[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fsvemek-kollektivavtal-mellan-foreningen-industriarbetsgivama-och-industrifacket-metall-giltighetstid-1-januari-2021-31-maj-2023":3,"menu:\u002Fsv-se:":190,"sites:htmlblocks":355,"subsites":1554,"cite-subsites":5119,"footer:root":5596,"suggested:root":5694,"cite-footer:root":5698},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":170,"content_type_view":171,"extra_breadcrumbs":172,"body":174,"body_blocks":185,"related_pages":189},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":168,"translations":169},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"svemek-kollektivavtal-mellan-foreningen-industriarbetsgivama-och-industrifacket-metall-giltighetstid-1-januari-2021-31-maj-2023","3e5a7084-b992-11ed-bbdb-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fsvemek-kollektivavtal-mellan-foreningen-industriarbetsgivama-och-industrifacket-metall-giltighetstid-1-januari-2021-31-maj-2023\u002Fsvemek-kollektivavtal-mellan-foreningen-industriarbetsgivama-och-industrifacket-metall-giltighetstid-1-januari-2021-31-maj-2023\u002F","SVEMEK Kollektivavtal mellan Föreningen Industriarbetsgivama och Industrifacket Metall Giltighetstid: 1 januari 2021-31 maj 2023 ","SWE Svenska Arbetsgivareföreningen - 2021","Sweden - SWE Svenska Arbetsgivareföreningen - 2021","SWE Svenska Arbetsgivareföreningen - 2021 - Tillverkning",{"name":39,"data":40},"IF Metall - Swemek agreement - svemek-2020-2023.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>IF Metall - Swemek agreement - svemek-2020-2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>SVEMEK-avtalet Anställningsvillkor för arbetstagare anställda i företag\nanslutna till SVEMEK\u003C\u002Fh1>\n\n\u003Ch1>Kollektivavtal mellan Föreningen Industriarbetsgivama\u003C\u002Fh1>\n\n\u003Ch1>och Industrifacket Metall\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Giltighetstid: 1 januari 2021-31 maj 2023 \u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Definitioner av parter och begrepp i detta avtal\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>\u003Cstrong>Benämning i avtalet\u003C\u002Fstrong>\u003C\u002Ftd>\n      \u003Ctd>\u003Cstrong>Definition\u003C\u002Fstrong>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Arbetsgivare\u002Fföretaget\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Den juridiska person som ingått anställningsavtal med en\n        arbetstagare.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Arbetstagaren\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Den anställde vid företaget.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Klubb\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Den sammanslutning av arbetstagare vid företaget som\n        är medlemmar i IF Metall och har bildat en egen lokal organisation med\n        styrelse för att sköta det lokala fackliga arbetet vid företaget.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Lokalavdelning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Den sammanslutning av arbetstagare på orten\u002Fregionen\n        som är medlemmar i IF Metall som bildats för att sköta det lokala\n        fackliga arbetet vid företag där det inte finns klubb.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Avdelningsombud\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Lokal facklig representant som är utsedd av\n        lokalavdelningen för att sköta det lokala fackliga arbetet i dess\n        ställe. Lokalavdelningen har att informera arbets­givaren om\n        avdelningsombudets uppgifter och befogen­heter.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Lokala parterna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Arbetsgivaren\u002Fföretaget och klubb eller\n        lokalavdelning\u002Favdelningsombud som har att förhandla och träffa\n        överenskommelser med anledning av detta avtal eller lagstiftning.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Industriarbetsgivarna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Kollektivavtalsbärande arbetsgivarorganisation\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>SVEMEK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Arbetsgivarorganisation\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>IF Metall\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Industrifacket Metall\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Centrala parterna\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Industriarbetsgivarna och IF Metall som träffat detta\n        avtal.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp>Enskild överenskommelse\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"296\">\u003Cp>Överenskommelse som träffats mellan arbetsgivaren\n        och arbetstagaren när sådan är möjlig enligt detta avtal.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Lokal förhandling\n\n        \u003Cp>Lokal överenskommelse\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Förhandling och överenskommelse i kollektivavtalsform mellan\n        arbetsgivaren och klubb, lokalavdelning eller avdelningsombud, när\n        sådan särskilt anges enligt detta avtal.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Central förhandling\n\n        \u003Cp>Central överenskommelse\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Förhandling och överenskommelse i kollektivavtalsform mellan de\n        centrala parterna då de lokala parterna genomfört lokal förhandling\n        och inte lyckats träffa överenskommelse. Sådan överenskommelse är\n        bindande för de lokala parterna och de enskilda arbetstagarna.\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal mellan Industriarbetsgivarna och IF Metall angående\nanställningsvillkor gäller för arbetstagare anställda i företag anslutna\ntill SVEMEK.\u003C\u002Fp>\n\n\u003Cp>Den samlade kompetensen hos de anställda är viktig för företagens\nkonkurrenskraft. Det är positivt att en anställd innehar kompetens även för\narbetsuppgifter utanför det avtalsområde denne är anställd inom. På grund\nav detta förekommer att anställda tillfälligtvis utför arbetsuppgifter\nutanför deras huvudsakliga avtalsområde.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Nya företag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om det vid tidpunkten för ett företags inträde i Industriarbetsgivarna\nredan finns tidigare tecknat gällande kollektivavtal, gäller detta avtal fram\ntill den dag då det tidigast kan upphöra. Detta gäller under förutsättning\natt inte överenskommelse om kortare giltighetstid träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Lokala överenskommelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lokala överenskommelser, som innebär avvikelser från bestämmelserna i\ndetta avtal, får träffas där sådan möjlighet anges.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse träffas mellan företaget och IF Metallklubben. Om\nklubb saknas träffas överenskommelse med IF Metalls lokalavdelning eller av\navdelningen utsett avdelningsombud.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Uppsägningstider\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden för lokala överenskommelser är tre månader om inget\nannat överenskommits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställnings ingående\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Lagen om anställningsskydd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd (LAS) gäller i den mån inte annat följer av\ndetta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Anställningsformer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:1 Lagen om anställningsskydd\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta moment ersätter lagen om anställningsskydds regler om anställnings\ningående och besked om att tidsbegränsad anställning inte kommer att\nfortsätta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:2 Tillsvidareanställning och visstidsanställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tillsvidare om inte annat avtalats i enlighet med\nnedan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetstagare kan skriftligen komma överens om anställning\nför viss tid, dock högst tolv månader. Arbetstagare får under en\ntreårsperiod omfattas av sådana anställningar under sammanlagt högst 18\nmånader. Den fackliga organisationen ska delges sådan överenskommelse. Lokal\növerenskommelse mellan arbetsgivaren och den fackliga organisationen kan\nträffas angående förlängning av sådan anställning. Tidsgränserna gäller\ninte vid vikariat för namngiven person eller vid semestervikariat.\u003C\u002Fp>\n\n\u003Cp>Anställning ska i normalfallet uppgå till minst en månad. Vid särskilda\nskäl, exempelvis för ett avgränsat arbete om kortare tid eller efter\narbetstagarens önskemål, kan dock överenskommelse träffas om kortare\nanställning än en månad.\u003C\u002Fp>\n\n\u003Cp>Om inte annat överenskommes gäller att anställning för viss tid löper\nmed en månads ömsesidig uppsägningstid. För arbetsgivaren krävs saklig\ngrund för uppsägning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:3 Provanställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetstagare kan vid anställningstillfället komma\növerens om att anställningen under de sex första månaderna ska utgöra en\nprovanställning som kan avbrytas med 14 dagars varsel. Om avbrytande inte sker\növergår anställningen automatiskt i en tillsvidareanställning.\nProvanställning kan ingås då arbetstagaren exempelvis är nyutbildad eller\nannars oprövad i arbetet, eller då andra skäl föreligger. Den fackliga\norganisationen ska delges sådan överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:4 Behovsanställning\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetstagare kan skriftligen träffa överenskommelse om\nbehovsanställning i de fall där arbetstagaren på grund av annan\nsysselsättning, exempelvis studier, pension eller liknande, inte alltid kan\nstå till arbetsgivarens förfogande. När det kommer till arbetsgivarens\nkännedom att grund för behovsanställning inte längre föreligger upphör\ndenna. Med behovsanställning avses att arbetsgivare och arbetstagare\növerenskommit om att arbetstagare under en angiven tidsperiod efter avrop, och\ndå denne själv så önskar, utför arbete för arbetsgivarens räkning. Den\nfackliga organisationen ska delges sådan överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:5 Kortare anställning än tre månader\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid anställning för viss tid som är kortare än tre månader ska, i\nstället för semesterersättning och Livsarbetstidspremie (LP), lönen ökas\nmed 13,3 procent och aktuell procentsats för LP om inte annat\növerenskommes.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av denna bestämmelses\nregler avseende visstidsanställning kortare än en månad eller\nprovanställning sker, har den rätt att påkalla lokal respektive central\nförhandling i ärendet. Om tvisten inte löses krävs fortsättningsvis lokal\növerenskommelse vid provanställning eller visstidsanställning kortare än en\nmånad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Deltidsarbete på grund av Livsarbetstidspremie (LP)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som efter fyllda 60 års ålder önskar utnyttja\nLivsarbetstidspremie (LP) för att förkorta arbetstiden har rätt att arbeta\ndeltid. Sysselsättningsgraden ska då vara 50 procent om inte annat\növerenskommes. Deltidsarbete ska organiseras med beaktande av arbetsgivarens\nberättigade intressen och verksamhetens behöriga gång, om så inte kan ske\nkan arbetsgivaren motsätta sig deltidsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Arbetets ledning och fördelning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Arbetsledningsrätt och föreningsrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med iakttagande av lag, avtalets bestämmelser och andra mellan parterna\nträffade avtal, har arbetsgivaren rätt att leda och fördela arbetet, att\nfritt anställa eller avskeda arbetstagare samt att använda arbetstagare,\noavsett om dessa är organiserade eller inte.\u003C\u002Fp>\n\n\u003Cp>Föreningsrätten ska på ömse sidor lämnas okränkt. Anser arbetstagare\natt avskedande ägt rum under omständigheter som kan tolkas såsom angrepp på\nföreningsrätten, har de innan andra åtgärder vidtas, rätt att genom sin\norganisation påkalla undersökning för vinnande av rättelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Konkurrerande verksamhet och bisyssla\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare får inte utföra arbete eller bedriva ekonomisk verksamhet som\ndirekt, eller indirekt, konkurrerar med arbetsgivaren. Arbetstagare får inte\nheller åta sig bisyssla eller bedriva verksamhet som kan inverka menligt på\ndennes arbete i tjänsten.\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare avser att åta sig bisyssla av mer omfattande slag bör\ndenne först samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 4 Arbetsredskap och skyddskläder\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Arbetsredskap\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska tillhandahålla nödvändiga arbetsredskap. Det åligger\narbetstagaren att vårda verktyg, maskiner och material, och denne är\nersättningsskyldig för genom bevislig vårdslöshet bortkomna verktyg och\nmaskiner eller därigenom uppkomna skador. Ersättning ges efter nettopris med\navdrag för skälig slitnings kostnad.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska tillhandahålla arbetstagarna nödvändiga och\nändamålsenliga låsbara verktygslådor.\u003C\u002Fp>\n\n\u003Cp>Det ovan angivna ansvaret bortfaller i de fall nödvändiga och låsbara\nförvaringsrum eller verktygslådor inte finns.\u003C\u002Fp>\n\n\u003Cp>Ersättningsskyldigheten bortfaller även i sådana fall, då arbetsgivaren\ninte tillhandahåller erforderliga verktyg och då arbetstagarna på grund av\ndetta har gemensamma verktyg. Inom ett arbetslag svarar varj e arbetstagare\nför till denne utlämnade verktyg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Mom. 2 Arbetskläder, skyddsutrustning m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid särskilt smutsigt arbete ska arbetsgivaren tillhandahålla erforderliga\növerdragskläder, arbetshandskar och skyddsskor. För eventuell skada på\nunderkläder utgår skälig ersättning med belopp, som fastställs efter\nvärdering i varje särskilt fall.\u003C\u002Fp>\n\n\u003Cp>Det åligger arbetstagaren att vårda erhållen utrustning och arbetstagaren\när ersättningsskyldig för genom bevislig vårdslöshet uppkomna skador.\nErsättning ges efter nettopris med avdrag för skälig slitningskostnad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 5 Lön\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Månadslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Huvudregeln är att arbetstagare avlönas med månadslön. För de\narbetstagare som har timlön, se vidare i Regler för timlön, bilaga 1 till\navtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Grunder för lönesättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Grunderna för lönesättningen är arbetsuppgifternas svårighetsgrad samt\narbetstagarens sätt att uppfylla dessa. Bedömningsgrunderna för och\ngenomförandet av individuell lönesättning, bör anpassas till det enskilda\nföretaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel på bedömningsgrunder är:\u003C\u002Fp>\n\n\u003Cp>-allmän yrkesskicklighet\u003C\u002Fp>\n\n\u003Cp>-självständighet i arbete\u003C\u002Fp>\n\n\u003Cp>-prestations- och innovationsförmåga\u003C\u002Fp>\n\n\u003Cp>-agerande i kundkontakter\u003C\u002Fp>\n\n\u003Cp>-erfarenhet av branschen samt lång anställning i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönesättningen syftar till att en arbetstagares lön bör fastställas\nefter ökad erfarenhet, ökade krav i arbete, ökat ansvar, förbättrade\nyrkeskunskaper och övriga kvalifikationer.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska vara sakligt väl motiverad så att den enskilde\narbetstagaren har möjlighet att veta på vilka grunder lönen satts och vad\ndenne kan göra för att höja sin lön.\u003C\u002Fp>\n\n\u003Cp>Parterna har den gemensamma uppfattningen att lokala lönesystem ska främja\nsåväl kompetensutveckling, arbetsorganisationsutveckling som ökad\nproduktivitet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Garantilön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid varje arbetsplats ska alla arbetstagare garanteras viss lägsta\nmånadslön. Garantilönen utgår ifrån gruppering nedan.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare ska med stigande kvalifikationer och vana erhålla högre lön\nän garantilön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Garantilönerna är inom respektive grupp:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>\u003Cstrong>1 januari 2021\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_year\">\u003Cp>\u003Cstrong>1 juni 2022\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För I-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"324\">\u003Cp>(För I-gruppen föreligger ingen\n        garantilön)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För S-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>26 069\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>26 625\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För A-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>25 441\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>25 997\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För B-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>24 449\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>25 005\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För C-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>22 855\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>23 411\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För D-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>21 612\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>22 168\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För E-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>20 971\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>21 527\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För F-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>20 132\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>20 688\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För G-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>17 477\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>18 033\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För H-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>16 447\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp>17 003\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch4>\u003Cstrong>Grupp\u003C\u002Fstrong>\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>I)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lönesättning av arbetare inplacerad i gruppen ska särskilt utgå från\nden enskildes tillämpade kompetens, personliga prestation och engagemang.\nInplacering i yrkesgrupp I sker efter lokal överenskommelse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>S)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Yrkesarbetare med specialkompetens.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>A)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Yrkesarbetare som arbetat minst sex år inom yrket och efter ritning eller\nlämnat besked kan utföra alla på företaget normalt förekommande arbeten\ninom sin yrkesgren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>B)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Yrkesarbetare som arbetat fem år i yrket samt chaufförer som har gällande\nkörkort för det fordon som ska framföras i tjänsten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>C)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Yrkesarbetare som arbetat tre år i yrket.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>D)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vuxna arbetstagare som arbetat två år i yrket och kontorsstädare som har\nfyllt 20 år och arbetat ett år i yrket.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>E)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vuxna arbetstagare som arbetat ett år i yrket.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>F)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vuxna arbetstagare som fyllt 18 år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>G)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Minderåriga arbetstagare som fyllt 17 år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>H)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Minderåriga arbetstagare som fyllt 16 år. För ferieanställda och\nminderåriga under 16 år kan lokal överenskommelse träffas om lägre lön\nän lägsta månadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Arbetstagare som fullgjort lärlingsutbildning under skolmässiga former,\ntillgodoräknas utbildningstiden enligt utbildningsavtalet.\u003C\u002Fp>\n\n\u003Cp>2.Iyrkesgrupp D) inplaceras arbetstagare som arbetat två år i yrket även\nom de inte uppnått 18 års ålder.\u003C\u002Fp>\n\n\u003Cp>3.Arbetstagare som genomgått yrkesutbildning enligt någon av yrkesnämnden\ngodkänd läroplan tillgodoräknas utbildningstiden som år i yrket motsvarande\nen och en halv gånger utbildningstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till yrkesgrupp I)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lönesättning av arbetare inplacerad i gruppen ska särskilt utgå från\nden enskildes tillämpade kompetens, personliga prestation och engagemang. Det\när naturligt att skillnader i lönen ökar med arbetsuppgifternas komplexitet\noch i spets- och nyckelbefattningar, och där den personliga prestationen i\nstörre utsträckning än annars är avgörande för resultatet. Kriterier som\nligger till grundför den individuella lönesättningen ska vara tydliga för\natt motverka godtycklighet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning till yrkesgrupp S)\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I yrkesgrupp S) inplaceras särskilt kvalificerade arbetstagare som\nsjälvständigt enligt ritning kan planera och driva arbeten som ställer höga\nkrav på både teoretiskt och praktiskt kunnande. Övriga allmänna\nförutsättningar för att hänföras till denna grupp är att arbetstagaren\nuppfyller följande:\u003C\u002Fp>\n\n\u003Cp>-att arbetet utförs rationellt och effektivt\u003C\u002Fp>\n\n\u003Cp>-att ha stort kunnande och erfarenhet av aktuell teknik och metoder inom sin\nyrkesgren\u003C\u002Fp>\n\n\u003Cp>-att tillgodogöra sig erforderlig utbildning och ta del av\nfacklitteratur.\u003C\u002Fp>\n\n\u003Cp>För att hänföras till yrkesgrupp S) ska arbetstagaren utöver ovan\nangivna allmänna förutsättningar uppfylla något av följande villkor:\u003C\u002Fp>\n\n\u003Cp>1.Arbetstagare i verkstad som förutom sitt ordinarie arbete hjälper till\nmed till exempel arbetsledning, kundkontakter eller planering samt gör utslag\noch tillverkar mallar. Leder arbetslag vid tillverkning och montering av\nstörre objekt.\u003C\u002Fp>\n\n\u003Cp>2.Svetsare som avlagt godkänd svetsarprövning enligt svensk standard ss\n065201 eller motsvarande och som utför särskilt kvalificerade\nsvetsningsarbeten, till exempel tryckkärl, cisterner, ångpannor,\nrörledningar, lyftanordningar, hissar, kranar, traverser m.m. där produkten\nprovas av officiell provningsanstalt (S.A. eller motsvarande).\u003C\u002Fp>\n\n\u003Cp>3.Maskinarbetare som regelbundet enligt ritning självständigt utför\nsärskilt kvalificerade arbeten i arborrverk, karusellsvarvar,\nkoordinatslipmaskiner eller andra specialmaskiner samt självständigt sätter\nupp och riggar komplicerade arbetsstycken i sådana maskiner.\u003C\u002Fp>\n\n\u003Cp>4.Andra yrkesarbetare med motsvarande mycket höga yrkeskvalifikationer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Löneformer\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid företag kan efter lokal förhandling tillämpas rörlig lön eller\nrörlig lönedel. Med sådan avses lönedel baserad på arbetskvalitet,\narbetskvantitet eller annan form av nyckeltal, till exempel bonuslön,\npremielön, resultatandel eller ackord.\u003C\u002Fp>\n\n\u003Cp>Månadslönen utgår med ett per månad bestämt belopp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Regler vid förändring av löneavtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse om löneavtal innehållande rörlig lönedel (dock inte\nackord) upphör att gälla eller om endera parten sagt upp sådan\növerenskommelse och någon ny överenskommelse inte träffats ska följande\ngälla.\u003C\u002Fp>\n\n\u003Cp>Från och med att tidigare överenskommelse upphört att gälla\ntillförsäkras arbetstagare under tre månader - om inte annat överenskommes\n- månadslön motsvarande dennes genomsnittliga förtjänst under de sex\nkalendermånader som föregick uppsägningen. Vid betalning av\ngenomsnittsförtjänst förutsätts samma arbetsprestation som under nämnda\nsex månader. Därefter utbetalas personlig garantilön i enlighet med reglerna\ni denna paragraf.\u003C\u002Fp>\n\n\u003Cp>Förhandlingar ska snarast inledas om nya lönebestämmelser eller ny\nlöneform.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Ackordsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid allt ackordsarbete träffas överenskommelse genom fri förhandling\nmellan arbetsgivaren och den eller de arbetstagare till vilka ackord erbjuds.\nArbetets art, omfattning och pris ska, innan arbetet påbörjas, skriftligen\nfastställas på en ackordssedel. Ackordssedeln ska undertecknas av\narbetsgivaren och arbetstagaren och\u002Feller representant för arbetstagarna.\u003C\u002Fp>\n\n\u003Cp>I undantagsfall, på grund av arbetets art och om båda parter är ense, kan\nfastställande av ackordet ske viss tid efter att arbetet påbörjats.\u003C\u002Fp>\n\n\u003Cp>Vid gemensamhetsackord erhåller arbetstagaren del i överskottet i\nförhållande till sin månadslön och antalet arbetade timmar.\u003C\u002Fp>\n\n\u003Cp>Vid allt ackordsarbete ska arbetstagarens månadslön vara garanterad.\u003C\u002Fp>\n\n\u003Cp>Det åligger arbetsgivaren att omgående avsyna färdigställt\nackordsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Lön per dag och timme\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön per dag utgör\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>-------------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön per timme utgör\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>-----------------------------\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid annan arbetstid än 40 timmar per vecka i genomsnitt per kalenderår\nanpassas talet 175 i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av lön per dag och timme medtas inte eventuell\npremielönedel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>Mom. 8 Livränta\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övergår arbetstagare till annat arbetsområde på grund av arbetsskada och\nerhåller arbetstagaren samtidigt livränta för inkomstbortfall på grund av\nskadan, exempelvis från Trygghetsförsäkring vid arbetsskada, kan\nmånadslönen sättas ned i motsvarande grad efter lokal överenskommelse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 9 Löneutbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lön betalas en gång per månad. Efter framställan från lokal part kan\npå förhand bestämt förskott utbetalas vid ett tillfälle mellan ordinarie\nlöneutbetalningsdagar.\u003C\u002Fp>\n\n\u003Cp>I samband med fastställande av arbetstid och semester för kalenderåret\nbör även löneperioder och löneutbetalningsdagar fastställas.\u003C\u002Fp>\n\n\u003Cp>Senaste utbetalningsdag är nio dagar efter löneperiodens slut om lokal\növerenskommelse inte träffas om annan utbetalningsdag.\u003C\u002Fp>\n\n\u003Cp>I samband med löneutbetalning lämnas en lönespecifikation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 10 Helglön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Helglön betalas inte till arbetare som är avlönad per vecka eller längre\ntidsenhet. I de fall sådan arbetare har regelbundet tillägg utöver den fasta\nlönen ska dock sådant tillägg utgå även för helgdag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 6 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Arbetstidslagen\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Denna paragraf ersätter arbetstidslagen (SFS 1982:673) i dess helhet.\u003C\u002Fp>\n\n\u003Cp>Denna paragraf utgör ingen ändring av arbetsmiljölagens regler för\nminderåriga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Skiftarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid månadslön utgår inte särskilt skiftformstillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Mom. 3 Arbetstidens längd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstidsmåttet räknat i medeltal per helgfri vecka och år ska vid\nnedanstående arbetstidsformer utgöra:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>Dagarbete och tvåskiftsarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>40 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>Treskiftsarbete med intermittent drift\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>38 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>Treskiftsarbete med kontinuerlig drift med\n        helguppehåll\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>36 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>Treskiftsarbete med kontinuerlig drift utan\n        helguppehåll\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>35 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>Ständigt nattarbete\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>34 timmar\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"356\">\u003Cp>Vid anläggningsarbeten i bergrum under byggnad eller\n        servicearbeten i gruvor (underjordsarbete)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"89\">\u003Cp>36 timmar\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"89\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Bergrum är under byggnad till dess:\u003C\u002Fp>\n\n\u003Cp>-Alla sprängningsarbeten är avslutade.\u003C\u002Fp>\n\n\u003Cp>-Väggar och tak skrotats.\u003C\u002Fp>\n\n\u003Cp>-Golvet rensats från sprängsten.\u003C\u002Fp>\n\n\u003Cp>-Alla tak, bärande väggar och betong eller asfaltgolv utförts samt formar\nrivits.\u003C\u002Fp>\n\n\u003Cp>-Bergrum ansesfärdigställt oavsett att delar av golv och betongarbeten\nmåste anstå för att utföras efter montage av pannor, maskiner, apparater\neller motsvarande.\u003C\u002Fp>\n\n\u003Cp>-Vid underjordsarbete betalas särskild ersättning per timme med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 % x månadslönen\u003C\u002Fp>\n\n\u003Cp>---------------------------------------\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Arbetstidens förläggning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 4:1 Ordinarie arbetstid\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den ordinarie arbetstiden fastställs efter lokal överenskommelse för\nvarje arbetsplats eller verkstad, inom de ramar som arbetstidens begränsning\nmedger enligt nedan.\u003C\u002Fp>\n\n\u003Cp>Härvidlag ska såväl produktionens som arbetstagarnas berättigade\nintressen beaktas.\u003C\u002Fp>\n\n\u003Cp>Olika förläggning av arbetstiden under olika tidsperioder, liksom olika\nlång arbetstid under olika delar av året, ska således kunna genomföras.\nTräffas särskild lokal överenskommelse om att variera arbetstiden, ska de\nlokala parterna i samband därmed träffa överenskommelse om\nbetalningsregler.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om arbetstidsförläggning kan sträcka sig över\nårsskifte.\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid ska inte läggas ut på påskafton, pingstafton,\nmidsommarafton, julafton och nyårsafton.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckningar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Vid arbete på varje annan arbetsplats utanför den egna verkstaden\ntillämpas på denna gällande ordinarie reglerad arbetstid.\u003C\u002Fp>\n\n\u003Cp>2.Parterna är ense om att vid bestämmandet av arbetstidsförläggningen\nska hänsyn tas till den huvudsakliga inriktningen av företagets\nverksamhet.\u003C\u002Fp>\n\n\u003Cp>3.I överenskommet arbetstidsschema ska en fast indelning avseende\nsjudagarsperioder för beräkning av veckovila anges (se § 6 mom. 11).\nPeriodindelningen fastställs av arbetsgivaren efter samråd mellan de lokala\nparterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4:2 Annan tid än ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och arbetstagare kan efter överenskommelse förlägga\narbetstiden till annan tid än vad som gäller för huvuddelen av de anställda\nenligt § 6 mom. 4:1.\u003C\u002Fp>\n\n\u003Cp>I samband med detta kan även överenskommelse träffas om avvikelse från\nreglerna om obersättning i § 8 mom. 2-3.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta den lokala fackliga organisationen om\növerenskommelse med enskild arbetstagare.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse upphör senast en månad efter det att endera parten\nhar uttryckt önskemål om detta.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska i förekommande fall skriftligen underrätta den lokala\nfackliga organisationen om de arbetstider som gäller för deltidsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om den fackliga organisationen anser att missbruk av möjligheterna att\növerenskomma om avvikelse från § 8 mom. 2-3 sker, har den rätt att påkalla\nlokal respektive central förhandling. Om tvisten inte löses krävs\nfortsättningsvis lokal överenskommelse för att denna typ av avvikelse ska\nvara möjlig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Arbetstidsförkortning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Heltidsanställd dagtidsarbetare har rätt att för varje arbetade 40\ntimmars ordinarie arbetstid tillgodoräkna sig 54 minuters\narbetstidsförkortning. Vid kortare arbetstid än ordinarie dagarbetstid utges\narbetstidsförkortning i proportion härtill.\u003C\u002Fp>\n\n\u003Cp>Efter överenskommelse mellan arbetsgivaren och arbetstagaren kan\narbetstidsförkortningen i detta moment omvandlas till LP-premie enligt § 6\nmom. 6. Vid beräkningen motsvarar tolv minuter av arbetstidsförkortningen 0,6\nprocent i LP-premie.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska arbetstidsförkortningen\nschemaläggas med iakttagande av bestämmelserna i denna paragraf, varvid det\nska eftersträvas att hänsyn tas till arbetstagarens berättigade\nintressen.\u003C\u002Fp>\n\n\u003Cp>För arbetstidsförkortning som inte schemaläggs gäller att denna ska\nläggas ut och lösas av i enlighet med bestämmelserna i § 6 mom. 7.\u003C\u002Fp>\n\n\u003Cp>Tvåskiftsarbetare har rätt till en arbetstidsförkortning med två timmar\nper arbetade 40 timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Livsarbetstidspremie (LP)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som en komplettering till avtalspensionen SAF\u002FLO ska varje år, beräknat\npå arbetstagarens intjänade lön per år, en avsättning om 3,9 procent\navsättas till LP. Beräkningsunderlaget är detsamma som gäller för\navtalspensionen SAF\u002FLO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Procentsatsen ovan gäller från och med den 1 januari 2021.\u003C\u002Fp>\n\n\u003Cp>Vid deltidsarbete och om arbetstagaren endast arbetat under delar av\nintjänandeåret beräknas LP på arbetstagarens faktiska förtjänst. Uttag av\nLP kan ske tidigast vid 55 års ålder.\u003C\u002Fp>\n\n\u003Cp>Efter lokal överenskommelse kan utrymmet som avsätts till LP helt eller\ndelvis användas till annan förkortning av arbetstiden. 0,5 procent motsvarar\ni sådant fall 12 minuter per vecka eller 1 dag per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Premien inbetalas efter anvisning till FORA. Arbetstagare ska skriftligen\nerhålla besked årligen, senast i april månad, om storlek på inbetald\nlivsarbetstidspremie (LP).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Arbetstidsbank\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den anställde har rätt att i arbetstidsbank spara arbetstid enligt\nnedan.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om formerna för sparande i\narbetstidsbank. Till arbetstidsbanken ska föras icke schemalagd tid enligt §\n6 mom. 5, kompen sationsledighet enligt § 10 mom. 2:1 och särskild\nkompensationstid vid beredskap angiven i § 6 mom. 10. De lokala parterna kan\nefter överenskommelse tillföra arbetstidsbanken ytterligare tid.\u003C\u002Fp>\n\n\u003Cp>Utläggning av tid i arbetstidsbanken sker efter överenskommelse mellan\narbetstagaren och arbetsledningen. Härvidlag ska såväl produktionens som\narbetstagarens berättigade intressen beaktas.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av ledighet görs inte löneavdrag.\u003C\u002Fp>\n\n\u003Cp>Vid uttag av kompensationsledighet för övertidsarbete ska motsvarande\nregistrerad tid återföras som tillgänglig övertid.\u003C\u002Fp>\n\n\u003Cp>För samtliga timmar i arbetstidsbanken överstigande 12 timmar som den 31\ndecember kvarstår outtagna ska ersättning beräknas enligt § 5 mom. 7 och\nutgå genom inbetalning till LP-premie. Ersättning kan istället utgå i\npengar om överenskommelse träffas därom mellan arbetsgivaren och den\nanställde. Detsamma gäller för det fall lokal överenskommelse enligt § 6\nmom. 6 har träffats om att utrymmet som avsätts till LP helt ska användas\ntill annan förkortning av arbetstiden. Ersättning som utges i pengar\nberäknas enligt § 5 mom. 7.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan enas om att ledighet enligt detta moment kan\nschemaläggas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Mom. 8 Raster, måltidsuppehåll och pauser\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Raster ska läggas ut under den dagliga arbetstiden om inte de lokala\nparterna enas om annat eller särskilda hinder föreligger. Raster får bytas\nut mot måltidsuppehåll vid arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska ordna arbetet så att arbetstagaren kan ta de pauser som\nbehövs utöver rasterna. Om arbetsförhållandena kräver det får\narbetspauser med i förväg bestämd längd och förläggning läggas ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Med raster förstås sådana avbrott i den dagliga arbetstiden under vilka\narbetstagare inte är skyldiga att stanna kvar på arbetsstället. Raster\nräknas inte in i arbetstiden. Måltidsuppehåll och pauser ska räknas in i\narbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 9 Nattvila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare ska ha ledigt för nattvila mellan kl. 24.00 och kl. 05.00 om\ninte de lokala parterna enats om annat eller om arbetet med hänsyn till dess\nart, allmänhetens behov eller andra särskilda omständigheter måste pågå\näven nattetid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse om ordinarie arbetstid innefattar, i förekommande\nfall, överenskommelse om avsteg från regeln om nattvila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Mom. 10 Dygnsvila\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Varje arbetstagare ska ha minst elva timmars sammanhängande dygnsvila under\nvarje 24-timmarsperiod, beräknat från arbetspassets början, om de lokala\nparterna inte enas om annat.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från ovanstående får göras tillfälligtvis om det föranleds\nav något särskilt förhållande som arbetsgivaren inte kunnat förutse, som\nexempelvis oplanerat övertidsarbete, under förutsättning att arbetstagaren\nges motsvarande viloperiod i anslutning till arbetspassets slut.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren av sakliga skäl inte kan ge den motsvarande viloperioden\nenligt andra stycket, ska den motsvarande viloperioden förläggas snarast,\ndock efter samråd med arbetstagaren, inom sju kalenderdagar med det antal\ntimmar dygnsvilan varit kortare än elva timmar.\u003C\u002Fp>\n\n\u003Cp>Om ledighet enligt andra och tredje styckena förlagts till ordinarie\narbetstid ska inget löneavdrag ske.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Har arbetstagaren enbart erhållit åtta timmars dygnsvila ska den\nmotsvarande viloperioden i tredje stycket förlängas med tre timmar så att\nden sammanlagt uppgår till 14 timmar.\u003C\u002Fp>\n\n\u003Cp>Då arbetstagare har beredskapstjänst ska denne under en vecka ha\nsammanlagt 84 timmars dygnsvila. Om arbetstagare erhåller färre timmars\ndygnsvila under beredskapsveckan ska kompensation erhållas på så sätt att\narbetstagarens arbetstidsbank tillförs lika många timmar som denne erhållit\ndygnsvila understigande 84 timmar.\u003C\u002Fp>\n\n\u003Cp>Vid beredskapsperiod som är kortare eller längre än sju dagar ska\ndygnsvilomåttet beräknas som antalet beredskapsdygn multiplicerat med 12\ntimmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Exempel\u003C\u002Fstrong>:\u003C\u002Fp>\n\n\u003Cp>Har arbetstagare erhållit 80 timmars dygnsvila under beredskapsvecka ska\narbetstidsbanken tillföras fyra timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 11 Veckovila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare ska ha minst 36 timmars sammanhängande ledighet under varje\nperiod om sju dagar (veckovila), om de lokala parterna inte enas om annat.\nVecko vilan ska så långt som möjligt förläggas till veckoslut.\n(Beträffande indelning i sjudagarsperioder, se § 6 mom. 4:1 anmärkning\n3.)\u003C\u002Fp>\n\n\u003Cp>Till veckovilan räknas inte beredskapstid då arbetstagare får uppehålla\nsig utanför arbetsstället men ska stå till arbetsgivarens förfogande för\natt utföra arbete när behov uppkommer.\u003C\u002Fp>\n\n\u003Cp>Undantag från arbetsgivarens skyldighet att bereda veckovila får göras\ntillfälligtvis, om det föranleds av något särskilt förhållande som inte\nhar kunnat förutses av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse om ordinarie arbetstid innefattar, i förekommande\nfall, överenskommelse om avsteg från regeln om veckovila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 12 Arbetstidens kontrollerande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren är skyldig att rätta sig efter de anordningar för\narbetstidens kontrollerande som arbetsgivaren vidtar. Där stämplingskontroll\när anordnad, får stämp- lingen inte inkräkta på arbetstiden, men ska\nanordnas och tillämpas så att onödig tidsspillan eller svårighet inte\nvållas arbetstagarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 7 Beredskapstjänst\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med beredskapstjänst avses att arbetstagaren under överenskommen tid är\nanträffbar så att arbetstagaren utan dröjsmål efter varsel kan infinna sig\npå arbetsplatsen. Lokal överenskommelse om beredskapstjänst ska träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>§ 8 Obekväm tid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Riktlinjer rörande ob-ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Följande riktlinjer gäller beträffande ersättning för arbete på\nobekväm tid. De lokala parterna kan, om särskilda skäl föreligger, träffa\növerenskommelse om annan lösning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetstagare kan, om arbetstagaren så önskar, göra\növerenskommelse om avvikelse från mom. 2-3 i samband med att överenskommelse\nträffas om förläggning av arbetstiden enligt § 6 mom. 4:2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Ob-ersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ob-ersättning i kronor per timme utges enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>\u003Cstrong>1 januari 2021\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>\u003Cstrong>1 juni 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\">\u003Cp>A)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Mellan kl. 16.30 och 22.30.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>27,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>28,67\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Mellan kl. 22.30 och 06.30.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>36,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"78\">\u003Cp>37,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>B)\u003C\u002Ftd>\n      \u003Ctd>För arbete under helger och veckoslut utges tillägg utöver vad som\n        anges under A enligt följande.\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Från kl. 22.30 dag före lördag och helgdag till kl. 22.30 på\n        söndag och helgdag eller där flera sådana följer på varandra kl.\n        22.30.\u003C\u002Ftd>\n      \u003Ctd>78,70\u003C\u002Ftd>\n      \u003Ctd>80,87\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>Mom. 3 Låssmedsföretag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För låssmedsföretag gäller vid butiksafbete följande ob-ersättning i\nkronor per timme:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>\u003Cstrong>1 januari 2021\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>\u003Cstrong>1 juni 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"27\">\u003Cp>A)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Mellan kl. 18.00 och 22.30.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>27,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>28,67\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"27\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Mellan kl. 22.30 och 06.30.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>36,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>37,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"27\">\u003Cp>B)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Från kl. 13.00 lördag till kl. 22.30 på söndag och\n        helgdag eller där flera sådana följer på varandra kl. 22.30.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\">\u003Cp>78,70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"56\">\u003Cp>80,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Ob-ersättning och övertidsersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ob-ersättning och övertidsersättning kan inte utges samtidigt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 9 Övertid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som övertidsarbete räknas arbete utöver det ordinarie arbetstidsmåttet\nper dygn.\u003C\u002Fp>\n\n\u003Cp>Arbete som inte utan olägenhet för verksamheten kan uppskjutas ska\nutföras på övertid. Övertidsarbete får inte användas i sådan\nutsträckning att arbetstagaren överansträngs. Övertidsarbete bör i\nmöjligaste mån inskränkas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Ch3>Mom. 1 Övertidsuttag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertid får tas ut med högst 48 timmar under en period av fyra veckor\neller 50 timmar under en kalendermånad, dock med högst 200 timmar under ett\nkalenderår (allmän övertid). Utöver vad nedan anges får dessa 200 timmar\ninte överskridas vid någon tidpunkt under kalenderåret.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Avvikelse från första stycket får göras efter lokal överenskommelse med\n100 timmar per år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Nödfallsövertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Har natur- eller olyckshändelse eller annan därmed jämförlig\nomständighet, som inte kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för sådant avbrott eller för skada på liv,\nhälsa eller egendom, ska övertid som fullgjorts med anledning därav inte\nbeaktas vid beräkning av övertid enligt § 9 mom. 1. Arbetsgivaren ska\nsnarast underrätta lokal facklig organisation om övertidsarbetet.\u003C\u002Fp>\n\n\u003Cp>Pågår nödfallsövertid längre tid än två dygn ska det anmälas till IF\nMetall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Registrering av övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid. Arbetstagaren, lokal facklig företrädare, klubben eller IF Metall\nhar rätt att ta del av dessa anteckningar.\u003C\u002Fp>\n\n\u003Cp>Registreringen ska ske i enlighet med av parterna gemensamt utarbetade\nanvisningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Övertidskompensation\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Förutsättningar för särskild övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som arbetstagaren har utfört utöver den för arbetstagaren gällande\nordinarie dagliga arbetstidens längd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Övertidskompensationens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete ersätts dels med särskilt övertidstillägg, dels med\nersättning för den arbetade tiden. Ersättning för den arbetade tiden utgår\nantingen i pengar eller om arbetstagaren så önskar i form av ledig tid,\nkompensationsledighet.\u003C\u002Fp>\n\n\u003Cp>För planerad övertid krävs lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:1 Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertid ges med en timmes kompensationsledighet\nför varje övertidstimme, varvid övertidstillägg i mom. 2:2 utbetalas.\nKompensationsledighet tillförs den anställdes arbetstidsbank enligt § 6 mom.\n7. Vid uttag av kompensationsledighet görs inget avdrag på månadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch4>Mom. 2:2 Övertidstillägg\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidstillägg i kronor per timme utges enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"209\">\u003Cp>\u003Cstrong>Tid\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>\u003Cstrong>1 januari 2021\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>\u003Cstrong>1 juni 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"209\">\u003Cp>Måndag-fredag (arbetsdagar).\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>82,26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>84,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"209\">\u003Cp>Arbetsfria vardagar i gällande arbetstidsschema.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>100,21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>102,48\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"209\">\u003Cp>Lördag-söndag, helgdagar, midsommarafton, julafton\n        och nyårsafton.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp> 135,83\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp> 138,90\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I övertidstillägg ingår kompensation för semesterlönebortfall. Med\nmånadslön avses i detta moment arbetstagarens aktuella fasta kontanta\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 11 Arbete utom verkstaden\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att lokala överenskommelser bör träffas om\nersättning för ökade levnadskostnader vid tjänsteresor. Kan sådan\növerenskommelse inte träffas ska följande gälla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Traktamente\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Traktamente och lönetillägg betalas vid tjänsteresa, om färdväg mellan\narbetsplatsen och verkstaden respektive bostaden överstiger 50 km och medför\növernattning.\u003C\u002Fp>\n\n\u003Cp>Traktamentsbeloppen ska följa Skatteverkets schablonbelopp för skattefria\ntraktamenten. För avresedagar med avresa efter kl. 12.00 eller hemresa med\nåterkomst före kl. 19.00 betalas halvt traktamente. Vid tjänsteresa som\nvarar mer än tre månader (långtidsförrättning) nedsätts traktamentet för\ntid därutöver till 168 kr.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren direkt eller indirekt svarar för kostnader för måltider\ngörs avdrag från traktamentsbeloppen med verkliga kostnader, dock högst med\nnedanstående belopp.\u003C\u002Fp>\n\n\u003Cp>Nuvarande traktamentsbelopp från vilket avdrag får göras (januari\n2021).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>\u003Cstrong>Helt traktamente\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>\u003Cstrong>Halvt traktamente\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>\u003Cstrong>Långtidsförrättning\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>(240 kr)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>(120 kr)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>(168 kr)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>Frukost\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>48 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>24 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>33 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>Lunch\u003C\u002Fp>\n\n        \u003Cp>eller\u003C\u002Fp>\n\n        \u003Cp>middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>84 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>42 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>59 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"68\">\u003Cp>Lunch\u003C\u002Fp>\n\n        \u003Cp>och\u003C\u002Fp>\n\n        \u003Cp>middag\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>168 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"123\">\u003Cp>84 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"133\">\u003Cp>118 kr\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Lönetillägg vid övernattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tjänsteresa som berättigar till traktamente enligt mom. 2 betalas, om\nannan överenskommelse inte träffas lokalt, ett lönetillägg för heldag med\n140 kr och vid halvt traktamente 70 kr per dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Logikostnad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete som medför övernattning, utges ersättning för verifierade\nlogikostnader. Kan logikostnader inte verifieras, utbetalas ersättning med 120\nkr per natt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Utlandsarbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete utomlands ska arbetsgivaren före tjänstgöringens början\nträffa särskild överenskommelse med arbetstagaren gällande löne-, arbets-\noch andra villkor av betydelse för det aktuella arbetet.\u003C\u002Fp>\n\n\u003Cp>Om arbetets varaktighet eller sättet för löneutbetalning medför att\narbetstagaren förlorar förmån enligt socialförsäkringsbalken (2010:110)\nska arbetstagaren tillförsäkras motsvarande förmåner av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Förlorar arbetstagaren förmåner enligt avtal om AFA-försäkringar, ska\ntilläggs- försäkringar tecknas enligt bestämmelserna i AFA-försäkringarna\nvid utlands tjänstgöring, om inte arbetstagaren begärt utflyttning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Har arbetstagare för arbete i samma arbetsgivares tjänst varit\nfrånvarande från hemorten i mer än tre månader i följd, erhåller\narbetstagaren för besök i hemmet antingen vid någon av de större helgerna\n(jul, påsk och pingst), eller på annan överenskommen tidpunkt, ledighet i\ntvå dagar (restid oräknad), reskostnads- och restidsersättning samt\ndagtraktamente och lönetillägg för resdagarna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 12 Reskostnad och restid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Reskostnad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete utanför verkstaden betalar arbetsgivaren reskostnaderna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Restid\u003C\u002Fh3>\n\n\u003Cp>Restid under ordinarie arbetstid betalas med aktuell månadslön. Utanför\nordinarie arbetstid betalas restidsersättning per timme enligt:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslön\u003C\u002Fp>\n\n\u003Cp>-------------------------------\u003C\u002Fp>\n\n\u003Cp>175\u003C\u002Fp>\n\n\u003Cp>vid en veckoarbetstid om 40 timmar. Vid kortare arbetstid i proportion till\narbetstidsmåttet.\u003C\u002Fp>\n\n\u003Cp>Om sovplats erhålls betalas inte restidsersättning för tid mellan kl.\n22.00 och 07.00.\u003C\u002Fp>\n\n\u003Cp>Restid och reskostnader beräknas med utgångspunkt från verkstaden.\u003C\u002Fp>\n\n\u003Cp>Vid arbete utanför verkstaden ska arbetstagare efter begäran bege sig\ndirekt från hemmet till arbetsplatsen. I dessa fall betalas ersättning för\nrestid och reskostnader med tid och kostnader som överstiger resan för\nordinarie resväg till verkstaden. Om arbetstagaren framför berättigade skäl\nför att resan istället ska utgå från verkstaden ska så ske. Sådana skäl\nkan exempelvis utgöras av avsaknad till möjligheter till ombyte och dusch vid\narbetsplatsen, eller förvaring av material och utrustning på ett\nstöldsäkert sätt i arbetstagarens egen bil.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagare beordras att använda egen eller företagets bil utanför\nordinarie arbetstid för exempelvis transport av material, verktyg eller\narbetskamrat är denne berättigad till övertidsersättning för restiden. Om\narbetstagaren transporterar sig själv och egna verktyg berättigar det inte\ntill övertidsersättning.\u003C\u002Fp>\n\n\u003Cp>Övertid vid restid ska inte journalföras som övertid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Protokollsanteckning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren inte kan få logi i arbetsplatsens närhet utges\nersättning för färdtid. Med detta avses gång- och restid fram och tillbaka\nfrån bostaden till arbetsplatsen om färdtiden överstiger 15 minuter i\nvardera riktningen. Om arbetsgivaren inte bekostar kommunikationsmedel räknas\ngångtid som färdtid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Resa med egen bil\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare ska använda egen bil i tjänsten ska arbetsgivaren\nträffa överenskommelse med arbetstagaren om villkoren för det på\nförhand.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>§ 13 Sjukdom\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Rätten till sjukförmåner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare har enligt lag rätt till sjuklön vid frånvaro från arbetet\npå grund av sjukdom, olycksfall och arbetsskada under de första 14\nkalenderdagarna, med undantag för karensavdrag.\u003C\u002Fp>\n\n\u003Cp>Ny sjukperiod som börjar inom fem kalenderdagar från det en tidigare\nsjukperiod upphörde, ska betraktas som samma sjukperiod som den tidigare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Sjukanmälan, försäkran och sjukintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I syfte att skapa förutsättningar för ett framgångsrikt\nrehabiliteringsarbete är det av gemensamt intresse för arbetsgivaren och\narbetstagaren att orsaken till arbetsoförmågan klarläggs så tidigt som\nmöjligt. Detta gäller särskilt vid upprepade sjukdomsfall.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren ska vid frånvaro på grund av sjukdom, olycksfall eller\narbetsskada snarast möjligt anmäla detta till arbetsgivaren och därefter\nsnarast möjligt meddela arbetsgivaren om beräknad tidpunkt för återgång i\narbetet. Arbetstagaren ska lämna en skriftlig försäkran om att denne varit\nsjuk och i vilken omfattning arbetsförmågan har varit nedsatt på grund av\nsjukdomen samt under vilka dagar arbetstagaren skulle ha arbetat.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att betala ut sjuklönen innan arbetstagaren\nlämnat in försäkran.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren är skyldig att styrka sin arbetsoförmåga med intyg från\nläkare eller tandläkare från och med den sjunde kalenderdagen efter dagen\nför sjukanmälan. Vid upprepade sjukdomsfall och\u002Feller där missbruk befaras\nkan arbetsgivaren begära att arbetstagaren, för att ha rätt till sjuklön,\nredan från första dagen ska styrka sjukdomen med läkarintyg eller annat av\narbetsgivaren godkänt intyg. Sådan begäran ska lämnas i förväg.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren äger i sådana fall rätt att anvisa läkare, eller\nvårdinrättning som ska utfärda intyget. Kostnaden för sådant intyg betalas\nav arbetsgivaren. Följs inte sådan anvisning föreligger ingen rätt till\nsjuklön. Den fackliga organisationen ska underrättas innan beslut att kräva\nförstadagsintyg av arbetstagare eller att anvisa läkare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>Mom. 3 Läkarbesök m.m.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För besökstid och nödvändig restid enligt punkterna 1-4 betalas aktuell\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>1.Förstagångsbesök hos läkare och tandläkare vid akut sjukdom eller\nolycksfall.\u003C\u002Fp>\n\n\u003Cp>2.Besök vid sjukvårdsinrättning efter remiss av företagsläkare eller\ndär sådan saknas av annan läkare.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller även till följd av remissen av läkare föreskrivna\nåterbesök. Betalning utgår för högst tre sådana återbesök, om det inte\ngäller i remiss angivna behandlingar av skada som förorsakats av olycksfall\npå arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>3.Besök på företagshälsovårdscentral, hos företagsläkare eller annan\nav arbetsgivaren anvisad läkare för i företagshälsovården ingående\nhälsoundersökning. Skulle anvisad läkare remittera arbetstagaren till annan\nläkare för kompletterande undersökning ska ersättning betalas.\u003C\u002Fp>\n\n\u003Cp>4.Vid besök efter arbetsgivarens anvisning på sjukhus, hos läkare eller\ndistriktssköterska för vård av arbetsskada, liksom vid av läkare\nföreskrivet återbesök. Ersättning lämnas också för styrkta resekostnader\noch för läkarvård enligt fastställd taxa. Om besök enligt ovan sker under\npågående sjukperiod tillämpas i stället bestämmelserna i § 13 mom. 5. Om\nbesöket inträffar efter den 14:e kalenderdagen i sjukperioden utges inte\nersättning.\u003C\u002Fp>\n\n\u003Cp>Kostnadsersättning utgår endast i den mån kostnaden inte ersätts av\nallmän försäkringskassa, AMF-försäkringar eller på annat sätt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Sjukdom utom hemorten\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid sjukdomsfall under arbete utom hemorten erhåller arbetstagaren det\nvanliga traktamentet för den tid sjukdomen varar samt fri hemresa om så\nbehövs.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren i dylikt fall för tid efter hemresan måste betala hyra\nför bostad på arbetsorten, ersätter arbetsgivaren denna kostnad.\u003C\u002Fp>\n\n\u003Cp>Avlider arbetstagaren vid arbete utom hemorten ska den avlidne återföras\ntill hemorten på arbetsgivarens bekostnad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Löneavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Då arbetaren är frånvarande från arbetet görs sjukavdrag per timme\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>-----------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Karensavdrag\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För sjukfrånvaro upp till 20 procent av genomsnittlig ordinarie\nveckoarbetstid i sjukperioden betalas ingen sjuklön (karensavdrag).\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sjuklön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Om sjukfrånvaron varar längre än 20 procent av den genomsnittliga\nordinarie veckoarbetstiden betalas, t.o.m. 14:e kalenderdagen med sjuklön vid\nvarje sjuk domstillfälle, sjuklön per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>80 % x månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>----------------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver den angivna sjuklönen ska, för sjukfrånvaro överskridande 20\nprocent av den genomsnittliga ordinarie veckoarbetstiden, sjuklön utges med 80\nprocent av ob-tillägg, skiftformstillägg (gäller endast vid timlön), fast\nberedskapsersättning och andra lönetillägg arbetstagaren gått miste om på\ngrund av sjukdom.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren under de senaste tolv månaderna haft sammanlagt tio\nkarensavdrag eller genom beslut enligt 13 § lag (1991:1047) om sjuklön\n(högriskskydd), görs inget karensavdrag vid ny sjukdomsperiod.\u003C\u002Fp>\n\n\u003Cp>Vid sjukdom från och med 15:e kalenderdagen görs avdrag för varje sjukdag\n(även arbetsfria vardagar samt sön- och helgdagar) med följande:\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>--------------------------------\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid sjukfrånvaro hel kalendermånad görs, oberoende av om frånvaron\ninleds eller avslutas på arbetsfri dag, avdrag med hela månadslönen.\nTillämpas annan löne- period än kalendermånad gäller motsvarande princip.\nReglering av sjuklön ska ske i avlöningsperiod närmast efter den då\nsjukdomsfallet inträffat.\u003C\u002Fp>\n\n\u003Cp>Utbetalningen av sjuklönen är preliminär och regleras slutgiltigt när\narbetsgivaren förfogar över erforderlig information om sjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1. Vid sjukdom eller skada som medfört sjukperiod om tid längre än 14\ndagar ska arbetsgivaren vara arbetstagaren behjälplig när anmälan görs till\navtalsgruppförsäkringen (AGS).\u003C\u002Fp>\n\n\u003Cp>2. När det gäller sjuklön för lönetillägg i anslutning till resor och\növertidsersättning, har parterna enats om följande anteckning till\nförhandlingsprotokollet: Vid planerad övertid ska lön och\növertidsersättning samt eventuell obersättning ingå i\nberäkningsunderlaget. Likaså ska i underlaget ingå resetillägg vid sådan\nresa, som inte kan uppskjutas och genomföras vid senare tillfälle. Däremot\nska inte den förväntade inkomsten ingå i underlaget, då genom ändrad\nplanering av övertidsarbete eller vid senarelagd resa, motsvarande inkomst\nintjänas vid annat tillfälle.\u003C\u002Fp>\n\n\u003Cp>Beträffande beredskapsarbete gäller samma grundprincip när arbetstagaren\ngår miste om ersättning, som grundar sig på ett fastställt\ntjänstgöringsschema och byte av beredskapspass inte sker med anledning av\nsjukdomsfallet. Vid byte av beredskapspass ska ersättning inte ingå i\nberäkningsunderlaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Inskränkning i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utge sjuklön i följande fall\u003C\u002Fp>\n\n\u003Cp>-de första 14 dagarna vid visstidsanställningar om längst en månad\u003C\u002Fp>\n\n\u003Cp>-för tid innan arbetsgivaren mottagit anmälan om sjukdomsfallet om inte\narbetstagaren varit förhindrad att göra anmälan och arbetstagaren omedelbart\ngjort anmälan sedan hindret upphört\u003C\u002Fp>\n\n\u003Cp>-om arbetstagaren medvetet eller av grov vårdslöshet lämnar oriktig eller\nvilseledande uppgift angående något förhållande som är av betydelse för\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Sjukdom under semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön och semesterlön betalas inte samtidigt.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagare begär att sjukdag inte ska räknas som semesterdag betalas\nper sådan dag sjuklön enligt mom. 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 8 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagare måste avhålla sig från arbetet på grund av risk för\növerförande av smitta, och rätt föreligger till smittbärarpenning enligt\nlagen om ersättning till smittbärare, görs avdrag för varje timme\narbetstagaren varit frånvarande med\u003C\u002Fp>\n\n\u003Cp>månadslön x 12\u003C\u002Fp>\n\n\u003Cp>-------------------------------------\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 14 Ledighet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Definitioner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Tjänstledighet\u003C\u002Fh4>\n\n\u003Cp>Med tjänstledighet avses ledighet med löneavdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>Med kompensationsledighet avses ledighet intjänad genom\narbetstidsförkortning eller övertidsarbete eller annan överenskommelse\nenligt detta avtal. Kompensationsledighet ersätts med arbetstagarens ordinarie\nlön. För beräkning av kompensationsledighet vid övertidsarbete, se § 10\nmom. 2:1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Permission\u003C\u002Fh4>\n\n\u003Cp>Permission avser kort ledighet med bibehållen lön (aktuell månadslön)\nunder högst en dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Semester\u003C\u002Fh4>\n\n\u003Cp>Semester avser ledighet enligt semesterlagen och detta avtal med ersättning\nenligt § 17 mom. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Löneavdrag vid annan frånvaro än sjukfrånvaro\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat gäller vid frånvaro del av dag\neller hel dag för en kortare period än en avlöningsperiod\u002Fkalendermånad att\navdrag görs med lön per timme för varje frånvarotimme.\u003C\u002Fp>\n\n\u003Cp>Avdraget kan inte bli större än månadslönen för\navlöningsperioden\u002Fkalendermånaden.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel avlöningsperiod\u002Fkalendermånad görs - oberoende av om\nfrånvaron inleds eller avslutas på arbetsfri dag - avdrag med hela\nmånadslönen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch2>§ 15 Ledighet vid barns födelse\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ledighet för havandeskap eller barns födelse regleras enligt lag.\nArbetstagare som enligt lag har rätt att avhålla sig från arbetet i samband\nmed barns födelse, ska underrätta arbetsgivaren om detta senast två månader\ni förväg eller om det inte kan ske, snarast möjligt, samt ange vilken\ntidsperiod ledigheten avser.\u003C\u002Fp>\n\n\u003Cp>Motsvarande regler gäller enligt lag för arbetstagare som i sitt hem tar\nemot barn såsom fosterbarn eller adoptivbarn.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 16 Permission\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission kan beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cp>-Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>-Eget bröllop.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-Egen 50-årsdag.\u003C\u002Fp>\n\n\u003Cp>-Nära anhörigs frånfälle.\u003C\u002Fp>\n\n\u003Cp>-Nära anhörigs begravning; för jordfästningsdagen eller dagen för\nurnnedsättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Vid nära anhörigs begravning kan permissionen dock också omfatta\nnödvändiga (högst två) resdagar.\u003C\u002Fp>\n\n\u003Cp>Med nära anhörig avses maka\u002Fmake, barn, syskon, föräldrar,\nsvärföräldrar, mor- och farföräldrar samt person med vilken ogift\nanställd stadigvarande sammanbor under äktenskapsliknande förhållanden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>§ 17 Semester\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>Mom. 1 Semesterlön m.m.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön för betald semester motsvarar aktuell månadslön jämte\nsemestertillägg för varje semesterdag enligt följande:\u003C\u002Fp>\n\n\u003Cp>-0,8 % av arbetstagarens månadslön\u003C\u002Fp>\n\n\u003Cp>-0,5 % av summan av rörliga lönetillägg, som har utbetalats under\nföregående kalenderår.\u003C\u002Fp>\n\n\u003Cp>Med rörliga lönetillägg avses i detta sammanhang de tillägg som betalas\nvid sidan om månadslönen, exempelvis lönetillägg vid resa, bonus,\npremiedel, ob-tillägg, skiftformstillägg (gäller endast vid timlön) och\nersättning för den arbetade tiden vid övertid (inte övertidstillägg).\u003C\u002Fp>\n\n\u003Cp>Vid semesterlönegrundande frånvaro ska för varje sådan frånvarotimme\nunderlaget ökas med den genomsnittliga timinkomsten av rörliga lönetillägg\nunder intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Semestertillägget 0,5 procent förutsätter att arbetstagaren har tjänat\nin full betald semester. Om så inte är fallet ska semestertillägget\nuppjusteras genom att 0,5 procent multipliceras med 25, det antal semesterdagar\narbetstagaren är berättigad till, divideras med det antal betalda\nsemesterdagar som arbetstagaren tjänat in.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas som 4,6 procent av utgående månadslön per\nouttagen betald semesterdag samt semestertillägg enligt ovan.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg ska utbetalas vid det avlöningstillfälle som infaller\nföre huvudsemestern.\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag med 4,6 procent av\narbetstagarens aktuella månadslön.\u003C\u002Fp>\n\n\u003Cp>Semesterlön och semesterersättning beräknas på samma sätt för sparade\nsemesterdagar som övriga betalda semesterdagar. Hänsyn tas dock till\narbetstidsmåttet under det intjänandeår under vilket semesterdagen tjänats\nin.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Ändrad sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid ändrad sysselsättningsgrad eller vid deltidsarbete beräknas\nsemesterlönen och semestertillägget genom att den vid semestertillfället\naktuella månadslönen proportioneras i förhållande till arbetstagarens andel\nav full ordinarie arbetstid under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om den proportionerade månadslönen blir större än den vid\nsemestertillfället aktuella månadslönen ska för varje uttagen betald\nsemesterdag betalas ett tillägg om 4,6 procent av skillnaden mellan den\nproportionerade månadslönen och den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>Om den proportionerade månadslönen blir mindre ska på motsvarande sätt\nett avdrag om 4,6 procent göras. Ändras sysselsättningsgraden (den faktiska\narbetstiden) under löpande kalendermånad ska vid beräkningen användas den\nsysselsättningsgrad som har gällt under flertalet kalenderdagar av\nmånaden.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro del av dag ska sysselsättningsgraden anses vara ändrad\nvid:\u003C\u002Fp>\n\n\u003Cp>-tjänstledigheter, till exempel icke semesterlönegrundande\nstudieledigheter.\u003C\u002Fp>\n\n\u003Cp>-sjukfrånvaro som inte längre är semesterlönegrundande\nföräldraledighet som inte är semesterlönegrundande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Lön för nyanställd vid semesterstängning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid semesterstängning under huvudsemester har nyanställd arbetstagare som\nhar intjänat färre än tio betalda semesterdagar rätt till ledighet med\nbibehållen lön (förskottssemester) upp till tio dagar. Utnyttjande av sådan\nrätt kräver skriftlig överenskommelse.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse mellan arbetsgivaren och arbetstagaren ska\ninnehålla en reglering, i enlighet med nedanstående, av hur\nförskottssemestern ska återbetalas för det fall anställningen upphör inom\nen femårsperiod.\u003C\u002Fp>\n\n\u003Cp>Upphör anställningen inom fem år från dess början har arbetsgivaren\nrätt att göra avdrag från innestående lön och eller semesterersättning\nenligt samma regler som gäller för tjänstledighet men räknat på den lön\nsom gällde under förskottssemestern.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avdrag ska dock inte göras om anställningen upphört på grund av:\u003C\u002Fp>\n\n\u003Cp>1.arbetstagarens sjukdom\u003C\u002Fp>\n\n\u003Cp>2.förhållande som avses i § 4 tredje stycket, lagen om anställningsskydd\neller\u003C\u002Fp>\n\n\u003Cp>3.uppsägning från arbetsgivarens sida, som beror på förhållande som ej\nhänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna noterar att i enlighet med överenskommelse mellan SAF och LO om\npermitteringslön, som gäller för avtalsområdet, utgår permitteringslön\nvid semesterstängning överskridande 10 dagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 18 Anställningens upphörande\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Turordning vid driftsinskränkning och företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa skriftlig överenskommelse om turordning vid\nuppsägning eller permittering på grund av arbetsbrist samt turordning vid\nåteranställning mellan de arbetstagare som har företrädesrätt till\nåteranställning. De centrala parterna kan, när synnerliga skäl föreligger,\nbegära central förhandling om sådan överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Se bilaga över företagets åtgärder då en arbetstagares anställning ska\nupphöra.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivarens rörelse har flera driftsenheter på samma ort, kan lokal\nfacklig organisation begära att två eller flera driftsenheter ska omfattas av\nturordningen.\u003C\u002Fp>\n\n\u003Cp>I anslutning till lagen om anställningsskydds regler om företrädesrätt\ntill återanställning gäller att sådan rätt tillfaller arbetare som under\nen treårsperiod varit anställd i minst tolv månader. Företrädesrätten\ngäller under nio månader efter anställningens upphörande. Anställningstid\nunder behovsanställning berättigar inte till företrädesrätt till\nåteranställning.\u003C\u002Fp>\n\n\u003Cp>Inför uppsägning på grund av arbetsbrist får en arbetsgivare med högst\n10 arbetare, innan turordning fastställs, undanta högst två arbetare som\nenligt arbetsgivarens bedömning är av särskild betydelse för den fortsatta\nverksamheten. Oavsett om tjänstemannaavtalet eller arbetaravtalet tillämpas\nför en anställd, ska beräkning av antalet arbetare göras utifrån det\nkollektivavtalsområden de anställda vid företaget rätteligen ska\ntillhöra.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>I enlighet med anteckning till förhandlingsprotokollet har särskild\növerenskommelse träffats om regler rörande anlitande av bemanningsföretag\n(kollektivavtalad förstärkt företrädesrätt, KFF) under tid då det\nförekommer att tidigare anställd arbetare har företrädesrätt till\nåteranställning (se bilaga KFF).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Lön under uppsägningstid m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren inte bereds arbete under uppsägningstiden ska aktuell\nmånadslön betalas.\u003C\u002Fp>\n\n\u003Cp>Kompensation ska betalas för uteblivna skiftersättningar och tillägg vid\narbetsberedskap, vilka arbetstagaren skulle ha erhållit vid arbete.\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren inte fullgör sin uppsägningstid, är arbetsgivaren\nberättigad att från innestående lön före skatteavdrag göra avdrag med\nbelopp motsvarande hälften av lägsta garantilön i den grupp arbetstagaren\ntillhör, för ordinarie arbetstimmar under återstående uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Intyg m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I direkt anslutning till att arbetstagaren slutar sin anställning eller att\nden anställde begär det ska ett skriftligt anställningsintyg och\narbetsgivarintyg utfärdas av arbetsgivaren samt originalhandlingar på\narbetstagarens eventuella certifikat, licenser och utbildningsintyg som\nerhållits i anställningen överlämnas till arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Oanmäld frånvaro\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som uteblivit från arbetet under tio arbetsdagar utan att ha\nanmält orsaken till sin frånvaro till arbetsgivaren, anses ha slutat sin\nanställning utan att ha iakttagit uppsägningstiden. Om arbetstagaren ändå\ninställer sig inom rimlig tid och då som orsak till frånvaron och\nunderlåtenheten att anmäla denna anger omständigheter som skäligen bör\ngodtas, ska anställningsförhållandet bestå. Innan anställningen ska anses\nvara avslutad ska arbetsgivaren skriftligen söka underrätta arbetaren vid\nsenast kända adress och överläggning ske med den lokala fackliga\norganisationen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 19 Övriga avtal\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Samtliga nedan angivna avtal finns i särtryck som kan beställas från de\ncentrala parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 1 Huvudavtalet och rationaliseringsavtalet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det mellan SAF och LO den 20 december 1938, med ändringar senast 1976,\nträffade huvudavtalet samt avtal angående rationalisering av den 1 juni 1972\nska gälla för tid som däri anges.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 2 Industriavtalet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Industriavtalet, Industrins samarbetsavtal och förhandlingsavtal, från\n2011.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 AFA-försäkringar och Avtalspension SAF-LO\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska, i enlighet med överenskommelser mellan SAF och LO vilka\ni särskild ordning antagits av förbunden, teckna och vidmakthålla följande\nförsäkringar för arbetstagare:\u003C\u002Fp>\n\n\u003Cp>Tjänstegrupplivförsäkring, TGL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Avgångsbidragsförsäkring, AGB\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Avtalsgruppsjukförsäkring, AGS\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Trygghetsförsäkring vid arbetsskada, TFA\u003C\u002Fp>\n\n\u003Cp>Föräldrapenningtillägg, FPT\u003C\u002Fp>\n\n\u003Cp>Avtalspension, Svenskt Näringsliv-LO\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ovannämnda försäkringar tecknas via Fora, www .fora.se.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 4 Omställningsförsäkring\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De centrala parterna har antagit den av Svenskt Näringsliv och LO den 24\nfebruari 2004 träffade överenskommelsen om avgiftsbestämd\nomställningsförsäkring.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>Mom. 5 Utvecklingsavtal och jämställdhetsavtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De centrala parterna har träffat överenskommelse om utvecklingsavtal och\njämställdhet i företagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 6 Överenskommelse om lönestatistik\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De centrala parterna har träffat överenskommelse om gemensam\nlönestatistik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 7 Införande av månadslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För införande av månadslön krävs lokal överenskommelse. Införandet\nfår inte medföra försämring av befintliga löne- och anställningsvillkor.\nTimlönen uppräknas med 175 och då erhålls arbetstagarens månadslön.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>§ 20 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller fr.o.m. den 1 januari 2021 t.o.m. den 31 maj 2023.\nFredsplikt gäller under avtalsperioden.\u003C\u002Fp>\n\n\u003Cp>Tidsplan och procedur m.m. för omförhandling framgår av\nIndustriavtalet.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 11 december 2020\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Industriarbetsgivarna\n\n        \u003Cp>Per Widolf\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Industrifacket Metall\n\n        \u003Cp>Berit Bengtsson\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Ch2>Regler för timlön\u003C\u002Fh2>\n\n\u003Cp>För timlön gäller följande kompletterande regler.\u003C\u002Fp>\n\n\u003Cp>Paragrafhänvisningarna hänför sig till månadslöneavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Lön\u003C\u002Fh3>\n\n\u003Ch3>Mom. 3 Garantilöner\u003C\u002Fh3>\n\n\u003Cp>Vid varje arbetsplats ska alla arbetstagare garanteras viss lägsta\ntimlön.\u003C\u002Fp>\n\n\u003Cp>Garantilönerna är i kronor per timme inom respektive grupp:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>\u003Cstrong>1 januari 2021\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>\u003Cstrong>1 juni 2022\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För I-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"324\">\u003Cp>(För I-gruppen föreligger ingen\n        garantilön)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För S-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>148,97\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>152,14\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För A-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>145,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>148,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För B-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>139,71\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>142,89\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För C-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>130,60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>133,78\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För D-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>123,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>126,67\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För E-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>119,83\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>123,01\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För F-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>115,04\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>118,21\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För G-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>99,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>103,05\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"105\">\u003Cp>För H-gruppen\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\">\u003Cp>93,98\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp>97,16\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 10 Helglön\u003C\u002Fh3>\n\n\u003Cp>Timlönearbetare erhåller helglön motsvarande sin aktuella timlön\nmultiplicerad med 8.\u003C\u002Fp>\n\n\u003Cp>Ackordsarbetare erhåller helglön motsvarande sin medeltimförtjänst på\ntimlön och ackord enligt den för parterna gemensamma kvartalslönestatistiken\nmultiplicerad med 8. Vid medeltimförtjänstberäkningen ska beaktas sådana\navtalsmässiga löneökningar som ägt rum under eller efter statistikperioden\noch som inte ingår i statistiken.\u003C\u002Fp>\n\n\u003Cp>Deltidsarbetare erhåller helglön motsvarande sin timlön respektive\nmedeltimförtjänst enligt ovan multiplicerad med sin genomsnittliga\ndagarbetstid per vecka.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Helglön utgår för följande dagar: nyårsdagen, trettondagen,\nlångfredagen, annandag påsk, första maj, Kristi himmelsfärdsdag,\nnationaldagen, midsommarafton, julafton, juldagen, annandag jul och\nnyårsafton.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ovanstående gäller under förutsättning att helgdagen infaller\nmåndagfredag.\u003C\u002Fp>\n\n\u003Cp>För arbetare med helglönerätt för vilken medeltimförtjänsten enligt\novan inte kan beräknas, uppskattas helglönen med hänsyn till den lön som\narbetaren sannolikt skulle ha uppburit under enligt den för parterna\ngemensamma kvartalslönestatistiken föregående år om han då hade utfört\narbete för arbetsgivarens räkning. Överlåtelse av företag må icke inverka\npå arbetarens rätt till helglön enligt denna bestämmelse.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan innehålla helglön för arbetare som avsiktligen eller av\nuppenbar vårdslöshet är olovligt frånvarande vid arbetstidens slut eller\nbörjan före respektive efter helglöneberättigad dag enligt för arbetaren\ngällande arbetstidsschema. Vid semester eller annan beviljad ledighet\nförskjuts dessa tidpunkter i motsvarande mån.\u003C\u002Fp>\n\n\u003Cp>Helglön betalas vid det avlöningstillfälle, som avser den\navlöningsperiod, inom vilken helgdagen infaller.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Protokollsanteckningar\u003C\u002Fh3>\n\n\u003Cp>1.Vid skriftligt beviljad ledighet - oberoende av anledning - utgår\nhelglön för de helglöneberättigade dagar som infaller under de 30 första\nkalenderdagarna under ledigheten. Återgår arbetare i tjänst vid\narbetsplatsen under minst en månad ska därefter infallande ledighet räknas\nsom ny helglöneberättigad period. Beräkningen ska ske med utgångspunkt\nfrån första respektive sista tjänstgöringsdag i den aktuella\nperioden. \u003C\u002Fp>\n\n\u003Cp>Uppbär arbetaren i samband med ledighet för studier statligt eller\nkommunalt studiebidrag för helglöneberättigad dag ska helglönen minskas med\nmotsvarande belopp.\u003C\u002Fp>\n\n\u003Cp>2.Arbetare som har rätt till sjukpenning för annars helglöneberättigad\ndag, har inte rätt till helglön för sådan dag. Vid sjukskrivning med rätt\ntill sjukpenning del av dag utgår dock helglön för den del av dagen\narbetaren inte är sjukskriven.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Arbetstid\u003C\u002Fh3>\n\n\u003Ch3>Mom. 2 Skiftarbete\u003C\u002Fh3>\n\n\u003Cp>Vid skiftarbete ska följande skiftformstillägg gälla:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvåskiftsarbete 38 timmar per vecka\u003Cspan style=\"color:#ffffff\">************************************************\u003C\u002Fspan>5,26\n%\u003C\u002Fp>\n\n\u003Cp>Intermittent treskiftsarbete 38 timmar per vecka\u003Cspan style=\"color:#ffffff\">************************************\u003C\u002Fspan>5,26 %\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid andra arbetstidsformer än ovan angivna beräknas skiftformstilläggen\nenligt nedanstående formel.\u003C\u002Fp>\n\n\u003Cp>I formeln anges veckoarbetstiden per helgfri vecka. Veckoarbetstiden och\nskiftformstillägget anges med två decimaler.\u003C\u002Fp>\n\n\u003Cp>Skiftformstillägget beräknas på den totalt intjänade lönen under\nlöneperioden (tidlön + rörliga lönedelar). Därtill ska arbetsgivaren\nbetala ob-tillägg enligt avtalets regler.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare har rätt till tillägget även om han bara tillfälligt går\nin och arbetar skift.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 3 Arbetstidens längd\u003C\u002Fh3>\n\n\u003Cp>Vid anläggningsarbeten i bergrum under byggnad eller servicearbeten i\ngruvor (undeij ordsarbete) ska arbetstiden utgöra 36 timmar per vecka i\ngenomsnitt. Särskild ersättning utges med 20 procent av lönen. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2:1 Kompensationsledighet\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid uttag av kompensationsledighet för övertid utges ordinarie timlön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 13 Sjukdom\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mom. 5 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro på grund av sjukdom, olycksfall eller arbetsskada gäller\nreglerna i avtalets § 13 i tillämpliga delar. Vid frånvaro på grund av\nsjukdom betalas inte lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Karens\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För frånvaro p.g.a. sjukdom upp till 20 % av genomsnittlig ordinarie\nveckoarbetstid i sjukperioden (karens) betalas ej sjuklön. Detta gäller för\nvarje sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Karensavdrag får inte göras för fler timmar än arbetstagaren faktiskt\när frånvarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Sjuklön\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För frånvaro p.g.a. sjukdom överskridande 20 % av genomsnittlig ordinarie\nveckoarbetstid betalas, t.o.m. 14:e kalenderdagen med sjuklön vid varje\nsjukdoms tillfälle, sjuklön per timme med 80 % av arbetarens aktuella\nförtjänst.\u003C\u002Fp>\n\n\u003Cp>Aktuell förtjänst:\u003C\u002Fp>\n\n\u003Cp>-för arbetare med enbart timlön: timlönen\u003C\u002Fp>\n\n\u003Cp>-för övriga arbetstagare: medeltimförtjänsten av tidlön och ackord\nenligt senaste kvartalslönestatistiken inklusive premielönedelar, bonus och\ndylikt ob-tillägg och fasta beredskapsersättningar som arbetstagaren gått\nmiste om på grund av sjukdom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Förekommer under kvartal avtalslönehöjningar som inte medräknas i\nstatistiken ska tillägg för dessa höjningar ske vid beräkning av\nmedeltimförtjänsten.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av medeltimförtjänsten ska även hänsyn tas till senast\nutbetalda heleller halvårsbonus i den mån dessa inte ingår i senast kända\nkvartalslönestatistik.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 17 Semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Beräkning av semesterlön\u003C\u002Fh4>\n\n\u003Cp>Underlag för beräkning av semesterlön är arbetstagarens\nmedeltimförtjänst under det närmast föregående kalenderåret.\u003C\u002Fp>\n\n\u003Cp>Medeltimförtjänsten beräknas genom att summan av tidlön och ackord,\nersättning för restid, tillägg för arbete på obekväm tid, ersättning\nför den arbetade tiden vid övertid (inte övertidstillägg), ersättning för\narbetsberedskap samt andra semesterlönegrundande tillägg, divideras med\nantalet arbetade timmar. Den framräknade medeltimförtjänsten ökas med 4,2\nprocent som motsvarar helglön.\u003C\u002Fp>\n\n\u003Cp>Är medeltimförtjänsten inte representativ med hänsyn till grunderna för\nberäkning av semesterlön enligt detta avtal kan medeltimförtjänsten\nanpassas.\u003C\u002Fp>\n\n\u003Cp>För arbetstagare med rätt till semesterlön, för vilken\nmedeltimförtjänsten enligt ovan inte kan beräknas, uppskattas\nmedeltimförtjänsten med hänsyn till den lön som arbetstagaren sannolikt\nskulle ha uppburit under kalenderåret närmast semesteråret om han då\nutfört arbete för arbetsgivarens räkning.\u003C\u002Fp>\n\n\u003Cp>För varje betald semesterdag multipliceras den beräknade\nmedeltimförtjänsten med 8. Semesterlönen per dag erhålls genom att det\nframräknade beloppet multipliceras med 1,22.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen kan beräknas enligt följande formel:\u003C\u002Fp>\n\n\u003Cp>\u003Ccode>\u003Cstrong>Semesterlön per dag = medeltimförtjänst x 1,042 x 8 x\n1,22\u003C\u002Fstrong>\u003C\u002Fcode>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Faktorn 8 gäller vid en genomsnittlig veckoarbetstid om 40 timmar per\nvecka.\u003C\u002Fp>\n\n\u003Cp>Har arbetstagaren under intjänandeåret helt eller delvis haft kortare\narbetstid än 40 timmar i genomsnitt per vecka, ändras talet 8 med hänsyn\ntill detta.\u003C\u002Fp>\n\n\u003Cp>För sparad semesterdag beräknas semesterlönen på samma sätt som för\növrig semester som utges det semesterår den sparade semestern förläggs.\nHänsyn tas till arbetstidsmåttet under det intjänandeår under vilket lönen\nför semesterdagen tjänades in.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas på samma sätt som semesterlön, varvid\nbeaktas aktuellt intjänandeår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Ch2>Löneavtal för avtalsperioden 1 januari 2021-31 maj 2023\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch3>1.Generell löneökning\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Ch4>Avtalsåret 2021\u003C\u002Fh4>\n\n\u003Cp>Månadslönerna höjs generellt för vuxna arbetare med 415 kronor och för\nminderåriga med 291 kronor per månad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Utgående timlöner höjs för vuxna arbetare med 2,37 kronor och för\nminderåriga med 1,66 kronor.\u003C\u002Fp>\n\n\u003Cp>Löneökningen gäller fr.o.m. den 1 januari 2021.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreaseamount1\">\u003Ch4>Avtalsåret 2022\u003C\u002Fh4>\n\n\u003Cp>Månadslönerna höjs generellt för vuxna arbetare med 357 kronor och för\nminderåriga med 250 kronor per månad.\u003C\u002Fp>\n\n\u003Cp>Utgående timlöner höjs för vuxna arbetare med 2,04 kronor och för\nminderåriga med 1,43 kronor.\u003C\u002Fp>\n\n\u003Cp>Löneökningen gäller fr.o.m. den 1 juni 2022.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Ackordslöner\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ackordslönehöjningarna gäller från samma datum som det generella\ntillägget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Lokal lönefördelning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan överenskomma om annan fördelning av det generella\nutrymmet enligt punkt 1 respektive punkt 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Lönepott\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Löneavtalet bygger på förutsättningen att det ska tillämpas enbart i\nenlighet med sitt uttryckliga innehåll.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Beräkning av lönepotten\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje företag beräknas en lönepott genom att för månads- och\ntimavlönade ett krontal (heltid), multipliceras med antalet vuxna och\nminderåriga arbetare den 1 januari 2021 respektive 1 juni 2022.\u003C\u002Fp>\n\n\u003Cp>Pottkrontalet för 2021 utgör för månadsavlönade 415 kronor och för\ntimavlönade 2,37 kronor.\u003C\u002Fp>\n\n\u003Cp>Pottkrontalet för 2022 utgör för månadsavlönade 356 kronor och för\ntimavlönade 2,03 kronor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Feriearbetare och övriga tillfälligt anställda, anställda för kortare\ntid än tre månader, ska inte omfattas av uträkning och fördelning av\nlönepotten.\u003C\u002Fp>\n\n\u003Cp>2.Innan fördelningen av potten sker ska utrymmet minskas med det belopp som\nmotsvarar genomslaget av de nya garantilönerna.\u003C\u002Fp>\n\n\u003Cp>3.Vid beräkning av potten för månadsavlönade ska, för deltidsanställda\nkrontalet nedräknas i proportion till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Fördelning av lönepott\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönepotten för avtalsåren fördelas genom lokal överenskommelse.\nFöretaget ska lämna förslag till pottens fördelning. Förslaget ska\nbehandlas med diskretion. Det förutsätts att de lokala parterna gemensamt\nanalyserar lönesituationen vid företaget samt att fördelningen sker i\nenlighet med bestämmelserna i § 5 mom. 2 och med beaktande av tillämpade\nlönesystem och löneformer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fördelning av lönepott ska ske efter förhandling mellan de lokala\nparterna.\u003C\u002Fp>\n\n\u003Cp>Kan de lokala parterna efter förhandlingar inte träffa överenskommelse om\nfördelning av den företagsvisa lönepotten har part rätt att föra frågan\ntill central förhandling. Sådan förhandling ska påkallas senast 14 dagar\nefter avslutad lokal förhandling.\u003C\u002Fp>\n\n\u003Cp>Med lokala parter avses arbetsgivare, IF Metallklubb, avdelning eller\nsärskilt utsett avdelningsombud med förhandlingsmandat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Protokollsanteckningar till lönebestämmelserna\u003C\u002Fh4>\n\n\u003Cp>1.Ökningen av garantilönerna i avtalet får i och för sig inte inverka\npå utgående löner i annan mån än att reglering i samband härmed ska\ngöras rörande de under § 5 mom. 3 angivna garantilönerna.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>2.Samma principer för lönesättning ska gälla för kvinnor och män\nliksom för yngre och äldre arbetare och oavsett etnisk tillhörighet. Härvid\nska osakliga löneskillnader justeras i samband med lönepottens fördelning. I\nenlighet med lagstiftning ska inte föräldralediga diskrimineras vid\nlönesättning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Parternas avsikt med löneavtalet är att begränsa löneutvecklingstakten\ni enlighet med intentionerna i Industriavtalet och parternas egna analyser och\nbedömningar. Parterna har därför genom avtalets konstruktion velat\nunderstryka vikten av att hålla avtalets nivåer.\u003C\u002Fp>\n\n\u003Cp>Avsikten har emellertid inte varit att förhindra lönehöjningar till\nföljd av ökat ansvar, ökade krav och befogenheter i arbetet, befordran eller\nannan övergång till mer kvalificerade uppgifter, vare sig förändringarna\nberor på byte till nya arbetsuppgifter eller genomgripande förändringar av\narbetsorganisationen. Löneökning till följd av att arbetstagare inplacerats\ni en högre garantilönegrupp ska inte avräknas potten.\u003C\u002Fp>\n\n\u003Cp>Tillämpas i företaget ett mellan de lokala parterna i kollektivavtal\növerenskommet lönesystem, utgår ingen generell löneökning. Hela\nlöneutrymmet utgör då pott som ska användas inom ramen för lönesystemet.\nExempel på åtgärder med lönepotten är att införa nya komponenter i\nsystemet eller att förändra värdet på befintliga komponenter i systemet.\nKostnaden för sådana åtgärder avräknas från lönepotten och minskar\ndenna. Samma gäller också om parterna överenskommer om ett nytt lönesystem\ni samband med fördelningen av potten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch2>Bilaga 3\u003C\u002Fh2>\n\n\u003Ch2>Anteckningar till förhandlingsprotokollet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Information om inbetald Livsarbetstidspremie\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Enligt § 6 mom. 6 (Livsarbetstidspremie) ska arbetstagare skriftligen\nerhålla besked, senast i april månad, om storleken på inbetald\nLivsarbetstidspremie. Parterna vill framföra att ett besked dels tydliggör\natt arbetsgivaren har betalat in premien, dels skapar en medvetenhet hos\narbetstagaren om att en premie inbetalats som stärker individens framtida\npension.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Garantilön och ob-ersättning (2010)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I enlighet med den sedan tidigare mellan parterna gällande\növerenskommelsen (se nedan) har höjningar av garantilöner och\nob-ersättningar gjorts.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Garantilön\u003C\u002Fh4>\n\n\u003Cp>Parterna är överens om att garantilönerna i grupp F ska på sikt uppgå\ntill 65 procent av det genomsnittliga förtjänstläget i branschen. Detta\nhanteras på så sätt att en avstämning sker vid varje\nriksavtalsförhandlingstillfälle. Garantilönen höjs då med samma krontal\nsom riksavtalets potter och vid samma tidpunkter som nya riksavtalet. Dessutom\ngörs en uppföljning av utgående avtalsperiods löneutveckling i branschen.\nDärefter görs nödvändig justering av garantilönerna i syfte att nå ovan\nnämnda målsättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Följsamhet avseende ob-ersättning\u003C\u002Fh4>\n\n\u003Cp>Parterna är överens om att tillämpa följande hanteringsmetod för\nhöjningar av ob- ersättningarna i syfte att uppnå följsamhet mot\nlöneutvecklingen i branschen. En avstämning sker vid varje\nriksavtalsförhandlingstillfälle, varvid en uppföljning av utgående\navtalsperiods löneutveckling i branschen görs. I den mån den faktiska\nlöneutvecklingen skiljer sig från vad som anges i det utgående riksavtalet,\ngörs en justering av ob-ersättningarna i motsvarande mån. Därefter höjs\nob-ersättningarna med samma procenttal och vid samma tidpunkter som det nya\nriksavtalet.,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Medverkan i TSL:s omställningsprogram (2010)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar att det är av intresse för anställda som blivit\nuppsagda på grund av arbetsbrist att de på betald arbetstid ska kunna delta i\naktiviteter enligt om- ställningsförsäkringen. Det är parternas uppfattning\natt arbetsgivare som på grund av arbetsbrist sagt upp arbetare bör, om det\nkan ske utan hinder i verksamheten, bereda dessa möjlighet att på betald\narbetstid delta i aktiviteter finansierade av TSL inom ramen för\nomställningsförsäkringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Medverkan vid introduktion (2010)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Partema noterar att det är av vikt att nyanställd personal under sin\nintroduktion ges möjlighet att få facklig information. Parterna rekommenderar\nföretagen att ge den lokala arbetstagarparten möjlighet att på lämpligt\nsätt delta vid introduktion av nyanställd personal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Ansökan om nytt medlemskap i Industriarbetsgivarna (2010)\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För det fall utländskt företag ansöker om medlemskap i\nIndustriarbetsgivarna ska förbundet underrätta IF Metall om att ansökan har\ninkommit innan medlemskap beviljas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Ch2>Avtal mellan SVEMEK och Industrifacket Metall angående yrkesnämnder och\nyrkesutbildning\u003C\u002Fh2>\n\n\u003Ch3>AVTALETS TILLÄMPNINGSOMRÅDE\u003C\u002Fh3>\n\n\u003Cp>Avtalets regler om yrkesnämnder gäller inom parternas avtalsområde, all\nav företaget på arbetsplatsen anordnad yrkesutbildning samt läroplansbunden\narbetslivs- och yrkesorientering. Begreppet yrkesutbildning inrymmer inte\nendast en flerårig systematisk yrkesutbildning, utan även varje annan form av\nyrkesutbildning för nuvarande eller framtida yrkesuppgifter av redan\nanställda, t.ex. omskolningskurser, introduktionskurser och andra former av\nkorta och långa utbildningar. Även läroplansbunden arbetslivsorientering och\nyrkesorientering samt yrkesutbildning som av utbildningsanordnare förlagts\ntill, men bedrivs av företag, omfattas av avtalet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Yrkesnämnder\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 1\u003C\u002Fh4>\n\n\u003Cp>För behandling av frågor rörande yrkesutbildning inom branschen\ntillsätter parterna särskilda yrkesnämnder. Nämndernas ledamöter utses\nför en tid av tre år och skall bestå av tre representanter från vardera\nparten. Nämnderna utser inom sig ordförande och vice ordförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2\u003C\u002Fh4>\n\n\u003Cp>Yrkesnämndernas uppgift är:\u003C\u002Fp>\n\n\u003Cp>-att öva tillsyn över och främja utvecklingen av Teknikcollege och andra\nyrkesutbildningar inom områdena som omfattas av Industriarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>-att marknadsföra industrin som en attraktiv arbetsplats\u003C\u002Fp>\n\n\u003Cp>-att orientera om yrken och arbetsuppgifter inom branscherna\u003C\u002Fp>\n\n\u003Cp>-att upprätthålla kontakt med skolhuvudmän och utbildningsanordnare\u003C\u002Fp>\n\n\u003Cp>-att ta initiativ till utvecklingsinsatser och följa utbildningsfrågorna\ninom EU\u003C\u002Fp>\n\n\u003Cp>-att följa, främj a och initiera vidareutbildningen inom branscherna\u003C\u002Fp>\n\n\u003Cp>-att stimulera de lokala parterna till ökad kompetensutveckling i\nföretag\u003C\u002Fp>\n\n\u003Cp>-att verka för en jämn könsfördelning inom industrins olika\nyrkesgrupper\u003C\u002Fp>\n\n\u003Cp>-att informera företag, den lokala fackliga organisationen, myndigheter med\nflera om utbildningarnas innehåll och parternas mening i utbildningsfrågor\u003C\u002Fp>\n\n\u003Cp>-att i övrigt handlägga de frågor som finns angivna i denna\növerenskommelse eller som parterna gemensamt hänskjuter till nämnderna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 3\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalsparterna har inte ansett det nödvändigt att inrätta ett särskilt\nkansli för nämndernas arbete. De löpande ärendena handläggs av den\nsekreterare i nämnderna som arbetsgivarparterna tillhandahåller. Vid\närendenas handläggning söker sekreteraren kontakt och samråd med\norganisationernas kanslier. Arbetsordning för nämndernas arbete utarbetas i\nsärskild ordning.\u003C\u002Fp>\n\n\u003Cp>Yrkesnämndernas gemensamma adress, se www.industriarbetsgivarna.se.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Företagsförlagd utbildning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med företagsförlagd utbildning avses av grundskola och gymnasieskola\nanordnad utbildning som delvis förlagts till arbetsställe utanför skolan.\nFöretagsförlagd utbildning ska följa såväl av central myndighet som av\nyrkesnämndernas godkända riktlinjer, kursplaner, programmål och läroplaner.\nSkolhuvudmannen har huvudansvaret för den arbetsplatsförlagda utbildningen,\nantar elever till densamma och utövar tillsyn över utbildningen.\nSkolhuvudmannen ska med företaget träffa avtal om utbildningen samt villkoren\nför den.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan företagsförlagd utbildning påbörjas ska lokal överenskommelse\nträffas om utbildningens genomförande. Överenskommelsen ska innehålla\nreglering av handledare, elevens introduktion på företaget och\nstudie\u002Fhandlingsplan för utbildningens genomförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under den företagsförlagda utbildningen är eleven inte anställd i\nföretaget. Därav följer bland annat att eleven inte uppbär lön under\nutbildningstiden eller har andra anställningsförmåner.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Eleven utför arbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall eleven utför arbete som ligger utanför den upprättade\nstudie-\u002Fhandlingsplanen, på annan arbetstid eller utan handledare ska lön\nutgå enligt kollektivavtal. Sådant arbete omfattas inte av detta avtal.\nGränsdragningen mellan studie\u002Fhandlingsplan och arbete, samt elevens lön vid\nsådant arbete, ska fastställas i den lokala överenskommelsen innan\nutbildningen påbörjas. I utbildningssyfte och som ett led i genomförandet av\nkursmomentet kan dock elev delta i företagets ordinarie produktion. Elev får\ndock inte ersätta ordinarie medarbetare i produktionen\u002Fbemanningsplanen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Matersättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utöver ersättning från stat och kommun ska elev i arbetsplatsförlagd\nutbildning inom gymnasieskolan av företaget erhålla fri lunch eller\nkostersättning för varje fullföljd utbildningsdag på företaget. Med fri\nlunch avses att eleven erhåller lunch antingen av företaget, av skolan eller\nav annan. Kostersättningen följer Skatteverkets normalbelopp för värdet av\nen fri måltid per dag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Övrig arbetsplatsförlagd utbildning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övrig arbetsplatsförlagd utbildning avses utbildning som inte anordnas\nav grund- eller gymnasieskola. Dessa utbildningar kan vara företagsförlagd -\neller företagsintern utbildning, lärlingsutbildning (inte gymnasial\nlärlingsutbildning), arbetsmarknadspolitiska åtgärder,\npåbyggnadsutbildning, högskolepraktik etc. För dessa utbildningar gäller\natt riktlinjer, kursplaner, programmål och läroplaner ska vara godkända av\nyrkesnämnderna enligt § 1. Innan övrig arbetsplatsförlagd utbildning\npåbörjas ska yrkesnämnderna godkänt utbildningen enligt ovan och lokal\növerenskommelse träffas om utbildningens genomförande. Överenskommelsen ska\ninnehålla reglering av handledare, elevens introduktion på företaget och\nstudie\u002Fhandlingsplan för utbildningens genomförande. Den lokala\növerenskommelsen ska också fastställa vilken lön och anställningsvillkor\nsom ska gälla under utbildningstiden med utgångspunkt från gällande\nkollektivavtal på arbetsplatsen. Finns ingen sådan överenskommelse gäller\nkollektivavtalets lägsta löner för avtalsområdet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Mom. 2\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utbildning enligt denna paragraf är eleven anställd vid företaget\nunder utbildningstiden. Vid arbetsmarknadspolitiska åtgärder som inte\ninnehåller ett anställningsförhållande med arbetsgivaren utgår lön enligt\nmom. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Försäkringar under utbildningstiden\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utbildning enligt § 2 ska företaget i avtalet med skolan försäkra\nsig om att skolhuvudmannen tar på sig principalansvaret och har tecknat en\nansvarsförsäkring som täcker skada på utrustning och person. Se vidare\nSKOLFS 1991:47 och 1993:6. Vid utbildning enligt § 7 ska företaget teckna\nAMF-försäkringar enligt gällande kollektivavtal på arbetsplatsen,\nundantaget arbetsmarknadspolitiska åtgärder som inte innehåller ett\nanställningsförhållande med arbetsgivaren och åtgärdens huvudman tecknar\naktuella försäkringar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Arbetsmiljö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid samtliga utbildningar ska elev likställas med arbetstagare vid\ntillämpning av Arbetsmiljölagen med tillhörande föreskrifter i\narbetslivet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Arbetstider\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsplatsförlagd utbildning enligt § 2 följer skolarbetsåret och\neleverna får ledighet i form av ferier etc. i samma ordning som om\nutbildningen skulle ha varit helt skolförlagd. Eleven följer arbetsplatsens\ndagliga arbetstider. Utbildningstid får dock inte förläggas till lördag,\nsöndag och helgdag, inte heller till tid mellan klockan 19.00-06.00.\nYrkesnämnderna kan dock vid behov ge dispens för tider mellan kl. 19.00-kl.\n22.00. Vid utbildning enligt § 7 är eleven anställd arbetstagare och följer\ni övrigt gällande kollektivavtal på arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 11 Introduktion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företaget och lokal facklig organisation svarar gemensamt för elevens\nintroduktion på företaget. Introduktionen ska innehålla information om\nutbildningens omfattning och genomförande, allmänna skyddsfrågor,\nskyddsinstruktioner enligt Arbetsmiljölagen, företagets organisation och\nverksamhet samt facklig information.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 12 Samverkan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att såväl utbildningsplanering, introduktion av\nelev och utvärdering\u002Fuppföljning ska ske i samverkan mellan de lokala\nparterna. Samverkan mellan utbildningsanordnaren, företaget och de fackliga\nrepresentanterna ska säkerställa utbildningens mål.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 13 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal behandlas i\nYrkesnämnderna. I den mån Yrkesnämnderna inte kan lösa tvisten behandlas\nuppkomna sådana i enlighet med gällande förhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 14 Handledare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Handledare utses gemensamt av företag och lokal facklig organisation med\nutgångspunkt av utbildningens innehåll. Denne ska besitta erforderlig\nkompetens och fortlöpande stödjas av skolhuvudmannen bl.a. genom relevant\ngrundutbildning och fortbildning för uppdraget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 15 Elevanställningens upphörande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För uppsägning av elev som omfattas av § 7 i detta avtal gäller reglerna\ni lagen om anställningsskydd. Vid uppsägning på grund av arbetsbrist ska\nelever undantas från turordningen.\u003C\u002Fp>\n\n\u003Cp>Önskar de lokala parterna gemensamt bringa utbildningen att upphöra ska\narbetsgivaren i god tid underrätta Yrkesnämnd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 16 Betyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utbildningshuvudmannen är ansvarig för betygsättningen. Handledare på\nföretaget fungerar i detta sammanhang som medbedömare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 17 Feriearbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företag som anordnar arbetsplatsförlagd utbildning för elever, bör om\nmöjligt erbjuda dessa elever feriearbete. För elev som erbjuds feriearbete\nska lön och andra anställningsvillkor utgå enligt gällande kollektivavtal\npå arbetsplatsen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 18 Anställningsform\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid anställning av elev enligt § 7 är eleven anställd för viss tid\nmotsvarande utbildningstidens längd. Det innebär att anställningen avslutas\ndå utbildningen upphör. I de fall utbildningen fortgår utöver 12 månader\nhar eleven företrädesrätt till anställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 15 mars 2010\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>SVEMEK och Industrifacket Metall\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>Bilaga 5\u003C\u002Fh2>\n\n\u003Ch2>SVEMEK och Industrifacket Metall Avtal om riktlinjer för\nkompetensutveckling\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Gemensamma värderingar och utgångspunkter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagen inom den svetsmekaniska industrin verkar i en allt mer hårdnande\nkonkurrens. Från hårt styrd underleverantörs roll till egen\nproduktutveckling och produktion. Kännetecknande är också det mångsidiga\nkunnandet den anställde måste besitta för att klara helheten i arbetet.\u003C\u002Fp>\n\n\u003Cp>En viktig förutsättning för att företagen ska kunna bedriva en\nkonkurrenskraftig verksamhet är att de ständigt besitter erforderlig\nkompetens. Kraven\u002Fansvaret är därmed stort på företagen att fortlöpande\ntillgodose behovet av kompetens, utifrån både företagets och den anställdes\nbehov av kunskap och utveckling i arbetet, för att därigenom säkra en god\nutveckling av effektivitet, lönsamhet och konkurrenskraft. Likaså har den\nanställde ett eget ansvar för att utveckla sin kompetens i enlighet med de\nkrav som företagets verksamhet ställer.\u003C\u002Fp>\n\n\u003Cp>Svetsmekaniska industrin består i huvudsak av små och medelstora företag\noch situationen för dessa har utförligt beskrivits i parternas gemensamma\nrapport ”Högre kompetens för bättre företag - om utveckling i\nSVEMEK-företag”. Rapporten anvisar ett arbetssätt för kontinuerlig\nkompetensutveckling som gett goda praktiska resultat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Enligt parternas mening är ”kompetens” genomförandeförmåga för viss\nbestämd uppgift. Med ”kompetensutveckling” menas praktiskt eller\nteoretiskt lärande utifrån individens förutsättningar för att öka denna\nförmåga och\u002Feller klara nya uppgifter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Personlig utveckling\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Alla anställda bör ges möjlighet till personlig utveckling i arbetet, så\natt de kan åta sig nya, mer kvalificerade och ansvarskrävande uppgifter. Om\nden enskilde arbetstagaren så begär ska dennes personliga kompetensutveckling\ni företaget diskuteras i ett utvecklingssamtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Lokal partssamverkan\u003C\u002Fh3>\n\n\u003Cp>Det är en mycket viktig gemensam uppgift för företaget och den lokala\nfackliga organisationen att få till stånd ett aktivt utvecklingsarbete och\nskapa goda förutsättningar för att de anställdas yrkeskunskaper\u002Fkompetens\nkan tas till vara och utvecklas. Kompetensutvecklingsarbetet bör bedrivas i\nändamålsenliga och realistiska former och anpassas till varje enskilt\nföretags förutsättningar. Detta kan ske genom följande systematiska\narbetssätt:\u003C\u002Fp>\n\n\u003Cp>-fastställa företagets kompetensbehov på kort och lång sikt\u003C\u002Fp>\n\n\u003Cp>-fastställa vilket kompetensbehov de anställda har för att klara\nnuvarande och framtida arbetsuppgifter samt utveckling i arbetet, både ur\narbetstagarens och arbetsgivarens perspektiv\u003C\u002Fp>\n\n\u003Cp>-en viktig grund för de anställdas och företagets samlade\nkompetensutveckling kan vara en individuell utvecklingsplanering\u003C\u002Fp>\n\n\u003Cp>-varje år följa upp och utvärdera genomförda insatser samt revidera\nutvecklingsplanerna\u003C\u002Fp>\n\n\u003Cp>-stimulera kompetensutvecklingsinsatserna genom att utveckla arbetsformer,\narbetsorganisation och lönesystem för att få en kontinuerlig utveckling av\nde anställda och företaget\u003C\u002Fp>\n\n\u003Cp>-undersöka möjligheterna till finansieringsstöd för planerade\ninsatser.\u003C\u002Fp>\n\n\u003Cp>För att skapa delaktighet kring kompetensutvecklingsfrågorna bör\nföretaget och den lokala fackliga organisationen - och där sådan inte finns\n- representanter för de anställda, utveckla samarbetsformer för det lokala\narbetet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>De centrala parternas roll\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Som stöd för detta arbete har de centrala parterna genom sin yrkesnämnd\ngenomfört flera projekt, delvis som resultat av riksavtalsförhandlingarna och\naktivt arbetat med att kommunicera projektresultaten med de lokala parterna,\nmen också kontinuerligt för att stödja utvecklingen i företagen. Parterna\när överens om att detta arbetssätt bör vara vägledande även under\nkommande avtalsperiod.\u003C\u002Fp>\n\n\u003Cp>En annan central uppgift är att påverka olika aktörer, så att dessa\naktivt bidrar till medlemsföretagens arbete med kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>Parterna ska också bidra till att sprida kunskap om branschens yrken och\nteknikområden samt stimulera rekryteringen till utbildning och arbete i\nbranschens företag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6\u003C\u002Fh2>\n\n\u003Ch2>Kollektivavtalad förstärkt företrädesrätt och inhyrning av\nbemanningsföretag\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Kvalificering av Kollektivavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetare som blivit uppsagd från en tillsvidareanställning på grund av\narbetsbrist och som har företrädesrätt till återanställning, har en\nkollektivavtalad förstärkt företrädesrätt under en fast förlagd\nsammanhängande period om maximalt sex månader.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt gäller under samma period\nför samtliga uppsagda och räknas från den dag då uppsägningstiden enligt\nlagen om anställningsskydd löper ut för de arbetare av de uppsagda som har\nlängst uppsägningstid. Genom lokal överenskommelse kan perioden för\nkollektivavtalad förstärkt företrädesrätt förläggas till annan fast\nförlagd period.\u003C\u002Fp>\n\n\u003Cp>En arbetare som hos arbetsgivaren tidigare haft en kollektivavtalad\nförstärkt företrädesrätt kan tjäna in ny kollektivavtalad förstärkt\nföreträdesrätt. Det förutsätter att arbetaren återanställts tillsvidare\noch att arbetaren varit anställd sammanlagt 18 månader under 36 månader\nefter den förra kollektivavtalade förstärkta företrädesrätten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>För att undvika missuppfattning konstaterar parterna att kollektivavtalad\nförstärkt företrädesrätt på samma sätt som företrädesrätt enligt\nlagen om anställningsskydd gäller vid driftsenheten och förutsätter att\narbetaren har tillräckliga kvalifikationer för det arbete som är i fråga.\nTidpunkten då perioden av kollektivavtalad förstärkt företrädesrätt\ninleds bestäms enbart med utgångspunkt i den lagstadgade uppsägningstiden.\nEventuella förlängningar av uppsägningstiden beaktas inte.\u003C\u002Fp>\n\n\u003Cp>Kollektivavtalad förstärkt företrädesrätt förutsätter\nföreträdesrätt enligt lagen om anställningsskydd och riksavtalet.\u003C\u002Fp>\n\n\u003Cp>Den sammanlagda anställningstid på 18 månader som krävs för intjänande\nav ny kollektivavtalad förstärkt företrädesrätt behöver inte i sin helhet\nutgöras av tillsvidareanställning. Emellertid krävs att den sista\nanställningen utgjort en tillsvidareanställning från vilken arbetaren sagts\nupp på grund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Inhyrning av bemanningsföretag under tid med Kollektivavtalad\nförstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under den tid då arbetare har kollektivavtalad förstärkt\nföreträdesrätt kan inhyrning av bemanningsföretag ske av sakligt motiverade\nskäl under sammanlagt 30 arbetsdagar. Inhyrning under en sammanhängande\nperiod i kontinuerligt skiftgående verksamhet kan ske under 40 kalenderdagar.\nInhyrning kan också ske för att säkerställa produktionens behöriga gång\nunder den tid då arbetsgivaren, utan onödigt dröjsmål, löser\nbemanningsbehovet genom återanställning.\u003C\u002Fp>\n\n\u003Cp>Om företaget fattat beslut om nedläggning av en driftsenhet eller flytt av\nhela eller delar av verksamheten gäller inte några begränsningar mot\ninhyrning av arbetskraft från bemanningsföretag under den tid beslutet om\nnedläggning eller flytt verkställs.\u003C\u002Fp>\n\n\u003Cp>Annan inhyrning av arbetskraft från bemanningsföretag under tid då\narbetare har kollektivavtalad förstärkt företrädesrätt än vad som anges i\nförsta o ch andra stycket, punkt 2, ska föregås av lokal överläggning.\nFör det fall den lokala fackliga organisationen vid dessa överläggningar\nmotsätter sig inhyrning, till förmån för att personalbehovet ska\ntillgodoses genom återanställning, och företaget väljer att återanställa\ngäller bestämmelserna i punkt 3. För det fall företaget väljer att lösa\npersonalbehovet genom inhyrning trots att den lokala fackliga organisationen\nvid överläggningarna motsatt sig detta gäller punkt 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om den lokala fackliga organisationen vid överläggningar enligt punkt 2\nmotsatt sig inhyrning har arbetsgivaren rätt att frångå turordningen med det\nantal arbetare som efter avrundning till närmsta heltal motsvarar en tredjedel\nav det antal arbetare som återanställs. För det fall överenskommelse\ntidigare träffats om vilken turordning som ska gälla vid återanställning\nska dock denna turordning tillämpas. Ytterligare undantag från turordningen\nkräver lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Avlösen av Kollektivavtalad förstärkt företrädesrätt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivare, trots att den lokala fackliga organisationen vid\növerläggning enligt punkt 3 motsatt sig inhyrning, väljer att hyra in\narbetskraft från bemanningsföretag, ska arbetsgivaren lösa av den\nkollektivavtalade förstärkta företrädesrätten för det antal arbetare med\nkollektivavtalad förstärkt företrädesrätt som motsvarar antalet inhyrda.\nRätt till avlösen tillfaller arbetare i den turordning de har\nföreträdesrätt till återanställning. Avlösen utgörs av ett belopp som\nmotsvarar tre månadslöner (fast kontant månadslön) beräknat på den lön\narbetaren uppbar vid anställningens upphörande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Förfarande vid återanställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att påskynda återanställningsprocessen kan företaget per post\nskicka ut återanställningserbjudande till hela eller delar av den krets av\narbetare som omfattas av turordningen för återanställning. Erbjudandet\nskickas till senast kända adress med begäran om svar inom viss tid, dock som\nsenast inom fem arbetsdagar från det meddelandet skickades.\u003C\u002Fp>\n\n\u003Cp>I erbjudandet ska arbetsgivaren ange att antalet platser är begränsat och\nen accept således inte innebär att återanställning är garanterad. När\nsvar från arbetare inkommit sker urvalet enligt punkt 3 för återanställning\nbland de arbetare som svarat att är beredda att acceptera\nåteranställningserbjudandet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>Bilaga 7\u003C\u002Fh2>\n\n\u003Ch2>Avtal om arbetsmiljö och företagshälsovård\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Samverkan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Samverkan mellan företag och anställda är förutsättningen för att\narbetsmiljöarbetet ska bli bra och effektivt.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och arbetstagare bör lokalt samverka beträffande systematiskt\narbetsmiljöarbete, arbetsmiljöutbildning, företagshälsovård och\nrehabilitering. Efter samråd mellan arbetsgivare och av avdelningen utsett\nregionalt skyddsombud äger regionalt skyddsombud tillträde till arbetsplats\ndär arbetsgivaren är verksam.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3>§ 2 Arbetsmiljöutbildning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljölagen förutsätter att arbetsgivarna och arbetstagarna\ngemensamt svarar för att skyddsombud får erforderlig utbildning. Behovet av\nutbildning ska bedömas av de lokala parterna med beaktande av arbetsmiljöns\nbeskaffenhet i företaget.\u003C\u002Fp>\n\n\u003Cp>Inom ramen för lokal samverkan enligt § 1 bestäms tidsomfattning,\ninnehåll, utbildningsmaterial samt ersättningsfrågor och vilka som ska delta\ni den aktuella utbildningen\u002Finformationen.\u003C\u002Fp>\n\n\u003Cp>Information\u002Futbildning om aktuella arbetsmiljörisker samt skyddsregler ges\ntill alla anställda.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Företagshälsovård\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att en ändamålsenlig företagshälsovård är en\nbetydelsefull resurs för företag och anställda som utformas i samverkan\nmellan arbetsgivare och arbetstagare. De olika behoven och kraven ska vara\nstyrande, eftersom förhållandena skiftar mellan olika företag inom samma\nbransch. I vissa fall finns möjligheter till inbyggd företagshälsovård men\nför den större delen av företagen torde den vanligaste lösningen vara\nanslutning till företagshälsovårdscentral. Ibland kan köp av\nexperttjänster vara ett effektivt sätt att lösa problemen.\u003C\u002Fp>\n\n\u003Cp>I företagshälsovårdens uppgifter kan ingå att:\u003C\u002Fp>\n\n\u003Cp>-ge råd och medverka vid planering av större förändringar i företaget\nså att sunda och säkra arbetsförhållanden skapas\u003C\u002Fp>\n\n\u003Cp>-följa upp arbetsmiljöförhållanden som kan påverka de anställdas\nhälsa och anpassning\u003C\u002Fp>\n\n\u003Cp>-utgöra en aktiverande resurs samt ta fram underlag för beslut om\narbetsanpassning och rehabilitering.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Syftet bör vara att arbeta dels med förebyggande åtgärder för att\nminska sjukskrivningar och förtidspensioneringar, dels rehabilitera anställda\nsom drabbats av sjukdom så att de kan återinträda i arbetet.\u003C\u002Fp>\n\n\u003Cp>Företagshälsovård ska utövas i överensstämmelse med vetenskap och\nbeprövad erfarenhet. Dess personal har samma tystnadsplikt som motsvarande\nyrkesgrupper inom samhällets sjuk- och hälsovård.\u003C\u002Fp>\n\n\u003Cp>De centrala parterna åtar sig ett särskilt ansvar för att främja lokala\nlösningar vad gäller tillgång till företagshälsovård.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkning eller tillämpning av detta avtal eller med stöd härav\nträffade lokala överenskommelser avgörs genom lokala förhandlingar mellan\nberörda parter. Uppnår de lokala parterna inte enighet kan tvisten på\nbegäran av endera parten hänskjutas till central förhandling enligt\nhuvudavtalet mellan SAF och LO.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller tills vidare från den 1 mars 1998 med tre månaders\nömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kommentar\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>De centrala parterna rekommenderar att de lokala parterna gemensamt\nanalyserar och arbetar med den av parterna framtagna skriften ”Vägledning\nför Systematiskt Arbetsmiljöarbete”. Skriften kan beställas hos\nparterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 8\u003C\u002Fh2>\n\n\u003Ch2>Överenskommelse angående företagens medverkan vid uppbörd av\nfackföreningsavgifter\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Inledning\u003C\u002Fh3>\n\n\u003Cp>SVEMEK och IF Metall har träffat följande överenskommelse angående\nföretagens medverkan vid uppbörd av fackföreningsavgifter. Arbetsgivare, som\nanlitar betalningsförmedlare i sin löneutbetalningsrutin, kan på\nbetalningsförmedlaren överföra sina åligganden enligt denna\növerenskommelse och efter samråd med den lokala fackliga organisationen låta\nuppbörden ske via betalningsförmedlaren och via annan bank eller post.\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse kan träffas om andra regler för redovisningen än\nenligt punkt 4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Uppbörd av fackföreningsavgift\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska, på sätt nedan anges, medverka till uppbörden av\narbetarnas ordinarie fackföreningsavgifter.\u003C\u002Fp>\n\n\u003Cp>Avdrag av fackföreningsavgift får endast ske för de arbetare, som lämnat\nskriftlig fullmakt till arbetsgivaren att göra avdrag. Avdrag görs fr.o.m.\nden avlöningsperiod som börjar närmast en månad efter det att fullmakt\növerlämnats till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Avdrag och inbetalning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren gör i samband med ordinarie löneutbetalning avdrag för av\narbetarparten beslutad medlemsavgift.\u003C\u002Fp>\n\n\u003Cp>Medlemsavgift ska anges i krontal och\u002Feller i procent av bruttolönen. Om\nmedlemsavgiften helt eller till del är angiven som en procentsats av\nbruttolönen får procentsatsen anges med högst två decimaler.\u003C\u002Fp>\n\n\u003Cp>Eventuell högsta respektive lägsta medlemsavgift ska vara angiven i helt\nkrontal.\u003C\u002Fp>\n\n\u003Cp>Med ”bruttolön” avses den inkomst på vilken preliminär A-skatt enligt\nskattetabell ska beräknas med undantag av naturaförmåner. Avdrag för\nfackföreningsavgift görs efter samtliga i lag eller annan författning\nreglerade avdrag, samt närmast efter samtliga avdrag, som avser av\narbetsgivarens fordringar eller sammanhänger med anställningsförhållandet.\nDet lönebelopp som återstår efter det att arbetsgivaren har gjort de avdrag\nsom ska göras före avdrag för fackföreningsavgift benämns här\nnettolön.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska göra avdrag enbart om fullt avdrag kan göras från\nnettolönen. Det innebär att nettolönen minst måste motsvara\nfackföreningsavgiften.\u003C\u002Fp>\n\n\u003Cp>Summan av de medel som arbetsgivaren gjort avdrag för inbetalas till\nförbundet i anslutning till företagets ordinarie löneutbetalning.\nArbetsgivarens ekonomiska ansvar är begränsat till redovisning av de avgifter\nsom dragits.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Arbetarpartens uppgiftsskyldighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetarparten ska senast under november månad varje år skriftligen eller\npå motsvarande sätt underrätta arbetsgivaren om de avdrag för\nfackföreningsavgifter, som ska tillämpas under kommande kalenderår.\u003C\u002Fp>\n\n\u003Cp>Lämnas inte uppgifter enligt första stycket tillämpas oförändrade\navdrag under kommande kalenderår.\u003C\u002Fp>\n\n\u003Cp>Arbetarparten överlämnar till arbetsgivaren en förteckning över de nya\nmedlemmar, för vilka avgift ska dras. Samtidigt överlämnas erforderliga\nfullmakter. Avdrag ska ske från och med den avlöningsperiod de lokala\nparterna enas om.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.Redovisning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens uppgifter lämnas på redovisningslista eller enligt lokal\növerenskommelse. Förbundet ska till arbetsgivare, som så önskar,\növerlämna förtryckta redovisningsblanketter.\u003C\u002Fp>\n\n\u003Cp>För redovisning enligt redovisningslista gäller följande:\u003C\u002Fp>\n\n\u003Cp>-På redovisningslistan anges arbetsgivarens namn, arbetsplats och\norganisationsnummer.\u003C\u002Fp>\n\n\u003Cp>-Dessutom anges samtliga arbetstagare för vilka avgifter dragits under\nperioden med angivande av namn och personnummer samt summan av för varje\narbetare avdraget belopp.\u003C\u002Fp>\n\n\u003Cp>-Uppgift ska också lämnas om arbetare för vilka avdrag inte gjorts under\nföregående månad på grund av att nettolönen inte medgett fullt avdrag samt\ndet inte gjorda avdragets storlek.\u003C\u002Fp>\n\n\u003Cp>-Uppgiftsskyldigheten gäller endast arbetare som lämnat fullmakt. Vid\nfrånvaro som sträcker sig över flera hela redovisningsperioder ska uppgift\natt lön inte uppburits lämnas endast vid första redovisningstillfället.\u003C\u002Fp>\n\n\u003Cp>-Arbetsgivaren bör informera representant för klubben om arbetare som har\nnyanställts.\u003C\u002Fp>\n\n\u003Cp>-Uppgift ska också lämnas om arbetare som slutat sin anställning eller\ndragit tillbaka sin fullmakt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller med samma giltighetstid som mellanvarande\nkollektivavtal om löner och allmänna villkor och därefter med 14 dagars\nömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 9\u003C\u002Fh2>\n\n\u003Ch2>Överenskommelse om korttidsarbete utan statligt stöd\u003C\u002Fh2>\n\n\u003Cp>I syfte att underlätta för de lokala parterna hos SVEMEKs medlemmar att\nträffa överenskommelser som ett alternativ till uppsägningar då\nverksamheten har ekonomiska svårigheter, har SVEMEK och IF Metall träffat\nföljande överenskommelse om möjlighet att träffa lokala överenskommelser\nom korttidsarbete utan statligt stöd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1§\u003C\u002Fh3>\n\n\u003Cp>Lokal överenskommelse om korttidsarbete utan statligt stöd kan inte\ntillämpas parallellt med korttidsarbete med statligt stöd i enlighet med\nlagen om stöd vid korttidsarbete. För det fall att de lokala parterna\nträffar överenskommelse om korttidsarbete med statligt stöd upphör\növerenskommelser om korttidsarbete utan statligt stöd enligt denna\növerenskommelse vid den tidpunkt de lokala parterna bestämmer. Parterna är\növerens om att arbetstid, utgående lön och andra ersättningar då återgår\ntill ordinarie nivåer vilka utgör grund för beräkningar enligt lagen om\nstöd vid korttidsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2§\u003C\u002Fh3>\n\n\u003Cp>Genom lokal överenskommelse kan arbetares totala utgående förtjänst\n(lön och andra ersättningar) temporärt sänkas med upp till 12 procent.\nUnder motsvarande andel av ordinarie arbetstid ska arbete inte utföras.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna vill träffa längre gående överenskommelse ska\nprotokollet underställas de centrala parterna. Överenskommelse kan sedan\nträffas mellan de centrala parterna.\u003C\u002Fp>\n\n\u003Cp>En lokal överenskommelse ska inte gälla för längre period än nio\nmånader. Om korttidsarbete utan statligt stöd ska pågå längre tid än nio\nmånader ska de lokala parterna således träffa ny överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3§\u003C\u002Fh3>\n\n\u003Cp>Lokal överenskommelse enligt § 2 kan avse hela eller delar av\narbetsstyrkan. De lokala parterna överenskommer om vilka arbetstagare som ska\nomfattas av korttidsarbete, under vilken period korttidsarbetet ska pågå och\nhur korttidsarbetet ska förläggas. En bedömning av möjlighet att gå ned i\narbetsmängd ska alltid göras. Gruppen arbetstagare vars arbetstid, enligt\növerenskommelse, inte är reglerad ska då särskilt beaktas. De lokala\nparterna har stor frihet vid förläggningen.\u003C\u002Fp>\n\n\u003Cp>Av den lokala överenskommelsen ska framgå att och hur korttidsarbetet\nsnabbt kan avvecklas eller förändras vid ändrade förutsättningar. Om inte\nannat överenskommits ska en överenskommelse om korttidsarbete upphöra efter\nsju (7) dagars ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärkning\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Av den lokala överenskommelsen ska framgå vilka anställda som omfattas av\nkorttidsarbete, med angivande av personer eller organisatoriska enheter eller\nfunktioner. Korttidsarbetet ska bestämmas till en viss period.\u003C\u002Fp>\n\n\u003Cp>Som framgår av § 3 behöver korttidsarbete inte förläggas på samma\nsätt från dag till dag, vecka till vecka eller månad till månad utan kan\nfritt variera under hela perioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4§\u003C\u002Fh3>\n\n\u003Cp>Oavsett hur de lokala parterna förlagt korttidsarbetet ska utbetalning av\nlön och andra ersättningar ske som om korttidsarbetet fördelats jämnt per\nrelevant löne period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5§\u003C\u002Fh3>\n\n\u003Cp>Semester och semesterintjänande ska inte påverkas av perioder av\nkorttidsarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6§\u003C\u002Fh3>\n\n\u003Cp>En arbetstagare som sagts upp på grund av arbetsbrist kan inte omfattas av\nkorttidsarbete. Om en arbetstagare som omfattats av korttidsarbete väljer att\nsäga upp sig själv under pågående korttidsarbete, ska korttidsarbetet\nomedelbart upphöra avseende denne (det gäller inte i fall då skälet för\nden egna uppsägningen är att arbetsgivaren inlett förfarande för att\navskeda eller säga upp arbetstagaren på grund av personliga skäl). De regler\nsom gäller för den ordinarie anställningen ska under uppsägningstiden\ntillämpas beträffande arbetsskyldighet, lön och andra ersättningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7§\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse gäller med samma giltighetstid som SVEMEK-avtalet\noch därefter med 14 dagars uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm den 19 december 2013\u003C\u002Fp>\n\n\u003Cp>SVEMEK\u003Cspan style=\"color:#ffffff\">************************\u003C\u002Fspan>INDUSTRIFACKET METALL\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 10\u003C\u002Fh2>\n\n\u003Ch2>Avtal om yrkesintroduktion\u003C\u002Fh2>\n\n\u003Cp>Följande avtal gäller mellan IF Metall och SVEMEK.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Avtalets syfte\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Industrin står under de kommande åren inför en betydande\ngenerationsväxling som förstärker behovet av nya medarbetare. Arbetet\nställer i dag högre krav på teoretisk utbildning och på kvalificerad\nyrkeserfarenhet än tidigare. Rekryteringsfrämjande åtgärder är därför\nväsentliga för att säkra industrins långsiktiga\nkompetensförsörjningsbehov. För att underlätta en effektiv arbetslivsstart\nhar parterna enats om att införa en introduktionsperiod kallad\nYrkesintroduktion.\u003C\u002Fp>\n\n\u003Cp>Yrkesintroduktionsavtalets syfte är att stimulera industriföretagen att\nerbjuda särskilda introduktionsanställningar åt ungdomar för att\nunderlätta för dem att arbeta och utvecklas i sitt yrkesliv på svensk\narbetsmarknad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Tillämpningsområdet\u003C\u002Fh3>\n\n\u003Cp>Yrkesintroduktionsanställningar riktar sig till ungdomar under 25 år som\nsaknar relevant yrkeserfarenhet.\u003C\u002Fp>\n\n\u003Cp>Yrkesintroduktionsanställningar kan komma ifråga för ungdomar som\ngenomgått industriinriktad yrkesutbildning inom Teknikcollege, gymnasieskola\neller liknande. De kan även komma ifråga för ungdomar som saknar sådan\ngrundläggande teknikutbildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Anställning för yrkesintroduktion\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställning för yrkesintroduktion är en visstidsanställning enligt\nSVEMEK-avtalet med följande särskilda reglering.\u003C\u002Fp>\n\n\u003Cp>Med stöd av lokal överenskommelse kan anställningsavtal om\nyrkesintroduktion ingås mellan arbetsgivare och anställd.\nYrkesintroduktionsanställning kan ske även om det hos arbetsgivaren finns\ntidigare anställda med företrädesrätt till återanställning. Parterna är\nsåledes överens om att yrkesintroduktionsanställning inte utgör brott mot\nföreträdesrätten.\u003C\u002Fp>\n\n\u003Cp>Varje yrkesintroduktionsanställning ska förenas med handledning och en\nindividuell utvecklingsplan ifråga om arbetsuppgifter och utbildnings- och\nintroduktionsinsatser.\u003C\u002Fp>\n\n\u003Cp>En yrkesintroduktionsanställning ska gälla under viss tid.\nAnställningstiden får uppgå till 12 månader, med möjlighet till\nförlängning i upp till 12 månader. En sådan förlängning förutsätter\nstöd i lokal överenskommelse eller lokalt godkännande.\nYrkesintroduktionsanställningen är uppsägningsbar från arbetsgivaren och\nden anställde med en månads uppsägningstid. De yrkesintroduktionsanställda\nutgör vid uppsägning på grund av arbetsbrist en egen turordningskrets.\u003C\u002Fp>\n\n\u003Cp>Vill den anställde eller arbetsgivaren att yrkesintroduktionsanställningen\ninte ska övergå i en tillsvidareanställning på sedvanliga villkor inom\navtalsområdet, ska besked om detta lämnas till motparten senast en månad\ninnan den överenskomna tiden löper ut.\u003C\u002Fp>\n\n\u003Cp>I det fall en övergång från yrkesintroduktionsanställning till en\ntillsvidareanställning innebär att en tidigare anställd med\nföreträdesrätt till återanställning inte kan prövas för\nåteranställning fordrar övergången en lokal överenskommelse. De lokala\nparterna ska därvid särskilt beakta syftet med detta avtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under en yrkesintroduktionsanställning tillämpas månadslön.\nMånadslönen ska uppgå till lägst 75 procent av garantilönen i lönegrupp F\ni SVEMEK-avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Övrigt\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall yrkesintroduktionsanställningen inte leder till fortsatt\nanställning vid företaget ska tjänstgöringsintyg utfärdas som innefattar\nuppgift om anställningstiden och de arbetsuppgifter som den\nyrkesintroduktionsanställde har utfört. Intyget ska också innefatta vitsord\nom inte den yrkesintroduktionsanställde särskilt undanber sig det.\u003C\u002Fp>\n\n\u003Cp>Förbundsparterna ska i förekommande fall genom råd och förhandlingar se\ntill att fel vid tillämpningen rättas till och att avtalets syften\nfullföljs. Med hänsyn till avtalets syfte kan eventuella fel föranleda\nskadeståndsskyldighet vid klara och allvarliga fall av missbruk.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse gäller tillsvidare med en ömsesidig uppsägningstid\nav tre månader. Vid en uppsägning från någon av parterna kommer träffade\nlokala överenskommelser om visstidsanställning vid yrkesintroduktion att vara\ngiltiga till dess pågående visstidsanställningar om yrkesintroduktion löpt\nut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stockholm 23 november 2010\u003C\u002Fp>\n\n\u003Cp>Robert Schön\u003Cspan style=\"color:#ffffff\">********************************\u003C\u002Fspan>Veli-Pekka\nSäikkälä\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch2>Bilaga 11\u003C\u002Fh2>\n\n\u003Ch2>Avtal om gymnasial lärlingsanställning SVEMEK\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Avtalets syfte\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I syfte att attrahera ungdomar att söka det gymnasiala industriprogrammet\nhar parterna mot bakgrund av lagen (2014:421) om gymnasial\nlärlingsanställning träffat denna överenskommelse om gymnasial\nlärlingsanställning för att möjliggöra sådana anställningar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Gymnasielärling\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med gymnasielärling avses en deltagare i en av gymnasieskola eller\nmotsvarande anordnad utbildning inom industriprogrammet som till del (som\nriktlinje 50 % av utbildningstiden), utförs arbetsförlagd vid en eller flera\narbetsplatser. Huvudman för utbildningen är skolan som är ansvarig för\nintaget av elever till utbildning som gymnasielärling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Utbildningen omfattning och innehåll\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utbildningen är som regel tre år och anordnas för ungdomar som inte har\nfyllt 21 år och avses ge en kompetens motsvarande lägst treårigt nationellt\nprogram i gymnasieskola. Utbildningen ska ge grundläggande\nhögskolebehörighet. Den ger därutöver färdigheter och kunskaper för\narbete inom industrin.\u003C\u002Fp>\n\n\u003Cp>Den arbetsplatsförlagda utbildningen ska omfatta såväl praktisk som\nteoretisk utbildning. Kravet på skolmässighet ifråga om den praktiska\nutbildningen är uppfyllt om den sker under ledningen av på företaget\nanställd handledare eller instruktör.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Särskilt avtal\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan en gymnasial lärlingsanställning ingås ska särskilt avtal träffas\nmellan huvudmannen för utbildningen det företag där den arbetsplatsförlagda\ndelen av utbildningen är tänkt att genomföras samt lokal facklig\norganisation. Avtalet ska bl.a. innefatta en beskrivning av utbildningens\ninnehåll och frågor om handledare, samt i förekommande fall omfattningen av\nferiearbete. Avtalet bör även reglera frågor om arbetskläder och lunch.\u003C\u002Fp>\n\n\u003Cp>Parterna i st. 1 ska även i samverkan planera utbildningen och\nintroduktionen av gymnasielärlingarna.\u003C\u002Fp>\n\n\u003Cp>Del av den arbetsplatsförlagda utbildningen kan även förläggas hos annan\narbetsgivare än huvudarbetsgivaren som omfattas av avtal om gymnasial\nlärlingsanställning. I sådant fall ska särskild överenskommelse om detta\nträffas mellan berörda arbetsgivare, lokal facklig organisation och\nhuvudmannen för utbildningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Handledare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Till handledare utses för uppdraget lämplig person vars uppgift är att\nhandleda gymnasielärlingen så att denne uppnår utbildningsplanens mål.\nHandledarens ordinarie arbetsuppgifter ska organiseras på ett sådant sätt\nså att handledaruppdraget i möjligaste mån kan genomföras utan störning.\nFlera personer kan vara handledare.\u003C\u002Fp>\n\n\u003Cp>Handledaren ska ha genomgått handledarutbildning, företrädesvis den som\ntillhandahålls genom Teknikcollege.\u003C\u002Fp>\n\n\u003Cp>För tid som åtgår för handledaruppdraget, utbildning och fortbildning\nutgår ordinarie lön för handledare anställd i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6 Anställning som gymnasielärling\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anställningen är en visstidsanställning och omfattar tiden då den\narbetsplatsförlagda utbildningen utförs och eleven är inskriven som elev\nför den aktuella gymnasieutbildningen och har då lön enligt § 10.\nAnställningen löper med en månads ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Visstidsanställning som gymnasielärling strider inte mot företrädesrätt\neller turordning enligt lag eller avtal. Syftet är att gymnasielärlingen i\narbetsbristsituationer ska ha möjlighet att fullgöra sin utbildning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7 Feriearbete\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Feriearbete omfattas inte av detta avtal. Om förutsättningar finns kan\nsärskilt avtal träffas om feriearbete. Lön och förmåner utgår då enligt\ngällande kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 8 Information till gymnasielärling\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Information enligt § 4 lagen (2014:421) om gymnasial lärlingsanställning\nska lämnas innan utbildningen inleds. Informationen ska innehålla åtminstone\nföljande uppgifter:\u003C\u002Fp>\n\n\u003Cp>1.arbetsgivarens och arbetstagarens namn och adress, anställningens\ntillträdesdag samt arbetsplatsen,\u003C\u002Fp>\n\n\u003Cp>2.att anställningen avser en visstidsanställning som gymnasial lärling\nenligt detta avtal och en kort specificering eller beskrivning av\narbetstagarens arbetsuppgifter,\u003C\u002Fp>\n\n\u003Cp>3.anställningens slutdag eller förutsättningar som gäller för att\nanställningen ska upphöra,\u003C\u002Fp>\n\n\u003Cp>4.begynnelselön, andra löneförmåner och hur ofta lönen ska betalas\nut,\u003C\u002Fp>\n\n\u003Cp>5.längden på arbetstagarens betalda semester, att semesterledighet ska\navtalas särskilt och vad som gäller i fråga om semesterersättning för\nsemesterlön som tjänats in men inte tagits ut,\u003C\u002Fp>\n\n\u003Cp>6.längden på arbetstagarens normala arbetsdag eller arbetsvecka, och\u003C\u002Fp>\n\n\u003Cp>7.tillämpligt kollektivavtal, i förekommande fall.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 9 Arbetsmiljö\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under tiden för den arbetsplatsförlagda utbildningen eller annat arbete\när gymnasielärlingen likställd med arbetstagare enligt arbetsmiljölagen med\ntillhörande föreskrifter och omfattas av ordinarie skyddsverksamhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Anmärkning\u003C\u002Fh3>\n\n\u003Cp>Parterna noterar att Arbetsmiljöverket gör bedömningen (ärendenummer\n163118) att samma regler avseende föreskriften om minderårigas arbetsmiljö\n(AFS 2012:3) bör gälla för gymnasielärlingsanställda som för minderåriga\nsom ingår i handledd praktik för ungdomar utan att vara anställda.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 10 Lön och övriga villkor\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För gymnasielärling utgår lön under utbildningsår 1 med 60 %, under\nutbildningsår 2 med 70 %, och under utbildningsår 3 med 85 % av Svemek:s\ngarantilöner § 5 mom. 3 lönegrupp F.\u003C\u002Fp>\n\n\u003Cp>I den mån detta avtal inte föreskriver annat gäller SVEMEK-avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 11 Arbetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den arbetsplatsförlagda utbildningen ska äga rum under företagets\nordinarie arbetstid och med iakttagande av arbetsmiljöverkets föreskrifter om\nminderåriga. Utbildningen ska inte förläggas till lördagar eller söndagar\noch inte heller till tid som enligt utbildningsplanen utgör ferieledighet. I\nnormalfallet ska inte utbildningen förläggas till annan tid än vad som\ngäller för dagtidsarbete. Det kan undantagsvis bli aktuellt att förlägga\nden arbetsplatsförlagda utbildningen utanför de ramar som gäller för\ndagtidsarbete. Arbete utanför fastställda ramar sker sannolikt framför allt\nunder det sista utbildningsåret. Detta får emellertid inte medföra\nsvårigheter att genomföra den skolförlagda delen av utbildningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 12 Semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Under gymnasielärlingsanställning intjänas ej semester. Istället utgår\nsemesterersättning beräknat enligt SVEMEK-avtalet § 17 mom. 1. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§13 Dokumentation och betyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska regelbundet dokumentera och informera gymnasielärlingen\nom dennes framsteg och utveckling i utbildningen. På begäran ska sådan\ndokumentation och information lämnas till huvudmannen för utbildningen och\nden lokala fackliga organisationen.\u003C\u002Fp>\n\n\u003Cp>Betyg utfärdas för gymnasielärlingen i grundutbildning vid utbildningens\nslut i enlighet med vad som gäller för elever på nationellt program eller\nspecialutformat program.\u003C\u002Fp>\n\n\u003Cp>Betyg ska kompletteras med ett intyg om utbildningens innehåll,\narbetsuppgifternas art samt ett omdöme om gymnasielärlingen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 14 Giltighetstid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller till och med den 30 juni 2020, därefter tillsvidare med\nen ömsesidig uppsägningstid om tre månader. Om avtalet upphör att gälla\nska det efter upphörandet fortsätta att vara tillämpligt avseende de elever\nsom har antagits som gymnasielärlingar till dess deras utbildning är\navslutad.\u003C\u002Fp>\n\n\u003Cp>2017-06-29\u003C\u002Fp>\n\n\u003Cp>Per Widolf \u003Cspan style=\"color:#ffffff\">**************************************\u003C\u002Fspan>Veli-Pekka\nSäikkälä\u003C\u002Fp>\n\n\u003Cp>Industriarbetsgivarna\u003Cspan style=\"color:#ffffff\">***************************\u003C\u002Fspan> IF Metall\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 12\u003C\u002Fh2>\n\n\u003Ch2>Företagets åtgärder då en arbetstagares anställning ska upphöra\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I tabellen på följande sida redovisas de huvudsakliga åtgärderna.\nDetaljbestämmelser återfinns i cirkulär, meddelanden och broschyrer.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Uppsägningstider\u003C\u002Fh3>\n\n\u003Cp>Uppsägningstider framgår av lagen om anställningsskydd. För närvarande\n(april 2021) enligt följande.\u003C\u002Fp>\n\n\u003Cp>För både arbetsgivare och arbetstagare gäller en minsta uppsägningstid\nav en månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren har rätt till en uppsägningstid av\u003C\u002Fp>\n\n\u003Cp>-två månader, om den sammanlagda anställningstiden hos arbetsgivaren är\nminst två år men kortare än fyra år,\u003C\u002Fp>\n\n\u003Cp>-tre månader, om den sammanlagda anställningstiden är minst fyra år men\nkortare än sex år,\u003C\u002Fp>\n\n\u003Cp>-fyra månader, om den sammanlagda anställningstiden är minst sex år men\nkortare än åtta år,\u003C\u002Fp>\n\n\u003Cp>-fem månader, om den sammanlagda anställningstiden är minst åtta år men\nkortare än tio år, och\u003C\u002Fp>\n\n\u003Cp>-sex månader, om den sammanlagda anställningstiden är minst tio år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare som är föräldraledig enligt 4 eller 5 §\nföräldraledighetslagen (1995:584) sägs upp på grund av arbetsbrist, börjar\nuppsägningstiden löpa\u003C\u002Fp>\n\n\u003Cp>-när arbetstagaren helt eller delvis återupptar arbetet, eller\u003C\u002Fp>\n\n\u003Cp>-när arbetstagaren skulle ha återupptagit sitt arbete enligt den anmälan\nom föräldraledighet som gäller när uppsägningen sker.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Anmärknings\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Parterna har diskuterat frågan om uppsägningstidens längd vid uppsägning\nav anställning från arbetsgivarens sida. Parterna är härvidlag överens att\nlagen om anställningsskydds § 11 i dess äldre lydelse, som enligt lagen\ngäller för an-ställningsavtal ingångna före den 1 januari 1997, inte ska\näga tillämpning. Av-seende sådana äldre anställningsavtal ska sålunda\ntillämpas samma regler som för anställningsavtal ingångna efter den 1\njanuari 1997.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>\u003Cstrong>Planerat beslut\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>\u003Cstrong>MBL*\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>\u003Cstrong>Skriftligt varsel till\n        Arbetsförmedlingen\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>\u003Cstrong>Skriftlig uppsägning\u002F besked till den\n        anställde Uppsägningstid\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>\u003Cstrong>Underrättelse till den anställde\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>\u003Cstrong>Varsel till IF Metallklubben eller IF Metalls\n        avdelning\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>\u003Cstrong>Rätt till\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>återanställning\u003C\u002Fstrong>\u003C\u002Fp>\n\n        \u003Cp>\u003Cstrong>(företrädesrätt)\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>\u003Cstrong>Rätt till lön\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Uppsägning p.g.a. personliga skäl\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Skriftlig\u003C\u002Fp>\n\n        \u003Cp>uppsägning, 1-6 månader\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Minst två veckor före uppsägning\u003C\u002Fp>\n\n        \u003Cp>(LAS 30 §)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Minst två veckor före uppsägning\u003C\u002Fp>\n\n        \u003Cp>(LAS 30 §)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>Ja, under uppsägningstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Uppsägning p.g.a. driftsinskränkning\n        (arbetsbrist)***\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>Ja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Om minst fem personer berörs.\u003C\u002Fp>\n\n        \u003Cp>Om nytt arbete\u003C\u002Fp>\n\n        \u003Cp>inte kan erhållas p.g.a.\u003Csup>\u003C\u002Fsup>\u003C\u002Fp>\n\n        \u003Cp>drifts ins kränkning ska varsel lämnas två månader i\n        förväg.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Se ovan\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Ja, under nio månader på begäran om anställningen\n        pågått sammanlagt tolv månader de senaste tre åren\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>Ja, under uppsägningstiden\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Omedelbart avskedande\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Skriftligt varsel ingen uppsägningstid (LAS 19 §)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Minst sju dagar före avsked (LAS 30 §)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Minst sju dagar före avsked (LAS 30 §)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>Ja, to.m. sista anställningsdagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Avgång med ålderspension\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Se underrättelse\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Minst en månad före pensionering\u003C\u002Fp>\n\n        \u003Cp>(LAS 33 b §)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>Ja, t.o.m. sista anställningsdagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Avbrytande av provanställning\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"48\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Nej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Besked bör vara skriftligt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>14 dagar innan avbrytande\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Klubb delges om ingången provanställning. Varsel 14\n        dagar innan avbrytande.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>I enlighet med\u003C\u002Fp>\n\n        \u003Cp>LAS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp>Ja, t.o.m. sista anställningsdagen\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"8\">\u003Cem>\u003Cstrong>*Information och primär förhandling enligt\n        medbestämmandelagen (MBL) 11 § före beslut om\n        driftsinskränkning.\u003C\u002Fstrong>\u003C\u002Fem>\n\n        \u003Cp>\u003Cem>\u003Cstrong>*** Se överenskommelse om\n        omställningsförsäkring.\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n\n        \u003Cp>\u003Cem>\u003Cstrong>LAS = Lag (1982:80) om\n        anställningsskyd\u003C\u002Fstrong>\u003C\u002Fem>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Trycksak 3041 0066\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Produktion: Industriarbetsgivarna\u003C\u002Fp>\n\n\u003Cp>Artikelnummer: 8121-2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"cbadate_end_date":46,"jobclassifaction1":48,"trainingprogrammes":52,"apprenticeships":56,"pensionfund":60,"sicknesspay":64,"disabilitypay":67,"healthinsurance":71,"healthandsafetypolicy":74,"protectiveclothing":78,"healthandsafetytraining":82,"hivpolicy":86,"paidmaternityleave":89,"deathrelatives":93,"marriage":97,"eqpay":100,"equalitymonitoring":104,"hourspweek_select":108,"hoursovertimemax":112,"PAIDLEAV_trigger":116,"bankholidays1":120,"SCHEDULE_trigger":124,"schedulesrestpw":128,"WAGES_payscale1_start":131,"WAGES_payscale1_end":134,"WAGES_payscale1_year":137,"STRUCINCR_trigger":140,"wageincreaseamount1":143,"wageincreasetxt":147,"NOCTPREM_trigger":151,"ANNLEAVE_trigger":155,"OVERTIME_trigger":158,"SUNDAY_trigger":161,"SENIOR_trigger":165},{"bindId":43,"name":44,"text":45},"cbadate_start","Giltighetstid: 1 januari 2021-31 maj 202","Giltighetstid: 1 januari 2021-31 maj 2023 ",{"bindId":47,"name":44,"text":45},"cbadate_end_date",{"bindId":49,"name":50,"text":51},"jobclassifaction1","Grupp I) Lönesättning av arbetare inplac","Grupp\n\nI)\n\nLönesättning av arbetare inplacerad i gruppen ska särskilt utgå från\nden enskildes tillämpade kompetens, personliga prestation och engagemang.\nInplacering i yrkesgrupp I sker efter lokal överenskommelse.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","Bilaga 4 Avtal mellan SVEMEK och Industr","Bilaga 4\n\nAvtal mellan SVEMEK och Industrifacket Metall angående yrkesnämnder och\nyrkesutbildning\n\nAVTALETS TILLÄMPNINGSOMRÅDE\n\nAvtalets regler om yrkesnämnder gäller inom parternas avtalsområde, all\nav företaget på arbetsplatsen anordnad yrkesutbildning samt läroplansbunden\narbetslivs- och yrkesorientering. Begreppet yrkesutbildning inrymmer inte\nendast en flerårig systematisk yrkesutbildning, utan även varje annan form av\nyrkesutbildning för nuvarande eller framtida yrkesuppgifter av redan\nanställda, t.ex. omskolningskurser, introduktionskurser och andra former av\nkorta och långa utbildningar. Även läroplansbunden arbetslivsorientering och\nyrkesorientering samt yrkesutbildning som av utbildningsanordnare förlagts\ntill, men bedrivs av företag, omfattas av avtalet.",{"bindId":57,"name":58,"text":59},"apprenticeships","Bilaga 11 Avtal om gymnasial lärlingsans","Bilaga 11\n\nAvtal om gymnasial lärlingsanställning SVEMEK\n\n\n\n§ 1 Avtalets syfte\n\n\n\nI syfte att attrahera ungdomar att söka det gymnasiala industriprogrammet\nhar parterna mot bakgrund av lagen (2014:421) om gymnasial\nlärlingsanställning träffat denna överenskommelse om gymnasial\nlärlingsanställning för att möjliggöra sådana anställningar.",{"bindId":61,"name":62,"text":63},"pensionfund","Bilaga 3 Anteckningar till förhandlingsp","Bilaga 3\n\nAnteckningar till förhandlingsprotokollet\n\n\n\n1.Information om inbetald Livsarbetstidspremie\n\n\n\nEnligt § 6 mom. 6 (Livsarbetstidspremie) ska arbetstagare skriftligen\nerhålla besked, senast i april månad, om storleken på inbetald\nLivsarbetstidspremie. Parterna vill framföra att ett besked dels tydliggör\natt arbetsgivaren har betalat in premien, dels skapar en medvetenhet hos\narbetstagaren om att en premie inbetalats som stärker individens framtida\npension.",{"bindId":65,"name":66,"text":66},"sicknesspay","§ 13 Sjukdom",{"bindId":68,"name":69,"text":70},"disabilitypay","Mom. 8 Livränta Övergår arbetstagare til","Mom. 8 Livränta\n\n\n\nÖvergår arbetstagare till annat arbetsområde på grund av arbetsskada och\nerhåller arbetstagaren samtidigt livränta för inkomstbortfall på grund av\nskadan, exempelvis från Trygghetsförsäkring vid arbetsskada, kan\nmånadslönen sättas ned i motsvarande grad efter lokal överenskommelse.",{"bindId":72,"name":73,"text":73},"healthinsurance","Avtalsgruppsjukförsäkring, AGS",{"bindId":75,"name":76,"text":77},"healthandsafetypolicy","Bilaga 7 Avtal om arbetsmiljö och företa","Bilaga 7\n\nAvtal om arbetsmiljö och företagshälsovård",{"bindId":79,"name":80,"text":81},"protectiveclothing","Mom. 2 Arbetskläder, skyddsutrustning m.","Mom. 2 Arbetskläder, skyddsutrustning m.m.\n\n\n\nVid särskilt smutsigt arbete ska arbetsgivaren tillhandahålla erforderliga\növerdragskläder, arbetshandskar och skyddsskor. För eventuell skada på\nunderkläder utgår skälig ersättning med belopp, som fastställs efter\nvärdering i varje särskilt fall.\n\nDet åligger arbetstagaren att vårda erhållen utrustning och arbetstagaren\när ersättningsskyldig för genom bevislig vårdslöshet uppkomna skador.\nErsättning ges efter nettopris med avdrag för skälig slitningskostnad.",{"bindId":83,"name":84,"text":85},"healthandsafetytraining","§ 2 Arbetsmiljöutbildning Arbetsmiljölag","§ 2 Arbetsmiljöutbildning\n\n\n\nArbetsmiljölagen förutsätter att arbetsgivarna och arbetstagarna\ngemensamt svarar för att skyddsombud får erforderlig utbildning. Behovet av\nutbildning ska bedömas av de lokala parterna med beaktande av arbetsmiljöns\nbeskaffenhet i företaget.\n\nInom ramen för lokal samverkan enligt § 1 bestäms tidsomfattning,\ninnehåll, utbildningsmaterial samt ersättningsfrågor och vilka som ska delta\ni den aktuella utbildningen\u002Finformationen.\n\nInformation\u002Futbildning om aktuella arbetsmiljörisker samt skyddsregler ges\ntill alla anställda.",{"bindId":87,"name":88,"text":88},"hivpolicy","Mom. 3 Läkarbesök m.m.",{"bindId":90,"name":91,"text":92},"paidmaternityleave","§ 15 Ledighet vid barns födelse Ledighet","§ 15 Ledighet vid barns födelse\n\n\n\nLedighet för havandeskap eller barns födelse regleras enligt lag.\nArbetstagare som enligt lag har rätt att avhålla sig från arbetet i samband\nmed barns födelse, ska underrätta arbetsgivaren om detta senast två månader\ni förväg eller om det inte kan ske, snarast möjligt, samt ange vilken\ntidsperiod ledigheten avser.\n\nMotsvarande regler gäller enligt lag för arbetstagare som i sitt hem tar\nemot barn såsom fosterbarn eller adoptivbarn.",{"bindId":94,"name":95,"text":96},"deathrelatives","Anmärkning Vid nära anhörigs begravning ","Anmärkning\n\nVid nära anhörigs begravning kan permissionen dock också omfatta\nnödvändiga (högst två) resdagar.\n\nMed nära anhörig avses maka\u002Fmake, barn, syskon, föräldrar,\nsvärföräldrar, mor- och farföräldrar samt person med vilken ogift\nanställd stadigvarande sammanbor under äktenskapsliknande förhållanden.",{"bindId":98,"name":99,"text":99},"marriage","-Eget bröllop.",{"bindId":101,"name":102,"text":103},"eqpay","2.Samma principer för lönesättning ska g","2.Samma principer för lönesättning ska gälla för kvinnor och män\nliksom för yngre och äldre arbetare och oavsett etnisk tillhörighet. Härvid\nska osakliga löneskillnader justeras i samband med lönepottens fördelning. I\nenlighet med lagstiftning ska inte föräldralediga diskrimineras vid\nlönesättning.",{"bindId":105,"name":106,"text":107},"equalitymonitoring","Mom. 5 Utvecklingsavtal och jämställdhet","Mom. 5 Utvecklingsavtal och jämställdhetsavtal\n\n\n\nDe centrala parterna har träffat överenskommelse om utvecklingsavtal och\njämställdhet i företagen.",{"bindId":109,"name":110,"text":111},"hourspweek_select","Mom. 3 Arbetstidens längd Arbetstidsmått","Mom. 3 Arbetstidens längd\n\n\n\nArbetstidsmåttet räknat i medeltal per helgfri vecka och år ska vid\nnedanstående arbetstidsformer utgöra:\n\n\n\n\n  \n    \n      Dagarbete och tvåskiftsarbete\n      \n      40 timmar\n      \n    \n    \n      Treskiftsarbete med intermittent drift\n      \n      38 timmar\n      \n    \n    \n      Treskiftsarbete med kontinuerlig drift med\n        helguppehåll\n      \n      36 timmar\n      \n    \n    \n      Treskiftsarbete med kontinuerlig drift utan\n        helguppehåll\n      \n      35 timmar\n      \n    \n    \n      Ständigt nattarbete\n      \n      34 timmar\n      \n    \n    \n      Vid anläggningsarbeten i bergrum under byggnad eller\n        servicearbeten i gruvor (underjordsarbete)\n      \n      36 timmar",{"bindId":113,"name":114,"text":115},"hoursovertimemax","Mom. 1 Övertidsuttag Övertid får tas ut ","Mom. 1 Övertidsuttag\n\n\n\nÖvertid får tas ut med högst 48 timmar under en period av fyra veckor\neller 50 timmar under en kalendermånad, dock med högst 200 timmar under ett\nkalenderår (allmän övertid). Utöver vad nedan anges får dessa 200 timmar\ninte överskridas vid någon tidpunkt under kalenderåret.",{"bindId":117,"name":118,"text":119},"PAIDLEAV_trigger","§ 17 Semester Mom. 1 Semesterlön m.m. Se","§ 17 Semester\n\n\n\nMom. 1 Semesterlön m.m.\n\n\n\nSemesterlön för betald semester motsvarar aktuell månadslön jämte\nsemestertillägg för varje semesterdag enligt följande:\n\n-0,8 % av arbetstagarens månadslön\n\n-0,5 % av summan av rörliga lönetillägg, som har utbetalats under\nföregående kalenderår.\n\nMed rörliga lönetillägg avses i detta sammanhang de tillägg som betalas\nvid sidan om månadslönen, exempelvis lönetillägg vid resa, bonus,\npremiedel, ob-tillägg, skiftformstillägg (gäller endast vid timlön) och\nersättning för den arbetade tiden vid övertid (inte övertidstillägg).\n\nVid semesterlönegrundande frånvaro ska för varje sådan frånvarotimme\nunderlaget ökas med den genomsnittliga timinkomsten av rörliga lönetillägg\nunder intjänandeåret.\n\n\n\nAnmärkning\n\nSemestertillägget 0,5 procent förutsätter att arbetstagaren har tjänat\nin full betald semester. Om så inte är fallet ska semestertillägget\nuppjusteras genom att 0,5 procent multipliceras med 25, det antal semesterdagar\narbetstagaren är berättigad till, divideras med det antal betalda\nsemesterdagar som arbetstagaren tjänat in.\n\nSemesterersättning beräknas som 4,6 procent av utgående månadslön per\nouttagen betald semesterdag samt semestertillägg enligt ovan.\n\nSemestertillägg ska utbetalas vid det avlöningstillfälle som infaller\nföre huvudsemestern.\n\nFör varje uttagen obetald semesterdag görs avdrag med 4,6 procent av\narbetstagarens aktuella månadslön.\n\nSemesterlön och semesterersättning beräknas på samma sätt för sparade\nsemesterdagar som övriga betalda semesterdagar. Hänsyn tas dock till\narbetstidsmåttet under det intjänandeår under vilket semesterdagen tjänats\nin.",{"bindId":121,"name":122,"text":123},"bankholidays1","Helglön utgår för följande dagar: nyårsd","Helglön utgår för följande dagar: nyårsdagen, trettondagen,\nlångfredagen, annandag påsk, första maj, Kristi himmelsfärdsdag,\nnationaldagen, midsommarafton, julafton, juldagen, annandag jul och\nnyårsafton.",{"bindId":125,"name":126,"text":127},"SCHEDULE_trigger","Mom. 8 Raster, måltidsuppehåll och pause","Mom. 8 Raster, måltidsuppehåll och pauser",{"bindId":129,"name":130,"text":130},"schedulesrestpw","Mom. 10 Dygnsvila",{"bindId":132,"name":133,"text":133},"WAGES_payscale1_start","20 688",{"bindId":135,"name":136,"text":136},"WAGES_payscale1_end","26 625",{"bindId":138,"name":139,"text":139},"WAGES_payscale1_year","1 juni 2022",{"bindId":141,"name":142,"text":142},"STRUCINCR_trigger","1.Generell löneökning",{"bindId":144,"name":145,"text":146},"wageincreaseamount1","Avtalsåret 2022 Månadslönerna höjs gener","Avtalsåret 2022\n\nMånadslönerna höjs generellt för vuxna arbetare med 357 kronor och för\nminderåriga med 250 kronor per månad.\n\nUtgående timlöner höjs för vuxna arbetare med 2,04 kronor och för\nminderåriga med 1,43 kronor.\n\nLöneökningen gäller fr.o.m. den 1 juni 2022.",{"bindId":148,"name":149,"text":150},"wageincreasetxt","Avtalsåret 2021 Månadslönerna höjs gener","Avtalsåret 2021\n\nMånadslönerna höjs generellt för vuxna arbetare med 415 kronor och för\nminderåriga med 291 kronor per månad.",{"bindId":152,"name":153,"text":154},"NOCTPREM_trigger","§ 8 Obekväm tid Mom. 1 Riktlinjer rörand","§ 8 Obekväm tid\n\n\n\nMom. 1 Riktlinjer rörande ob-ersättning\n\n\n\nFöljande riktlinjer gäller beträffande ersättning för arbete på\nobekväm tid. De lokala parterna kan, om särskilda skäl föreligger, träffa\növerenskommelse om annan lösning.\n\n\n\nAnmärkning\n\nArbetsgivare och arbetstagare kan, om arbetstagaren så önskar, göra\növerenskommelse om avvikelse från mom. 2-3 i samband med att överenskommelse\nträffas om förläggning av arbetstiden enligt § 6 mom. 4:2.\n\n\n\nMom. 2 Ob-ersättning\n\n\n\nOb-ersättning i kronor per timme utges enligt följande:\n\n\n\n\n  \n    \n       \n      \n       \n      \n      \n      \n      \n      \n    \n    \n       \n      \n       \n      \n      1 januari 2021\n      \n      1 juni 2022\n      \n    \n    \n      A)\n      \n      Mellan kl. 16.30 och 22.30.\n      \n      27,90\n      \n      28,67\n      \n    \n    \n       \n      \n      Mellan kl. 22.30 och 06.30.\n      \n      36,00\n      \n      37,00\n      \n    \n    \n      B)\n      För arbete under helger och veckoslut utges tillägg utöver vad som\n        anges under A enligt följande.\n      \n      \n    \n    \n      \n      Från kl. 22.30 dag före lördag och helgdag till kl. 22.30 på\n        söndag och helgdag eller där flera sådana följer på varandra kl.\n        22.30.\n      78,70\n      80,87",{"bindId":156,"name":157,"text":157},"ANNLEAVE_trigger","Mom. 1 Semesterlön m.m.",{"bindId":159,"name":160,"text":160},"OVERTIME_trigger","Mom. 2:2 Övertidstillägg",{"bindId":162,"name":163,"text":164},"SUNDAY_trigger","Mom. 3 Låssmedsföretag För låssmedsföret","Mom. 3 Låssmedsföretag\n\n\n\nFör låssmedsföretag gäller vid butiksafbete följande ob-ersättning i\nkronor per timme:\n\n\n\n\n\n\n  \n    \n       \n      \n       \n      \n      1 januari 2021\n      \n      1 juni 2022\n      \n    \n    \n      A)\n      \n      Mellan kl. 18.00 och 22.30.\n      \n      27,90\n      \n      28,67\n      \n    \n    \n       \n      \n      Mellan kl. 22.30 och 06.30.\n      \n      36,00\n      \n      37,00\n      \n    \n    \n      B)\n      \n      Från kl. 13.00 lördag till kl. 22.30 på söndag och\n        helgdag eller där flera sådana följer på varandra kl. 22.30.\n      \n      78,70\n      \n      80,87\n      \n    \n  \n",{"bindId":166,"name":167,"text":167},"SENIOR_trigger","Avgångsbidragsförsäkring, AGB","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SWE Svenska Arbetsgivareföreningen - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2021-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2023-05-31\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: → Stål- och metallframställning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → Svenska Arbetsgivareföreningen\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        LO - Industrifacket Metall\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: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -10 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Varaktighet på ledighet vid anhörigs bortgång: → 2 dagar\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">JÄMSTÄLLDHETSFRÅGOR\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Lika lön för lika arbete: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Särskild hänvisning till kön för lika lön: → Ja\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Bestämmelser gällande diskriminering på arbetsplatsen: → Ja\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Samma möjligheter till befordran för kvinnor: → Nej\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Samma möjligheter till utbildning och vidareutbildning för kvinnor: → Nej\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Facklig jämställdhetsrepresentant på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Bestämmelser gällande sexuella trakasserier på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Bestämmelser gällande våld på arbetsplatsen: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Särskild ledighet för arbetstagare som är utsatta för våld i hemmet eller i nära relationer: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Stöd till kvinnliga arbetstagare med funktionshinder: → Nej\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Översyn av jämställdhet: → Ja\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \n            \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            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Nyårsdagen (1:a januari), Långfredagen, Annandag påsk\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Fasta dagar för betald årlig semester: → 1.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \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: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \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 357.0\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreasedate_date\">\n                    Löneökning startar: → 2022-06\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Tillägg för kvälls- eller nattarbete\u003C\u002Fh4>\n                \n                \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: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Semestertillägg: → -9.0 % av grundlönen\n                \u003C\u002Fdiv>\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 80.87 per söndag\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Ålderstillägg\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Kostnadsfri rättshjälp: → Nej\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[173],{"title":35,"slug":31},[175],{"type":176,"data":177},"call_to_action_body_block",{"title":178,"description":179,"variant":180,"link":181},"Jämför kollektivavtal","Jämför 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