelse och\ngenom att aktivt medverka i den inrättade yrkes- nämnden arbeta för att\nintroduktion och utbildning förbättras.\u003C\u002Fp>\n\n\u003Ch3>Gemensamma värderingar\u003C\u002Fh3>\n\n\u003Cp>Partema är ense om att utbildning och kompetensutveckling är en\nbetydelsefull del av företagets längsiktiga planering. Som ett résultat av\ndetta synsätt har överenskommelse tidigare träffats om introduktions-, och\ngrund- och vidareutbildning samt utbildningsmaterialet ’’Professionell\nstädservice” har utarbetats.\u003C\u002Fp>\n\n\u003Cp>Partema konstaterar vidare att utvecklingen i arbetslivet ställer krav pä\nförändringar av arbetsorganisationen, kompetensutveckling hos de anställda\nsamt utveckling av löneformer, lönesystem och lönesättning.\u003C\u002Fp>\n\n\u003Cp>Mälet är att andelen heltidsanställda ökar i branschen och att\nutbildningsnivän hos de anställda höjs.\u003C\u002Fp>\n\n\u003Cp>Partema anser att det är viktigt att en utvecklingsplan för de anställda\ni företagen utarbetas.\u003C\u002Fp>\n\n\u003Ch3>Utbildningsplan, kompetensutveckling\u003C\u002Fh3>\n\n\u003Cp>En kompetensanalys av den anställde utförs vilken ska ligga tili grund\nför den anställdes egen utveckling.\u003C\u002Fp>\n\n\u003Cp>Den anställde ska efter genomgängen kompetensutveckling kunna pâverka\nvalet av metoder och hjälpmedel samt ha tillägnat sig ergonomiskt riktig\narbetsteknik. Dessutom ska den anställde ha goda kunskaper i städkemi,\nhygien, materiallära, arbetsmiljö, gmppsamverkan, ekonomi och\nservicekvalitet.\u003C\u002Fp>\n\n\u003Cp>Malet konkretiseras i en individuell utbildningsplan för den anställde.\u003C\u002Fp>\n\n\u003Cp>Följande ämnesomräden ska utifrän företagets behov ligga tili grund\nför den anställdes grundkompetens i enlighet med SRYs utbildningsmaterial.\nFöretagen kan även använda eget likvärdigt material om sä önskas.\u003C\u002Fp>\n\n\u003Ch3>Introduktion och utbildning\u003C\u002Fh3>\n\n\u003Cp>Introduktion och utbildning är en naturlig del i företagets verk- samhet.\nDe lokala partema ska härvid överlägga och samverka i enlighet med\nUtvecklingsavtalet.\u003C\u002Fp>\n\n\u003Cp>Som stöd för introduktion och yrkesutbildning framställer yrkes- nämnden\ngemensamt material.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Introduktion av nyanställda\u003C\u002Fh3>\n\n\u003Cp>Introduktion av nya medarbetare är ett viktigt inslag i företagsintern\nutbildning. Vage anställd ska ges introduktion i syfte att fa orientering om\naktuella arbetsuppgifter, företaget, branschen, övriga anställda och\nfackliga organisationer.\u003C\u002Fp>\n\n\u003Cp>Det av yrkesnämnden framtagna introduktionsmaterialet, alternativt\nlikvärdigt material, kan utgöra underlag för en likvärdig introduktion inom\nbranschens företag.\u003C\u002Fp>\n\n\u003Ch3>Grund- och Vidareutbildning\u003C\u002Fh3>\n\n\u003Cp>Med grund- och vidareutbildning avses sädan utbildning som bedrivs i\nföretag för arbetstagare i syfte att tillvarata de anställdas kunskaper och\nerfarenheter samt att vidareutveckla dessa. Utbild-ning bör därför pä kort\noch läng sikt syfta tili att öka bl a företagets serviceutbud och de\nanställdas kompetens samt ge de an-ställda Stimulans och omväxling i arbetet\noch därigenom bidra tili lönsamhet, trygghet och sysselsättning.\u003C\u002Fp>\n\n\u003Ch3>Tillämpningsrekommendation\u003C\u002Fh3>\n\n\u003Cp>Grundutbildning av arbetstagare bör ske med det av yrkesnämnden framtagna\ngrundutbildningsmaterialet.\u003C\u002Fp>\n\n\u003Cp>Vidareutbildning. Med detta avses utbildning som inom branschen ger\nförutsättningar för att exempelvis fä kunskaper om industriell städteknik,\nrengöring inom livsmedelsindustri och tillverkningsindustri.\u003C\u002Fp>\n\n\u003Cp>Utbildningen kan bedrivas med det av yrkesnämnden ffamtagna materialet for\nvidareutbildning.\u003C\u002Fp>\n\n\u003Cp>Partema är här överens om att Utvecklingsavtalets forutsättningar\nhärvidlag ska ligga som grund for företagets utveckling av de anställdas\nkunskaper och kompetens.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Ch2>Förteckning över överenskommelser mellan Almega Tjänsteförbunden och\nFastighetsan- ställdas Förbund \u002F SEKO\u003C\u002Fh2>\n\n\u003Cp>Utvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Jämställdhetsavtal\u003C\u002Fp>\n\n\u003Cp>Överenskommelse angäende deltidsarbete\u003C\u002Fp>\n\n\u003Cp>Samarbete för organisationsanslutning\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om forslagsverksamhet\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om ersättning p g a lungfunktionsnedsättning förorsakad\ngenom asbestexponering\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om Introduktions-, Grund- och Vidareutbildning\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om gemensam lönestatistik\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om särskilda regier vid in- och uthyming av arbetskraft\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Ch2>Forsákringar mm\u003C\u002Fh2>\n\n\u003Cp>Arbetsgivare ar skyldig teckna foljande forsakringar enligt gallande\noverenskommel ser mellan SAF\u002FSvenskt Náringsliv och LO:\u003C\u002Fp>\n\n\u003Cp>1.Grupplivforsakring (TGL)\u003C\u002Fp>\n\n\u003Cp>2.Omstallningsforsakring\u003C\u002Fp>\n\n\u003Cp>3.Avgángsbidrag (AGB)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>4.Gruppsjukfbrsakring (AGS)\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>5.Avtalspension SAF - LO\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.Trygghetsforsakring vid arbetsskada (TFA)\u003C\u002Fp>\n\n\u003Cp>7.Forsakring om foráldrapenningtillagg (FPT)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5\u003C\u002Fh2>\n\n\u003Ch2>Överenskommelse om löner\u003C\u002Fh2>\n\n\u003Ch3>1. LÖNEPRINCIPER M M\u003C\u002Fh3>\n\n\u003Ch4>1.1 Gemensamma värderingar\u003C\u002Fh4>\n\n\u003Cp>Alla medarbetare bidrar tili tillväxten i ett företag. En forutsättning\nför en framgängsrik verksamhet i företaget är en värdefiill och engagerad\ninsats av medarbetare pä alla niväer i företaget.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen ska vara en positiv kraft i foretagets verksamhet och skapa\nforutsättningar for att individer utvecklas och stimuleras tili goda insatser.\nHärigenom kan lönebildningen bidra tili ökad produktivitet, effektivitet och\nlönsamhet. För att möjliggöra en positiv löneutveckling och trygghet i\nanställningen fordras att alla medarbetare bidrar genom en aktiv medverkan i\nforetagens forändringsarbete.\u003C\u002Fp>\n\n\u003Cp>Medarbetarens utbildning och kompetensutveckling är en betydelsefull del av\nforetagets längsiktiga planering och produktivitetsutveckling samt utgör ett\nled i utvecklingen av arbetsprocesser och medarbetare. Det är därför\nangeläget att alla medarbetare aktivt medverkar i sin utbildning och\nutveckling.\u003C\u002Fp>\n\n\u003Cp>Ett fortroendefullt samarbete mellan chef och medarbetare är av stör\nbetydelse for lönebildningen och for medarbetamas personliga utveckling.\u003C\u002Fp>\n\n\u003Ch4>1.2 Löneprinciper\u003C\u002Fh4>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad, med hänsyn tili\nverksamhetens krav, arbetsuppgiftemas art och innehäll, individuell kompetens\noch duglighet.\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser ska träffas om lönekriterier. Exempel pä\nkriterier kan vara:\u003C\u002Fp>\n\n\u003Cp>•arbetsuppgiftens svärighetsgrad\u003C\u002Fp>\n\n\u003Cp>•ledningsformäga\u003C\u002Fp>\n\n\u003Cp>•omdöme\u003C\u002Fp>\n\n\u003Cp>•initiativformäga\u003C\u002Fp>\n\n\u003Cp>•ekonomiskt ansvar\u003C\u002Fp>\n\n\u003Cp>•samarbetsformäga\u003C\u002Fp>\n\n\u003Cp>•Service- och kvalitet\u003C\u002Fp>\n\n\u003Cp>•kundrelationer\u003C\u002Fp>\n\n\u003Cp>•kompetensutveckling och yrkesbevis\u003C\u002Fp>\n\n\u003Cp>•branschvana\u003C\u002Fp>\n\n\u003Cp>Partema är ense om att mänadslön med lokalt överenskomna kriterier ska\nmotivera den anställde och innebära bade en arbetsmässig och lönemässig\nutveckling.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>Lönesättning ska ske utan diskriminering. Skillnader i lön beroende pä\nkön, etniskt Ursprung, sexuell läggning eller funktionshinder ska inte\nforekomma.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Det äligger lokala parter att gemensamt analysera och utvärdera\nlönesättningen i samband med lönerevision. Om omotiverade skillnader i lön\nupptäcks vid en sädan analys ska dessa ätgärdas.\u003C\u002Fp>\n\n\u003Cp>Vid sädan utvärdering av lönesättningen kan de lokala partema träffa\növerenskommelse om medel och hanteringssätt.\u003C\u002Fp>\n\n\u003Ch3>2 LOKALT ÖVERENSKOMNA LÖNEBILDNINGSSYSTEM\u003C\u002Fh3>\n\n\u003Cp>Företag med lokalt överenskomna lönesystem\u003C\u002Fp>\n\n\u003Cp>Hälften av beloppen utges som generell löneökning, och hälften utgör en\npott for fordelning i lokala forhandlingar. Enas de lokala partema inte om\nfordelningen av potten utges ytterligare 25% av utrymmet generellt, och\nresterande del, 25%, fordelas av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1 juni 2023\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>529 kr utges som generell löneökning och 530 kr utgör pott for lokal\nfordelning.\u003C\u002Fp>\n\n\u003Cp>Enas de lokala partema inte om fordelningen senast den 31 augusti 2023 utges\nytterligare 265 kr genereilt, och 265 kr fordelas av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Lägsta utgäende mänadslön for arbetstagare fyllda 22 är:\u003C\u002Fp>\n\n\u003Cp>26 049 kr.\u003C\u002Fp>\n\n\u003Cp>Beioppen avser heltidsanställda. Vid deltidsanställning proportioneras\nbeloppen i forhällande tili sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1 juni 2024\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>450 kr utges som generell löneökning och 450 kr utgör pott för lokal\nfördelning.\u003C\u002Fp>\n\n\u003Cp>Enas de lokala partema inte om fördelningen senast den 31 augusti 2024\nutges ytterligare 225 kr genereilt, och 225 kr fördelas av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Lägsta utgäende mänadslön for arbetstagare fyllda 22 är: 26 979 kr.\u003C\u002Fp>\n\n\u003Cp>Beloppen avser heltidsanställda. Vid deltidsanställning proportioneras\nbeloppen i forhällande till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Ch3>3 FÖRETAG SOM INTE HAR LOKALT ÖVERENSKOMNA LÖNESYSTEM.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch4>Lönehöjningar\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>2023\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>En generell löneökning om 1 059 kronor utges irán den 1 juni 2023.\u003C\u002Fp>\n\n\u003Cp>Lägsta utgäende mänadslön, for arbetstagare fyllda 22 är, efter\ngenomförd lönerevision är 26 049 kronor.\u003C\u002Fp>\n\n\u003Cp>Beloppen avser heltidsanställda. Vid deltidsanställning proportioneras\nbeloppen i forhällande tili sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2024\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseamount1\">\u003Cp>En generell löneökning om 900 kronor utges irán den 1 juni 2024.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Lägsta utgäende mänadslön, för arbetstagare fyllda 22 är, efter\ngenomförd lönerevision är 26 979 kronor.\u003C\u002Fp>\n\n\u003Cp>Beloppen avser heltidsanställda. Vid deltidsanställning proportioneras\nbeloppen i forhällande tili sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6\u003C\u002Fh2>\n\n\u003Ch2>Ad ressförteckning\u003C\u002Fh2>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Almega Serviceföretagen\u003C\u002Ftd>\n      \u003Ctd>Fastighetsanställdas Förbund\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>www.serviceforetagen.se\u003C\u002Ftd>\n      \u003Ctd>www.fastighets.se\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>SEKO Facket for service och Kommunikation\u003C\u002Fp>\n\n\u003Cp>www.seko.se\u003C\u002Fp>\n\n\u003Cp>För kontaktuppgifter besök respektive organisations hemsida.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 7\u003C\u002Fh2>\n\n\u003Ch2>Parternas gemensamma uttalande for en attraktivare stadbransch\u003C\u002Fh2>\n\n\u003Cp>Det âr parternas gemensamma uppfattning att forlâggningen av arbetstiden\nâr en avgôrande faktor for en attraktivare bransch. Genom forlâggningen av\narbetstiden môjliggôrs en god arbetsmiljô och forebygger arbetskriminalitet\ni branschen. Stâdning som sker under normal kontorstid minskar forekomsten av\ndelade skift, ôkar mojligheten till heltidsanstâllningar, underlâttar\nintegration, skapar stôrre trygghet for de anstàllda och ger en forbâttrad\narbetsmiljô.\u003C\u002Fp>\n\n\u003Cp>For personer av annan etnisk harkomst an svensk âr stâdyrket ofta en vâg\nin pâ arbetsmarknaden. Dârfor har stâdbranschen en viktig roll att fylla\nnâr det gâller de utlandsfoddas integration i samhâllet. Stâdning pâ\ndagtid underlâttar integrationen genom att môjliggôra personliga môten\nvilket understôdjer sprâkinlâming och kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>Majoriteten av de anstàllda âr kvinnor. Att forlâgga arbetet pâ dagtid\nskapar stôrre trygghet i resandet till och frân arbetet. Stâdning pâ dagtid\nunderlâttar âven for de anstàllda att kombinera yrkesliv med fîitid och\nfamiljeliv.\u003C\u002Fp>\n\n\u003Cp>Erfarenheten inom branschen visar att stâdning dagtid pâverkar kvaliteten\npâ stâdtjânstema och forbâttrar fôrhâllandet mellan kund och leverantôr\npâ ett positivt sâtt.\u003C\u002Fp>\n\n\u003Cp>Dagstâdning, heltidsanstâllningar och sammanhângande skift âr ett\ncentrait instrument pâ vâgen mot forbâttrade arbetsvillkor for stâdare.\nStâdning pâ dagtid synliggôr stâdarens arbete vilket ôkar den sociala\nmedvetenheten om branschen och dess relevans for samhâllet.\u003C\u002Fp>\n\n\u003Cp>Att erbjuda arbete pâ dagtid, heltidsanstâllning och sammanhângande skift\nkan hjâlpa till att ôvervinna den vâxande personalbristen och hôja yrkets\nattraktivitet. Det môjliggôr for den anstâllde att kunna forsôrja sig och\natt kunna kombinera arbete med fritid och familjeliv. Det skulle hôja\nattraktiviteten i branschen, minska svârigheter att rekrytera och medfora\nminskad personalomsâttning. \u003C\u002Fp>\n\n\n",{"cbadate_start_date":42,"cbadate_end_date":46,"trainingprogrammes":48,"pensionfund":52,"contracttrial":55,"sicknesspay":59,"disabilitypay":63,"healthinsurance":67,"strikes_trigger":70,"discrimination":74,"hourspday_select":78,"PAIDLEAV_trigger":82,"LOWWAGE_trigger":86,"lowwageamount":90,"WAGES_trigger":93,"STRUCINCR_trigger":97,"wageincreaseamount1":100,"NOCTPREM_trigger":104,"ANNLEAVE_trigger":107,"annleaveallowancetype":110,"OVERTIME_trigger":114,"overtimeallowancetype_general":117,"shiftallowancetype":121,"SUNDAY_trigger":124},{"bindId":43,"name":44,"text":45},"cbadate_start_date","Detta avtal gäller frän och med den 1 ju","Detta avtal gäller frän och med den 1 juni 2023 tili och med den 31 maj\n2025. Därefter prolongeras avtalet för ett är i sänder om begäran om\nförhandling inte framställts senast tre mänader före den 31 maj 2025. Om\nbegäran om förhandling framställs före nyss nämnda tidpunkt gäller\navtalet för tid efter den 31 maj 2025 med sju dagars ömsesidig\nuppsägningstid.",{"bindId":47,"name":44,"text":45},"cbadate_end_date",{"bindId":49,"name":50,"text":51},"trainingprogrammes","Introduktion av nyanställda Introduktion","Introduktion av nyanställda\n\nIntroduktion av nya medarbetare är ett viktigt inslag i företagsintern\nutbildning. Vage anställd ska ges introduktion i syfte att fa orientering om\naktuella arbetsuppgifter, företaget, branschen, övriga anställda och\nfackliga organisationer.\n\nDet av yrkesnämnden framtagna introduktionsmaterialet, alternativt\nlikvärdigt material, kan utgöra underlag för en likvärdig introduktion inom\nbranschens företag.\n\nGrund- och Vidareutbildning\n\nMed grund- och vidareutbildning avses sädan utbildning som bedrivs i\nföretag för arbetstagare i syfte att tillvarata de anställdas kunskaper och\nerfarenheter samt att vidareutveckla dessa. Utbild-ning bör därför pä kort\noch läng sikt syfta tili att öka bl a företagets serviceutbud och de\nanställdas kompetens samt ge de an-ställda Stimulans och omväxling i arbetet\noch därigenom bidra tili lönsamhet, trygghet och sysselsättning.\n\nTillämpningsrekommendation\n\nGrundutbildning av arbetstagare bör ske med det av yrkesnämnden framtagna\ngrundutbildningsmaterialet.\n\nVidareutbildning. Med detta avses utbildning som inom branschen ger\nförutsättningar för att exempelvis fä kunskaper om industriell städteknik,\nrengöring inom livsmedelsindustri och tillverkningsindustri.\n\nUtbildningen kan bedrivas med det av yrkesnämnden ffamtagna materialet for\nvidareutbildning.\n\nPartema är här överens om att Utvecklingsavtalets forutsättningar\nhärvidlag ska ligga som grund for företagets utveckling av de anställdas\nkunskaper och kompetens.",{"bindId":53,"name":54,"text":54},"pensionfund","5.Avtalspension SAF - LO",{"bindId":56,"name":57,"text":58},"contracttrial","Mom 4 Provanställning Avtal om provanstä","Mom 4 Provanställning\n\nAvtal om provanställning fär träffas när syftet är att anställningen\nefter prövotiden ska övergä tili en tillsvidareanställning. Avtalet far\nomfatta högst sex mánader. Om arbetstagaren varit ffänvarande under\nprovperioden, kan anställningen efter lokal överenskommelse förlängas med\nmotsvarande tid.\n\nArbetsgivare som traffar avtal om provanstallning ska snarast underratta den\nlokala fackliga organisationen harom. Nagon underrattelse behover dock inte\nlamnas om anstallningstiden ar hogst en manad.\n\nProvanstallning kan efter overenskommelse mellan arbetsgivaren och\narbetstagaren forlangas med hogst 3 manader. Sadan overenskommelse ska traffas\nsenast tva veckor innan ordinarie provanstallning lopt ut.",{"bindId":60,"name":61,"text":62},"sicknesspay","1 Manadsavlonade: Den sjuklon som arbets","1 Manadsavlonade:\n\nDen sjuklon som arbetsgivaren ska utge till arbetstagaren beraknas genom att\nloneavdrag gors fran manadslonen enligt a) nedan. Harutover utges sjuklon pa\nersattning for arbete pa obekvam tid enligt b) nedan.\n\n1.1 Sjukdom t o m 14 kalenderdagar per sjuktillfalle:\n\na)For varje timme en arbetstagare ar franvarande pa grund av sjukdom gors\nsjukavdrag per timme pa den fasta kontanta manadslonen:\n\n\n\n\n  \n  \n  \n  \n    \n      För sjukfrånvaro upp till 20% av genomsnittlig veckoarbetstid\n        (karens) i sjukperioden \n      månadslönen x 12,0\n\n        52 x veckoarbetstiden \n      \n    \n    \n      För sjukfrånvaro överstigande 20% av genomsnittlig veckoarbetstid\n        till och med dag 14 i sjukperioden \n      20% x månadslönen x 12,0\n\n        52 x veckoarbetstiden\n      \n    \n  \n\n\nMed arbetstagarens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar for en normalvecka utan helgdag. For arbetstagare med intermittent eller\noregelbunden tjanstgoring beraknas ett snitt over en representativ period.",{"bindId":64,"name":65,"text":66},"disabilitypay","För det fall arbetsskadan foranieder sju","För det fall arbetsskadan foranieder sjukskrivning för längre tid än\nsjuklöneperioden, räknat fr o m insjuknandedagen enligt lagen om allmän\nförsäkring, utges ersättning för inkomstförlust frän TFA och ej frän\narbetsgivaren för ovan beviljad ledighet.",{"bindId":68,"name":69,"text":69},"healthinsurance","4.Gruppsjukfbrsakring (AGS)",{"bindId":71,"name":72,"text":73},"strikes_trigger","Uppstâr tvist av annan anledning, ân men","Uppstâr tvist av annan anledning, ân meningsskiljaktigheter mellan\narbetsgivare och arbetstagare rörande i detta avtal överenskomna\nbestâmmelser, far sâdan tvist icke omedelbart föranleda nâgot som helst\nstörande ingrepp i arbetets gâng vare sig genom strejk, blockad, lockout\neller dylikt utan ska därom förhandlas först mellan de tvistande partema\nsjälva och dârefter, sâvida enighet ej uppnâtts, mellan partemas\norganisationer.",{"bindId":75,"name":76,"text":77},"discrimination","Lönesättning ska ske utan diskriminering","Lönesättning ska ske utan diskriminering. Skillnader i lön beroende pä\nkön, etniskt Ursprung, sexuell läggning eller funktionshinder ska inte\nforekomma.",{"bindId":79,"name":80,"text":81},"hourspday_select","Den ordinarie arbetstiden utgor 40 timma","Den ordinarie arbetstiden utgor 40 timmar i genomsnitt per helgfri vecka och\nár. Nar nationaldagen infaller pá en lordag eller sondag erháller den\nanstallde 8 timmars ledighet med Ion. For deltidsanstalld proportioneras\nledigheten i forhállande till sysselsattningsgraden. Tiden laggs ut i samrád\nmellan arbetsgivaren och arbetstagaren.",{"bindId":83,"name":84,"text":85},"PAIDLEAV_trigger","§12 Semester Mom 1 Semester utgâr enligt","§12 Semester\n\nMom 1\n\nSemester utgâr enligt lag med foljande ândringar och tillâgg.\nAnmarkning",{"bindId":87,"name":88,"text":89},"LOWWAGE_trigger","Lägsta utgäende mänadslön tili arbetstag","Lägsta utgäende mänadslön tili arbetstagare fyllda 22 är utges enligt\nnedan.\n\n\n  \n  \n  \n  \n  \n    \n      \n      Generell löneökning\n      Lägsta utgäende mänadslön\n    \n    \n      1 juni 2023\n      1 059 kr\n      26 049 kr\n    \n    \n      1 juni 2024\n      900 kr\n      26 979 kr",{"bindId":91,"name":92,"text":92},"lowwageamount","26 979 kr",{"bindId":94,"name":95,"text":96},"WAGES_trigger","II Lön och andra ersättningar § 4 Mänads","II Lön och andra ersättningar\n\n§ 4 Mänadslöner",{"bindId":98,"name":99,"text":99},"STRUCINCR_trigger","Lönehöjningar",{"bindId":101,"name":102,"text":103},"wageincreaseamount1","En generell löneökning om 900 kronor utg","En generell löneökning om 900 kronor utges irán den 1 juni 2024.",{"bindId":105,"name":106,"text":106},"NOCTPREM_trigger","Nattarbete",{"bindId":108,"name":109,"text":109},"ANNLEAVE_trigger","1.Semesterlön",{"bindId":111,"name":112,"text":113},"annleaveallowancetype","*0,8 % av den vid semestertillfallet akt","*0,8 % av den vid semestertillfallet aktuella mänadslönen",{"bindId":115,"name":116,"text":116},"OVERTIME_trigger","§ 9 Óvertid \u002F mertid",{"bindId":118,"name":119,"text":120},"overtimeallowancetype_general","Övertidsersâttningen berâknas och ersâtt","Övertidsersâttningen berâknas och ersâtts enligt nedan:\n\nErsâttrıingper tim = mânadslön vid heltid + tillâgg eni nedan\n\n****************************************168\n\nVardagar\n\n1\u002F6 2023 66,93 kr\n\n1\u002F6 2024 69,13 kr",{"bindId":122,"name":123,"text":123},"shiftallowancetype","1\u002F6 2024 24,12 kr",{"bindId":125,"name":126,"text":127},"SUNDAY_trigger","b)Sön- och helgdagstid râknad frân kİ 06","b)Sön- och helgdagstid râknad frân kİ 06.00 lördag och kİ\n\n18.0dag före helgdag till kİ 06.00 dagen efiter sön- och helgdagen,\nsâvida icke högre belopp anges i c)\n\n1\u002F6 2023 49,16 kr\n\n1\u002F6 2024 50,78 kr","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SWE Almega Service Employer Association - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2023-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2025-05-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Övrigt\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → Almega\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        SEKO - Facket för Service och Kommunikation\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: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → Not specified dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \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: → Nej\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → 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            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → -10.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → -10.0 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Avtalad lägstalön per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Lägstalön: → SEK 26979.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Löneökning: → SEK 900.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Löneökning startar: → 2024-06\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Tillägg för kvälls- eller nattarbete: → SEK  per månad\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Tillägg för endast nattarbete: → Ja\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Tillägg för söndagsarbete:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Tillägg för söndagsarbete: → SEK 50.78 per söndag\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n  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