[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Fsvensk-handel-systembolaget-2017-2020":3,"menu:\u002Fsv-se:":166,"sites:htmlblocks":331,"subsites":1530,"footer:root":5095,"cite-subsites":5193,"suggested:root":5670,"cite-footer:root":5674},{"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":146,"content_type_view":147,"extra_breadcrumbs":148,"body":150,"body_blocks":161,"related_pages":165},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":144,"translations":145},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"svensk-handel-systembolaget-2017-2020","1525e730-5305-11ea-9a8f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Fsvensk-handel-systembolaget-2017-2020\u002Fsvensk-handel-systembolaget-2017-2020\u002F","Svensk Handel Systembolaget: 2017 – 2020","Svensk Handel Systembolaget: 2017 – 2020 - 2017","Sweden - Svensk Handel Systembolaget: 2017 – 2020 - 2017","Svensk Handel Systembolaget: 2017 – 2020 - 2017 - Detaljhandel",{"name":39,"data":40},"9265_Tjänstemannaavtalet 2017-2020_2017-2020.html","\n \n \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>New3\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>9265\u003C\u002Fp>\n\n\u003Ch1>Svensk Handel Systembolaget: 2017-05-01 – 2020-04-30\u003C\u002Fh1>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Gemensam värdegrund\u003C\u002Fp>\n\n\u003Cp>• Avtalet ska stödja en positiv utveckling av såväl företag som\nmedarbetare.\u003C\u002Fp>\n\n\u003Cp>• Utgångspunkten är att hitta avtalslösningar som underlättar att\nsamtidigt uppnå\u003C\u002Fp>\n\n\u003Cp>bästa möjliga förutsättningar för verksamheten ur kund-, medarbetare-\noch företagsperspektiv.\u003C\u002Fp>\n\n\u003Cp>• Det ska eftersträvas att avtalstexten utformas på ett enkelt och\ntydligt sätt.\u003C\u002Fp>\n\n\u003Cp>• Ett levande avtal bygger på nytänkande men även på tillit och\ntrygghet i relationen\u003C\u002Fp>\n\n\u003Cp>mellan parterna.\u003C\u002Fp>\n\n\u003Cp>• Det är viktigt att parterna står bakom och vårdar avtalet. Detta\nförutsätter att avtalet\u003C\u002Fp>\n\n\u003Cp>kontinuerligt förankras hos såväl chefer som fackliga företrädare.\nDetta kan ske\u003C\u002Fp>\n\n\u003Cp>exempelvis genom gemensamma utbildningar och informationsåtgärder.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Kollektivavtal\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning och allmänna regler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Omfattning\u003C\u002Fh3>\n\n\u003Cp>Kollektivavtal mellan Svensk Handel och Unionen. Avtalet gäller för\nSystembolaget AB.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ömsesidig lojalitet\u003C\u002Fh3>\n\n\u003Cp>Förhållandet mellan arbetsgivare och anställda grundar sig på ömsesidig\nlojalitet och\u003C\u002Fp>\n\n\u003Cp>ömsesidigt förtroende. Anställd ska följa de föreskrifter som lämnas\nav arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>om de inte strider mot lag eller detta avtal.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Anställningsformer\u003C\u002Fh3>\n\n\u003Cp>Anställning kan enligt detta avtal ha följande former:\u003C\u002Fp>\n\n\u003Cp>Tillsvidareanställning (fast anställning)\u003C\u002Fp>\n\n\u003Cp>En anställning gäller tills vidare om inte arbetsgivaren och den\nanställde har kommit\u003C\u002Fp>\n\n\u003Cp>överens om att anställningen ska vara tidsbegränsad, enligt nedan, eller\npå prov.\u003C\u002Fp>\n\n\u003Cp>Tidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>Avtal om tidsbegränsad anställning får träffas\u003C\u002Fp>\n\n\u003Cp>• För allmän visstidsanställning,\u003C\u002Fp>\n\n\u003Cp>• för vikariat,\u003C\u002Fp>\n\n\u003Cp>• för säsongsarbete, och\u003C\u002Fp>\n\n\u003Cp>• när arbetstagaren har fyll 67 år.\u003C\u002Fp>\n\n\u003Cp>Om en arbetstagare under en femårsperiod har varit anställd hos\narbetsgivaren antingen\u003C\u002Fp>\n\n\u003Cp>i allmän visstidsanställning i sammanlagt mer än två år, eller som\nvikarie i sammanlagt\u003C\u002Fp>\n\n\u003Cp>mer än två år, övergår anställningen till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Provanställning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska\u003C\u002Fp>\n\n\u003Cp>övergå till en tillsvidareanställning. Avtalet får omfatta högst sex\nmånader. Efter överenskommelse\u003C\u002Fp>\n\n\u003Cp>mellan arbetsgivaren och den anställde kan tiden förlängas med den tid\u003C\u002Fp>\n\n\u003Cp>under vilken den anställde har varit frånvarande under provperioden.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren eller den anställde under denna period inte vill att\nanställningen ska\u003C\u002Fp>\n\n\u003Cp>fortsätta upphör denna två veckor efter det att besked om detta lämnats.\nBeskedet ska\u003C\u002Fp>\n\n\u003Cp>vara skriftligt och lämnas senast två veckor före\nprovanställningsperiodens utgång.\u003C\u002Fp>\n\n\u003Cp>Lämnas inte sådant besked övergår anställningen till en\ntillsvidareanställning.\u003C\u002Fp>\n\n\u003Cp>Om provanställning inte tillämpas ska detta framgå av\nanställningsavtalet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Protokollsanteckning:\u003C\u002Fp>\n\n\u003Cp>Anställd som övergår direkt från tidsbegränsad till\ntillsvidareanställning har fullgjort\u003C\u002Fp>\n\n\u003Cp>provanställning, om anställningen varat minst sex månader.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Anställningar med olika sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>Anställd kan enligt detta avtal vara:\u003C\u002Fp>\n\n\u003Cp>Heltidsanställd\u003C\u002Fp>\n\n\u003Cp>Deltidsanställd med månadslön\u003C\u002Fp>\n\n\u003Cp>Anställd med en avtalad arbetstid om 20 % eller mer av heltidstjänst\nerhåller månadslön.\u003C\u002Fp>\n\n\u003Cp>Deltidsanställd med timlön\u003C\u002Fp>\n\n\u003Cp>Deltidsanställd med en sysselsättningsgrad under 20 % (mindre än 8 timmar\ni genomsnitt\u002F\u003C\u002Fp>\n\n\u003Cp>vecka) erhåller timlön. Detsamma gäller för alla visstidsanställda som\narbetar\u003C\u002Fp>\n\n\u003Cp>deltid, dock ej provanställda.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning:\u003C\u002Fp>\n\n\u003Cp>Enligt trepartsöverenskommelse mellan Systembolaget, Unionen och\nFastighetsanställdas\u003C\u002Fp>\n\n\u003Cp>Förbund kan kombitjänster förekomma. För dessa anställda gäller detta\nkollektivavtal\u003C\u002Fp>\n\n\u003Cp>för hela anställningen. Olika turordningskretsar gäller vid\narbetsbrist,\u003C\u002Fp>\n\n\u003Cp>dessa personer kan därför komma att ingå i två turordningskretsar\n(Unionen och Fastighets).\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Hälsodeklaration\u003C\u002Fh3>\n\n\u003Cp>För tillsvidareanställning fordras hälsodeklaration som är utfärdat på\nuppdrag av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Kostnad för intyget ersätts av arbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Anställningsavtal\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Anställningsavtal ska vara skriftligt, varav ett överlämnas till den\nanställde. Av avtalet\u003C\u002Fp>\n\n\u003Cp>ska bl a anställningsform, befattning, sysselsättningsgrad och\nanställningsvillkor framgå.\u003C\u002Fp>\n\n\u003Cp>Nytt anställningsavtal upprättas vid permanent förändring av\nanställningsform, befattning\u003C\u002Fp>\n\n\u003Cp>eller sysselsättningsgrad. Detta ska bl a ske då den anställde erhåller\npartiell sjukersättning\u003C\u002Fp>\n\n\u003Cp>som inte är tidsbegränsad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 6 Företrädesrätt för deltidsanställda\u003C\u002Fh3>\n\n\u003Cp>Deltidsanställd kan äga företrädesrätt till anställning med högre\nsysselsättningsgrad eller\u003C\u002Fp>\n\n\u003Cp>heltidsanställning på villkor som framgår av lag och avtal enligt bilaga\n4.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Lönebestämmelser\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Lön\u003C\u002Fh3>\n\n\u003Cp>Samtliga anställda har individuell lön. Principer för lönesättning\nframgår av bilaga 2.\u003C\u002Fp>\n\n\u003Cp>De för avtalsperioden överenskomna löneökningarna samt lägstlön\nframgår av bilaga 2.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Definition av månadslön och timlön\u003C\u002Fh3>\n\n\u003Cp>Heltidsanställd och deltidsanställd med en sysselsättningsgrad på 20 %\neller mer får\u003C\u002Fp>\n\n\u003Cp>månadslön i proportion till sysselsättningsgraden. Arbetstagare med\ntidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>och deltidsanställd med en sysselsättningsgrad på mindre än 20 % får\ntimlön.\u003C\u002Fp>\n\n\u003Cp>Timlön\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>utgörs\u003C\u002Fmi>\n \u003Cmi>av\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>uppräknad\u003C\u002Fmi>\n \u003Cmi>till\u003C\u002Fmi>\n \u003Cmi>heltidslön\u003C\u002Fmi>\n \u003Cmo>.\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003Cmn>167\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Utbetalning av lön\u003C\u002Fh3>\n\n\u003Cp>Lön utbetalas normalt den 26:e i varje månad. I december betalas lönen ut\nsenast den 22:a.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tillägg \u002F avdrag\u003C\u002Fh3>\n\n\u003Cp>Lönen är preliminär och eventuella tillägg och avdrag regleras\npåföljande avlöningsperiod.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Lön för del av månad\u003C\u002Fh3>\n\n\u003Cp>Om den anställde börjar eller slutar sin anställning under löpande\nkalendermånad beräknas\u003C\u002Fp>\n\n\u003Cp>lönen per kalenderdag på följande sätt:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>månadslön\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För timavlönad betalas timlön för arbetad tid.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Felaktig lön\u003C\u002Fh3>\n\n\u003Cp>Har för mycket lön utbetalats har arbetsgivaren rätt att dra av\nmotsvarande belopp vid\u003C\u002Fp>\n\n\u003Cp>avlöningstillfället närmast efter det att felet uppmärksammats. Vid\nstörre belopp kan\u003C\u002Fp>\n\n\u003Cp>överenskommelse träffas om att beloppet delas upp på flera\navlöningstillfällen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Beneficiebesked inhämtas när skäl för det föreligger. (Det är när\nkronofogdemyndigheten\u003C\u002Fp>\n\n\u003Cp>gör en bedömning av hur stor del av lönen den anställde har rätt att\nbehålla för\u003C\u002Fp>\n\n\u003Cp>sin egen och familjens försörjning.)\u003C\u002Fp>\n\n\u003Ch2>§ 4 Arbetstid\u003C\u002Fh2>\n\n\u003Cp>Vid tillämpning av årsarbetstid enligt lokalt avtal utgår kursiverade\nstycken i § 4 och\u003C\u002Fp>\n\n\u003Cp>ersätts av bestämmelserna i årsarbetstidsavtalet.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>Denna paragraf ersätter arbetstidslagen i de delar som framgår nedan.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ordinarie arbetstid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Ordinarie arbetstid för heltidsanställd är, raster oräknade, 40 timmar i\ngenomsnitt per\u003C\u002Fp>\n\n\u003Cp>helgfri vecka och år. För deltidsanställda proportioneras arbetstiden\ntill sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>Det ska eftersträvas att arbetspass per dag normalt inte ska schemaläggas\nmed mer än\u003C\u002Fp>\n\n\u003Cp>nio timmar, raster oräknade.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om annat.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Dygnsvila\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>Om de lokala parterna inte enas om annat ska varje tjänsteman ges minst\nelva timmars\u003C\u002Fp>\n\n\u003Cp>sammanhängande viloperiod per 24-timmarsperiod, beräknad från\narbetspassets början\u003C\u002Fp>\n\n\u003Cp>enligt tjänstemannens gällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får göras tillfälligtvis, om det föranleds av något särskilt\nförhållande som\u003C\u002Fp>\n\n\u003Cp>inte har kunnat förutses av arbetsgivaren, under förutsättning att\ntjänstemannen ges\u003C\u002Fp>\n\n\u003Cp>motsvarande ledighet. De lokala parterna kan träffa överenskommelse om\ntillfälliga\u003C\u002Fp>\n\n\u003Cp>avvikelser även i andra fall.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Minsta arbetstid per dag\u003C\u002Fh3>\n\n\u003Cp>Anställd ska inte inkallas för kortare tjänstgöring än tre timmar.\nArbetstiden ska normalt\u003C\u002Fp>\n\n\u003Cp>vara sammanhängande. Anställd i kombitjänst kan tjänstgöra kortare tid\nän tre\u003C\u002Fp>\n\n\u003Cp>timmar per dag om arbete utförs endast i tjänstens fastighetsanknutna\ndel.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Lördagsarbete\u003C\u002Fh3>\n\n\u003Cp>Den anställde har rätt att vara ledig var tredje lördag enligt ett\nrullande årsschema där\u003C\u002Fp>\n\n\u003Cp>alla kalenderlördagar medräknas. Om arbetslördag enligt schemat infaller\npå ”helglördag”\u003C\u002Fp>\n\n\u003Cp>som ändå är arbetsfri bortfaller den arbetslördagen, och den anställde\när då ledig\u003C\u002Fp>\n\n\u003Cp>två lördagar i rad. Vid årsskifte rullar schemat vidare över till nästa\når.\u003C\u002Fp>\n\n\u003Cp>Om verksamheten så tillåter ska eftersträvas att begränsa antalet\narbetslördagar. Avtalet\u003C\u002Fp>\n\n\u003Cp>hindrar inte att anställd som så önskar kan arbeta fler lördagar om\nbehov föreligger.\u003C\u002Fp>\n\n\u003Cp>Lokal flexibilitet förutsätts inom avtalets huvudregel, d v s högst två\nbeordrade lördagar av tre.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Arbetsfria dagar\u003C\u002Fh3>\n\n\u003Cp>Helgdagar (röda dagar), jul och midsommarafton är arbetsfria dagar.\u003C\u002Fp>\n\n\u003Cp>Schemaläggning av ordinarie arbetstid kan ske på helgdagar (röda dagar)\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>a) Arbete på röda dagar vid julhelg, nyårshelg, påskhelg och\nmidsommar\u003C\u002Fp>\n\n\u003Cp>b) Utöver det kan lokal överenskommelse (på HR-SPF-nivå) träffas\navseende lokala\u003C\u002Fp>\n\n\u003Cp>behov vid bl a klämdagar och lokala arrangemang.\u003C\u002Fp>\n\n\u003Cp>c) Ersättning för arbete enligt a) eller b) ersätts med s k OB-tillägg\npå motsvarande\u003C\u002Fp>\n\n\u003Cp>100 % förhöjning av timlönen, och utges för minst tre (3) timmars\narbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Vikariatstid och mertid\u003C\u002Fh3>\n\n\u003Cp>Vikariatstid, inklusive mertid, får utläggas utan iakttagande av\nbestämmelserna om\u003C\u002Fp>\n\n\u003Cp>högst 200 timmar per kalenderår i arbetstidslagen.\u003C\u002Fp>\n\n\u003Cp>Vikariatstid ersätts med ordinarie timlön.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning:\u003C\u002Fp>\n\n\u003Cp>Vikariatstid, inklusive mertid, på grund av tillfällig arbetstopp kan inte\nåberopas för\u003C\u002Fp>\n\n\u003Cp>ändring av avtalad arbetstid.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Övertidsarbete\u003C\u002Fh3>\n\n\u003Cp>Anställd är skyldig att på arbetsledningens begäran arbeta övertid. Den\nanställde ska\u003C\u002Fp>\n\n\u003Cp>om möjligt ha besked om övertidsarbete före måltidsrasten samma dag. Då\nanställd\u003C\u002Fp>\n\n\u003Cp>beordras utföra övertidsarbete bör skälig hänsyn tas till den\nanställdes intressen.\u003C\u002Fp>\n\n\u003Cp>För heltidsanställd\u003C\u002Fp>\n\n\u003Cp>räknas som övertidsarbete arbete som utförs före eller efter den dagliga\nordinarie arbetstiden,\u003C\u002Fp>\n\n\u003Cp>d v s utanför tider som anges på tjänstgöringsschemat.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd\u003C\u002Fp>\n\n\u003Cp>räknas tid som överstiger 40 timmar under en vecka eller arbete på\nsöndag eller helgdag\u003C\u002Fp>\n\n\u003Cp>som övertid. Likaså arbete som utförs senare än 15 minuter efter\nbutikens stängning\u003C\u002Fp>\n\n\u003Cp>(gäller ej städarbete, utbildningstid, konferens eller butiksträffar i\növrigt). Slutar\u003C\u002Fp>\n\n\u003Cp>arbetstiden normalt senare än 15 minuter efter stängning räknas tid\ndärefter som övertid.\u003C\u002Fp>\n\n\u003Ch3>Mom 9 Dispens för extra övertid\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Utöver arbetstidslagens regler om högst 200 timmars övertid per\nkalenderår kan efter\u003C\u002Fp>\n\n\u003Cp>överenskommelse mellan arbetsgivaren och den lokala fackliga organisationen\nhögst\u003C\u002Fp>\n\n\u003Cp>150 timmars extra övertid per kalenderår tas ut.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 10 Arbetstidens förläggning\u003C\u002Fh3>\n\n\u003Cp>För anställd med månadslön\u003C\u002Fp>\n\n\u003Cp>reduceras veckoarbetstiden om helgdag, eller dag före helgdag då butiken\när stängd,\u003C\u002Fp>\n\n\u003Cp>infaller på en vardag. Reducering av veckoarbetstiden görs med lika antal\ntimmar\u003C\u002Fp>\n\n\u003Cp>som arbetstiden normalt omfattar för motsvarande vardag.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd med timlön\u003C\u002Fp>\n\n\u003Cp>ska finnas uppgifter om den genomsnittliga veckoarbetstiden.\u003C\u002Fp>\n\n\u003Cp>Arbetstiden schemaläggs senast två veckor före nästkommande\nkalendermånad.\u003C\u002Fp>\n\n\u003Cp>Vikariatstid ska i första hand erbjudas deltidsanställd med kontrakt på\n20 timmar eller mer.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning:\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om följande viljeinriktning. På sikt ska bemanningen\nutgöras av\u003C\u002Fp>\n\n\u003Cp>så höga kontrakt som möjligt för deltidsanställd personal, 70 % eller\nmer. Därutöver\u003C\u002Fp>\n\n\u003Cp>kompletteras med deltidsanställda med låga kontrakt, 12 timmar eller\nmindre. Dessa\u003C\u002Fp>\n\n\u003Cp>ska företrädesvis schemaläggas i slutet av veckan eller på annan tid som\ninte kan\u003C\u002Fp>\n\n\u003Cp>täckas av anställda med högre sysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>Unionen, representerat av SPF, och Systembolaget ska noga följa\ntillämpning och utveckling\u003C\u002Fp>\n\n\u003Cp>av ovanstående protokollsanteckning för att säkerställa att parternas\ngemensamma avsikt efterlevs.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Övertidsersättning m m\u003C\u002Fh2>\n\n\u003Cp>Vid tillämpning av årsarbetstid enligt lokalt avtal gäller kursiverade\nersättningar nedan\u003C\u002Fp>\n\n\u003Cp>under förutsättning att kriterierna för årsarbetstid är uppfyllda.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Beräkning av övertidsersättning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Övertidsberättigad anställd får övertidsersättning med följande\nprocentuella förhöjning av timlönen:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>PÅ VARDAG FÖR DE TVÅ FÖRSTA TIMMARNAS ÖVERTID\u003C\u002Ftd>\n \u003Ctd>50 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>PÅ VARDAG EFTER TVÅ TIMMARS ÖVERTID\u003C\u002Ftd>\n \u003Ctd>75 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>PÅ VARDAG MELLAN KLOCKAN 22.00 OCH 06.00, LÖRDAG EFTER KL 12.00, \n\n \u003Cp>SÖNDAG, HELGDAG OCH DAG FÖRE HELGDAG SOM EJ ÄR ARBETSDAG SAMT\u003C\u002Fp>\n\n \u003Cp>DAG FÖRE HELGDAG SOM ÄR ARBETSDAG VID ARBETE EFTER DEN TID DÅ\u003C\u002Fp>\n\n \u003Cp>ARBETSTIDEN NORMALT SLUTAR ENLIGT TJÄNSTGÖRINGSSCHEMA\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>100 %\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Vid beräkning av övertid räknas del av halvtimme som full halvtimme om\nden uppgår\u003C\u002Fp>\n\n\u003Cp>till eller överstiger 15 minuter.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Butikschef och chefer i butik är inte berättigade till\növertidsersättning enligt ovan.\u003C\u002Fp>\n\n\u003Cp>För butikschef och chefer i butik och övriga som inte är berättigade\ntill övertidsersättning\u003C\u002Fp>\n\n\u003Cp>gäller att anteckningar om övertid inte behöver föras. Det är dock av\nömsesidigt\u003C\u002Fp>\n\n\u003Cp>intresse för arbetsgivaren och den lokala fackliga organisationen att ha en\nuppgift om\u003C\u002Fp>\n\n\u003Cp>den totala arbetstidens omfattning för dessa tjänstemän. Om den lokala\nfackliga organisationen\u003C\u002Fp>\n\n\u003Cp>så begär ska de lokala parterna gemensamt utforma lämpligt underlag\nför\u003C\u002Fp>\n\n\u003Cp>att bedöma arbetstidsvolymen även för dessa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Vid fall som anges nedan samt i mom 2 lämnas ersättning i form av\narvode.\u003C\u002Fp>\n\n\u003Cp>Butikschef och chefer i butik får ersättning för kontrollinventering i\nannan butik.\u003C\u002Fp>\n\n\u003Cp>Denna ersättning är aktuell timlön förhöjd med övertidstillägg.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Ersättning vid utryckning (gäller försäljare)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Vid utryckning med anledning av inbrott eller dylikt, för avstängning av\nlarm samt för\u003C\u002Fp>\n\n\u003Cp>vakthållning därefter lämnas ersättning under den första timmen enligt\nföljande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>PÅ VARDAG MELLAN KLOCKAN 22.00 - 06.00 DAG FÖRE HELGDAG \n\n \u003Cp>SAMT SÖNDAG OCH HELGDAG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>400\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>PÅ ANNAN TID\u003C\u002Ftd>\n \u003Ctd>250\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FÖR TID DÄREFTER UTGÅR ERSÄTTNING ENLIGT MOM 1\u003C\u002Ftd>\n \u003Ctd>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Utbyte mot ledighet\u003C\u002Fh3>\n\n\u003Cp>För heltidsanställd kan ersättning för övertid efter överenskommelse i\nvarje särskilt\u003C\u002Fp>\n\n\u003Cp>fall utbytas mot ledighet, varvid en övertidstimme motsvarar:\u003C\u002Fp>\n\n\u003Cp>1 ½ timmes ledighet vid 50 % förhöjning\u003C\u002Fp>\n\n\u003Cp>1 ¾ timmes ledighet vid 75 % förhöjning\u003C\u002Fp>\n\n\u003Cp>2 timmars ledighet vid 100 % förhöjning\u003C\u002Fp>\n\n\u003Cp>Sådan ledighet ska tas ut efter samråd med arbetsgivaren.\u003C\u002Fp>\n\n\u003Ch2>§ 6 OB-tillägg\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Kvällstillägg (ordinarie arbetstid förlagd efter kl 18.30)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>Anställd med ordinarie arbetstid förlagd efter kl 18.30 får OB-tillägg\nmotsvarande\u003C\u002Fp>\n\n\u003Cp>50% förhöjning av timlönen. Vid tjänstgöring efter kl 20.30 är\nersättningen förhöjd\u003C\u002Fp>\n\n\u003Cp>med 75% av timlönen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Lördagstillägg\u003C\u002Fh3>\n\n\u003Cp>Anställd som tjänstgör efter klockan 12.00 på lördag eller nyårsafton\nfår OB-tillägg\u003C\u002Fp>\n\n\u003Cp>motsvarande 100% förhöjning av timlönen.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Undantag\u003C\u002Fh3>\n\n\u003Cp>OB-tillägg utbetalas inte vid utbildning, konferens eller butiksträffar i\növrigt.\u003C\u002Fp>\n\n\u003Cp>OB-tillägg utges inte till butikschef och till chefer i butik.\u003C\u002Fp>\n\n\u003Cp>OB-tillägg utges inte för övertid.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Beredskapstjänst fr o m 2014-01-01 (gäller ej butik)\u003C\u002Fh2>\n\n\u003Cp>Reglerna om beredskap tillämpas vid respektive avdelning efter\nsamverkan.\u003C\u002Fp>\n\n\u003Ch3>Mom 1 Beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>1) Med Beredskapstjänst I avses tid då tjänstemannen inte har\narbetsskyldighet men\u003C\u002Fp>\n\n\u003Cp>åläggs att stå till arbetsgivarens förfogande genom att vara anträffbar\nför att omedelbart\u003C\u002Fp>\n\n\u003Cp>kunna utföra arbete när det uppstår behov.\u003C\u002Fp>\n\n\u003Cp>2) Med Beredskapstjänst II avses tid då tjänstemannen inte har\narbetsskyldighet men\u003C\u002Fp>\n\n\u003Cp>åläggs vara anträffbar för att inom föreskriven tid efter varsel\nutföra arbete vid arbetsstället\u003C\u002Fp>\n\n\u003Cp>eller annan plats.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Schema\u003C\u002Fh3>\n\n\u003Cp>Beredskapstjänst ska fördelas så att den inte oskäligt belastar en\nenskild tjänsteman.\u003C\u002Fp>\n\n\u003Cp>Schema för beredskapstjänst bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Ersättning för beredskapstjänst\u003C\u002Fh3>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>\u003Cp>BEREDSKAPSTJÄNST I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cp>BEREDSKAPSTJÄNST II\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003Cp>BEREDSKAPSTJÄNST ERSÄTTS PER BEREDSKAPSTIMME MED\u003C\u002Fp>\n\n \u003Cp>DOCK GÄLLER FÖLJANDE:\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1000\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1400\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FREDAG-SÖNDAG \n\n \u003Cp>FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1000\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>500\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 18 DAGEN FÖRE TILL KL. 07 TRETTONDAGEN, \n\n \u003Cp>1 MAJ, KRISTI HIMMELSFÄRDSDAG OCH\u003C\u002Fp>\n\n \u003Cp>ALLA HELGONS DAG\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>1000\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, \n\n \u003Cp>KRISTI HIMMELSFÄRDSDAG OCH ALLA\u003C\u002Fp>\n\n \u003Cp>HELGONS DAG TILL KL. 00 FÖRSTA VARDAGEN\u003C\u002Fp>\n\n \u003Cp>EFTER RESPEKTIVE HELGER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>500\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>700\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>FRÅN KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON \n\n \u003Cp>SAMT FRÅN KL. 07 PÅ PINGST-, MIDSOMMAR-\u003C\u002Fp>\n\n \u003Cp>OCH JULAFTON TILL KL. 00 FÖRSTA VARDAGEN\u003C\u002Fp>\n\n \u003Cp>EFTER RESPEKTIVE HELGER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>250\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n \u003Cmn>350\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003C\u002Fmath>\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskad\u003C\u002Fp>\n\n\u003Cp>med den tid som tjänstemannen fått övertidsersättning för.\u003C\u002Fp>\n\n\u003Cp>Vid beordrad inställelse i arbete betalas övertidsersättning för arbetad\ntid, dock minst\u003C\u002Fp>\n\n\u003Cp>för en timme vid Beredskapstjänst I och minst för två timmar vid\nBeredskapstjänst II.\u003C\u002Fp>\n\n\u003Cp>Ersättning för resekostnad i anslutning till sådan inställelse betalas\nut.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning om det\nfinns särskilda skäl.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning\u003C\u002Fp>\n\n\u003Cp>enligt ovan inte ska gälla utan att tjänstemannen i stället ska få\nskälig ersättning på annat sätt.\u003C\u002Fp>\n\n\u003Cp>En sådan överenskommelse ska vara skriftlig och bör innehålla uppgifter\nom aktuell\u003C\u002Fp>\n\n\u003Cp>lön samt den ersättning som erhålls istället för ersättning för\nberedskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att en sådan överenskommelse ska upphöra ska underrätta\nden andra\u003C\u002Fp>\n\n\u003Cp>parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman kan komma överens om att\nberedskapspass kan\u003C\u002Fp>\n\n\u003Cp>vara kortare än 8 timmar dock lägst 4 timmar. Beredskapsersättningen ska\ndå anpassas\u003C\u002Fp>\n\n\u003Cp>efter detta och i förekommande fall minskas med den tid tjänstemannen\nfått övertidsersättning\u003C\u002Fp>\n\n\u003Cp>för. Sådant förkortat beredskapspass får endast förläggas vid ett\ntillfälle per person och dygn.\u003C\u002Fp>\n\n\u003Cp>Protokollsanmärkning\u003C\u002Fp>\n\n\u003Cp>Uppföljning av hur hantering av beredskap sker kommer att ske av de lokala\nparterna vid samverkansmöten.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Tjänstledighet\u003C\u002Fh2>\n\n\u003Cp>Anställd kan beviljas tjänstledighet i den omfattning som arbetsgivaren\nmedger eller som följer av lag.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Ch3>Mom 1 Tjänstledighet med lön (permission)\u003C\u002Fh3>\n\n\u003Cp>Anställd med minst 20 % avtalad arbetstid och som varit anställd minst 6\nmånader i\u003C\u002Fp>\n\n\u003Cp>följd, kan beviljas permission i följande fall:\u003C\u002Fp>\n\n\u003Cp>Permission är kort ledighet med bibehållen lön under högst en dag. Vid\nnära anhörigs\u003C\u002Fp>\n\n\u003Cp>begravning kan permissionen även omfatta nödvändiga – högst två -\nresdagar.\u003C\u002Fp>\n\n\u003Cp>Permissionsanledningar\u003C\u002Fp>\n\n\u003Cp>Permission kan beviljas i följande fall:\u003C\u002Fp>\n\n\u003Cp>• Eget bröllop.\u003C\u002Fp>\n\n\u003Cp>• Egen 50-årsdag.\u003C\u002Fp>\n\n\u003Cp>• Förstagångsbesök hos läkare och tandläkare, vid akut sjukdom eller\nolycksfall\u003C\u002Fp>\n\n\u003Cp>• Besök vid sjukvårdsinrättning efter remiss från av arbetsgivaren\nanvisad läkare\u003C\u002Fp>\n\n\u003Cp>liksom vid av inrättningen föreskrivna återbesök.\u003C\u002Fp>\n\n\u003Cp>• Arbetstagare, som arbetat del av dag och därefter måste lämna\narbetsplatsen under\u003C\u002Fp>\n\n\u003Cp>återstoden av arbetsdagen på grund av arbetsskada, skall erhålla\npermission under\u003C\u002Fp>\n\n\u003Cp>denna tid. En förutsättning för att permissionslön skall utges är dock\natt arbetsskadan\u003C\u002Fp>\n\n\u003Cp>inte föranleder sjukskrivning för längre tid än sju dagar räknat från\noch med\u003C\u002Fp>\n\n\u003Cp>insjuknandedagen enligt lagen om allmän försäkring.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>• Nära anhörigs frånfälle.\u003C\u002Fp>\n\n\u003Cp>• Nära anhörigs begravning.\u003C\u002Fp>\n\n\u003Cp>Urnnedsättning avseende nära anhörig.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>• Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig.\u003C\u002Fp>\n\n\u003Cp>Som nära anhörig räknas make\u002Fmaka, sammanboende som lever i\näktenskapsliknande\u003C\u002Fp>\n\n\u003Cp>förhållanden, barn, barnbarn, syskon, föräldrar, svärföräldrar samt\nmor- och farföräldrar.\u003C\u002Fp>\n\n\u003Cp>Ansökan om permission skall göras i så god tid som möjligt. Orsaken till\npermissionen\u003C\u002Fp>\n\n\u003Cp>skall på förhand eller – om så inte kan ske – i efterhand styrkas om\narbetsgivaren så begär.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Tjänstledighet utan lön\u003C\u002Fh3>\n\n\u003Cp>Vid tjänstledighet som inte omfattas av mom 1 får den anställde ingen\nlön eller andra förmåner.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Löneavdrag vid tjänstledighet utan lön\u003C\u002Fh3>\n\n\u003Cp>För anställd med månadslön\u003C\u002Fp>\n\n\u003Cp>Görs vid tjänstledighet 6 arbetsdagar eller längre, avdrag med\nmånadslönen x 12\u002F365\u003C\u002Fp>\n\n\u003Cp>för varje frånvarodag. (Avdrag görs även för lör-, sön- och helgdagar\nsamt lediga dagar\u003C\u002Fp>\n\n\u003Cp>som infaller under tjänstledigheten.)\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel löneperiod görs avdrag med hela månadslönen.\u003C\u002Fp>\n\n\u003Cp>Vid tjänstledighet 5 arbetsdagar eller kortare görs timavdrag för den tid\nden anställde\u003C\u002Fp>\n\n\u003Cp>skulle ha arbetat enligt avtalad arbetstid.\u003C\u002Fp>\n\n\u003Cp>För anställd med timlön\u003C\u002Fp>\n\n\u003Cp>görs timavdrag för den tid den anställde skulle ha arbetat avtalad\narbetstid.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Tjänstledighet för repetitionsövning och\u003C\u002Fh3>\n\n\u003Cp>civilförsvarstjänstgöring\u003C\u002Fp>\n\n\u003Cp>För anställd med månadslön\u003C\u002Fp>\n\n\u003Cp>görs avdrag för civilförsvarstjänstgöring eller militärtjänst som\nfullgörs efter den\u003C\u002Fp>\n\n\u003Cp>första värnpliktstjänstgöringen enligt samma grunder som i § 12 mom 2\n(sjukavdrag fr o m dag 15).\u003C\u002Fp>\n\n\u003Ch2>§ 9 Kostnadsersättning för läkarvård och arbetskläder m m\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>Mom 1 Rätt till ersättning vid läkarvård\u003C\u002Fh3>\n\n\u003Cp>Anställd med minst 20 % avtalad arbetstid, som varit anställd minst 6\nmånader i följd\u003C\u002Fp>\n\n\u003Cp>får ersättning för sina kostnader enligt nedan. Den anställde ska styrka\nsina kostnader\u003C\u002Fp>\n\n\u003Cp>med läkarvårdskvitto eller apotekens högkostnadskvitto.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Sjukvårdande behandling och läkemedel\u003C\u002Fh3>\n\n\u003Cp>Ersättning lämnas för sjukvårdande behandling som ges av läkare,\nsjukgymnast, kiropraktor\u003C\u002Fp>\n\n\u003Cp>eller annan vårdgivare med vilken landstinget tecknat vårdavtal. Kostnader\nför\u003C\u002Fp>\n\n\u003Cp>rabatterade läkemedel ersätts också.\u003C\u002Fp>\n\n\u003Cp>Ersättning lämnas med högst 180 kronor av det belopp som är\nfrikortsgrundande inom\u003C\u002Fp>\n\n\u003Cp>ramen för högkostnadsskyddet.\u003C\u002Fp>\n\n\u003Cp>Den anställde ska visa att notering gjorts i högkostnadskort.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Sjukresa\u003C\u002Fh3>\n\n\u003Cp>Ersättning lämnas enligt regler i personalhandboken för resa till och\nfrån läkare, sjukhus\u003C\u002Fp>\n\n\u003Cp>eller sjukgymnast, om läkare skriftligen förklarat resan nödvändig.\nResekostnader\u003C\u002Fp>\n\n\u003Cp>ska styrkas med färdbiljett eller skrivet kvitto.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Ersättning för tid för läkarundersökning\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Kallas anställd till läkare, som arbetsgivaren anvisar, på arbetsfri tid\nfår den anställde\u003C\u002Fp>\n\n\u003Cp>ersättning motsvarande en timlön. Detta gäller vid hälsokontroll eller\nundersökning\u003C\u002Fp>\n\n\u003Cp>kopplat till hälsodeklaration. Kallas anställd till läkare enligt ovan\npå schemalagd arbetstid\u003C\u002Fp>\n\n\u003Cp>görs inget löneavdrag för den tiden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 5 Arbetskläder\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Arbetsgivaren håller med skydds- och arbetskläder.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>§ 10 Semester\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Allmänt\u003C\u002Fh3>\n\n\u003Cp>Semester utgår enligt lag med de ändringar och tillägg som gjorts i denna\nparagraf.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Semesterår och intjänandeår\u003C\u002Fh3>\n\n\u003Cp>För anställd med månadslön\u003C\u002Fp>\n\n\u003Cp>sammanfaller semesteråret med intjänandeåret, vilket är löpande\nkalenderår.\u003C\u002Fp>\n\n\u003Cp>För anställd med timlön\u003C\u002Fp>\n\n\u003Cp>räknas intjänandeåret fr o m den 1 januari t o m 31 december. Motsvarande\ntolvmånadersperiod\u003C\u002Fp>\n\n\u003Cp>därefter är semesterår.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Antal semesterdagar\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Anställd som inte är berättigad till övertidsersättning har 30\nsemesterdagar. Övriga anställda\u003C\u002Fp>\n\n\u003Cp>har 25 semesterdagar.\u003C\u002Fp>\n\n\u003Cp>Anställd som fyllt eller under året fyller\u003C\u002Fp>\n\n\u003Cp>30 år har därutöver-----två semesterdagar\u003C\u002Fp>\n\n\u003Cp>40 år har därutöver----- fyra semesterdagar\u003C\u002Fp>\n\n\u003Cp>50 år har därutöver----- fem semesterdagar\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Betalda och obetalda semesterdagar\u003C\u002Fh3>\n\n\u003Cp>Antalet intjänade betalda semesterdagar beräknas på följande sätt:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>AxB\u003C\u002Fmi>\n \u003Cmi>C\u003C\u002Fmi>\n \u003C\u002Fmfrac>\n \u003Cmo>=\u003C\u002Fmo>\n \u003Cmi>D\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>A=antal avtalade semesterdagar (enligt mom 3)\u003C\u002Fp>\n\n\u003Cp>B=antal anställningsdagar under intjänandeåret, minus frånvaro som inte\när semesterlönegrundande\u003C\u002Fp>\n\n\u003Cp>C=antal kalenderdagar under intjänandeåret\u003C\u002Fp>\n\n\u003Cp>D=antal intjänade, betalda semesterdagar (brutet tal avrundas uppåt)\u003C\u002Fp>\n\n\u003Cp>Anställd med timlön\u003C\u002Fp>\n\n\u003Cp>får det år anställningen börjar ta ut obetalda semesterdagar. Under\npåföljande semesterår\u003C\u002Fp>\n\n\u003Cp>får anställd med timlön semesterdagar med lön beräknad enligt ovan.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Ändrad sysselsättningsgrad\u003C\u002Fh3>\n\n\u003Cp>Om den anställde under intjänandeåret haft annan sysselsättningsgrad än\nvid semestertillfället,\u003C\u002Fp>\n\n\u003Cp>ska för bestämmande av semesterlön och semestertillägg den månadslön\nsom\u003C\u002Fp>\n\n\u003Cp>är aktuell under semestern justeras uppåt eller neråt i proportion till\nskillnaden mellan sysselsättningsgraderna.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>Sysselsättningsgrad:\u003C\u002Fp>\n\n\u003Cp>9 månader -----100 %\u003C\u002Fp>\n\n\u003Cp>3 månader----- 75 %\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>1,0\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>9\u003C\u002Fmn>\n \u003Cmi>mån\u003C\u002Fmi>\n \u003Cmo>+\u003C\u002Fmo>\n \u003Cmn>0,75\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>3\u003C\u002Fmn>\n \u003Cmi>mån\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n \u003Cmo>=\u003C\u002Fmo>\n \u003Cmn>0,94\u003C\u002Fmn>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om sysselsättningsgraden ändras under löpande kalendermånad ska vid\nberäkningen\u003C\u002Fp>\n\n\u003Cp>användas den sysselsättningsgrad som har gällt under övervägande\nantalet kalenderdagar i månaden.\u003C\u002Fp>\n\n\u003Cp>Omräkning enligt detta moment ska ske vid utgången av semesteråret.\nEventuell återbetalning\u003C\u002Fp>\n\n\u003Cp>av för mycket erhållen semesterlön eller erhållande av ytterligare\nsemesterlön\u003C\u002Fp>\n\n\u003Cp>ska ske senast i februari månad efter semesteråret eller i samband med\nanställningens upphörande.\u003C\u002Fp>\n\n\u003Cp>Anställd har rätt att avstå från obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Löneavdrag vid för många uttagna betalda semesterdagar\u003C\u002Fh3>\n\n\u003Cp>Den som börjar eller slutar sin anställning under löpande semesterår\nfår löneavdrag för\u003C\u002Fp>\n\n\u003Cp>uttagna men inte intjänade semesterdagar. Detsamma gäller den som haft ej\nsemesterlönegrundande\u003C\u002Fp>\n\n\u003Cp>frånvaro. Avdrag görs för varje sådan dag med 1\u002F21 av månadslönen\nsamt\u003C\u002Fp>\n\n\u003Cp>med semestertillägget om 0,8%. Löneavdrag ska dock inte göras i fall som\nanges i 29a §, tredje stycket semesterlagen.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Löneavdrag vid uttag av obetalda semesterdagar\u003C\u002Fh3>\n\n\u003Cp>Vid uttag av semesterdagar utan lön görs avdrag för varje sådan dag med\n1\u002F21 av månadslönen.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Semesterlön\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>För anställd med månadslön utgörs semesterlönen av:\u003C\u002Fp>\n\n\u003Cp>• den vid semestertillfället aktuella månadslönen\u003C\u002Fp>\n\n\u003Cp>• semestertillägg\u003C\u002Fp>\n\n\u003Cp>• semestertillskott (semestertillägg på rörliga lönedelar).\u003C\u002Fp>\n\n\u003Cp>Semestertillägget\u003C\u002Fp>\n\n\u003Cp>är, för varje betald semesterdag, 0,8 % av den vid semestertillfället\naktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget utbetalas vid det ordinarie löneutbetalningstillfälle\nsom infaller\u003C\u002Fp>\n\n\u003Cp>månaden efter semesteruttaget.\u003C\u002Fp>\n\n\u003Cp>Semestertillskottet\u003C\u002Fp>\n\n\u003Cp>är 12,5 procentenheter av summan utbetalda rörliga lönedelar under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>För den som har mer än 25 semesterdagar höjs semestertillskottet med 0,5\nprocentenheter\u003C\u002Fp>\n\n\u003Cp>för varje sådan semesterdag.\u003C\u002Fp>\n\n\u003Cp>Semestertillskottet utbetalas senast under februari månad efter\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd med timlön\u003C\u002Fp>\n\n\u003Cp>är semesterlönen 12,5 procentenheter av den anställdes\nsemesterlöneunderlag under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>För anställd som har mer än 25 semesterdagar höjs semesterlönen med 0,5\nprocentenheter\u003C\u002Fp>\n\n\u003Cp>för varje sådan semesterdag.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utbetalas under maj månad året efter intjänandeåret.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 9 Semesterersättning\u003C\u002Fh3>\n\n\u003Cp>Till anställd som slutar sin anställning innan intjänad semester med lön\ntagits ut, utbetalas\u003C\u002Fp>\n\n\u003Cp>i stället semesterersättning. Semesterersättningen utgörs av\nsemesterlön, semestertillägg\u003C\u002Fp>\n\n\u003Cp>samt semestertillskott beräknat enligt mom 8.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning för sparad semesterdag beräknas som om den sparade\ndagen tagits\u003C\u002Fp>\n\n\u003Cp>ut det semesterår anställningen upphör.\u003C\u002Fp>\n\n\u003Cp>Semesterersättning betalas ut i samband med slutlönen.\u003C\u002Fp>\n\n\u003Ch3>Mom 10 Utläggning av semester\u003C\u002Fh3>\n\n\u003Cp>Semesterplan, som anger hur semestern förläggs, ska upprättas för tiden\nfrån och med\u003C\u002Fp>\n\n\u003Cp>den kalendervecka i vilken den 1 juni infaller till och med den\nkalendervecka i vilken\u003C\u002Fp>\n\n\u003Cp>den 31 augusti infaller. Arbetsgivaren upprättar semesterplaner för\nsamtliga anställda\u003C\u002Fp>\n\n\u003Cp>efter samråd med dessa.\u003C\u002Fp>\n\n\u003Cp>Anställd har rätt till fyra veckors sammanhängande sommarsemester.\u003C\u002Fp>\n\n\u003Cp>Semesterplanen meddelas genom anslag på arbetsplatsen senast den 31 mars.\nSemesterledighet\u003C\u002Fp>\n\n\u003Cp>under annan tid fastställs av närmaste chef efter samråd med den\nanställde.\u003C\u002Fp>\n\n\u003Cp>Ansökan om sådan semesterledighet ska lämnas senast tre veckor före\nönskad\u003C\u002Fp>\n\n\u003Cp>semester. Besked om semesterledighet lämnas snarast.\u003C\u002Fp>\n\n\u003Ch3>Mom 11 Sparade semesterdagar\u003C\u002Fh3>\n\n\u003Cp>Den som under ett semesterår har rätt till mer än 20 betalda\nsemesterdagar får spara en\u003C\u002Fp>\n\n\u003Cp>eller flera semesterdagar av de överskjutande dagarna till senare år. De\nsparade semesterdagarna\u003C\u002Fp>\n\n\u003Cp>får dock inte vid någon tidpunkt överstiga 30 dagar. Sparade dagar\nutöver\u003C\u002Fp>\n\n\u003Cp>30 betalas ut som lön i februari månad.\u003C\u002Fp>\n\n\u003Ch3>Mom 12 Avtalad tid under semester\u003C\u002Fh3>\n\n\u003Cp>För anställd med månadslön ska under semester ingå den avtalade\narbetstid som svarar\u003C\u002Fp>\n\n\u003Cp>mot befattningens sysselsättningsgrad ( % av heltid), enligt formeln:\u003C\u002Fp>\n\n\u003Cp>Antal semesterdagar x 8 x sysselsättningsgrad i %.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Åtgärder vid sjukdom m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Underrättelse om sjukdom\u003C\u002Fh3>\n\n\u003Cp>Anställd, som på grund av sjukdom, olycksfall eller arbetsskada inte kan\narbeta, ska\u003C\u002Fp>\n\n\u003Cp>snarast möjligt underrätta närmaste chef. Som huvudregel gäller att\narbetsgivaren inte\u003C\u002Fp>\n\n\u003Cp>är skyldig att betala sjuklön enligt § 12 mom 1-3 för tid innan\narbetsgivaren fått anmälan om sjukfallet.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Försäkran om sjukdom\u003C\u002Fh3>\n\n\u003Cp>Anställd ska lämna en skriftlig försäkran om att hen har varit sjuk. Av\nförsäkran ska\u003C\u002Fp>\n\n\u003Cp>framgå i vilken omfattning arbetsförmågan varit nedsatt på grund av\nsjukdom, och under\u003C\u002Fp>\n\n\u003Cp>vilka dagar den anställde skulle ha arbetat. Om försäkran ej lämnas är\narbetsgivaren\u003C\u002Fp>\n\n\u003Cp>inte skyldig att betala sjuklön enligt § 12 mom 1-3.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Läkarintyg\u003C\u002Fh3>\n\n\u003Cp>Anställd ska fr o m den åttonde sjukdagen styrka sjukfrånvaron med\nläkarintyg. Om så\u003C\u002Fp>\n\n\u003Cp>ej sker är arbetsgivaren inte skyldig att betala sjuklön enligt § 12 mom\n1-3.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det ska sjukdom styrkas med läkarintyg från\ntidigare dag. Arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>har rätt att anvisa läkare. Arbetsgivaren betalar läkarintyget.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Föräldraledighet\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>Anställd, som vill ha föräldraledighet i samband med barns födelse, ska\nunderrätta\u003C\u002Fp>\n\n\u003Cp>arbetsgivaren senast en månad i förväg och ange vilken tid ledigheten ska\nvara.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 12 Sjukavdrag, beräkning av sjuklön samt föräldralön\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Sjukdom t o m 14:e kalenderdagen per sjukperiod\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>För månadsavlönad\u003C\u002Fp>\n\n\u003Cp>För varje timme den anställde är frånvarande på grund av sjukdom görs\nsjukavdrag per timme\u003C\u002Fp>\n\n\u003Cp>• För sjukfrånvaro upp till 20 % av veckoarbetstiden (karensavdrag)\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>52\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>• För sjukfrånvaro överstigande 20 % av veckoarbetstiden till och med\ndag 14\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>20\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmn>52\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Dessutom betalas efter tid med fullt karensavdrag sjuklön med 80 procent av\nuteblivna\u003C\u002Fp>\n\n\u003Cp>rörliga lönedelar om dessa varit inplanerade sedan tre veckor. T ex\nOB-tillägg.\u003C\u002Fp>\n\n\u003Cp>För timavlönad\u003C\u002Fp>\n\n\u003Cp>betalas sjuklön från och med tidpunkten då den anställde varit\nsjukfrånvarande 20\u003C\u002Fp>\n\n\u003Cp>procent av veckoarbetstiden. Sjuklönen motsvarar 80 procent av den\ninkomstförlust\u003C\u002Fp>\n\n\u003Cp>den anställde gör, med utgångspunkt från den sedan tre veckor\nschemalagda arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Både avtalad tid och rörliga lönedelar medräknas i\nsjuklöneunderlaget.\u003C\u002Fp>\n\n\u003Cp>Sjuklön per timme uppgår till 80 procent av timlönen.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-maxsicknesspayperc\">\u003Cp>1) För anställd som enligt Försäkringskassans beslut är berättigad\ntill sjuklön om\u003C\u002Fp>\n\n\u003Cp>80 % under hela sjuklöneperioden görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro\u003C\u002Fp>\n\n\u003Cp>överstigande 20 procent av veckoarbetstiden till och med dag 14 i\nsjuklöneperioden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) Ny sjukperiod som börjar inom fem kalenderdagar från det att en\ntidigare sjukperiod\u003C\u002Fp>\n\n\u003Cp>avslutats ska betraktas som fortsättning på den tidigare sjukperioden. Det\ninnebär\u003C\u002Fp>\n\n\u003Cp>att fortsatt karensavdrag kan behöva göras upp till 20 procent av\nveckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>i den fortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Cp>3) Om den anställde under de senaste tolv månaderna fått karensavdrag vid\ntio tillfällen\u003C\u002Fp>\n\n\u003Cp>ska avdraget för de första 20 procenten av sjukfrånvaron beräknas\nenligt\u003C\u002Fp>\n\n\u003Cp>vad som gäller för sjukfrånvaro överstigande 20 procent av\nveckoarbetstiden till\u003C\u002Fp>\n\n\u003Cp>och med dag 14 i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>4) Alla karensavdrag som görs med sammanlagt högst 20 procent av\nveckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>inom samma sjukperiod betraktas som ett tillfälle även om avdragen sker\npå olika dagar.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Sjukdom fr o m 15:e kalenderdagen\u003C\u002Fh3>\n\n\u003Cp>För varje sjukdag inklusive arbetsfria dagar görs sjukavdrag per dag\nenligt följande:\u003C\u002Fp>\n\n\u003Cp>För månadsavlönad\u003C\u002Fp>\n\n\u003Cp>För anställd med månadslön om högst\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>8\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003Cmi>x\u003C\u002Fmi>\u003Cmi>basbeloppet\u003C\u002Fmi>\u003Cmn>12\u003C\u002Fmn>\u003Cmo>+\u003C\u002Fmo>\u003Cmn>10\u003C\u002Fmn>\u003Cmo>%\u003C\u002Fmo>\u003Cmi>x\u003C\u002Fmi>\u003Cmfrac>\u003Cmrow>\u003Cmo>(\u003C\u002Fmo>\u003Cmi>månadslönen\u003C\u002Fmi>\u003Cmi>x\u003C\u002Fmi>\u003Cmn>12\u003C\u002Fmn>\u003Cmo>−\u003C\u002Fmo>\u003Cmn>8\u003C\u002Fmn>\u003Cmi>x\u003C\u002Fmi>\u003Cmi>basbeloppet\u003C\u002Fmi>\u003Cmo>)\u003C\u002Fmo>\u003C\u002Fmrow>\u003Cmn>365\u003C\u002Fmn>\u003C\u002Fmfrac>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får inte överstiga\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>den\u003C\u002Fmi>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>kon\u003C\u002Fmi>\n \u003Cmi>tan\u003C\u002Fmi>\n \u003Cmi>ta\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>(Med kontant månadslön avses härvid fast månadslön och fasta\nlönetillägg.)\u003C\u002Fp>\n\n\u003Cp>För timavlönad\u003C\u002Fp>\n\n\u003Cp>utbetalas sjuklön per kalenderdag fr o m dag 15 t o m dag 90 i varje\nsjukperiod enligt formeln\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>timlön\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>167\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>deltids\u003C\u002Fmi>\n \u003Cmo>%\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\u003C\u002Fmfrac>\u003C\u002Fmath>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\u003Cmfrac>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Ch3>Mom 3 Sjuklönetidens längd\u003C\u002Fh3>\n\n\u003Cp>Rätt till sjuklön gäller under högst 90 kalenderdagar i följd.\u003C\u002Fp>\n\n\u003Cp>Mom 4 Fall då anställd ej får lön vid sjukdom\u003C\u002Fp>\n\n\u003Cp>Anställd som undantagits från förmåner enligt lagen om allmän\nförsäkring får inte\u003C\u002Fp>\n\n\u003Cp>sjuklön fr o m 15:e dagen.\u003C\u002Fp>\n\n\u003Cp>Om den anställde inte i rätt tid styrkt sjukdom till försäkringskassan\noch därigenom\u003C\u002Fp>\n\n\u003Cp>förlorar rätten till sjukpenning fr o m 15:e dagen görs\ntjänstledighetsavdrag för dag då\u003C\u002Fp>\n\n\u003Cp>sjukpenning skulle ha utgått.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Sjuklönetidens längd\u003C\u002Fh3>\n\n\u003Cp>Rätt till sjuklön gäller under högst 90 kalenderdagar i följd.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Fall då anställd ej får lön vid sjukdom\u003C\u002Fh3>\n\n\u003Cp>Anställd som undantagits från förmåner enligt lagen om allmän\nförsäkring får inte sjuklön fr o m 15:e dagen.\u003C\u002Fp>\n\n\u003Cp>Om den anställde inte i rätt tid styrkt sjukdom till försäkringskassan\noch därigenom\u003C\u002Fp>\n\n\u003Cp>förlorar rätten till sjukpenning fr o m 15:e dagen görs\ntjänstledighetsavdrag för dag då\u003C\u002Fp>\n\n\u003Cp>sjukpenning skulle ha utgått.\u003C\u002Fp>\n\n\u003Cp>För anställd med månadslön om högst\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>basbeloppet\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För anställd med månadslön över\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>basbeloppet\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>basbeloppet\u003C\u002Fmi>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>+10%x\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmo>(\u003C\u002Fmo>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003Cmo>−\u003C\u002Fmo>\n \u003Cmn>10\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>basbeloppet\u003C\u002Fmi>\n \u003Cmo>)\u003C\u002Fmo>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Avdraget per dag får inte överstiga\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmi>den\u003C\u002Fmi>\n \u003Cmi>fasta\u003C\u002Fmi>\n \u003Cmi>kon\u003C\u002Fmi>\n \u003Cmi>tan\u003C\u002Fmi>\n \u003Cmi>ta\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>365\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>(Med kontant månadslön avses härvid fast månadslön och fasta\nlönetillägg.)\u003C\u002Fp>\n\n\u003Cp>Vid ledighet med tre fjärdedels, halv eller en fjärdedels\nföräldrapenning betalas tre\u003C\u002Fp>\n\n\u003Cp>fjärdedelar, hälften respektive en fjärdedel av beloppet ovan under\nsammanlagt högst 180 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Tillfällig föräldralön för vård av eget barn eller i hemmet boende\nbarn, betalas för\u003C\u002Fp>\n\n\u003Cp>högst 15 dagar per kalenderår (oavsett antal barn) och beräknas genom ett\nlöneavdrag\u003C\u002Fp>\n\n\u003Cp>för varje frånvarotimme enligt följande:\u003C\u002Fp>\n\n\u003Cp>Månadsavlönad:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmrow>\n \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>52\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Timavlönad\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmrow>\n \u003Cmn>90\u003C\u002Fmn>\n \u003Cmo>%\u003C\u002Fmo>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmi>timlön\u003C\u002Fmi>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>167\u003C\u002Fmn>\n \u003Cmi>x\u003C\u002Fmi>\n \u003Cmn>12\u003C\u002Fmn>\n \u003C\u002Fmrow>\n \u003Cmn>2080\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Timavdraget får inte överstiga 7,5 gånger det gällande\nbasbeloppet\u002F2080.\u003C\u002Fp>\n\n\u003Cp>Föräldralön\u002Ftillfällig föräldralön betalas inte om den anställde\nundantas från föräldrapenning\u003C\u002Fp>\n\n\u003Cp>enligt lagen om allmän försäkring. Om föräldrapenningen har nedsatts\nska\u003C\u002Fp>\n\n\u003Cp>föräldralönen\u002F tillfälliga föräldralönen reduceras i motsvarande\ngrad. I fråga om löneavdrag\u003C\u002Fp>\n\n\u003Cp>vid föräldraledighet när den anställde inte har rätt till\nföräldralön eller tillfällig\u003C\u002Fp>\n\n\u003Cp>föräldralön gäller bestämmelserna i § 8 mom 3 (Löneavdrag vid\ntjänstledighet).\u003C\u002Fp>\n\n\u003Ch2>§ 13 Rese- och restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rese- och traktamentsersättning\u003C\u002Fh3>\n\n\u003Cp>Vid tjänsteresa utgår rese- och traktamentsersättning.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Restidsersättning\u003C\u002Fh3>\n\n\u003Cp>1 Rätten till restidsersättning\u003C\u002Fp>\n\n\u003Cp>Tjänstemän har rätt till restidsersättning enligt mom 4 med följande\nundantag:\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>1) Arbetsgivaren och den tjänsteman som har träffat överenskommelse om\nkompensation\u003C\u002Fp>\n\n\u003Cp>för övertid enligt bilaga 5 mom 6 eller bilaga 6 mom 5, kan komma\növerens\u003C\u002Fp>\n\n\u003Cp>om att bestämmelserna om restidsersättning inte ska gälla.\u003C\u002Fp>\n\n\u003Cp>2) Arbetsgivare och tjänstemän kan komma överens om att kompensation för\nrestid\u003C\u002Fp>\n\n\u003Cp>ska ges i annan form, t.ex. genom att förekomsten av restid beaktas när\nlönen fastställs.\u003C\u002Fp>\n\n\u003Cp>3) Tjänstemän med arbete som normalt medför tjänsteresor i betydande\nomfattning\u003C\u002Fp>\n\n\u003Cp>har rätt till restidsersättning endast om arbetsgivaren och tjänstemannen\nkommit\u003C\u002Fp>\n\n\u003Cp>överens om detta.\u003C\u002Fp>\n\n\u003Cp>4) Ersättning utgår inte vid utbildning (läraktivitet) och facklig\nutbildning.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om undantag enligt ovan bör vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>2 Restid\u003C\u002Fp>\n\n\u003Cp>Restid är den tid under en beordrad tjänsteresa som går åt för att resa\ntill bestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid som ger rätt till ersättning tas endast sådan\nrestid med som ligger\u003C\u002Fp>\n\n\u003Cp>före eller efter tjänstemannens ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Om restiden ligger såväl före som efter den ordinarie arbetstiden en viss\ndag ska de\u003C\u002Fp>\n\n\u003Cp>båda tidsperioderna räknas ihop. Endast fulla halvtimmar tas med vid\nberäkningen.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\nen del av\u003C\u002Fp>\n\n\u003Cp>denna, ska tiden kl. 22-08 inte räknas med.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör\u003C\u002Fp>\n\n\u003Cp>bil eller annat fordon, oavsett om detta tillhör arbetsgivaren eller\ninte.\u003C\u002Fp>\n\n\u003Cp>Resan ska anses påbörjad och avslutad enligt de bestämmelser som gäller\nför traktamentsberäkning\u003C\u002Fp>\n\n\u003Cp>eller motsvarande vid respektive företag.\u003C\u002Fp>\n\n\u003Cp>3 Restidsersättning\u003C\u002Fp>\n\n\u003Cp>1) Restidsersättning per timme\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>240\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Restidsersättning enligt divisorn 240 betalas för högst sex timmar per\nkalenderdygn,\u003C\u002Fp>\n\n\u003Cp>såvida inte längre restid kan visas.\u003C\u002Fp>\n\n\u003Cp>2) När resan skett under tiden fredag kl. 18 - måndag kl. 06\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>190\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>3) När resan skett under tiden från kl. 18 dag före arbetsfri\nhelgdagsafton eller helgdag till kl. 06 dag efter helgdag\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n \u003Cmfrac>\n \u003Cmi>månadslönen\u003C\u002Fmi>\n \u003Cmn>190\u003C\u002Fmn>\n \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Ch2>§ 14 Anställningens upphörande\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Tidsbegränsad anställning\u003C\u002Fh3>\n\n\u003Cp>Tidsbegränsad anställning upphör utan särskild uppsägning vid den\ntidpunkt som skriftligen\u003C\u002Fp>\n\n\u003Cp>överenskommits mellan arbetsgivaren och den anställde i\nanställningsavtalet.\u003C\u002Fp>\n\n\u003Cp>Anställning kan bringas till upphörande före den tid som avsetts vid\nanställningstillfället\u003C\u002Fp>\n\n\u003Cp>genom att arbetsgivaren eller tjänstemannen lämnar skriftlig\nunderrättelse.\u003C\u002Fp>\n\n\u003Cp>Sådan anställning upphör en månad efter det att någondera parten\nlämnat skriftlig\u003C\u002Fp>\n\n\u003Cp>underrättelse till den andra parten. Från arbetsgivarens sida får sådan\nunderrättelse inte\u003C\u002Fp>\n\n\u003Cp>lämnas efter det att sex månader förflutit från anställningens\ntillträdande.\u003C\u002Fp>\n\n\u003Cp>I samband med underrättelse enligt ovan ska arbetsgivaren varsla berörd\ntjänstemannaklubb.\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse gäller anställning som ingås 1 juni 2016 eller\nsenare.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Uppsägningstid vid tillsvidareanställning\u003C\u002Fh3>\n\n\u003Cp>Då anställd säger upp sig är uppsägningstiden en månad. För\nbutikschef och chefer i\u003C\u002Fp>\n\n\u003Cp>butik är motsvarande uppsägningstid tre månader.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan träffa avtal om att längre ömsesidig\nuppsägningstid ska gälla\u003C\u002Fp>\n\n\u003Cp>för vissa befattningar.\u003C\u002Fp>\n\n\u003Cp>Då arbetsgivaren säger upp anställd gäller nedanstående\nuppsägningstider, om anställningen har varat\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>mindre än 2 år\u003C\u002Ftd>\n \u003Ctd>1 månad\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr o m 2 år till 4 år\u003C\u002Ftd>\n \u003Ctd>2 månad\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr o m 4 år till 6 år\u003C\u002Ftd>\n \u003Ctd>3 månad\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr o m 6 år till 8 år\u003C\u002Ftd>\n \u003Ctd>4 månad\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>fr o m 8 år till 10 år\u003C\u002Ftd>\n \u003Ctd>5 månad \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>mer än 10 år\u003C\u002Ftd>\n \u003Ctd>6 månad\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Då arbetsgivaren säger upp butikschef och chefer i butik är\nuppsägningstiden minst tre månader.\u003C\u002Fp>\n\n\u003Cp>Har anställd, som sagts upp på grund av arbetsbrist, vid uppsägningsdagen\nuppnått 55\u003C\u002Fp>\n\n\u003Cp>års ålder och då har 10 års sammanhängande anställningstid ska\nuppsägningstiden enligt\u003C\u002Fp>\n\n\u003Cp>ovan förlängas med sex månader.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning:\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren inte kan erbjuda arbete under uppsägningstiden ska\nanställd som\u003C\u002Fp>\n\n\u003Cp>har rätt till ersättning för övertid, inventeringsarvode eller OB\ntillägg, få sådan ersättning.\u003C\u002Fp>\n\n\u003Cp>För varje kalenderdag som arbete inte kan erbjudas ska ersättningen vara\n1\u002F365\u003C\u002Fp>\n\n\u003Cp>av sådan ersättning som utbetalats under närmast föregående\ntolvmånadersperiod.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Turordning vid driftsinskränkning och återanställning (ur\nOmställningsavtalet)\u003C\u002Fh3>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\nföretagets krav\u003C\u002Fp>\n\n\u003Cp>och behov i bemanningshänseende. Om dessa behov inte kan tillgodoses med\ntillämpning\u003C\u002Fp>\n\n\u003Cp>av lag ska fastställandet av turordning ske med avsteg från lagens\nbestämmelser.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de anställda som ska\nsägas upp så att\u003C\u002Fp>\n\n\u003Cp>företagets behov av kompetens särskilt beaktas liksom företagets\nmöjligheter att bedriva\u003C\u002Fp>\n\n\u003Cp>konkurrenskraftig verksamhet och därmed bereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna, på endera partens begäran,\nträffar överenskommelse\u003C\u002Fp>\n\n\u003Cp>om fastställande av turordning vid uppsägning med tillämpning av 22 §\nLAS\u003C\u002Fp>\n\n\u003Cp>och de avsteg från lagen som erfordras.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ LAS\u003C\u002Fp>\n\n\u003Cp>överenskomma om turordning vid återanställning. Därvid ska de ovan\nnämnda kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>Det åligger de lokala parterna att på begäran föra förhandlingar som\nsägs i föregående\u003C\u002Fp>\n\n\u003Cp>stycken liksom att skriftligen bekräfta träffade överenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger parterna i detta avtal om endera begär\ndet, träffa\u003C\u002Fp>\n\n\u003Cp>överenskommelse i enlighet med ovan angivna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågorna som\nberörs i detta moment\u003C\u002Fp>\n\n\u003Cp>tillhandahåller den lokala respektive den centrala avtalsparten relevant\nfaktaunderlag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning:\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av arbetsbrist\u003C\u002Fp>\n\n\u003Cp>respektive återanställning prövas enligt lag med iakttagande av\nförhandlingsordningen.\u003C\u002Fp>\n\n\u003Ch2>§ 15 Pension och försäkringar\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Pensionsålder\u003C\u002Fh3>\n\n\u003Cp>Pensionsålder i gällande pensionsplan är 65 år. För butikschef finns\nlokal överenskommelse\u003C\u002Fp>\n\n\u003Cp>om möjlig avtalspension fr o m 63 års ålder.\u003C\u002Fp>\n\n\u003Cp>Skriftlig underrättelse enligt 33 § LAS behöver inte lämnas när\narbetsgivaren vill att\u003C\u002Fp>\n\n\u003Cp>den anställde ska lämna sin anställning vid utgången av den månad den\nanställde fyller 67 år.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Pensionsförmåner\u003C\u002Fh3>\n\n\u003Cp>För anställd som omfattas av detta avtal gäller ITP-planen1.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Försäkringar m.m.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Mellan parterna gäller – förutom ITP ovan – avtal om\ntjänstegrupplivförsäkring\u003C\u002Fp>\n\n\u003Cp>(TGL), trygghetsförsäkring för arbetsskada (TFA) samt\nOmställningsavtal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 16 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Detta avtal gäller fr o m den 1 maj 2017 t o m den 30 april 2020.\u003C\u002Fp>\n\n\u003Cp>Om avtalet inte har sagts upp senast tre månader före giltighetstidens\nutgång förlängs\u003C\u002Fp>\n\n\u003Cp>det för ett år åt gången.\u003C\u002Fp>\n\n\u003Cp>Avtalet kan sägas upp för det tredje avtalsåret (1 maj 2019 – 30 april\n2020) under förutsättning\u003C\u002Fp>\n\n\u003Cp>att avtalen för tjänstemän sagts upp för märkessättande förbund inom\nindustrin.\u003C\u002Fp>\n\n\u003Cp>Sådan uppsägning ska ske senast 2018-10-31.\u003C\u002Fp>\n\n\u003Cp>Om Svensk Handel eller Unionen respektive Akademikerförbunden sagt upp\navtalet\u003C\u002Fp>\n\n\u003Cp>eller kommit överens om att flytta fram uppsägningstiden gäller en sådan\nuppsägning\u003C\u002Fp>\n\n\u003Cp>respektive överenskommelse automatiskt för berört avtalsområde såvida\nparterna inte\u003C\u002Fp>\n\n\u003Cp>kommer överens om annat\u003C\u002Fp>\n\n\u003Cp>Stockholm i juni 2017\u003C\u002Fp>\n\n\u003Cp>Svensk Handel Systembolaget AB\u003C\u002Fp>\n\n\u003Cp>Unionen\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1\u003C\u002Fh2>\n\n\u003Cp>Förhandlingsordning vid rättstvister\u003C\u002Fp>\n\n\u003Cp>Förhandlingspreskription\u003C\u002Fp>\n\n\u003Cp>Om en part vill yrka skadestånd eller annan fullgörelse enligt lag,\nkollektivavtal eller\u003C\u002Fp>\n\n\u003Cp>enligt enskilt avtal, ska parten, om inte annan ordning anges i det aktuella\navtalet, begära\u003C\u002Fp>\n\n\u003Cp>förhandling inom fyra månader från det parten fått kännedom om den\nomständlighet\u003C\u002Fp>\n\n\u003Cp>som kravet grundas på. Förhandlingen måste dock begäras senast två år\nefter det\u003C\u002Fp>\n\n\u003Cp>att denna omständighet inträffat.\u003C\u002Fp>\n\n\u003Cp>Om en part inte begär förhandling inom föreskriven tid, förlorar parten\nrätten till förhandling.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling\u003C\u002Fp>\n\n\u003Cp>En förhandling ska i första hand fullgöras mellan de lokala parterna\n(arbetsgivaren och\u003C\u002Fp>\n\n\u003Cp>den lokala fackliga organisationen).\u003C\u002Fp>\n\n\u003Cp>Förhandlingen ska påbörjas snarast möjligt och senast inom tre veckor\nfrån den dag då\u003C\u002Fp>\n\n\u003Cp>den har begärts, om inte parterna har kommit överens om annat.\u003C\u002Fp>\n\n\u003Cp>Central förhandling\u003C\u002Fp>\n\n\u003Cp>Efter avslutad lokal förhandling ska den part som vill fullfölja ärendet\nhänskjuta frågan\u003C\u002Fp>\n\n\u003Cp>till central förhandling.\u003C\u002Fp>\n\n\u003Cp>Begäran om central förhandling skall vara skriftlig och göras hos\nmotpartens organisation\u003C\u002Fp>\n\n\u003Cp>inom följande tider från den dag då den lokala förhandlingen\navslutats;\u003C\u002Fp>\n\n\u003Cp>1) Inom två veckor vid tvisteförhandling som gäller rättstvist om\nogiltigförklaring av\u003C\u002Fp>\n\n\u003Cp>en uppsägning eller ett avskedande eller förklaring att\nvisstidsanställning är otillåten\u003C\u002Fp>\n\n\u003Cp>och att anställningen skall gälla tillsvidare, och\u003C\u002Fp>\n\n\u003Cp>2) Inom två månader i övriga rättstvister\u003C\u002Fp>\n\n\u003Cp>Försummas detta förlorar parten rätten till förhandling vad avser\nskadeståndsyrkande\u003C\u002Fp>\n\n\u003Cp>eller annan fullgörelse enligt lag eller avtal.\u003C\u002Fp>\n\n\u003Cp>Träder i kraft avseende lokala tvisteförhandlingar som avslutas efter den\n1 april 2018.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påbörjas snarast möjligt och senast inom tre\nveckor från den\u003C\u002Fp>\n\n\u003Cp>dag då den har påkallats, om inte parterna har kommit överens om\nannat.\u003C\u002Fp>\n\n\u003Cp>Rättsligt avgörande\u003C\u002Fp>\n\n\u003Cp>Om en rättstvist som rör lag, kollektivavtal eller enskilt avtal har varit\nföremål för central\u003C\u002Fp>\n\n\u003Cp>förhandling utan att kunna lösas, får part hänskjuta tvisten till\nrättsligt avgörande\u003C\u002Fp>\n\n\u003Cp>inom tre månader från den dag då den centrala förhandlingen har\navslutats. Försummas\u003C\u002Fp>\n\n\u003Cp>detta förlorar parten rätten till talan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om en tvistefråga grundar sig på lagen om anställningsskydd, ska lagens\ntidsfrister\u003C\u002Fp>\n\n\u003Cp>gälla i stället för fristerna i denna förhandlingsordning. Denna\nförhandlingsordning\u003C\u002Fp>\n\n\u003Cp>påverkar inte heller reglerna om frister och skyldigheter för\narbetsgivaren att begära\u003C\u002Fp>\n\n\u003Cp>förhandling enligt 34, 35 och 37 § lagen om medbestämmande i\narbetslivet.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 2\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>Löneavtal 2017-05-01 - 2020-04-30\u003C\u002Fp>\n\n\u003Cp>Inklusive Principer för lönesättning\u003C\u002Fp>\n\n\u003Cp>1. Den lokala lönebildningsprocessen\u003C\u002Fp>\n\n\u003Cp>Lönebildningsprocessen avseende medlemmar i Unionen sker på\nföretagsnivå.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och de lokala fackliga organisationerna gör en genomgång av\navtalets\u003C\u002Fp>\n\n\u003Cp>intentioner och tillämpning vid företaget och upprättar en tidplan för\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwageperiod\">\u003Cp>2. Lönerevision\u003C\u002Fp>\n\n\u003Cp>Lönerevision den 1 maj 2017\u003C\u002Fp>\n\n\u003Cp>En allmän pott beräknas som 2,0 % av summan av fasta kontanta lönerna\nför tjänstemän\u003C\u002Fp>\n\n\u003Cp>inom Unionens avtalsområde per 2017-04-30.\u003C\u002Fp>\n\n\u003Cp>Ur den allmänna potten ges en individgaranti på 203 kr\u002Fmånad för\nheltidsanställd.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Minimilönen är 120:40 kr per timme för försäljare fr o m 1 maj 2017.\u003C\u002Fp>\n\n\u003Cp>Lönerevision den 1 maj 2018\u003C\u002Fp>\n\n\u003Cp>En allmän pott beräknas som 2,0 % av summan av fasta kontanta lönerna\nför tjänstemän\u003C\u002Fp>\n\n\u003Cp>inom Unionens avtalsområde per 2018-04-30.\u003C\u002Fp>\n\n\u003Cp>Ur den allmänna potten ges en individgaranti på 207 kr\u002Fmånad för\nheltidsanställd.\u003C\u002Fp>\n\n\u003Cp>Minimilönen är 122:80 kr per timme för försäljare fr o m 1 maj 2018.\u003C\u002Fp>\n\n\u003Cp>Lönerevision den 1 maj 2019\u003C\u002Fp>\n\n\u003Cp>En allmän pott beräknas som 2,0 % av summan av fasta kontanta lönerna\nför tjänstemän\u003C\u002Fp>\n\n\u003Cp>inom Unionens avtalsområde per 2019-04-30.\u003C\u002Fp>\n\n\u003Cp>Ur den allmänna potten ges en individgaranti på 211 kr\u002Fmånad för\nheltidsanställd.\u003C\u002Fp>\n\n\u003Cp>Minimilönen är 125:30 kr per timme för försäljare fr o m 1 maj 2019.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3. Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Potten fördelas i lokala förhandlingar senast den 1 juli 2016. Om enighet\ni lokala förhandlingar\u003C\u002Fp>\n\n\u003Cp>inte kan nås ska centrala förhandlingar påkallas senast en vecka efter\nden\u003C\u002Fp>\n\n\u003Cp>lokala förhandlingens avslutande.\u003C\u002Fp>\n\n\u003Cp>4. Principer för lönesättning i Systembolaget\u003C\u002Fp>\n\n\u003Cp>Utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Lönesättning och löneutveckling styrs av bolagets avtal med staten, som i\nsin tur\u003C\u002Fp>\n\n\u003Cp>skapar företagets ekonomiska förutsättningar.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen ska vara individuell och differentierad.\u003C\u002Fp>\n\n\u003Cp>Den individuella lönen\u003C\u002Fp>\n\n\u003Cp>Den individuella lönen ska främst grundas på\u003C\u002Fp>\n\n\u003Cp>• verksamhetens krav och arbetsuppgifternas art, innehåll,\nsvårighetsgrad och ansvar\u003C\u002Fp>\n\n\u003Cp>för t.ex. ekonomi, personal och teknik\u003C\u002Fp>\n\n\u003Cp>individuell kompetens av betydelse för verksamheten\u003C\u002Fp>\n\n\u003Cp>• uppnådda resultat jämförda med uppsatta mål\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för medarbetaren\u003C\u002Fp>\n\n\u003Cp>sker på så objektiva grunder som möjligt. Avgörande för den\nindividuella löneutvecklingen\u003C\u002Fp>\n\n\u003Cp>är i första hand arbetsuppgifterna och kompetenskraven samt hur målen\u003C\u002Fp>\n\n\u003Cp>för verksamheten av såväl individuell som övergripande art uppfyllts.\nÄven marknadskrafter\u003C\u002Fp>\n\n\u003Cp>kan påverka.\u003C\u002Fp>\n\n\u003Cp>Faktorer som ledningsförmåga, omdöme, initiativ, samarbetsförmåga samt\nidérikedom\u003C\u002Fp>\n\n\u003Cp>är av särskild betydelse vid den individuella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>Ökad erfarenhet och ökade kvalifikationer möjliggör att medarbetare kan\nutvecklas för\u003C\u002Fp>\n\n\u003Cp>alltmer kvalificerade och ansvarskrävande befattningar och arbetsuppgifter,\nvilket normalt\u003C\u002Fp>\n\n\u003Cp>bör ge utslag i den individuella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>Om medarbetaren fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska\u003C\u002Fp>\n\n\u003Cp>en löneöversyn göras. Löneöversyn ska även göras då medarbetare\nerhållit helt eller\u003C\u002Fp>\n\n\u003Cp>delvis nya arbetsuppgifter som kan betraktas som en befordran.\u003C\u002Fp>\n\n\u003Cp>Om löneöversynen resulterar i en löneökning ska detta påslag göras\nutöver det allmänna\u003C\u002Fp>\n\n\u003Cp>löneutrymmet.\u003C\u002Fp>\n\n\u003Cp>• Kvinnor och män ska ha lika lön för arbete som är lika eller som är\natt betrakta\u003C\u002Fp>\n\n\u003Cp>som likvärdigt.\u003C\u002Fp>\n\n\u003Cp>• Lönesättningsprinciperna ska inte heller i övrigt vara\ndiskriminerande.\u003C\u002Fp>\n\n\u003Cp>• Medarbetare som är eller har varit föräldralediga ska inte, på grund\nav ledigheten,\u003C\u002Fp>\n\n\u003Cp>ha en ogynnsam löneutveckling i förhållande till andra medarbetare i\nföretaget.\u003C\u002Fp>\n\n\u003Cp>• Osakliga löneskillnader ska elimineras.\u003C\u002Fp>\n\n\u003Cp>• För äldre medarbetare gäller samma principer som för yngre.\u003C\u002Fp>\n\n\u003Cp>Avtalets minimilön används i undantagsfall, t ex. när den som ska\nanställas inte har\u003C\u002Fp>\n\n\u003Cp>någon tidigare relevant arbetslivserfarenhet.\u003C\u002Fp>\n\n\u003Cp>Övergripande mål för lönebildningen\u003C\u002Fp>\n\n\u003Cp>Lönesättningen och lönestrukturen i företaget ska vara saklig och\nsystematisk. Lönebildningen\u003C\u002Fp>\n\n\u003Cp>ska stödja företagets affärsidé och dess medarbetarperspektiv.\nMedarbetarna\u003C\u002Fp>\n\n\u003Cp>ska på ett klart och entydigt sätt få en uppfattning om hur\nlöneprinciper och lönekriterier\u003C\u002Fp>\n\n\u003Cp>ser ut i företaget och motivet till varför de ser ut som de gör.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen ska bidra till att motivera medarbetaren att öka sitt\nengagemang och\u003C\u002Fp>\n\n\u003Cp>vilja att utvecklas genom att visa att detta lönar sig.\u003C\u002Fp>\n\n\u003Cp>Företagets lönesättande chefer har ett särskilt ansvar för att mål\nsätts upp och att uppföljning\u003C\u002Fp>\n\n\u003Cp>av resultat sker.\u003C\u002Fp>\n\n\u003Cp>Avtalets inriktning är att skapa en process där medarbetarens uppnådda\nresultat, kompetens\u003C\u002Fp>\n\n\u003Cp>och skicklighet knyts samman med den individuella löneutvecklingen.\nMedarbetarnas\u003C\u002Fp>\n\n\u003Cp>kontinuerliga kompetensutveckling är av stor betydelse för företagets\nproduktivitet och förnyelse.\u003C\u002Fp>\n\n\u003Cp>Det individuella lönesamtalet\u003C\u002Fp>\n\n\u003Cp>Det individuella lönesamtalet är ett viktigt led i företagets\nlönebildningsprocess. Lönesamtal\u003C\u002Fp>\n\n\u003Cp>ska ske årligen direkt mellan lönesättande chef och medarbetaren.\nFöräldralediga\u003C\u002Fp>\n\n\u003Cp>ska erbjudas lönesamtal i samband med lönerevision.\u003C\u002Fp>\n\n\u003Cp>Lönesamtalet ska innehålla\u003C\u002Fp>\n\n\u003Cp>• en beskrivning av företagets lönesättningsprinciper och faktorer av\nbetydelse för\u003C\u002Fp>\n\n\u003Cp>den individuella lönesättningen\u003C\u002Fp>\n\n\u003Cp>• uppföljning av satta mål för medarbetaren samt lönesättande chefens\nbedömning i\u003C\u002Fp>\n\n\u003Cp>övrigt av uppnådda resultat\u003C\u002Fp>\n\n\u003Cp>• diskussion om arbetssituationen vad gäller arbetsuppgifter och\nansvar\u003C\u002Fp>\n\n\u003Cp>• kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>Varje medarbetare ska veta på vilka grunder lönen sätts och vad\nmedarbetaren kan\u003C\u002Fp>\n\n\u003Cp>göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>Med tjänsteman, som inte erhåller godtagbar lönehöjning, bör särskilda\növerläggningar\u003C\u002Fp>\n\n\u003Cp>föras mellan lönesättande chef och medarbetare om dennes\nförutsättningar för\u003C\u002Fp>\n\n\u003Cp>arbetsuppgifterna och arbetsförutsättningarna, behov av kompetenshöjande\ninsatser eller\u003C\u002Fp>\n\n\u003Cp>andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 4\u003C\u002Fh2>\n\n\u003Cp>Företrädesrätt för deltidsanställda till\u003C\u002Fp>\n\n\u003Cp>anställning med högre sysselsättningsgrad\u003C\u002Fp>\n\n\u003Cp>Sammanfattning av innehållet i 25a § i Lagen om anställningsskydd\u003C\u002Fp>\n\n\u003Cp>Arbetstagare med deltidsanställning får företrädesrätt till\nanställning med högre\u003C\u002Fp>\n\n\u003Cp>sysselsättningsgrad eller heltidsanställning. Det innebär att\narbetsgivaren blir skyldig\u003C\u002Fp>\n\n\u003Cp>att försöka tillgodose uppkommande behov av arbetskraft genom att erbjuda\nen deltidsanställd\u003C\u002Fp>\n\n\u003Cp>högre sysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätten gäller under förutsättning av att följande tre krav\när uppfyllda.\u003C\u002Fp>\n\n\u003Cp>För det första ska arbetstagaren ha anmält till arbetsgivaren att han\u002Fhon\nvill ha högre\u003C\u002Fp>\n\n\u003Cp>sysselsättningsgrad. För det andra ska arbetsgivarens aktuella behov av\narbetskraft\u003C\u002Fp>\n\n\u003Cp>tillgodoses genom att arbetstagaren får ökad arbetstid. Så är t ex inte\nfallet om arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>behöver ytterligare arbetskraft under vissa arbetstider och någon som\nredan är\u003C\u002Fp>\n\n\u003Cp>anställd och arbetar under samma arbetstider gör anspråk på högre\nsysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>För det tredje ska arbetstagaren ha tillräckliga kvalifikationer för de\nnya arbetsuppgifterna.\u003C\u002Fp>\n\n\u003Cp>Begreppet tillräckliga kvalifikationer har samma innebörd som vid\nföreträdesrätt till återanställning.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätten gäller vid den driftsenhet där arbetstagaren är\nsysselsatt på deltid. Någon\u003C\u002Fp>\n\n\u003Cp>begränsning till det kollektivavtalsområdet inom vilket arbetstagaren\narbetar deltid\u003C\u002Fp>\n\n\u003Cp>gäller dock inte. Om flera anställda har företrädesrätt till högre\nsysselsättningsgrad\u003C\u002Fp>\n\n\u003Cp>bestäms turordningen dem emellan med utgångspunkt i varje anställds\nsammanlagda\u003C\u002Fp>\n\n\u003Cp>anställningstid hos arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Deltidsanställdas företrädesrätt till högre sysselsättningsgrad\ngäller före tidigare anställdas\u003C\u002Fp>\n\n\u003Cp>eller uppsagda arbetstagares anspråk på företrädesrätt till\nåteranställning.\u003C\u002Fp>\n\n\u003Cp>Tillämpning av LAS 25a § efter överenskommelse\u003C\u002Fp>\n\n\u003Cp>mellan Systembolaget och Unionen\u003C\u002Fp>\n\n\u003Cp>a) Parterna är ense om att heltidstjänster i butik är viktiga för att\nkunna erbjuda utvecklingsbara\u003C\u002Fp>\n\n\u003Cp>medarbetare sådana anställningsvillkor att de stannar i Systembolaget.\u003C\u002Fp>\n\n\u003Cp>Heltidstjänsterna är därmed en viktig del i företagets ansträngningar\nför att bibehålla\u003C\u002Fp>\n\n\u003Cp>ett gott befordringsunderlag.\u003C\u002Fp>\n\n\u003Cp>b) Parterna är ense om att heltidstjänster (100%) i butiker med endast en\nsådan tjänst\u003C\u002Fp>\n\n\u003Cp>som regel ska tillsättas efter intern utannonsering med anställda som\nanses lämpliga\u003C\u002Fp>\n\n\u003Cp>för framtida befordran. I butiker med flera än en 100%-tjänst ska en av\ndessa\u003C\u002Fp>\n\n\u003Cp>tjänster vara tillsatt med anställd som anses ingå i\nbefordringsunderlaget. Detta\u003C\u002Fp>\n\n\u003Cp>gäller oavsett om anställda i butik har anmält önskemål om ökad\narbetstid enligt\u003C\u002Fp>\n\n\u003Cp>LAS § 25a. Om särskilda skäl föreligger att ytterligare en\nheltidstjänst vid butiken\u003C\u002Fp>\n\n\u003Cp>ska utannonseras för tillsättning med person, som är lämplig för\nframtida befordran,\u003C\u002Fp>\n\n\u003Cp>kan detta ske efter förhandling mellan områdeschef och regionalt\nkontaktombud.\u003C\u002Fp>\n\n\u003Cp>Vid den interna utannonseringen av lediga tjänster ska klart framgå att\ndet ställs\u003C\u002Fp>\n\n\u003Cp>vissa särskilda krav i dessa tjänster, bl a att man ska vara beredd och\nlämplig att\u003C\u002Fp>\n\n\u003Cp>vikariera som butikschef, beredd att gå utbildningar och ha förmåga att\ntillgodogöra\u003C\u002Fp>\n\n\u003Cp>sig denna. Dessutom ska man vara införstådd med att det som regel krävs\natt\u003C\u002Fp>\n\n\u003Cp>man är beredd att byta bostadsort för att få befordran.\u003C\u002Fp>\n\n\u003Cp>c) Områdeschef tillsätter efter förhandling med regionalt kontaktombud\nalla heltidstjänster\u003C\u002Fp>\n\n\u003Cp>efter samråd med berörd butikschef. På samma sätt avgörs huruvida en\u003C\u002Fp>\n\n\u003Cp>heltidstjänst ska utannonseras eller tillsättas enligt huvudregeln i LAS\n§ 25a.\u003C\u002Fp>\n\n\u003Cp>d) Utan iakttagande av vad som här anges kan överenskommelse om\nomplacering träffas.\u003C\u002Fp>\n\n\u003Cp>e) Vid mindre butiker undantas en deltidstjänst, vars uppgift är att i\nförsta hand vikariera\u003C\u002Fp>\n\n\u003Cp>för butikschefen och ingå i ledningsgruppen.\u003C\u002Fp>\n\n\u003Cp>Tjänsten tillsätts av butikschefen efter samråd med butikens\nUnionen-ombud. Saknas\u003C\u002Fp>\n\n\u003Cp>sådant samrådes med lokal Unionen-klubb.\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att i normalfallet ska den tidsmässigt högste\nförsäljartjänsten\u003C\u002Fp>\n\n\u003Cp>reserveras för den som normalt vikarierar för butikschef och är medlem i\nledningsgruppen.\u003C\u002Fp>\n\n\u003Cp>f) För övriga deltidstjänster upp t o m 80%-nivå tillämpas som regel\nLAS.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 5\u003C\u002Fh2>\n\n\u003Cp>Kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om att Systembolaget ska bedriva kompetensutveckling\nenligt följande\u003C\u002Fp>\n\n\u003Cp>riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Inriktning\u003C\u002Fp>\n\n\u003Cp>För att hålla service och kompetens på hög nivå i företaget i ett\nföränderligt samhälle\u003C\u002Fp>\n\n\u003Cp>krävs en kontinuerlig och systematisk kompetensutveckling. Denna sker\nsåväl på arbetsplatsen\u003C\u002Fp>\n\n\u003Cp>som genom kursverksamheten. Syftet är dels att underlätta det dagliga\narbetet,\u003C\u002Fp>\n\n\u003Cp>dels att uppmuntra och öka möjligheten till befordran.\u003C\u002Fp>\n\n\u003Cp>Rätt och ansvar\u003C\u002Fp>\n\n\u003Cp>Alla medarbetare har rätt men även ansvar att kontinuerligt utvecklas i\narbetet. Kvinnor\u003C\u002Fp>\n\n\u003Cp>och män ska ges samma möjlighet till kompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>Utformning\u003C\u002Fp>\n\n\u003Cp>Utformning av kompetensutveckling är en ledningsuppgift. Cheferna ska bl a\nvid utvecklingssamtal\u003C\u002Fp>\n\n\u003Cp>kartlägga behov och önskemål om utbildning.\u003C\u002Fp>\n\n\u003Cp>Stimulera och premiera\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling måste uppmärksammas, stimuleras och premieras. Vid\nlönesättningen\u003C\u002Fp>\n\n\u003Cp>bör det vara naturligt att koppling sker till resultat och kompetens.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 6\u003C\u002Fh2>\n\n\u003Cp>Avvikande överenskommelser för personal på\u003C\u002Fp>\n\n\u003Cp>kontor\u003C\u002Fp>\n\n\u003Cp>§ 1 Arbetstid\u003C\u002Fp>\n\n\u003Cp>Mom 1 Ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>För heltidsanställd\u003C\u002Fp>\n\n\u003Cp>är ordinarie arbetstid, raster oräknade, 38,75 timmar per helgfri vecka.\nOrdinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>är mellan kl. 08.00-16.30.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mom 2 Dagar med reducerad arbetstid\u003C\u002Fp>\n\n\u003Cp>Trettondagsafton, skärtorsdag, valborgsmässoafton, dagen före Kristi\nHimmelfärdsdag\u003C\u002Fp>\n\n\u003Cp>och dagen före Alla Helgons dag är normalarbetstiden avkortad till klockan\n15.00.\u003C\u002Fp>\n\n\u003Cp>Mom 3 Arbetsfri dag\u003C\u002Fp>\n\n\u003Cp>Nyårsafton är fridag.\u003C\u002Fp>\n\n\u003Cp>Mom 4 Raster och pauser\u003C\u002Fp>\n\n\u003Cp>I arbetstiden ingår två pauser om högst 10 minuter vardera. Lunchrasten\när 45 minuter.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>Mom 5 Flextid\u003C\u002Fp>\n\n\u003Cp>För samtliga anställda gäller att det inte går att flexa helt fritt utan\nhänsyn måste tas till\u003C\u002Fp>\n\n\u003Cp>arbetsuppgifternas krav.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Cp>Flex är möjligt mellan kl. 07.30 och 09.00 samt mellan 16.00 och 17.30.\u003C\u002Fp>\n\n\u003Cp>Dagar med reducerad arbetstid är flex möjlig mellan 07.30 och 09.00 samt\nmellan\u003C\u002Fp>\n\n\u003Cp>14.00 och 16.30.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Mom 6 Övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Som övertidsarbete räknas beordrad arbetstid utöver 7 timmar och 45\nminuter per dag.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om att kompensation för\növertidsarbete\u003C\u002Fp>\n\n\u003Cp>ska ges genom att tjänstemannen i stället får högre lön och\u002Feller fem\nsemesterdagar\u003C\u002Fp>\n\n\u003Cp>utöver avtalsenlig semester.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse ska gälla tjänstemän i chefsställning och\ntjänstemän vars arbetstid\u003C\u002Fp>\n\n\u003Cp>är svår att kontrollera eller som har frihet att förlägga sin\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen bör innehålla uppgift om aktuell lön samt eventuella\nlönetillägg\u003C\u002Fp>\n\n\u003Cp>och\u002Feller extra semesterdagar som utges istället för\növertidskompensation. Det bör\u003C\u002Fp>\n\n\u003Cp>också framgå vilka särskilda omständigheter som överenskommelsen vilar\npå.\u003C\u002Fp>\n\n\u003Cp>Överenskommelser enligt ovan ska vara skriftliga. De gäller tills vidare\noch kan revideras\u003C\u002Fp>\n\n\u003Cp>vid nästkommande lönerevision.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att överenskommelsen ska upphöra, ska underrätta den\nandra parten\u003C\u002Fp>\n\n\u003Cp>senast två månader innan nästkommande lönerevisionstidpunkt.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska i samband med den årliga lönerevisionen underrätta\nberörd tjänstemannaklubb\u003C\u002Fp>\n\n\u003Cp>vilka medlemmar som har överenskommelse enligt ovan.\u003C\u002Fp>\n\n\u003Cp>§ 2 Lön\u003C\u002Fp>\n\n\u003Cp>Mom 1 Individuell lön\u003C\u002Fp>\n\n\u003Cp>Individuell lönesättning gäller enligt särskild överenskommelse.\u003C\u002Fp>\n\n\u003Cp>Mom 2 Särskilda regler för deltidsanställd\u003C\u002Fp>\n\n\u003Cp>Deltidsanställd\u003C\u002Fp>\n\n\u003Cp>får, för mertid, ersättning med utgående månadslön dividerad med 4 x\ngenomsnittliga\u003C\u002Fp>\n\n\u003Cp>veckoarbetstiden.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro p g a sjukdom eller vård av barn och tjänstledighet görs,\nför deltidsanställd,\u003C\u002Fp>\n\n\u003Cp>avdrag med 1\u002F167 av månadslönen för heltidsarbete för varje timmes\nfrånvaro.\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel avlöningsperiod görs avdrag med hela månadslönen.\u003C\u002Fp>\n\n\u003Cp>§ 3 Uppsägning\u003C\u002Fp>\n\n\u003Cp>Mom 1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden är tre månader för anställd som har fyllt 25 år eller\nsom vid uppsägningstillfället\u003C\u002Fp>\n\n\u003Cp>har varit anställd längre tid än två år. Om arbetsgivaren säger upp\nsådan\u003C\u002Fp>\n\n\u003Cp>anställd är uppsägningstiden minst tre månader.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>För tidsbegränsade anställningar som avses vara längre än 5 månader\noch minst 20 %\u003C\u002Fp>\n\n\u003Cp>sysselsättningsgrad tillämpas månadslön. För anställd som erbjuds\ntidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>med en sysselsättningsgrad på minst 20 % i direkt anslutning till när\nvederbörande\u003C\u002Fp>\n\n\u003Cp>fyller 67 år, och som i tidigare anställning i Systembolaget haft\nmånadslön,\u003C\u002Fp>\n\n\u003Cp>tillämpas månadslön också för den tidsbegränsade anställningen.\u003C\u002Fp>\n\n\u003Cp>Träder i kraft avseende anställningar som ingås fr o m 2018-01-01\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 7\u003C\u002Fh2>\n\n\u003Cp>Avvikande överenskommelser för personal på\u003C\u002Fp>\n\n\u003Cp>Skarpö\u003C\u002Fp>\n\n\u003Cp>§ 1 Arbetstid\u003C\u002Fp>\n\n\u003Cp>Mom 1 Ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd\u003C\u002Fp>\n\n\u003Cp>ska tjänstgöringsschema upprättas månatligen av\nkursgårdsföreståndaren efter samråd\u003C\u002Fp>\n\n\u003Cp>med personalen. Tjänstgöringsschemat reglerar arbetstiden under\nkursgårdens öppethållande\u003C\u002Fp>\n\n\u003Cp>(undantag sommar, jul och påskuppehållen). I schemat regleras lunch och\u003C\u002Fp>\n\n\u003Cp>kafferaster samt eventuella pauser.\u003C\u002Fp>\n\n\u003Cp>Mom 2 Dagar med reducerad arbetstid\u003C\u002Fp>\n\n\u003Cp>Arbetstiden slutar klockan 15.30 följande dagar:\u003C\u002Fp>\n\n\u003Cp>• Trettondagsafton\u003C\u002Fp>\n\n\u003Cp>• Skärtorsdag\u003C\u002Fp>\n\n\u003Cp>• Valborgsmässoafton\u003C\u002Fp>\n\n\u003Cp>• dagen före Kristi Himmelfärdsdag\u003C\u002Fp>\n\n\u003Cp>• dagen före alla Helgons dag\u003C\u002Fp>\n\n\u003Cp>Mom 3 Arbetsfri dag\u003C\u002Fp>\n\n\u003Cp>Nyårsafton är fridag.\u003C\u002Fp>\n\n\u003Cp>Mom 4 OB-tillägg\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid förlagd efter:\u003C\u002Fp>\n\n\u003Cp>klockan 18.30, OB-tillägg motsvarande 50 % av timlönen.\u003C\u002Fp>\n\n\u003Cp>klockan 20.30, OB-tillägg motsvarande 75 % av timlönen.\u003C\u002Fp>\n\n\u003Cp>klockan 22.00 och före klockan 06.00, OB-tillägg motsvarande 100 % av\ntimlönen.\u003C\u002Fp>\n\n\u003Cp>Mom 5 Övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om att kompensation för\növertidsarbete\u003C\u002Fp>\n\n\u003Cp>ska ges genom att tjänstemannen i stället får högre lön och\u002Feller fem\nsemesterdagar\u003C\u002Fp>\n\n\u003Cp>utöver avtalsenlig semester.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse ska gälla tjänstemän i chefsställning och\ntjänstemän vars arbetstid\u003C\u002Fp>\n\n\u003Cp>är svår att kontrollera eller som har frihet att förlägga sin\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen bör innehålla uppgift om aktuell lön samt eventuella\nlönetillägg\u003C\u002Fp>\n\n\u003Cp>och\u002Feller extra semesterdagar som utges istället för\növertidskompensation. Det bör\u003C\u002Fp>\n\n\u003Cp>också framgå vilka särskilda omständigheter som överenskommelsen vilar\npå.\u003C\u002Fp>\n\n\u003Cp>Överenskommelser enligt ovan ska vara skriftliga. De gäller tills vidare\noch kan revideras\u003C\u002Fp>\n\n\u003Cp>vid nästkommande lönerevision.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att överenskommelsen ska upphöra, ska underrätta den\nandra parten\u003C\u002Fp>\n\n\u003Cp>senast två månader innan nästkommande lönerevisionstidpunkt.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska i samband med den årliga lönerevisionen underrätta\nberörd tjänstemannaklubb\u003C\u002Fp>\n\n\u003Cp>vilka medlemmar som har överenskommelse enligt ovan.\u003C\u002Fp>\n\n\u003Cp>§ 2 Semester\u003C\u002Fp>\n\n\u003Cp>Utläggning av semester, ska i första hand ske på tider då kursgården\när stängd.\u003C\u002Fp>\n\n\u003Cp>§ 3 Uppsägning\u003C\u002Fp>\n\n\u003Cp>Mom 1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden är tre månader för anställd som har fyllt 25 år eller\nsom vid uppsägningstillfället\u003C\u002Fp>\n\n\u003Cp>har varit anställd längre tid än två år. Om arbetsgivaren säger upp\nsådan\u003C\u002Fp>\n\n\u003Cp>anställd är uppsägningstiden minst tre månader.\u003C\u002Fp>\n\n\u003Cp>Denna bestämmelse gäller anställning som ingås 1 juni 2016 eller\nsenare.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 8\u003C\u002Fh2>\n\n\u003Cp>Överenskommelser för personal på depå\u003C\u002Fp>\n\n\u003Cp>§ 1 Arbetstid\u003C\u002Fp>\n\n\u003Cp>Mom 1 Ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>Ordinarie arbetstid förläggs måndag – fredag. För heltidsanställd\när, raster oräknade,\u003C\u002Fp>\n\n\u003Cp>40 timmar i genomsnitt per helgfri vecka och år. För deltidsanställda\nproportioneras\u003C\u002Fp>\n\n\u003Cp>arbetstiden till sysselsättningsgraden.\u003C\u002Fp>\n\n\u003Cp>Det ska eftersträvas att arbetspass per dag normalt inte ska schemaläggas\nmed mer än\u003C\u002Fp>\n\n\u003Cp>nio timmar, raster oräknade.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan komma överens om annat.\u003C\u002Fp>\n\n\u003Cp>Mom 2 Dygnsvila\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna inte enas om annat ska varje tjänsteman ges minst\nelva timmars\u003C\u002Fp>\n\n\u003Cp>sammanhängande viloperiod per 24-timmarsperiod, beräknad från\narbetspassets början\u003C\u002Fp>\n\n\u003Cp>enligt tjänstemannens gällande arbetstidsschema.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får göras tillfälligtvis, om det föranleds av något särskilt\nförhållande som\u003C\u002Fp>\n\n\u003Cp>inte har kunnat förutses av arbetsgivaren, under förutsättning att\ntjänstemannen ges\u003C\u002Fp>\n\n\u003Cp>motsvarande ledighet. De lokala parterna kan träffa överenskommelse om\ntillfälliga\u003C\u002Fp>\n\n\u003Cp>avvikelser även i andra fall.\u003C\u002Fp>\n\n\u003Cp>Mom 3 Minsta arbetstid per dag\u003C\u002Fp>\n\n\u003Cp>Anställd ska inte inkallas för kortare tjänstgöring än tre timmar.\nArbetstiden ska normalt\u003C\u002Fp>\n\n\u003Cp>vara sammanhängande.\u003C\u002Fp>\n\n\u003Cp>Mom 4 Arbetsfria dagar\u003C\u002Fp>\n\n\u003Cp>Helgdagar (röda dagar), midsommar-, jul- och nyårsafton är arbetsfria\ndagar.\u003C\u002Fp>\n\n\u003Cp>Mom 5 Övertidsarbete\u003C\u002Fp>\n\n\u003Cp>Anställd är skyldig att på arbetsledningens begäran arbeta övertid. Den\nanställde ska\u003C\u002Fp>\n\n\u003Cp>om möjligt ha besked om övertidsarbete före måltidsrasten samma dag. Då\nanställd\u003C\u002Fp>\n\n\u003Cp>beordras utföra övertidsarbete bör skälig hänsyn tas till den\nanställdes intressen.\u003C\u002Fp>\n\n\u003Cp>För heltidsanställd\u003C\u002Fp>\n\n\u003Cp>räknas som övertidsarbete arbete som utförs före eller efter den dagliga\nordinarie arbetstiden,\u003C\u002Fp>\n\n\u003Cp>d v s utanför tider som anges på tjänstgöringsschemat.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd\u003C\u002Fp>\n\n\u003Cp>räknas tid som överstiger 40 timmar under en vecka eller arbete på\nsöndag eller helgdag\u003C\u002Fp>\n\n\u003Cp>som övertid.\u003C\u002Fp>\n\n\u003Cp>Mom 6 Dispens för extra övertid\u003C\u002Fp>\n\n\u003Cp>Utöver arbetstidslagens regler om högst 200 timmars övertid per\nkalenderår kan efter\u003C\u002Fp>\n\n\u003Cp>överenskommelse mellan arbetsgivaren och den lokala fackliga organisationen\nhögst\u003C\u002Fp>\n\n\u003Cp>150 timmars extra övertid per kalenderår tas ut.\u003C\u002Fp>\n\n\u003Cp>§ 2 Övertidsersättning\u003C\u002Fp>\n\n\u003Cp>Framgår av § 5 Kollektivavtalet.\u003C\u002Fp>\n\n\u003Cp>§ 3 Anställningens upphörande\u003C\u002Fp>\n\n\u003Cp>Framgår av § 14 i Kollektivavtalet.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 9\u003C\u002Fh2>\n\n\u003Cp>Nattarbete\u003C\u002Fp>\n\n\u003Cp>Mot bakgrund av den verksamhet Systembolaget bedriver, är parterna ense om\nföljande\u003C\u002Fp>\n\n\u003Cp>avseende nattarbete:\u003C\u002Fp>\n\n\u003Cp>a) Behovet av nattarbete har prövats och fastställts vid bolagets enheter\ni Sverige.\u003C\u002Fp>\n\n\u003Cp>b) Innan nattarbete enligt nedan införs vid verksamheten skall lokal\növerenskommelse\u003C\u002Fp>\n\n\u003Cp>träffas (på ”HR-SPF-nivå”)\u003C\u002Fp>\n\n\u003Cp>c) Med nattarbetande avses tjänsteman som normalt sett utför minst tre\ntimmar av sitt\u003C\u002Fp>\n\n\u003Cp>arbetspass nattetid samt tjänsteman som troligen kommer att fullgöra en\ntredjedel\u003C\u002Fp>\n\n\u003Cp>av sin årsarbetstid på natten. Med natt avses perioden mellan 22.00 och\n06.00.\u003C\u002Fp>\n\n\u003Cp>Arbetstiden för nattarbetande tjänsteman får under varje period om 24\ntimmar inte\u003C\u002Fp>\n\n\u003Cp>överstiga åtta timmar i genomsnitt under en beräkningsperiod om fyra\nmånader.\u003C\u002Fp>\n\n\u003Cp>Vid genomsnittsberäkningen avräknas 24 timmar för varje period om sju\ndagar.\u003C\u002Fp>\n\n\u003Cp>Avvikelse får göras i lokal överenskommelse under förutsättning att\ntjänstemannen\u003C\u002Fp>\n\n\u003Cp>kompenseras med ledighet eller motsvarande skydd.\u003C\u002Fp>\n\n\u003Cp>Semester och sjukfrånvaro under tid då tjänstemannen annars skulle ha\narbetat\u003C\u002Fp>\n\n\u003Cp>skall likställas med fullgjord arbetstid.\u003C\u002Fp>\n\n\u003Cp>d) Tjänstemannen skall beredas minst 11 timmars sammanhängande vila per\n24-timmars-\u003C\u002Fp>\n\n\u003Cp>period. Vilan bör vara förlagd till natt, varvid avses perioden 00.00 –\n05.00\u003C\u002Fp>\n\n\u003Cp>bör ingå. Nämnda 24-timmarsperiod kan omfatta kalenderdygnet från kl\n00.00 till\u003C\u002Fp>\n\n\u003Cp>24.00 eller någon annan 24-timmarsperiod. Perioden skall efter\nfastställande läggas\u003C\u002Fp>\n\n\u003Cp>ut efter ett fast system och tillämpas konsekvent. Byte av period kan ske\nvid\u003C\u002Fp>\n\n\u003Cp>avbrott såsom omläggning av schema. Se anmärkning 1 nedan.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från dygnsvilan får göras tillfälligtvis, om det föranleds av\nnågot särskilt\u003C\u002Fp>\n\n\u003Cp>förhållande som inte kunnat förutses av arbetsgivaren, under\nförutsättning att\u003C\u002Fp>\n\n\u003Cp>tjänstemannen kompenseras med motsvarande ledighet. Se anmärkning 2\nnedan.\u003C\u002Fp>\n\n\u003Cp>Genom lokal överenskommelse kan avvikelse från ovanstående göras under\nförutsättning\u003C\u002Fp>\n\n\u003Cp>att tjänstemannen kompenseras med ledighet eller ges lämpligt skydd.\u003C\u002Fp>\n\n\u003Cp>I de fall ledigheten förläggs till ordinarie arbetstid skall löneavdrag\ninte göras.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>1) Vid arbete under beredskap ska ledighet i tid motsvarande faktiskt\narbetad tid under\u003C\u002Fp>\n\n\u003Cp>beredskapen läggas ut i direkt anslutning till nästkommande arbetspass\nför\u003C\u002Fp>\n\n\u003Cp>uppfyllande av sammanlagd dygnsvila, enligt första stycket ovan.\u003C\u002Fp>\n\n\u003Cp>2) Avvikelse, enligt andra stycket ovan, kan ske tillfälligtvis, om det\nföranleds av något\u003C\u002Fp>\n\n\u003Cp>särskilt förhållande som inte kunnat förutses av arbetsgivaren. En\nsådan avvikelse\u003C\u002Fp>\n\n\u003Cp>från dygnsvilan förutsätter att tjänstemannen ges motsvarande förlängd\nviloperiod,\u003C\u002Fp>\n\n\u003Cp>dvs timme för timme, svarande mot avbrottet. Den motsvarande förlängda\nviloperioden\u003C\u002Fp>\n\n\u003Cp>ska om möjligt läggas i anslutning till det arbetspass som avbrutit\ndygnsvilan.\u003C\u002Fp>\n\n\u003Cp>Om detta av sakliga verksamhetsskäl inte är möjligt ska denna ledighet\nläggas ut\u003C\u002Fp>\n\n\u003Cp>inom sju dagar från det att dygnsvilan avbrutits.\u003C\u002Fp>\n\n\u003Cp>e) Nattarbete enligt ovan gäller enbart butik.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Ersättning för arbete efter kl 18.30 framgår av § 6 Mom 1.\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen träder i kraft per 1 oktober 2013.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Ch2>Bilaga 10\u003C\u002Fh2>\n\n\u003Cp>Överenskommelse mellan Svensk Handel och\u003C\u002Fp>\n\n\u003Cp>Unionen avseende system för kollektivavtalad\u003C\u002Fp>\n\n\u003Cp>deltid i pensionssyfte för personal på\u003C\u002Fp>\n\n\u003Cp>Systembolaget.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse rörande avsättningar till\u003C\u002Fp>\n\n\u003Cp>deltidspension\u003C\u002Fp>\n\n\u003Cp>Generella regler\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Parterna har träffat överenskommelse om att införa ett system för\ndeltidspension på\u003C\u002Fp>\n\n\u003Cp>avtalsområdet. Detta innebär bland annat att arbetsgivaren ska betala en\nkompletterande\u003C\u002Fp>\n\n\u003Cp>premie till ITP-planen, jfr p 7.2 i avdelning 1 respektive p 6.4 i avdelning\n2 av\u003C\u002Fp>\n\n\u003Cp>ITP-planen.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska betalas till Collectum och enligt de rutiner\nsom gäller\u003C\u002Fp>\n\n\u003Cp>för kompletterande premier (avgifter) till ITP 1 respektive ITPK. Premien\nska\u003C\u002Fp>\n\n\u003Cp>komplettera den försäkring för ITP 1 eller ITPK som tjänstemannen har i\nanställningen\u003C\u002Fp>\n\n\u003Cp>hos arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att bistå Collectum så långt det är möjligt\nmed uppgifter om\u003C\u002Fp>\n\n\u003Cp>vilka arbetsgivare som omfattas av denna överenskommelse.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Premien som ska betalas till Collectum ska vara 0,2 procent fr o m 1 maj\n2016.\u003C\u002Fp>\n\n\u003Cp>Till systemet för deltidspension avsätts ytterligare 0,5 % för\navtalsperioden 1 maj\u003C\u002Fp>\n\n\u003Cp>2017 – 30 april 2020, varav 0,2 % avsätts fr o m den 1 maj 2017 och 0,3 %\nfr o m den\u003C\u002Fp>\n\n\u003Cp>1 maj 2019.\u003C\u002Fp>\n\n\u003Cp>Kostnader för premiebefrielseförsäkring i Alecta respektive\npremieöverföringen till\u003C\u002Fp>\n\n\u003Cp>Collectum och försäkringsbolagen, samt förvaltningskostnader ska belasta\npremierna.\u003C\u002Fp>\n\n\u003Cp>Ersättning från premiebefrielseförsäkringen betalas enligt Collectums\noch Alectas villkor\u003C\u002Fp>\n\n\u003Cp>för kompletterande premier till ITP 1 alternativt ITPK.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITP 1\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska betalas från och med den månad\ntjänstemannen fylller\u003C\u002Fp>\n\n\u003Cp>25 år och till och med månaden före den under vilken tjänstemannen\nfyller 65 år.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensionsmedförande lönen\nför ITP 1.\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien debiteras arbetsgivaren av Collectum på det\nunderlag\u003C\u002Fp>\n\n\u003Cp>som ligger till grund för premien för ITP 1.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITPK\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska betalas, för tjänsteman som är född 1978\neller tidigare,\u003C\u002Fp>\n\n\u003Cp>till och med månaden före den under vilken tjänstemannen fyller 65\når.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensionsmedförande lönen\nför pensionsförmåner\u003C\u002Fp>\n\n\u003Cp>enligt ITP-planens avdelning 2 p 3.\u003C\u002Fp>\n\n\u003Cp>När tjänsteman beviljats deltidstjänstgöring i syfte att gå i\ndeltidspension ska arbetsgivaren\u003C\u002Fp>\n\n\u003Cp>även fortsättningsvis anmäla inkomst utifrån tjänstemannens tidigare\nsysselsättningsgrad.\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren har rätt att avanmäla tjänsteman som är föräldraledig.\nEftersom sådan\u003C\u002Fp>\n\n\u003Cp>tid med föräldrapenning är pensionsgrundande rekommenderar Svenskt\nNäringsliv\u003C\u002Fp>\n\n\u003Cp>och PTK arbetsgivaren att fortsätta betala premierna till ITP (avdelning 2)\nunder de 11\u003C\u002Fp>\n\n\u003Cp>första månaderna av föräldraledigheten. Parterna är därför ense om\natt denna rekommendation\u003C\u002Fp>\n\n\u003Cp>även ska gälla för kompletterande premier till ITPK.\u003C\u002Fp>\n\n\u003Cp>Utbetalningsregler\u003C\u002Fp>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>Uttag av pensionsförsäkring som baseras på de kompletterande premierna\nför deltidspension\u003C\u002Fp>\n\n\u003Cp>kan göras i enlighet med de villkor som gäller för uttag av ITP 1\nrespektive ITPK.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att gemensamt begära att Svenskt Näringsliv och\nPTK gör\u003C\u002Fp>\n\n\u003Cp>nödvändiga förändringar i ITP-planen så att de som omfattas av denna\növerenskommelse\u003C\u002Fp>\n\n\u003Cp>kan finansiera sin deltidspension med uttag av ITP 1, ITPK och\u002Feller\nkompletterande premier.\u003C\u002Fp>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>Tolkning och tillämpning av dessa villkor sker i ITP-nämnden när det\ngäller frågor där\u003C\u002Fp>\n\n\u003Cp>tillämpningen följer av ITP-planens regler.\u003C\u002Fp>\n\n\u003Cp>Kompletterande anmärkning för anställda som inte har ITP 1 eller\u003C\u002Fp>\n\n\u003Cp>ITPK\u003C\u002Fp>\n\n\u003Cp>För anställd som är mellan 25 och 65 år och som omfattas av\növerenskommelsen om\u003C\u002Fp>\n\n\u003Cp>ett system för deltidspension men inte har något pågående intjänande av\nITP 1 eller\u003C\u002Fp>\n\n\u003Cp>ITPK hos arbetsgivaren gäller att arbetsgivaren träffar enskild\növerenskommelse med\u003C\u002Fp>\n\n\u003Cp>den anställde om avsättning till denna förmån och de administrativa\nförutsättningarna\u003C\u002Fp>\n\n\u003Cp>för denna. Sådan överenskommelse kan också träffas mellan arbetsgivaren\noch lokal\u003C\u002Fp>\n\n\u003Cp>facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse rörande rätt till deltid i pensionssyfte\u003C\u002Fp>\n\n\u003Cp>Tjänsteman och arbetsgivare kan komma överens om att tjänsteman från 62\nårs ålder\u003C\u002Fp>\n\n\u003Cp>ska gå ner i arbetstid, s.k. deltidspension.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vill gå i deltidspension skall skriftligen ansöka om detta\nsex kalendermånader\u003C\u002Fp>\n\n\u003Cp>före önskad tidpunkt för deltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>En ansökan om deltidspension skall behandlas sakligt och objektivt.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall inom två kalendermånader från ansökan underrätta\ntjänstemannen\u003C\u002Fp>\n\n\u003Cp>om ansökan kan beviljas eller ej.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren beviljar ansökan om deltidspension blir anställningen,\nfrån det datum\u003C\u002Fp>\n\n\u003Cp>då tjänstemannen går ner i arbetstid, en deltidstjänst med den\nsysselsättningsgrad\u003C\u002Fp>\n\n\u003Cp>som följer av deltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>För det fall arbetsgivaren inte beviljar ansökan skall en skriftlig\nmotivering överlämnas\u003C\u002Fp>\n\n\u003Cp>till såväl tjänstemannen som till lokal facklig part. Tjänstemannen och\nlokal facklig\u003C\u002Fp>\n\n\u003Cp>part har då rätt till överläggning med arbetsgivaren om beslutet.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § lagen om anställningsskydd\u003C\u002Fp>\n\n\u003Cp>gäller inte för tjänstemän som har deltidsanställning genom\ndeltidspensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n \n ",{"hourspday_select":42,"WAGES_determined":46,"hourspweek_select":50,"childcare":54,"LOWWAGE_provision":58,"maxsicknesspayperc":62,"OVERTIME_trigger":66,"healthcareaccess":70,"healthinsurance":74,"FLEXWORK_trigger":78,"protectiveclothing":82,"healthandsafetypolicy":86,"flexible_work_options":88,"contracttrial":92,"sicknesspay":96,"SCHEDULE_trigger":100,"paidpaternityleave":104,"NOCTPREM_trigger":108,"lowwageperiod":112,"MAXHOURS_trigger":116,"bankholidays1":120,"hivpolicy":124,"sicknessmaxdays":128,"PAIDLEAV_trigger":132,"CONSIGN_trigger":136,"deathrelatives":140},{"bindId":43,"name":44,"text":45},"hourspday_select","För heltidsanställd är ordinarie arbetst","För heltidsanställd\n\när ordinarie arbetstid, raster oräknade, 38,75 timmar per helgfri vecka.\nOrdinarie arbetstid\n\när mellan kl. 08.00-16.30.",{"bindId":47,"name":48,"text":49},"WAGES_determined","Anställningsavtal ska vara skriftligt, v","Anställningsavtal ska vara skriftligt, varav ett överlämnas till den\nanställde. Av avtalet\n\nska bl a anställningsform, befattning, sysselsättningsgrad och\nanställningsvillkor framgå.\n\nNytt anställningsavtal upprättas vid permanent förändring av\nanställningsform, befattning\n\neller sysselsättningsgrad. Detta ska bl a ske då den anställde erhåller\npartiell sjukersättning\n\nsom inte är tidsbegränsad.",{"bindId":51,"name":52,"text":53},"hourspweek_select","Ordinarie arbetstid för heltidsanställd ","Ordinarie arbetstid för heltidsanställd är, raster oräknade, 40 timmar i\ngenomsnitt per\n\nhelgfri vecka och år. För deltidsanställda proportioneras arbetstiden\ntill sysselsättningsgraden.\n\nDet ska eftersträvas att arbetspass per dag normalt inte ska schemaläggas\nmed mer än\n\nnio timmar, raster oräknade.\n\nDe lokala parterna kan komma överens om annat.",{"bindId":55,"name":56,"text":57},"childcare","Mom 1 Tjänstledighet med lön (permission","Mom 1 Tjänstledighet med lön (permission)\n\nAnställd med minst 20 % avtalad arbetstid och som varit anställd minst 6\nmånader i\n\nföljd, kan beviljas permission i följande fall:\n\nPermission är kort ledighet med bibehållen lön under högst en dag. Vid\nnära anhörigs\n\nbegravning kan permissionen även omfatta nödvändiga – högst två -\nresdagar.\n\nPermissionsanledningar\n\nPermission kan beviljas i följande fall:\n\n• Eget bröllop.\n\n• Egen 50-årsdag.\n\n• Förstagångsbesök hos läkare och tandläkare, vid akut sjukdom eller\nolycksfall\n\n• Besök vid sjukvårdsinrättning efter remiss från av arbetsgivaren\nanvisad läkare\n\nliksom vid av inrättningen föreskrivna återbesök.\n\n• Arbetstagare, som arbetat del av dag och därefter måste lämna\narbetsplatsen under\n\nåterstoden av arbetsdagen på grund av arbetsskada, skall erhålla\npermission under\n\ndenna tid. En förutsättning för att permissionslön skall utges är dock\natt arbetsskadan\n\ninte föranleder sjukskrivning för längre tid än sju dagar räknat från\noch med\n\ninsjuknandedagen enligt lagen om allmän försäkring.\n\n• Nära anhörigs frånfälle.\n\n• Nära anhörigs begravning.\n\nUrnnedsättning avseende nära anhörig.\n\n• Plötsligt svårt sjukdomsfall hos hemmaboende nära anhörig.\n\nSom nära anhörig räknas make\u002Fmaka, sammanboende som lever i\näktenskapsliknande\n\nförhållanden, barn, barnbarn, syskon, föräldrar, svärföräldrar samt\nmor- och farföräldrar.\n\nAnsökan om permission skall göras i så god tid som möjligt. Orsaken till\npermissionen\n\nskall på förhand eller – om så inte kan ske – i efterhand styrkas om\narbetsgivaren så begär.",{"bindId":59,"name":60,"text":61},"LOWWAGE_provision","Löneavtal 2017-05-01 - 2020-04-30 Inklus","Löneavtal 2017-05-01 - 2020-04-30\n\nInklusive Principer för lönesättning\n\n1. Den lokala lönebildningsprocessen\n\nLönebildningsprocessen avseende medlemmar i Unionen sker på\nföretagsnivå.\n\nArbetsgivaren och de lokala fackliga organisationerna gör en genomgång av\navtalets\n\nintentioner och tillämpning vid företaget och upprättar en tidplan för\nlönerevisionen.\n\n2. Lönerevision\n\nLönerevision den 1 maj 2017\n\nEn allmän pott beräknas som 2,0 % av summan av fasta kontanta lönerna\nför tjänstemän\n\ninom Unionens avtalsområde per 2017-04-30.\n\nUr den allmänna potten ges en individgaranti på 203 kr\u002Fmånad för\nheltidsanställd.\n\nMinimilönen är 120:40 kr per timme för försäljare fr o m 1 maj 2017.\n\nLönerevision den 1 maj 2018\n\nEn allmän pott beräknas som 2,0 % av summan av fasta kontanta lönerna\nför tjänstemän\n\ninom Unionens avtalsområde per 2018-04-30.\n\nUr den allmänna potten ges en individgaranti på 207 kr\u002Fmånad för\nheltidsanställd.\n\nMinimilönen är 122:80 kr per timme för försäljare fr o m 1 maj 2018.\n\nLönerevision den 1 maj 2019\n\nEn allmän pott beräknas som 2,0 % av summan av fasta kontanta lönerna\nför tjänstemän\n\ninom Unionens avtalsområde per 2019-04-30.\n\nUr den allmänna potten ges en individgaranti på 211 kr\u002Fmånad för\nheltidsanställd.\n\nMinimilönen är 125:30 kr per timme för försäljare fr o m 1 maj 2019.",{"bindId":63,"name":64,"text":65},"maxsicknesspayperc","1) För anställd som enligt Försäkringska","1) För anställd som enligt Försäkringskassans beslut är berättigad\ntill sjuklön om\n\n80 % under hela sjuklöneperioden görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro\n\növerstigande 20 procent av veckoarbetstiden till och med dag 14 i\nsjuklöneperioden.",{"bindId":67,"name":68,"text":69},"OVERTIME_trigger","Övertidsberättigad anställd får övertids","Övertidsberättigad anställd får övertidsersättning med följande\nprocentuella förhöjning av timlönen:\n\n\n \n \n \n \n \n PÅ VARDAG FÖR DE TVÅ FÖRSTA TIMMARNAS ÖVERTID\n 50 %\n \n \n PÅ VARDAG EFTER TVÅ TIMMARS ÖVERTID\n 75 %\n \n \n PÅ VARDAG MELLAN KLOCKAN 22.00 OCH 06.00, LÖRDAG EFTER KL 12.00, \n\n SÖNDAG, HELGDAG OCH DAG FÖRE HELGDAG SOM EJ ÄR ARBETSDAG SAMT\n\n DAG FÖRE HELGDAG SOM ÄR ARBETSDAG VID ARBETE EFTER DEN TID DÅ\n\n ARBETSTIDEN NORMALT SLUTAR ENLIGT TJÄNSTGÖRINGSSCHEMA\n \n 100 %\n \n \n\n\nVid beräkning av övertid räknas del av halvtimme som full halvtimme om\nden uppgår\n\ntill eller överstiger 15 minuter.",{"bindId":71,"name":72,"text":73},"healthcareaccess","Mom 1 Rätt till ersättning vid läkarvård","Mom 1 Rätt till ersättning vid läkarvård\n\nAnställd med minst 20 % avtalad arbetstid, som varit anställd minst 6\nmånader i följd\n\nfår ersättning för sina kostnader enligt nedan. Den anställde ska styrka\nsina kostnader\n\nmed läkarvårdskvitto eller apotekens högkostnadskvitto.\n\nMom 2 Sjukvårdande behandling och läkemedel\n\nErsättning lämnas för sjukvårdande behandling som ges av läkare,\nsjukgymnast, kiropraktor\n\neller annan vårdgivare med vilken landstinget tecknat vårdavtal. Kostnader\nför\n\nrabatterade läkemedel ersätts också.\n\nErsättning lämnas med högst 180 kronor av det belopp som är\nfrikortsgrundande inom\n\nramen för högkostnadsskyddet.\n\nDen anställde ska visa att notering gjorts i högkostnadskort.",{"bindId":75,"name":76,"text":77},"healthinsurance","Mellan parterna gäller – förutom ITP ova","Mellan parterna gäller – förutom ITP ovan – avtal om\ntjänstegrupplivförsäkring\n\n(TGL), trygghetsförsäkring för arbetsskada (TFA) samt\nOmställningsavtal.",{"bindId":79,"name":80,"text":81},"FLEXWORK_trigger","Mom 5 Flextid För samtliga anställda gäl","Mom 5 Flextid\n\nFör samtliga anställda gäller att det inte går att flexa helt fritt utan\nhänsyn måste tas till\n\narbetsuppgifternas krav.\n\nFlex är möjligt mellan kl. 07.30 och 09.00 samt mellan 16.00 och 17.30.\n\nDagar med reducerad arbetstid är flex möjlig mellan 07.30 och 09.00 samt\nmellan\n\n14.00 och 16.30.",{"bindId":83,"name":84,"text":85},"protectiveclothing","Arbetsgivaren håller med skydds- och arb","Arbetsgivaren håller med skydds- och arbetskläder.",{"bindId":87,"name":84,"text":85},"healthandsafetypolicy",{"bindId":89,"name":90,"text":91},"flexible_work_options","Flex är möjligt mellan kl. 07.30 och 09.","Flex är möjligt mellan kl. 07.30 och 09.00 samt mellan 16.00 och 17.30.\n\nDagar med reducerad arbetstid är flex möjlig mellan 07.30 och 09.00 samt\nmellan\n\n14.00 och 16.30.",{"bindId":93,"name":94,"text":95},"contracttrial","Avtal om provanställning får träffas när","Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska\n\növergå till en tillsvidareanställning. Avtalet får omfatta högst sex\nmånader. Efter överenskommelse\n\nmellan arbetsgivaren och den anställde kan tiden förlängas med den tid\n\nunder vilken den anställde har varit frånvarande under provperioden.\n\nOm arbetsgivaren eller den anställde under denna period inte vill att\nanställningen ska\n\nfortsätta upphör denna två veckor efter det att besked om detta lämnats.\nBeskedet ska\n\nvara skriftligt och lämnas senast två veckor före\nprovanställningsperiodens utgång.\n\nLämnas inte sådant besked övergår anställningen till en\ntillsvidareanställning.\n\nOm provanställning inte tillämpas ska detta framgå av\nanställningsavtalet.",{"bindId":97,"name":98,"text":99},"sicknesspay","För månadsavlönad För varje timme den an","För månadsavlönad\n\nFör varje timme den anställde är frånvarande på grund av sjukdom görs\nsjukavdrag per timme\n\n• För sjukfrånvaro upp till 20 % av veckoarbetstiden (karensavdrag)\n\n\n \n \n månadslönen\n x\n 12\n \n \n 52\n x\n veckoarbetstiden\n \n \n\n\n• För sjukfrånvaro överstigande 20 % av veckoarbetstiden till och med\ndag 14\n\n\n \n \n 20\n %\n x\n månadslönen\n x\n 12\n \n \n 52\n x\n veckoarbetstiden\n \n \n\n\nDessutom betalas efter tid med fullt karensavdrag sjuklön med 80 procent av\nuteblivna\n\nrörliga lönedelar om dessa varit inplanerade sedan tre veckor. T ex\nOB-tillägg.\n\nFör timavlönad\n\nbetalas sjuklön från och med tidpunkten då den anställde varit\nsjukfrånvarande 20\n\nprocent av veckoarbetstiden. Sjuklönen motsvarar 80 procent av den\ninkomstförlust\n\nden anställde gör, med utgångspunkt från den sedan tre veckor\nschemalagda arbetstiden.\n\nBåde avtalad tid och rörliga lönedelar medräknas i\nsjuklöneunderlaget.\n\nSjuklön per timme uppgår till 80 procent av timlönen.\n\nAnmärkningar\n\n1) För anställd som enligt Försäkringskassans beslut är berättigad\ntill sjuklön om\n\n80 % under hela sjuklöneperioden görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro\n\növerstigande 20 procent av veckoarbetstiden till och med dag 14 i\nsjuklöneperioden.\n\n2) Ny sjukperiod som börjar inom fem kalenderdagar från det att en\ntidigare sjukperiod\n\navslutats ska betraktas som fortsättning på den tidigare sjukperioden. Det\ninnebär\n\natt fortsatt karensavdrag kan behöva göras upp till 20 procent av\nveckoarbetstiden\n\ni den fortsatta sjukperioden.\n\n3) Om den anställde under de senaste tolv månaderna fått karensavdrag vid\ntio tillfällen\n\nska avdraget för de första 20 procenten av sjukfrånvaron beräknas\nenligt\n\nvad som gäller för sjukfrånvaro överstigande 20 procent av\nveckoarbetstiden till\n\noch med dag 14 i sjukperioden.\n\n4) Alla karensavdrag som görs med sammanlagt högst 20 procent av\nveckoarbetstiden\n\ninom samma sjukperiod betraktas som ett tillfälle även om avdragen sker\npå olika dagar.\n\nMom 2 Sjukdom fr o m 15:e kalenderdagen\n\nFör varje sjukdag inklusive arbetsfria dagar görs sjukavdrag per dag\nenligt följande:\n\nFör månadsavlönad\n\nFör anställd med månadslön om högst\n\n\n \n \n 8\n x\n prisbasbeloppet\n \n 12\n \nxbasbeloppet12+10%x(månadslönenx12−8xbasbeloppet)365\n\n\n\nSjukavdraget per dag får inte överstiga\n\n\n \n \n den\n fasta\n kon\n tan\n ta\n månadslönen\n x\n 12\n \n 365\n \n\n\n(Med kontant månadslön avses härvid fast månadslön och fasta\nlönetillägg.)\n\nFör timavlönad\n\nutbetalas sjuklön per kalenderdag fr o m dag 15 t o m dag 90 i varje\nsjukperiod enligt formeln\n\n\n \n \n 10\n %\n x\n timlön\n x\n 167\n x\n 12\n x\n deltids\n %\n \n 365",{"bindId":101,"name":102,"text":103},"SCHEDULE_trigger","Om de lokala parterna inte enas om annat","Om de lokala parterna inte enas om annat ska varje tjänsteman ges minst\nelva timmars\n\nsammanhängande viloperiod per 24-timmarsperiod, beräknad från\narbetspassets början\n\nenligt tjänstemannens gällande arbetstidsschema.\n\nAvvikelse får göras tillfälligtvis, om det föranleds av något särskilt\nförhållande som\n\ninte har kunnat förutses av arbetsgivaren, under förutsättning att\ntjänstemannen ges\n\nmotsvarande ledighet. De lokala parterna kan träffa överenskommelse om\ntillfälliga\n\navvikelser även i andra fall.",{"bindId":105,"name":106,"text":107},"paidpaternityleave","Anställd, som vill ha föräldraledighet i","Anställd, som vill ha föräldraledighet i samband med barns födelse, ska\nunderrätta\n\narbetsgivaren senast en månad i förväg och ange vilken tid ledigheten ska\nvara.",{"bindId":109,"name":110,"text":111},"NOCTPREM_trigger","Anställd med ordinarie arbetstid förlagd","Anställd med ordinarie arbetstid förlagd efter kl 18.30 får OB-tillägg\nmotsvarande\n\n50% förhöjning av timlönen. Vid tjänstgöring efter kl 20.30 är\nersättningen förhöjd\n\nmed 75% av timlönen.",{"bindId":113,"name":114,"text":115},"lowwageperiod","2. Lönerevision Lönerevision den 1 maj 2","2. Lönerevision\n\nLönerevision den 1 maj 2017\n\nEn allmän pott beräknas som 2,0 % av summan av fasta kontanta lönerna\nför tjänstemän\n\ninom Unionens avtalsområde per 2017-04-30.\n\nUr den allmänna potten ges en individgaranti på 203 kr\u002Fmånad för\nheltidsanställd.",{"bindId":117,"name":118,"text":119},"MAXHOURS_trigger","Utöver arbetstidslagens regler om högst ","Utöver arbetstidslagens regler om högst 200 timmars övertid per\nkalenderår kan efter\n\növerenskommelse mellan arbetsgivaren och den lokala fackliga organisationen\nhögst\n\n150 timmars extra övertid per kalenderår tas ut.",{"bindId":121,"name":122,"text":123},"bankholidays1","För anställd med månadslön utgörs semest","För anställd med månadslön utgörs semesterlönen av:\n\n• den vid semestertillfället aktuella månadslönen\n\n• semestertillägg\n\n• semestertillskott (semestertillägg på rörliga lönedelar).\n\nSemestertillägget\n\när, för varje betald semesterdag, 0,8 % av den vid semestertillfället\naktuella månadslönen.\n\nSemestertillägget utbetalas vid det ordinarie löneutbetalningstillfälle\nsom infaller\n\nmånaden efter semesteruttaget.\n\nSemestertillskottet\n\när 12,5 procentenheter av summan utbetalda rörliga lönedelar under\nintjänandeåret.\n\nFör den som har mer än 25 semesterdagar höjs semestertillskottet med 0,5\nprocentenheter\n\nför varje sådan semesterdag.\n\nSemestertillskottet utbetalas senast under februari månad efter\nintjänandeåret.\n\nFör deltidsanställd med timlön\n\när semesterlönen 12,5 procentenheter av den anställdes\nsemesterlöneunderlag under intjänandeåret.\n\nFör anställd som har mer än 25 semesterdagar höjs semesterlönen med 0,5\nprocentenheter\n\nför varje sådan semesterdag.\n\nSemesterlönen utbetalas under maj månad året efter intjänandeåret.",{"bindId":125,"name":126,"text":127},"hivpolicy","Kallas anställd till läkare, som arbetsg","Kallas anställd till läkare, som arbetsgivaren anvisar, på arbetsfri tid\nfår den anställde\n\nersättning motsvarande en timlön. Detta gäller vid hälsokontroll eller\nundersökning\n\nkopplat till hälsodeklaration. Kallas anställd till läkare enligt ovan\npå schemalagd arbetstid\n\ngörs inget löneavdrag för den tiden.",{"bindId":129,"name":130,"text":131},"sicknessmaxdays","Mom 3 Sjuklönetidens längd Rätt till sju","Mom 3 Sjuklönetidens längd\n\nRätt till sjuklön gäller under högst 90 kalenderdagar i följd.\n\nMom 4 Fall då anställd ej får lön vid sjukdom\n\nAnställd som undantagits från förmåner enligt lagen om allmän\nförsäkring får inte\n\nsjuklön fr o m 15:e dagen.\n\nOm den anställde inte i rätt tid styrkt sjukdom till försäkringskassan\noch därigenom\n\nförlorar rätten till sjukpenning fr o m 15:e dagen görs\ntjänstledighetsavdrag för dag då\n\nsjukpenning skulle ha utgått.\n\nMom 3 Sjuklönetidens längd\n\nRätt till sjuklön gäller under högst 90 kalenderdagar i följd.",{"bindId":133,"name":134,"text":135},"PAIDLEAV_trigger","Anställd som inte är berättigad till öve","Anställd som inte är berättigad till övertidsersättning har 30\nsemesterdagar. Övriga anställda\n\nhar 25 semesterdagar.\n\nAnställd som fyllt eller under året fyller\n\n30 år har därutöver-----två semesterdagar\n\n40 år har därutöver----- fyra semesterdagar\n\n50 år har därutöver----- fem semesterdagar\n\nMed semesterdagar avses både betalda och obetalda semesterdagar.",{"bindId":137,"name":138,"text":139},"CONSIGN_trigger","Vid utryckning med anledning av inbrott ","Vid utryckning med anledning av inbrott eller dylikt, för avstängning av\nlarm samt för\n\nvakthållning därefter lämnas ersättning under den första timmen enligt\nföljande:\n\n\n \n \n \n \n \n PÅ VARDAG MELLAN KLOCKAN 22.00 - 06.00 DAG FÖRE HELGDAG \n\n SAMT SÖNDAG OCH HELGDAG\n \n 400\n \n \n PÅ ANNAN TID\n 250\n \n \n FÖR TID DÄREFTER UTGÅR ERSÄTTNING ENLIGT MOM 1\n \n \n \n",{"bindId":141,"name":142,"text":143},"deathrelatives","• Nära anhörigs frånfälle. • Nära anhöri","• Nära anhörigs frånfälle.\n\n• Nära anhörigs begravning.\n\nUrnnedsättning avseende nära anhörig.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>Svensk Handel Systembolaget: 2017 – 2020 - 2017\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Startdatum: → 2017-05-01\u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-end_date\">Slutdatum: → 2020-04-30\u003C\u002Fdiv>\n \n \n\n \u003C!-- TODO: previous CBA logic -->\n \u003C!-- TODO: status logic -->\n\n \n \u003Cdiv id=\"display-cbaratified\">Ratificerat av: → Other\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-cbaactorratified\">\n Ratificerat den: → 2017-06-01\n \u003C\u002Fdiv>\n \n\n \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n \u003Cdiv id=\"display-SECTOR1\">\n Namnindustri: → Detaljhandel\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-FIRMPRI\">\n Offentlig\u002Fprivat sektor: → I den privata sektorn\n \u003C\u002Fdiv>\n \n \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n \n \n \u003Cdiv>\n Företagsnamn: → \n \n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n Namn på fackföreningar: → \n\n \n \n \u003Cspan>\n \n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv class=\"section sickness-disability\">\n \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-maxsicknesspayperc\">\n Maxgräns för sjuklön (i 6 månader): → 80 %\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n Maximalt antal dagar för betald sjukfrånvaro: → 90 dagar\n \u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n\n\n \u003Cdiv class=\"section health-medical-assistence\">\n \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Ja\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Ja\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Ja\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Ja\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n \n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section work-family-arrangements\">\n \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n \n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Betald ledighet per år för vård av anhörig: → 2 dagar\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Betald föräldraledighet (pappor): → Not specified dagar\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Varaktighet på ledighet vid anhörigs bortgång: → Insufficient data dagar\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Provanställnings varaktighet: → 180 dagar\n \u003C\u002Fdiv>\n \n \n\n \n \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section working-hours\">\n \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-hourspday\">\n Arbetstimmar per dag: → 8.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-hourspweek\">\n Arbetstimmar per vecka: → 40.0\n \u003C\u002Fdiv>\n\n \n\n \n\n \n\n \u003Cdiv id=\"display-hoursovertimemax\">\n Max antal övertidstimmar: → 4.0\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysdays\">\n Betald årlig semester: → 30.0 dagar\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-holidaysweeks\">\n Betald årlig semester: → 4.0 veckor\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-bankholidays2\">\n Betalda helgdagar: → \n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n \n \n \n \n \n \n \n \n \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\n \u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section wages\">\n \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-PAYSCALES_trigger\">\n Löner bestämda av löneskalor: → No\n \u003C\u002Fdiv>\n\n \n\n\n \n \u003Cdiv id=\"display-LOWWAGE_government\"> \n Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Nej\u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageperiod\">\n Avtalad lägstalön per: → Months\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-lowwageamount\">\n Lägstalön: → SEK 203.0\n \u003C\u002Fdiv>\n\n \u003Cdiv 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