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Rätten till sjuklön enligt § 5 under de\nförsta 14 kalenderdagarna är dock enligt 3 § lagen om sjuk-lön begränsad\nom den avtalade anställningstiden är kortare än en månad.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman, som har anställts på prov, gäller avtalet omedelbart.\nBeträffande upp-sägningstidens längd under provanställningen, se § 11 mom\n3:3.\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som innehar anställning utgörande bisyssla gäller inte\navtalet utom § 5 i den del som avser sjuklön under de första 14\nkalenderdagarna.\u003C\u002Fp>\n\n\u003Ch3>Mom 6\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som fyllt 67 år eller anställts i företaget efter det\natt han uppnått den för honom gällande ordinarie pensionsåldern enligt\nITP-planen gäller avtalet med föl-jande inskränkningar:\u003C\u002Fp>\n\n\u003Cp>§ 5 i den del som avser sjuklön efter den 14:e kalenderdagen gäller\nendast om\u003C\u002Fp>\n\n\u003Cp>• särskild överenskommelse härom träffas mellan arbetsgivaren och\ntjänstemannen\u003C\u002Fp>\n\n\u003Cp>• uppsägningstiden framgår av § 11 mom 3:4.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om en tjänsteman har anställts vid företaget efter det att\nhan uppnått den ordinarie pensionsålder som tillämpas vid detta.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och sådan tjänsteman som avses i detta moment kan\növerenskomma att även andra villkor ska regleras på annat sätt än avtalet\nstadgar.\u003C\u002Fp>\n\n\u003Ch3>Mom 7\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman på arbetsgivarens uppdrag tjänstgör utomlands ska\nanställningsvill-koren under utlandsvistelsen regleras antingen genom\növerenskommelse mellan ar-betsgivaren och tjänstemannen eller genom särskilt\nutlandsresereglemente eller lik-nande vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring gäller ”Avtal om social trygghet för\ntjänstemän vid utlands-tjänstgöring” för de tjänstemän som anges i\nnämnda avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning till § 1 Avtalets omfattning mom 7\u003C\u002Fp>\n\n\u003Cp>Det är parternas uppfattning att sådant särskilt utlandsresereglemente\neller sådan överenskommelse mellan arbetsgivaren och tjänstemannen som\nreglerar anställnings-villkoren under utlandsvistelsen, som regel bör komma\ntill stånd före tjänsteresan.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivareförbunden och respektive tjänstemannaförbund noterar att\nsamtliga be-rörda PTK-förbund enats om att i företag befintliga\ntjänstemannaklubbar respektive av tjänstemännen utsedda representanter inom\nPTK-området kan beträffande omställ-ningsavtalet och beträffande frågor om\npersonalinskränkning enligt avtalen om all-männa anställningsvillkor\ngentemot arbetsgivaren företrädas av ett gemensamt organ, PTK-L. Detta organ\nska anses vara ”den lokala tjänstemannaparten” i de nämnda av-talen.\nPTK-L ska även anses vara ”den lokala arbetstagarorganisationen” enligt\nla-gen (1982:80) om anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa över-enskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\n\n\u003Cp>Mom 1 Anställning tills vidare\u003C\u002Fp>\n\n\u003Cp>Anställning gäller tills vidare, om arbetsgivaren och tjänstemannen inte\nhar överens-kommit om annat enligt mom 2 nedan.\u003C\u002Fp>\n\n\u003Cp>Anställning för viss tid\u003C\u002Fp>\n\n\u003Ch3>Mom 2:1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Avtal om tidsbegränsad anställning får träffas\u003C\u002Fp>\n\n\u003Cp>1) för fri visstidsanställning,\u003C\u002Fp>\n\n\u003Cp>2) för vikariat,\u003C\u002Fp>\n\n\u003Cp>3) för säsongsarbete,\u003C\u002Fp>\n\n\u003Cp>4) när arbetstagaren har fyllt 67 år\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Om en tjänsteman under en femårsperiod har varit anställd hos\narbetsgivaren antingen i fri visstidsanställning i sammanlagt mer än två\når, eller som vikarie i sammanlagt mer än två år, övergår anställningen\ntill en tillsvidareanställning. Dessa regler träder ikraft den 1 april 2013\noch gäller endast anställningsavtal ingångna efter detta datum.\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman under en femårsperiod har varit anställd hos\narbetsgivaren i fri viss-tidsanställning och som vikarie i sammanlagt mer än\ntre år övergår anställningen till en tillsvidareanställning. Dessa regler\nträder ikraft den 1 april 2013 och gäller endast anställningsavtal ingångna\nefter detta datum.\u003C\u002Fp>\n\n\u003Cp>Visstidsanställning på avtalsområdet sker enbart enligt detta avtal, som\nhelt ersätter reglerna om visstidsanställning i lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Ch3>Mom 2:2\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>Avtal får även träffas om tidsbegränsad provanställning, om prövotiden\när högst sex månader.\u003C\u002Fp>\n\n\u003Cp>Vill inte arbetsgivaren eller tjänstemannen att anställningen ska\nfortsätta efter det att prövotiden har löpt ut, ska besked om detta lämnas\ntill motparten senast vid prövoti-dens utgång. Görs inte detta, övergår\nprovanställningen i en tillsvidareanställning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Om inte annat har avtalats, får en provanställning avbrytas även före\nprövotidens ut-gång.\u003C\u002Fp>\n\n\u003Cp>Uppsägning och avslutande av provanställning regleras vidare i § 11 Mom\n3:3.\u003C\u002Fp>\n\n\u003Ch3>Mom 2:3\u003C\u002Fh3>\n\n\u003Cp>Om arbetsgivaren står i begrepp att anställa en tjänsteman enligt Mom 2:2\nbör arbets-givaren, om det är praktiskt möjligt, underrätta berörd\ntjänstemannaklubb vid företaget innan anställningsöverenskommelse träffas.\nUnderrättelse ska dock alltid lämnas inom en vecka efter det\nanställningsöverenskommelse har träffats.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna Förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänsteman ska iaktta\ndiskretion rörande företagets angelägen-heter, såsom prissättningar,\nkonstruktioner, experiment och undersökningar, driftsför-hållanden,\naffärsangelägenheter och dylikt.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verk-samhet för ett företag som konkurrerar med arbetsgivaren.\nTjänstemannen får inte hel-ler åta sig uppdrag eller bedriva verksamhet, som\nkan inverka menligt på hans arbete i tjänsten. Om en tjänsteman avser att\nåta sig uppdrag eller bisyssla av mera omfattande slag, bör han därför\nförst samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman har rätt att motta statligt, kommunalt och fackligt\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Semester\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Semester utgår enligt lag med i mom 2, 3, 5:1-5:2, 6 och 7 angivna tillägg\noch i mom 4 och 5:3 angivna undantag. Undantag har gjorts endast i de delar\ndär så uttryckligen framgår i nämnda moment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2 Förskjutning av semesterår och\u002Feller intjänandeår\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman eller den lokala tjänstemannaparten\nkan över-enskomma om förskjutning av semesterår och\u002Feller intjänandeår.\u003C\u002Fp>\n\n\u003Cp>Semesterns längd m m\u003C\u002Fp>\n\n\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Genom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 6\nmom 1 kan tjänstemannen i stället för 25 semesterdagar erhålla 28 eller 30\ndagars semester.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar. För\ntjänstemän med flera semesterdagar än 25 fastställs antal dagar med\nsemesterlön enligt princi-perna i 7 § semesterlagen.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Semester, som i det individuella fallet på grund av kollektivt eller\nenskilt arbetsavtal kommit att utgå med större antal dagar än detta stadgar,\nska inte röna försämring ge-nom detta avtal.\u003C\u002Fp>\n\n\u003Cp>Denna garantiregel gäller dock inte i de fall en tjänsteman enligt § 6\nmom 1:1 andra stycket i stället för särskild övertidskompensation erhållit\nlängre semester eller inte längre har att utföra förberedelse- och\navslutningsarbete enligt bestämmelserna i § 6 mom 1:2.\u003C\u002Fp>\n\n\u003Cp>Mom 3:3\u003C\u002Fp>\n\n\u003Cp>Om vid något företag enligt före avtalets tillkomst gällande\ntjänstemannareglemente längre semester räknat i dagar per år utgår än\nhär föreskrivs, må avtalets ikraftträdande i och för sig icke föranleda\nrubbning av reglementets semesterbestämmelser.\u003C\u002Fp>\n\n\u003Cp>Uppstår vid något företag fråga om ändring av semesterbestämmelser i\ngällande regle-mente, ska meddelande härom lämnas tjänstemannaparten och,\ninnan avgörande träf-fas, förhandlingar äga rum, om tjänstemannaparten så\nönskar.\u003C\u002Fp>\n\n\u003Cp>Mom 3:4\u003C\u002Fp>\n\n\u003Cp>För vid företaget befordrad eller nyanställd tjänsteman ska i\nintjänandeåret enligt se-mesterlagen även inräknas tid, varunder\ntjänstemannen i denna eller annan egenskap varit anställd i företaget eller,\ni fråga om koncern, i annat till koncernen hörande före-tag.\u003C\u002Fp>\n\n\u003Cp>Semesterlön, semesterersättning m m\u003C\u002Fp>\n\n\u003Cp>Mom 4:1\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den på semestertiden belöpande aktuella\nmånadslönen och semestertillägg enligt nedan.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman avlönad med veckolön ska månadslönen beräknas som 4,3\nx veckolö-nen.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg för varje betald semesterdag utgör\u003C\u002Fp>\n\n\u003Cp>• 0,8 % av tjänstemannens vid semestertillfället aktuella\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta sammanhang fast kontant månadslön och\neventuella fasta lönetillägg per månad (t.ex. fasta skift-, jour-,\nberedskaps-, övertids- och restids-tillägg, garanterad minimiprovision eller\nliknande).\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad – se mom 4:4.\u003C\u002Fp>\n\n\u003Cp>• 0,5 % av summan av den rörliga lönedel som har utbetalats under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>• provision, tantiem, bonus eller liknande rörliga lönedelar\u003C\u002Fp>\n\n\u003Cp>• premielön\u003C\u002Fp>\n\n\u003Cp>• skift-, jour-, beredskaps- och ob-ersättning eller liknande rörlig\nlönedel i den mån den inte inräknats i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Till ”summan av den rörliga lönedel som har utbetalats under\nintjänandeåret” ska för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en ge-nomsnittlig dagsinkomst av\nrörliga lönedelar. Denna genomsnittliga dagsinkomst be-räknas genom att\nunder intjänandeåret utbetald rörlig lönedel divideras med antalet\nan-ställningsdagar (definierat enligt 7 § semesterlagen) exkl.\nsemesterledighetsdagar och hela kalenderdagar med semesterlönegrundande\nfrånvaro under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Beträffande skift-, jour-, beredskaps- och ob-ersättning eller liknande\ngäller att sådan ersättning inte ska medtas i ovanstående\ngenomsnittsberäkning om tjänstemannen un-der intjänandeåret uppburit sådan\nersättning under högst 60 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1) Semestertillägget 0,5 % förutsätter att tjänstemannen har tjänat in\nfull betald se-mester. Om så inte är fallet ska semestertillägget\nuppjusteras genom att 0,5 % multipliceras med det antal semesterdagar\ntjänstemannen är berättigad till enligt mom 3 och divideras med antalet\nbetalda semesterdagar som tjänstemannen har intjänat.\u003C\u002Fp>\n\n\u003Cp>2) Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Semesterersättning utgörs av intjänad semesterlön, som inte utgetts i\nsamband med se-mesterledighet, beräknad som 4,6 % av den aktuella\nmånadslönen per semesterdag jämte semestertillägg beräknat enligt mom 4:1.\nSemesterersättning för sparad se-mesterdag beräknas som om den sparade dagen\ntagits ut det semesterår anställningen upphörde.\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad – se mom 4:4.\u003C\u002Fp>\n\n\u003Cp>Mom 4:3\u003C\u002Fp>\n\n\u003Cp>För varje semesterdag utan semesterlön görs avdrag från tjänstemannens\naktuella må-nadslön med 4,6 % av månadslönen.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön – se mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Mom 4:4\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid se-mestertillfället ska den vid semestertillfället aktuella månadslönen\nproportioneras i förhållande till hans andel av full ordinarie arbetstid vid\narbetsplatsen under intjänan-deåret.\u003C\u002Fp>\n\n\u003Cp>Om sysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäk-ningen användas den sysselsättningsgrad som har gällt under det\növervägande antalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön – se mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Mom 4:5\u003C\u002Fp>\n\n\u003Cp>Vid utbetalning av semesterlön – se mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Under semesterledighet utgår ordinarie månadslön efter avdrag för\nförekommande obetalda semesterdagar.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 % utbetalas vid det ordinarie\nlöneutbetalningstillfället i sam-band med eller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,5 % utbetalas senast vid semesterårets slut.\u003C\u002Fp>\n\n\u003Cp>Undantag 1\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens lön till väsentlig del består av rörlig lönedel har\nhan rätt att vid det ordinarie löneutbetalningstillfället i samband med\nsemestern få utbetalt à conto ett avarbetsgivaren uppskattat semestertillägg\navseende den rörliga lönedelen. Arbetsgiva-ren ska senast vid semesterårets\nutgång utbetala det semestertillägg som kan återstå ef-ter beräkning\nenligt mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Undantag 2\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse träffas om att semesterår och intjänandeår ska\nsammanfalla kan arbetsgivaren utbetala så kallade resterande semesterlön\navseende rörlig lönedel vid första ordinarie löneutbetalningstillfälle\ndär ordinarie lönerutin kan tillämpas omedel-bart efter semesterårets\nutgång.\u003C\u002Fp>\n\n\u003Cp>Sparande av semester\u003C\u002Fp>\n\n\u003Cp>Mom 5:1\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har rätt till flera semesterdagar med semesterlön än 25\näger tjänste-mannen efter överenskommelse med arbetsgivaren rätt att även\nspara dessa överskju-tande semesterdagar förutsatt att han inte samma år tar\nut tidigare sparad semester.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska överenskomma om hur ovannämnda\nsparade se-mesterdagar ska utläggas såväl vad beträffar semesteråret som\nförläggningen under detta.\u003C\u002Fp>\n\n\u003Cp>Mom 5:2\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska uttas i den ordning de sparats.\u003C\u002Fp>\n\n\u003Cp>Semesterdagar som sparats enligt lag ska uttas före semesterdagar som\nsparats enligt mom 5:1 under samma år.\u003C\u002Fp>\n\n\u003Cp>Mom 5:3\u003C\u002Fp>\n\n\u003Cp>Vid uttag av sparad semester beräknas semesterlön enligt mom 4:1 (exkl.\nanmärkning 1). Vid beräkning av semestertillägget om 0,5 % ska dock gälla\natt all frånvaro under intjänandeåret exkl. ordinarie semester ska behandlas\npå samma sätt som semesterlö-negrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska vidare anpassas till\ntjänstemannens andel av full ordinarie arbetstid under det intjänandeår som\nföregick det semesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid – se mom\n4:4.\u003C\u002Fp>\n\n\u003Cp>Mom 6 Semester för nyanställda m.fl.\u003C\u002Fp>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar inte täcker tiden för\nföretagets huvudsemester eller om tjänstemannen i annat fall vill ha längre\nledighet än som mots-varar antalet semesterdagar kan arbetsgivaren och\ntjänstemannen överenskomma om tjänstledighet eller ledighet utan löneavdrag\nunder erforderligt antal dagar.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om tjänstledighet eller ledighet utan löneavdrag ska vara\nskriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag görs, om tjänstemannens anställning upphör\ninom fem år från den dag anställningen började, avdrag från innestående\nlön och\u002Feller semesterer-sättning enligt samma bestämmelser som vid\ntjänstledighet men räknat på den lön som gällde under ledigheten. Avdrag\nska inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1) arbetstagarens sjukdom\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>2) förhållande som avses i 4 § tredje stycket första meningen lagen om\nanställnings-skydd (1982:80)\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>3) uppsägning från arbetsgivarens sida, som beror på förhållande som\ninte hänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har erhållit flera betalda semesterdagar än som\nmotsvarar hans intjänade rätt och skriftlig överenskommelse enligt ovan inte\nhar träffats, gäller be-stämmelserna om förskotterad semesterlön i 29 §\ntredje stycket semesterlagen.\u003C\u002Fp>\n\n\u003Cp>Mom 7 Intyg om uttagen semester\u003C\u002Fp>\n\n\u003Cp>Intyg om uttagen semester vid anställningens upphörande – se § 11 mom\n3:9.\u003C\u002Fp>\n\n\u003Cp>Mom 8 Semester för intermittent deltidsarbetande\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman är deltidsanställd och det för honom gällande\narbetstidsschemat in-nebär att han inte arbetar varje dag varje vecka\n(intermittent deltidsarbetande) gäller följande. Antalet bruttosemesterdagar\nenligt mom 3 vilka ska utläggas under semester-året ska proportioneras i\nförhållande till tjänstemannens andel av den ordinarie arbets-tid som\ngäller för heltidsanställda tjänstemän i motsvarande befattning.\u003C\u002Fp>\n\n\u003Cp>Det antal semesterdagar som då erhålls (nettosemesterdagar) ska\nförläggas på de dagar som annars skulle ha utgjort arbetsdagar för\ntjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar ska utläggas under semesteråret proportioneras de var\nför sig enligt föl-jande\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>antal\u003C\u002Fmi>\n      \u003Cmi>arbetsdagar\u003C\u002Fmi>\n      \u003Cmi>per\u003C\u002Fmi>\n      \u003Cmi>vecka\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>5\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmi>xantal\u003C\u002Fmi>\n  \u003Cmi>bruttosemesterdagar\u003C\u002Fmi>\n  \u003Cmi>som\u003C\u002Fmi>\n  \u003Cmi>ska\u003C\u002Fmi>\n  \u003Cmi>utläggas\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>= antalet semesterdagar som ska förläggas till dagar som annars skulle ha\nutgjort ar-betsdagar (nettosemesterdagar)\u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstår brutet tal sker avrundning uppåt till\nnärmaste heltal.\u003C\u002Fp>\n\n\u003Cp>Med ”antalet arbetsdagar per vecka” avses det antal dagar som, enligt\nför tjänsteman-nen gällande arbetstidsschema, är arbetsdagar per helgfri\nvecka i genomsnitt per 4 veckor (eller annan period som omfattar hel\nförläggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat ska arbeta såväl hel dag som\ndel av dag samma vecka ska den delvis arbetade dagen i detta sammanhang räknas\nsom hel dag. När semester utläggs för sådan tjänsteman konsumeras en hel\nsemesterdag även för den dag tjänstemannen endast skulle ha arbetat del av\ndagen.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>TJÄNSTEMANNENS DELTID ÄR FÖRLAGD TILL I GENOMSNITT FÖLJANDE ANTAL\n        ARBETSDAGAR PER VECKA\u003C\u002Ftd>\n      \u003Ctd>ANTAL NETTOSEMESTERDAGAR (VID 25 DAGARS BRUTTOSEMESTER)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Om tjänstemannens arbetstidsschema ändras så att ”antalet arbetsdagar\nper vecka” för-ändras ska antalet outtagna nettosemesterdagar omräknas att\nsvara mot den nya arbets-tiden.\u003C\u002Fp>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\n(vid obetald semester) ska ske med utgångspunkt från antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Sjuklön m m\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>Mom 1:1 Rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i mom 2:2 andra\nstycket. Den närmare be-räkningen av sjuklönens storlek är angiven i mom\n3-5.\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren fr.o.m. 15:e kalenderdagen i sjukperioden utges\nenligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Ny sjukperiod som börjar inom 5 kalenderdagar från det en tidigare\nsjukperiod upp-hörde ska betraktas som fortsättning på den tidigare\nsjukperioden när det gäller ka-rensdag, sjuklönens storlek och\nsjuklöneperiodens längd.\u003C\u002Fp>\n\n\u003Cp>Detta innebär att fortsatt karensavdrag kan behöva göras upp till 20\nprocent av genom-snittlig veckoarbetstid i den fortsatta sjukperioden.\u003C\u002Fp>\n\n\u003Cp>Mom 1:2 Sjukanmälan\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman blir sjuk och därför ej kan tjänstgöra ska\ntjänstemannen snarast möjligt underrätta arbetsgivaren om detta. Vidare ska\ntjänstemannen så snart kan ske, meddela arbetsgivaren när återgång i\narbete beräknas ske.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller ar-betsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta och rätt föreligger till ersättning\nenligt lagen om ersättning åt smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte utges för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Mom 2:1 Försäkran\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att\ndenne har varit sjuk , uppgifter om i vilken omfattning arbetsförmågan varit\nnedsatt på grund av sjuk-domen och under vilka dagar tjänstemannen skulle ha\narbetat.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2 Läkarintyg\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr.o.m. den sjunde kalenderdagen\nefter da-gen för sjukanmälan endast om tjänstemannen styrker nedsättningen\nav arbetsför-mågan och sjukperiodens längd med läkarintyg.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär ska tjänstemannen styrka nedsättningen av\narbetsförmågan med läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Mom 3:1 Sjuklönen storlek\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>Den sjuklön som arbetsgivaren ska utge till tjänstemannen beräknas genom\natt avdrag görs från lönen enligt nedan:\u003C\u002Fp>\n\n\u003Cp>Mom 3:2 Sjukdom t.o.m. 14 kalenderdagar per sjukperiod\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme med\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 upp till 20 % av genomsnittlig veckoarbetstid (karens) i\nsjukperioden\u003C\u002Fp>\n\n\u003Cp>och med\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>för sjukfrånvaro överstigande 20 % av genomsnittlig veckoarbetstid till\noch med dag 14 i sjukperioden\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Om tjänstemannen skulle ha utfört arbete på schemalagd förskjuten\narbetstid utges dessutom sjuklön för sjukfrånvaro överstigande 20 % av\ngenomsnittlig veckoarbetstid till och med dag 14 i sjukperioden med 80 procent\nav den skift- eller ob-ersättning som tjänstemannen gått miste om.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning 1 Sjuklön utan beaktande av karens\u003C\u002Fp>\n\n\u003Cp>För tjänsteman, som enligt försäkringskassans beslut är berättigad\ntill sjuklön utan beaktande av karens, görs sjukavdrag enligt vad som gäller\nför sjukfrånvaro översti-gande 20 % av genomsnittlig veckoarbetstid till och\nmed dag 14 i sjukperioden\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2 När tio karensavdrag gjorts\u003C\u002Fp>\n\n\u003Cp>Antalet karensavdrag upp till 20 procent av genomsnittlig veckoarbetstid per\nsjukpe-riod får enligt lag ej överstiga 10 under en 12-månadersperiod. Om\ndet vid en ny sjuk-löneperiod visar sig att tjänstemannen fått 10\nkarensavdrag inom 12 månader bakåt från den nya sjuklöneperiodens början,\nska avdraget även för den första sjukfrånva-ron beräknas enligt vad som\ngäller från och med sjukfrånvaro överstigande 20% av genomsnittlig\nveckoarbetstid till och med dag 14 i sjukperioden\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs, med sammanlagt högst 20 procent av\ngenomsnittlig veckoarbetstid (karens), inom samma sjukperiod betraktas som ett\ntillfälle även om avdragen sker på olika dagar.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 3 Intermittent eller oregelbunden tjänstgöring\u003C\u002Fp>\n\n\u003Cp>Med tjänstemannens genomsnittliga veckoarbetstid avses veckoarbetstiden i\ntimmar för en normalvecka utan helgdag. För tjänstemän med intermittent\neller oregelbunden tjänstgöring beräknas ett snitt över en representativ\nperiod.\u003C\u002Fp>\n\n\u003Cp>Definition av månadslön och veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen. (För tjänsteman avlönad med\nveckolön ska månadslönen beräknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment\u003C\u002Fp>\n\n\u003Cp>• fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t.ex. fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>den beräknade genomsnittsinkomsten per månad av provision, tantiem, bonus,\npremielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med nämnda lönedelar bör överenskommelse\nträffas om det lönebelopp från vilket sjukavdrag ska göras.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. Om tjänstemannen har oregelbunden arbetstid beräknas\nveckoarbetsti-den i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Beräkning av veckoarbetstiden förs med högst 2 decimaler, varvid 0-4\navrundas nedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Mom 3:3 Sjukdom fr.om. 15:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön– och helgdagar)\ngörs sjukavdrag per dag enligt följande.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön om högst 8 prisbasbelopp: Sjukavdrag görs\nper dag med 90% x (månadslönen x 12 \u002F 365)\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön över 8 prisbasbelopp : Sjukavdrag görs per\ndag med 90% x (8 prisbasbelopp \u002F 365) + 10% x (månadslönen x 12 - 8\nprisbasbelopp\u002F 365)\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1) Vid ändring av lön görs sjukavdrag med utgångspunkt från den gamla\nlönen till den dag tjänstemannen får besked om sin nya lön.\u003C\u002Fp>\n\n\u003Cp>2) Sjukavdraget per dag får ej överstiga den fasta kontanta månadslönen\nx 12 \u002F 365\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs vid tillämpningen av denna\nbegränsningsregel\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande\u003C\u002Fp>\n\n\u003Cp>Mom 3:4 Sjuklönetidens längd\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt bestämmelserna i detta avtal har rätt till\nsjuklön fr.o.m. 15:e kalenderdagen i sjukperioden ska arbetsgivaren utge\nsådan till tjänstemannen\u003C\u002Fp>\n\n\u003Cp>• för grupp 1; t.o.m. 90:e kalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>• för grupp 2; t.o.m. 45:e kalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår samtliga dagar med sjukavdrag (även dag med\nkarensavdrag), och arbetsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen tillhör grupp 1\u003C\u002Fp>\n\n\u003Cp>• om han har varit anställd hos arbetsgivaren under minst ett år i\nföljd\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• om han övergått direkt från en anställning i vilken han har haft\nrätt till sjuklön un-der minst 90 dagar.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen tillhör grupp 2 i övriga fall.\u003C\u002Fp>\n\n\u003Cp>Undantag 1\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaysnr\">\u003Cp>Om tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Med sjuklönedagar avses dels samtliga dagar med sjukavdrag (även dag med\nkarens-avdrag), dels arbetsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Cp>Undantag 2\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar utges till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Cp>Vissa samordningsregler\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>Mom 4:1 Livränta\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då denne har rätt till sjuklön, ska\nsjuklönen från arbetsgivaren ej beräknas enligt mom 3 utan i stället\nutgöra skillnaden mellan 90 procent av månads-lönen och livräntan.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2 Ersättning från annan försäkring\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäk-ring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäkring ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>Mom 4:3 Annan ersättning från staten\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än de ersättningar\nsom utgår enligt socialförsäkringsbalken och som motsvarar de ersättningar\nsom tidigare kunde utgå från den från den allmänna försäkringen,\narbetsskadeförsäkringen eller lagen om stat-ligt personskadeskydd, ska\nsjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>Inskränkningar i rätten till sjuklön\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>Mom 5:1 Anställning efter 60 resp. 67 år\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen vid anställningstillfället har fyllt 60 år kan\narbetsgivaren och tjäns-temannen komma överens om att tjänstemannen inte ska\nha rätt till sjuklön fr.o.m. 15:e kalenderdagen i sjukperioden. Om sådan\növerenskommelse har träffats ska ar-betsgivaren underrätta den lokala\ntjänstemannaparten.\u003C\u002Fp>\n\n\u003Cp>Rätten till sjuklön fr.o.m. 15: e kalenderdagen gäller inte för\ntjänsteman som anställs vid företaget efter fyllda 67 eller då ordinarie\npensionsålder enligt ITP- planen är upp-nådd om inte särskild\növerenskommelse är träffad om annat.\u003C\u002Fp>\n\n\u003Cp>Mom 5:2 Sjukdom vid anställningstillfället\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vid anställningen har undanhållit att denne lider av viss\nsjukdom, har inte rätt till sjuklön fr.o.m .15: e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>Mom 5:3 Avsaknad av friskintyg\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön fr.o.m. 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>Mom 5:4 Nedsatta sjukförmåner\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt\nsocialförsäkringsbalken ska ar-betsgivaren reducera sjuklönen i motsvarande\nmån.\u003C\u002Fp>\n\n\u003Cp>Mom 5:5 Olycksfall som vållats av tredje man\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman har skadats vid olycksfall som vållats av tredje man och\nersättning inte utges enligt trygghetsförsäkring vid arbetsskada (TFA), ska\narbetsgivaren utge sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skadestånd för förlorad arbetsförtjänst från\nden för skadan ansvarige.\u003C\u002Fp>\n\n\u003Cp>Mom 5:6 Olycksfall under förvärvsarbete för annan arbetsgivare eller i\negen rörelse\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgi-vare eller i samband med egen rörelse ska arbetsgivaren utge\nsjuklön fr.o.m. 15:e kalenderdagen i sjukperioden endast om han särskilt har\nåtagit sig detta.\u003C\u002Fp>\n\n\u003Cp>Mom 5:7 Övriga inskränkningar\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utge sjuklön fr.o.m. 15:e kalenderdagen\ni sjukperioden\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har undantagits från sjukförsäkringsförmåner\nenligt socialför-säkringsbalken, eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskom-melse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>Föräldralön\u003C\u002Fp>\n\n\u003Cp>Mom 6:1\u003C\u002Fp>\n\n\u003Cp>En tjänsteman som är tjänstledig på grund av havandeskap eller födelse\nav eget barn, adoption av barn eller mottagande av barn i avsikt att adoptera\ndet och som har rätt till havandeskapspenning eller föräldrapenning har\nrätt till föräldralön från arbetsgivaren om tjänstemannen har varit\nanställd hos arbetsgivaren minst ett år i följd.\u003C\u002Fp>\n\n\u003Cp>Föräldralön utges under sex månader och för högst två sammanhängande\nledighetspe-rioder. Föräldralön utges inte för längre tid än vad\nledighetsperioden\u002Fperioderna om-fattar.\u003C\u002Fp>\n\n\u003Cp>Föräldralön på grund av havandeskap eller födelse av eget barn betalas\ninte för ledig-het som tas ut efter att barnet är 18 månader. Ledighet på\ngrund av adoption av barn eller mottagande av barn i avsikt att adoptera det\nberättigar till föräldralön enbart om den tas ut inom 18 månader från\nadoptionen eller mottagandet.\u003C\u002Fp>\n\n\u003Cp>Mom 6:2\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>Vid föräldraledighet utan föräldralön görs fullt\ntjänstledighetsavdrag. Vid föräldrale-dighet med föräldralön görs ett\nlägre avdrag. Det kvarvarande beloppet efter avdraget utgör\nföräldralönen.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs för varje dag (även arbetsfria vardagar samt sön- och\nhelgdagar) enligt följande.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med månadslön om högst 37.333 kr\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 tjänsteman med månadslön över 37.333 kr\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>pbb\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>+10 % x\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n      \u003Cmo>–\u003C\u002Fmo>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>pbb\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>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Den ovan angivna lönegränsen utgör 10 x gällande prisbasbelopp (pbb)\u002F12.\nPbb för 2017 är 44.800 kr och lönegränsen för 2017 blir därmed\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>44.800\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmo>=\u003C\u002Fmo>\n  \u003Cmn>37.333\u003C\u002Fmn>\n  \u003Cmi>kr\u003C\u002Fmi>\u003C\u002Fmath>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Mom 6:3\u003C\u002Fp>\n\n\u003Cp>Utbetalning av föräldralön sker vid ordinarie löneutbetalningstillfälle\nunder den tid föräldralön utges.\u003C\u002Fp>\n\n\u003Cp>Mom 6:4\u003C\u002Fp>\n\n\u003Cp>Föräldralön utges inte om tjänstemannen undantas från\nföräldrapenningen enligt lagen om allmän försäkring. Om denna förmån har\nnedsatts ska föräldralönen reduceras i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>Mom 6:5\u003C\u002Fp>\n\n\u003Cp>Under tjänstledighet för havandeskap görs avdrag enligt § 9 mom 2:2.\nDetta gäller både när tjänstemannen har rätt till föräldralön enligt\novan och när hon saknar sådan rätt.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nutges enligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt lagen om allmän försäkring och lagen om\narbetsskadeförsäkring.\u003C\u002Fp>\n\n\u003Cp>Mom 8 Ledighet med tillfällig föräldrapenning\u003C\u002Fp>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning görs avdrag för varje\nfrånvarotimme med\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>Vid frånvaro hel kalendermånad görs avdrag med tjänstemannens hela\nmånadslön.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Övertidskompensation\u003C\u002Fh2>\n\n\u003Cp>Rätten till särskild övertidskompensation\u003C\u002Fp>\n\n\u003Cp>Mom 1:1\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har rätt till särskild övertidskompensation om inte annan\növerenskom-melse har träffats enligt detta moment, andra stycket.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan träffa överenskommelse om att\nsärskild kom-pensation för övertidsarbete inte utgår genom att\növertidsarbetet ersätts med högre lön och\u002Feller fem eller tre semesterdagar\nutöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser ska gälla för tjänstemän som har\nokontrollerbar arbetstid eller frihet i arbetstidens förläggning. I andra\nfall ska särskilda skäl föreligga. Över-enskommelsen ska avse en period om\nett semesterår om arbetsgivaren och tjänsteman-nen inte överenskommit om\nannat.\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman efter överenskommelse enligt detta moment andra stycket\nfinner att den arbetade tiden i väsentlig grad avviker från de\nförutsättningar som överenskom-melsen vilar på, ska tjänstemannen ta upp\ndetta med arbetsgivaren. En överenskom-melse enligt detta moment andra stycket\nkan sägas upp av tjänstemannen senast två månader före utgången av ett\nsemesterår.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med okontrollerbar arbetstid menas att det saknas praktiska möjligheter att\nregistrera arbetstiden på ett ändamålsenligt sätt, t.ex. därför att\ntjänstemannen i betydande ut-sträckning utför arbete utanför arbetsgivarens\nordinarie lokaler eller annars på olika platser.\u003C\u002Fp>\n\n\u003Cp>Mom 1:2\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen överenskommit om att\ntjänsteman-nen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts eller fastställs med\nhänsyn härtill ska tjänstemannen kompen-seras för detta förhållande genom\natt tjänstemannen får tre semesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Mom 1:3\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse har träffats enligt mom 1:1 andra stycket eller mom 1:2\nska ar-betsgivaren underrätta vederbörande tjänstemannaklubb.\u003C\u002Fp>\n\n\u003Cp>Efter underrättelse enligt ovan, ska arbetsgivaren om tjänstemannaklubben\nså begär uppge de motiv som ligger till grund för överenskommelsen.\u003C\u002Fp>\n\n\u003Cp>Förutsättningar för särskild övertidskompensation\u003C\u002Fp>\n\n\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som tjäns-temannen har utfört utöver den för honom gällande\nordinarie dagliga arbetstidens längd om\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har beordrats på förhand\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• där beordrandet på förhand inte kunnat ske övertidsarbetet har\ngodkänts i efter-hand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete, se mom 4.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas inte tid som åtgår för att utföra för\ntjänstemannens befattning nöd-vändiga och normalt förekommande\nförberedelse- och avslutningsarbeten.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av utfört övertidsarbete medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden viss dag, ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Mom 2:4\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman beordras att utföra övertidsarbete på tid som inte\nutgör en direkt fortsättning på den ordinarie arbetstiden, utges\növertidskompensation som om över-tidsarbete skulle ha utförts under minst 3\ntimmar. Detta gäller dock inte om övertidsar-betet är åtskilt från den\nordinarie arbetstiden av endast måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>Mom 2:5\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inställer sig till övertidsarbete enligt mom 2:4 och\nreskostnader därvid uppstår för honom ska arbetsgivaren ersätta dessa.\u003C\u002Fp>\n\n\u003Cp>Detta gäller även för tjänsteman som enligt mom 1 inte har rätt till\nsärskild kompen-sation för övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Mom 2:6\u003C\u002Fp>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under viss del av året (t.ex.\nsommaren) är för-kortad utan att motsvarande förlängning sker under annan\ndel av året, gäller följande. Beräkning av övertidsarbete, som har\nutförts under den del av året då den kortare ar-betstiden ska tillämpas,\nska ske med utgångspunkt från den längre (under resten av året gällande)\ndagliga arbetstiden.\u003C\u002Fp>\n\n\u003Cp>Övertidskompensationens storlek\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras antingen i pengar (övertidsersättning) eller\n– om tjänste-mannen så önskar och arbetsgivaren efter samråd med\ntjänstemannen finner att så kan ske utan olägenhet för verksamheten vid\nföretaget – i form av ledig tid (kompensat-ionsledighet).\u003C\u002Fp>\n\n\u003Cp>Vid samrådet mellan arbetsgivaren och tjänstemannen bör även, så långt\ndet är möj-ligt, beaktas tjänstemannens önskemål om när\nkompensationsledigheten ska utläggas.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme utges enligt följande:\u003C\u002Fp>\n\n\u003Cp>a) för övertidsarbete kl 06-20 helgfria måndagar-fredagar\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>94\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>b) för övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>72\u003C\u002Fmn>\u003C\u002Fmfrac>\u003C\u002Fmath>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\u003Cmfrac>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1) Vid säsongbetonad verksamhet må arbetsgivare, oavsett vad som sagts\novan, ut-lägga kompensation för tjänstemans övertidsarbete i form av annan\nledighet – minst 1 3\u002F4 timme per utförd övertidstimme – såvida\nstilleståndsperiod kan förut-ses inträffa senare. Samråd ska ske om\ntidpunkt för ledigheten vilken ska utläggas inom 6 månader efter det\növertidsarbetet förekommit.\u003C\u002Fp>\n\n\u003Cp>2) Övertidsarbete på för den enskilde tjänstemannen arbetsfria vardagar\nsamt mid-sommar-, jul- och nyårsafton jämställs med övertidsarbete på\n”annan tid”.\u003C\u002Fp>\n\n\u003Cp>3) Med månadslön avses i detta moment tjänstemannens aktuella fasta\nkontanta må-nadslön. (För tjänsteman avlönad med veckolön ska\nmånadslönen beräknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>4) Kompensationsledighet för övertidsarbete, som avses under a), utgår\nmed 1 1\u002F2 timme och för övertidsarbete, som avses under b), med 2 timmar för\nvarje över-tidstimme.\u003C\u002Fp>\n\n\u003Cp>5) Övertidsersättningen inbegriper semesterlön enligt § 4 mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Överskjutande timmar vid deltid (mertid)\u003C\u002Fp>\n\n\u003Cp>Mom 4:1\u003C\u002Fp>\n\n\u003Cp>Om en deltidsanställd tjänsteman har utfört arbete utöver den för hans\ndeltidsanställ-ning gällande ordinarie dagliga arbetstidens längd (mertid),\nutges ersättning per över-skjutande timme med\u003C\u002Fp>\n\n\u003Cp>månadslönen 3,5 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Ersättningen för överskjutande timmar inbegriper semesterlön enligt § 4\nmom 4:1.\u003C\u002Fp>\n\n\u003Cp>Med månadslönen avses här tjänstemannens aktuella fasta kontanta\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses här den deltidsanställdes arbetstid på helgfri\nvecka, räknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av överskjutande arbetstid medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den för\ndeltidsanställningen gäl-lande ordinarie arbetstiden viss dag ska de båda\ntidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet pågår före eller efter de klockslag som gäller\nbeträffande den ordi-narie dagliga arbetstidens förläggning för\nheltidsanställning i motsvarande befattning vid företaget, utges\növertidskompensation enligt mom 1-3.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av divisorerna i mom 3 ska tjänstemannens lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Rätt till restidsersättning gäller enligt följande huvudregel och\nundantag.\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>• Om tjänstemannen har rätt till särskild kompensation för\növertidsarbete föreligger rätt till restidsersättning enligt mom 2 och 3\nnedan.\u003C\u002Fp>\n\n\u003Cp>• Om tjänstemannen inte har rätt till särskild kompensation för\növertidsarbete före-ligger rätt till restidsersättning enligt mom 2 och 3\nnedan såvida inte arbetsgivaren och tjänstemannen enas om att tjänstemannen\nska vara undantagen bestämmel-serna om restidsersättning.\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>• Arbetsgivaren och en tjänsteman kan överenskomma om att kompensation\nför res-tid ska utgå i annan form, t.ex. att förekomsten av restid ska\nbeaktas vid faststäl-lande av lönen.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman som har en befattning som normalt medför tjänsteresor i\nbetydande omfattning, t.ex. såsom resande försäljare, servicetekniker eller\nliknande, har rätt till restidsersättning endast om arbetsgivaren och\ntjänstemannen överenskommit om sådan.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Det är parternas uppfattning att omfattningen och förläggningen av\nrestiden, för tjänstemän med betydande restid, bör uppmärksammas inom det\nsystematiska arbets-miljöarbetet. Detta omfattar även de tjänstemän som\nundantagits bestämmelserna om restidsersättning.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar för restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Med restid som medför rätt till ersättning avses den tid under en\nbeordrad tjänsteresa, som åtgår för själva resan till\nbestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid, som faller inom klockslagen för den ordinarie dagliga arbetstid som\ngäller för tjänstemannen, räknas som arbetstid. Vid beräkning av restid\nmedtas därför endast tjänsteresor utanför tjänstemannens ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid ska endast fulla halvtimmar medtas.\u003C\u002Fp>\n\n\u003Cp>Om restid föreligger såväl före som efter den ordinarie arbetstiden viss\ndag ska de båda tidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\ndel av denna, ska tiden kl 22-08 inte medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller inte. Resan ska anses påbörjad och avslutad i enlighet\nmed de bestämmelser som gäller för traktamentsbe-räkning eller motsvarande\nvid respektive företag.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Restidsersättningens storlek\u003C\u002Fh3>\n\n\u003Cp>Restidsersättning utges per timme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>240\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>utom när resan har företagits under tiden från kl 18 fredag fram till kl\n06 måndag eller från kl 18 dag före arbetsfri helgdagsafton eller helgdag\nfram till kl 06 dag efter helg-dag, då ersättningen är\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>Beträffande begreppet månadslön, se § 6 mom 3:2.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorerna ska en deltidsanställd tjänstemans lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Ersättning för beordrad tjänsteresa utgår endast vid resor utanför det\nvanliga verk-samhetsområdet.\u003C\u002Fp>\n\n\u003Cp>Restidsersättningen inbegriper semesterlön enligt § 4 mom 4:1.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning under löpande\nkalendermånad be-räknas lönen på följande sätt: För varje kalenderdag\nsom anställningen omfattar utges en dagslön. Beträffande begreppet dagslön\n(och månadslön) se § 9 mom 2:2.\u003C\u002Fp>\n\n\u003Ch2>§ 9 Permission, tjänstledighet och annan ledighet\u003C\u002Fh2>\n\n\u003Cp>Permission\u003C\u002Fp>\n\n\u003Cp>Mom 1:1\u003C\u002Fp>\n\n\u003Cp>Permission (= kort ledighet med lön) beviljas i regel endast för del av\narbetsdag. I sär-skilda fall (t.ex. vid hastigt påkommande sjukdomsfall inom\ntjänstemans familj eller nära anhörigs frånfälle) kan dock permission\nbeviljas även för en eller flera dagar.\u003C\u002Fp>\n\n\u003Cp>Där påsk-, midsommar-, julafton och nyårsafton inte är sedvanliga\nfridagar bör per-mission beviljas under dessa dagar i den mån så kan ske\nutan olägenhet för verksam-heten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Nationaldagen\u003C\u002Fp>\n\n\u003Cp>Mom 1:2\u003C\u002Fp>\n\n\u003Cp>Medarbetare som är i tjänst dagen innan och dagen efter den helg, då\nnationaldagen infaller på en lördag eller söndag, ska erhålla annan ledig\ndag utan löneavdrag i mot-svarande grad. Dagen förläggs till perioden\ndecember-mars såvida inte annan överens-kommelse träffas.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med uttrycket att vara i tjänst avses att arbetstagaren erhåller lön\nfrån arbetsgivaren. Utöver lön för arbete avses exempelvis sjuklön och\nföräldralön.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet\u003C\u002Fp>\n\n\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet (= ledighet minst en dag utan lön) beviljas om\narbetsgivaren finner så kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren beviljar tjänstledighet ska han för tjänstemannen ange\nvilken tidspe-riod denna omfattar. Tjänstledighet får inte förläggas så\natt den inleds och\u002Feller avslu-tas på sön- och\u002Feller helgdag som är\narbetsfri för den enskilde tjänstemannen. För tjänsteman, som har veckovila\nförlagd till annan dag än söndag, ska motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande på grund av tjänstledighet görs\navdrag enligt föl-jande:\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är tjänstledig\u003C\u002Fp>\n\n\u003Cp>under en period om högst 5 (6)1 arbetsdagar ska för varje arbetsdag som\när tjänstledig avdrag göras med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmn>1\u003C\u002Fmn>\n    \u003Cmn>21\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmfrac>\n    \u003Cmn>1\u003C\u002Fmn>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>25\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n      \u003Cmsup>\n        \u003Cmn>1\u003C\u002Fmn>\n      \u003C\u002Fmsup>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n  \u003Cmi>av\u003C\u002Fmi>\n  \u003Cmi>månadslönen\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>under en period längre än 5 (6)1 arbetsdagar ska för varje\ntjänstledighetsdag (även för den enskilde tjänstemannen arbetsfri vardag\nsamt sön- eller helgdagar) avdrag göras med dagslönen.\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmi>Dagslön\u003C\u002Fmi>\n  \u003Cmo>=\u003C\u002Fmo>\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>Månadslön = den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>(För tjänsteman avlönad med veckolön ska månadslönen beräknas som 4,3\nx veckolö-nen.)\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs i detta sammanhang\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera kalendermånader ska\ntjänsteman-nens hela månadslön avdras för var och en av kalendermånaderna.\nOm de avräknings-perioder som företaget använder vid löneutbetalningen inte\nsammanfaller med kalen-dermånaderna, har arbetsgivaren rätt att vid\ntillämpning av denna bestämmelse byta ut begreppet ”kalendermånad” mot\n”avräkningsperiod”.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar full ordinarie arbetstid\nendast under vissa av veckans arbetsdagar (så kallat intermittent\ndeltidsarbete), ska tjänstledighets-avdrag göras enligt följande:\u003C\u002Fp>\n\n\u003Cp>månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>antalet\u003C\u002Fmi>\n      \u003Cmi>arbetsdagar\u003C\u002Fmi>\n      \u003Cmi>per\u003C\u002Fmi>\n      \u003Cmi>vecka\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>21\u003C\u002Fmn>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>25\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>5\u003C\u002Fmn>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>6\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>TJÄNSTEMANNENS DELTID ÄR FÖRLAGD TILL FÖLJANDE ANTAL\n        ARBETSDAGAR\u002FVECKA\u003C\u002Ftd>\n      \u003Ctd>AVDRAG\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>16,8\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>14,7\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>12,6\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>10,5\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n          \u003Cmfrac>\n            \u003Cmi>MÅNADSLÖNEN\u003C\u002Fmi>\n            \u003Cmn>8,4\u003C\u002Fmn>\n          \u003C\u002Fmfrac>\n        \u003C\u002Fmath>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Med ”antal arbetsdagar per vecka” avses antalet arbetsdagar per helgfri\nvecka beräk-nat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>Avdrag enligt ovan ska göras för varje dag under vilken tjänstemannen är\ntjänstledig och som annars skulle ha utgjort arbetsdag för honom.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön – se mom 2:2.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\nska tjänste-mannens hela månadslön avdras för var och en av\nkalendermånaderna. Om de avräk-ningsperioder som företaget använder vid\nlöneutbetalningen inte sammanfaller med kalendermånaderna, har arbetsgivaren\nrätt att vid tillämpning av denna bestämmelse byta ut begreppet\n”kalendermånad” mot ”avräkningsperiod”.\u003C\u002Fp>\n\n\u003Cp>Annan ledighet\u003C\u002Fp>\n\n\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>Annan ledighet beviljas för del av dag om arbetsgivaren finner att så kan\nske utan olä-genhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande på grund av annan ledighet görs\navdrag för varje full halvtimme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmrow>\n    \u003Cmi>Avdraget\u003C\u002Fmi>\n    \u003Cmi>per\u003C\u002Fmi>\n    \u003Cmi>timme\u003C\u002Fmi>\n    \u003Cmo>=\u003C\u002Fmo>\n  \u003C\u002Fmrow>\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>1\u003C\u002Fmn>\n      \u003Cmi>av\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>175\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön – se mom 2:2.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorn 175 för en deltidsanställd tjänsteman ska\ndeltidslönen först uppräknas till lön motsvarande full ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>Beträffande ledighet i samband med havandeskap respektive med tillfällig\nföräldra-penning se § 5 mom 6 respektive 8.\u003C\u002Fp>\n\n\u003Ch2>§ 10 Tjänstemans åliggande och rättigheter vid konflikt mellan\narbetsgivare och arbetare\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Under konflikt (strejk, lockout, blockad eller bojkott) tillkommer det\ntjänsteman\u003C\u002Fp>\n\n\u003Cp>• att på vanligt sätt utföra de uppdrag och åligganden, som är med\ntjänsten förenade;\u003C\u002Fp>\n\n\u003Cp>• att utföra sådant arbete, vilket i övrigt faller inom\ntjänstemännens vid företaget ar-betsområde;\u003C\u002Fp>\n\n\u003Cp>• att utföra arbeten, som möjliggör eller underlättar driftens\nåterupptagande vid kon-fliktens slut; samt\u003C\u002Fp>\n\n\u003Cp>• att utföra underhållsarbeten och reparationer av maskiner, verktyg och\nandra an-ordningar för företagets eget bruk, vilka arbetsuppgifter i första\nhand ska anförtros tjänstemän som normalt är knutna till underhålls- och\nreparationsarbeten eller ar-betsledande arbete inom berörd verksamhet.\u003C\u002Fp>\n\n\u003Cp>I den mån arbetsgivare med egen arbetskraft verkställer lossning av gods\nför företagets eget bruk och vid inträffat varsel om arbetskonflikt\navbeställning av godsleveranser icke kunnat ske, åligger det tjänsteman att\nvid order härom delta i jämväl sådant ar-bete.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>Utöver vad i föregående moment nämns åligger det tjänsteman att vid\nbehov delta i skyddsarbeten.\u003C\u002Fp>\n\n\u003Cp>Till skyddsarbete hänförs dels sådant arbete, som vid ett konfliktutbrott\nerfordras för att driften ska kunna avslutas på ett tekniskt försvarligt\nsätt, dels sådant arbete, som er-fordras för avvärjande av fara för\nmänniskor eller för skada å byggnader eller andra anläggningar, fartyg,\nmaskiner eller husdjur eller för skada å sådant varulager, vilket inte under\nkonflikten tas i anspråk för uppehållande av företagets drift eller för\navytt-ring i vidare mån än som erfordras till förekommande av förskämning\neller förstöring, som varorna på grund av sin beskaffenhet är\nunderkastade.\u003C\u002Fp>\n\n\u003Cp>Lika med skyddsarbete anses arbete, som någon är pliktig att utföra på\ngrund av sär-skild föreskrift i lag eller författning, så ock arbete, vars\neftersättande kan medföra an-svar för tjänstefel.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>Skulle arbetsgivaren under konflikt ifrågasätta utförande av visst i\ndenna paragraf inte omnämnt arbete ska överläggning därom föras med den\neller dem, som är avsedda att utföra arbete eller ock med av tjänstemännen\nutsedda representanter. Har respektive arbetsgivarförbund och\ntjänstemannapart gemensamt fattat beslut rörande här åsyftat arbete, är\ntjänstemännen skyldiga att ställa sig detta till efterrättelse. Kan\norganisation-erna icke enas, ska frågan på endera organisationens begäran\nhänskjutas till förtroen-derådet. Rådets beslut är bindande.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>Vid konflikt, som icke är tillåten enligt lag eller kollektivavtal, är\ntjänsteman om ar-betsgivaren så påfordrar, skyldig att i den utsträckning\nså skäligen – mot bakgrund av rådande förhållanden – kan ske utföra\nallt ifrågakommande arbete.\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>Uppsägning av tjänsteman må icke företas i anledning av befarad eller\npågående kon-flikt med mindre sannolika skäl talar för att ändrade\nförhållanden kommer att göra det omöjligt att vid driftens återupptagande\nbereda tjänsteman sysselsättning.\u003C\u002Fp>\n\n\u003Cp>Har konflikt pågått under minst 3 månader och kan tjänstemännen icke\nberedas full sysselsättning, må däremot, med motsvarande genomsnittliga\nförkortning av tjänstgö-ringstiden, lönen kunna minskas med 10 procent,\nefter en månad med ytterligare 10 procent osv intill dess lönen nedgått till\n60 procent av ursprungligt belopp.\u003C\u002Fp>\n\n\u003Cp>Den reducering av lön, som medges enligt föregående stycke, må inte\nföranleda minskning av avgift till pensions- eller annan på grund av\ntjänsten tecknad försäkring.\u003C\u002Fp>\n\n\u003Ch2>§ 11 Uppsägning\u003C\u002Fh2>\n\n\u003Cp>Uppsägning från tjänstemannens sida\u003C\u002Fp>\n\n\u003Cp>Mom 1:1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från tjänstemannens sida är följande om inte annat\nföljer av mom 3:1-5 nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n      \u003Ctd>TJÄNSTEMANNENS UPPSÄGNINGSTID I MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MINDRE ÄN 3 ÅR\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR.O.M. 3 ÅR TILL 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR.O.M. 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om beräkning av anställningstidens längd stadgas i 3 § lagen om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Mom 1:2 Formen för uppsägning\u003C\u002Fp>\n\n\u003Cp>För att det inte ska uppstå tvist om huruvida uppsägning har skett eller\ninte, bör tjäns-temannen göra sin uppsägning skriftligt. Om uppsägningen\nlikväl sker muntligen bör tjänstemannen snarast möjligt bekräfta den\nskriftligen till arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Uppsägning från arbetsgivarens sida\u003C\u002Fp>\n\n\u003Cp>Mom 2:1 Uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Uppsägningstiden från arbetsgivarens sida är följande om inte annat\nföljer av mom 3:1-5 nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>ANSTÄLLNINGSTID VID FÖRETAGET\u003C\u002Ftd>\n      \u003Ctd>ARBETSGIVARENS UPPSÄGNINGSTID I MÅNADER\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>MINDRE ÄN 2 ÅR\u003C\u002Ftd>\n      \u003Ctd>1\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR.O.M. 2 ÅR TILL 4 ÅR\u003C\u002Ftd>\n      \u003Ctd>2\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR.O.M. 4 ÅR TILL 6 ÅR\u003C\u002Ftd>\n      \u003Ctd>3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR.O.M. 6 ÅR TILL 8 ÅR\u003C\u002Ftd>\n      \u003Ctd>4\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR.O.M. 8 ÅR TILL 10 ÅR\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>FR.O.M. 10 ÅR\u003C\u002Ftd>\n      \u003Ctd>6\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Anmärkningar till mom 2:1\u003C\u002Fp>\n\n\u003Cp>1) Om beräkning av anställningstidens längd stadgas i 3 § lagen om\nanställnings-skydd.\u003C\u002Fp>\n\n\u003Cp>2) Har tjänsteman, som sagts upp på grund av arbetsbrist, vid\nuppsägningsdagen uppnått 55 års ålder och då har 10 års sammanhängande\nanställningstid ska den enligt detta avtal gällande uppsägningstiden\nförlängas med sex (6) månader. Så-dan förlängning av uppsägningstiden\ngörs dock längst till 65-årsdagen.\u003C\u002Fp>\n\n\u003Cp>3) Vid upprättande av så kallad lagturlista i enlighet med lagen om\nanställnings-skydd ska arbetsgivaren och PTK-L överlägga härom. Därvid ska\nförutom be-rörda tjänstemäns kvalifikationer för olika uppgifter i\nföretaget även tjänstemän-nens funktioner i företaget ligga till grund. De\nlokala parterna bör därför efter-sträva att ständigt ha en aktuell\nfunktionsuppdelning fastställd.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2 Turordning vid driftsinskränkning och återanställning\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska vid aktualiserad personalinskränkning värdera\nföretagets krav och behov i bemanningshänseende. Om dessa behov inte kan\ntillgodoses med tillämp-ning av lag ska fastställandet av turordning ske med\navsteg från bestämmelserna i la-gen om anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska därvid göra ett urval av de anställda som ska\nsägas upp så att företagets behov av kompetens särskilt beaktas liksom\nföretagets möjligheter att bed-riva konkurrenskraftig verksamhet och därmed\nbereda fortsatt anställning.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att de lokala parterna på endera partens begäran träffar\növerenskom-melse om fastställande av turordning vid uppsägning med\ntillämpning av 22 § lagen om anställningsskydd och de avsteg från lagen som\nerfordras.\u003C\u002Fp>\n\n\u003Cp>De lokala parterna kan också med avvikelse från bestämmelserna i 25-27\n§§ lagen om anställningsskydd överenskomma om turordning vid\nåteranställning. Därvid ska de ovan nämnda kriterierna gälla.\u003C\u002Fp>\n\n\u003Cp>Det åligger de lokala parterna att på begäran föra förhandlingar som\nsägs i föregående stycken liksom att skriftligen bekräfta träffade\növerenskommelser.\u003C\u002Fp>\n\n\u003Cp>Enas inte de lokala parterna, äger förbundsparterna om endera begär det,\nträffa över-enskommelse i enlighet med ovan angivna riktlinjer.\u003C\u002Fp>\n\n\u003Cp>Det förutsätts att arbetsgivaren inför behandlingen av frågorna som\nberörs i denna bi-laga tillhandahåller den lokala respektive\nförbundsavtalsparten relevant faktaunderlag.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Utan lokal eller central överenskommelse enligt ovan kan uppsägning på\ngrund av ar-betsbrist respektive återanställning prövas enligt lag med\niakttagande av förhand-lingsordningen.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3 Varsel\u003C\u002Fp>\n\n\u003Cp>Varsel, som arbetsgivaren enligt lagen om anställningsskydd ska ge lokalt\ntill arbetsta-garorganisation, ska anses ha skett, när arbetsgivaren har\növerlämnat varselskrivelse till den lokala tjänstemannaparten eller två\narbetsdagar efter det att arbetsgivaren har av-sänt skrivelsen i rekommenderat\nbrev under respektive tjänstemannaförbunds adress.\u003C\u002Fp>\n\n\u003Cp>Varsel, som arbetsgivaren har gett under tid, då företaget har\nsemesterstopp, anses ha skett dagen efter den då semesterstoppet upphörde.\u003C\u002Fp>\n\n\u003Cp>Mom 2:4 Lön under uppsägningstid\u003C\u002Fp>\n\n\u003Cp>I anslutning till 12 § lagen om anställningsskydd gäller följande för\ntjänstemän, som inte kan beredas arbete under uppsägningstiden.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän, som helt eller delvis avlönas med provision, vilken har\ndirekt samband med tjänstemannens personliga arbetsinsats, gäller följande.\nFör varje kalenderdag, då tjänstemannen inte kan erbjudas arbete, ska\ninkomsten av provisionen anses uppgå till 1\u002F365 av provisionsinkomsten under\nnärmast föregående 12-månadersperiod.\u003C\u002Fp>\n\n\u003Cp>Motsvarande gäller tjänstemän med tantiem, produktionspremie eller\ndylikt.\u003C\u002Fp>\n\n\u003Cp>Om ersättning för förskjuten arbetstid, skift-, jour- eller\nberedskapstjänstgöring nor-malt skulle ha utgetts till tjänstemannen gäller\nföljande. För varje kalenderdag då tjänstemannen inte kan erbjudas arbete\nska sådan ersättning anses uppgå till 1\u002F365 av den under närmast\nföregående 12-månadersperiod erhållna ersättningen.\u003C\u002Fp>\n\n\u003Cp>Mom 2:5 Övrigt\u003C\u002Fp>\n\n\u003Cp>I övrigt gäller bestämmelserna i mom 3.\u003C\u002Fp>\n\n\u003Cp>Övriga bestämmelser om uppsägning\u003C\u002Fp>\n\n\u003Cp>Mom 3:1 Uppsägningstid per 30 juni 1974\u003C\u002Fp>\n\n\u003Cp>Om uppsägningstiden per 30 juni 1974 från arbetsgivarens eller\ntjänstemannens sida i det individuella fallet på grund av kollektivt eller\nenskilt avtal är längre än den enligt mom 1-2 ovan, ska den längre\nuppsägningstiden fortfarande gälla, om inte arbetsgiva-ren och tjänstemannen\növerenskommer om annat.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2 Överenskommelse om annan uppsägningstid\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan överenskomma om att annan\nuppsägningstid ska gälla. Om så sker får emellertid uppsägningstiden från\narbetsgivarens sida inte under-stiga\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen vid anställningstillfället är arbetslös och 55 år\neller äldre: 2 må-nader. Efter 3 års anställning gäller dock\nuppsägningstid enligt tabellen i mom 2:1.\u003C\u002Fp>\n\n\u003Cp>• i övriga fall: den tid som anges i tabellen i mom 2:1.\u003C\u002Fp>\n\n\u003Cp>Mom 3:3 Anställning på prov\u003C\u002Fp>\n\n\u003Cp>Vid förtida uppsägning av en provanställning gäller en ömsesidig\nuppsägningstid om fyra veckor.\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som avser att ge en tjänsteman besked om att en\nprovanställning ska avslutas vid prövotidens slut, utan att övergå i en\ntillsvidareanställning ska underrätta tjänstemannen om detta minst två\nveckor i förväg.\u003C\u002Fp>\n\n\u003Cp>Mom 3:4 Pensionärer\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som fyllt 67 år eller anställts vid företaget efter det\natt han har uppnått den för honom gällande ordinarie pensionsåldern enligt\nITP-planen är uppsägningsti-den en månad för både arbetsgivaren och\ntjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om en tjänsteman anställs vid företaget efter det att han\nhar uppnått den ordinarie pensionsålder som tillämpas vid detta.\u003C\u002Fp>\n\n\u003Cp>Mom 3:5 Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens anställning upphör utan uppsägning vid utgången av den\nmånad som tjänstemannen fyller 67 år, såvida inte han och arbetsgivaren\növerenskommer om an-nat. Arbetsgivaren behöver inte lämna besked enligt 33\n§ lagen om anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör i god tid före ingången av den månad då\ntjänstemannen fyller 65 år, vilken är den avtalade pensionsåldern enligt\nITP-planen, begära besked om tjäns-temannen vill sluta anställningen vid\nuppnådd pensionsålder enligt ITP-planen eller utnyttja sin rätt att kvarstå\ni anställningen till utgången av den månad då tjänsteman-nen fyller 67\når.\u003C\u002Fp>\n\n\u003Cp>Mom 3:6 Förkortning av uppsägningstid för tjänstemannen\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen på grund av särskilda omständigheter vill lämna sin\ntjänst före upp-sägningstidens slut, bör arbetsgivaren pröva om så kan\nmedges.\u003C\u002Fp>\n\n\u003Cp>Mom 3:7 Skadestånd då tjänstemannen inte iakttar uppsägningstiden\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen lämnar sin anställning utan att iaktta uppsägningstiden\neller del av denna, har arbetsgivaren rätt till skadestånd för den\nekonomiska skada och olägenhet som därigenom vållas, dock lägst med ett\nbelopp som motsvarar tjänstemannens lön under den del av uppsägningstiden,\nsom tjänstemannen inte har iakttagit.\u003C\u002Fp>\n\n\u003Cp>Mom 3:8 Tjänstgöringsbetyg\u003C\u002Fp>\n\n\u003Cp>När uppsägning har skett från arbetsgivarens eller tjänstemannens sida\nhar tjänsteman-nen rätt att erhålla tjänstgöringsbetyg, vilket utvisar\u003C\u002Fp>\n\n\u003Cp>• den tid som tjänstemannen har varit anställd, och\u003C\u002Fp>\n\n\u003Cp>• de arbetsuppgifter han har haft att utföra, samt\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen så begär, vitsord beträffande det sätt på vilket\nhan har utfört sitt arbete.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna tjänstgöringsbetyget inom en vecka från det att\ntjänsteman-nen har begärt att få betyget.\u003C\u002Fp>\n\n\u003Cp>Mom 3:9 Semesterintyg\u003C\u002Fp>\n\n\u003Cp>När tjänstemannens anställning upphör har han rätt att erhålla intyg,\nsom utvisar hur många av de lagstadgade 25 semesterdagarna han har tagit ut\nunder innevarande seme-sterår.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska lämna intyget till tjänstemannen senast inom en vecka\nfrån det att tjänstemannen har begärt att få intyget.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har rätt till flera semesterdagar än 25 ska den\növerskjutande se-mestern i detta sammanhang anses ha uttagits först.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Kollektivavtalad deltid i pensioneringssyfte\u003C\u002Fh2>\n\n\u003Cp>Mom 1.1 Deltid i pensioneringssyfte (Deltidspension)\u003C\u002Fp>\n\n\u003Cp>Tjänsteman kan ansöka om rätt till deltidspension från och med den\nmånad tjänste-mannen fyller 60 år.\u003C\u002Fp>\n\n\u003Cp>Avsättning till delpension sker fr.o.m. 1 april 2017 med 0,9 % och med 1,2\n% fr.o.m. 1 april 2019. Avsättningarna sker inom den för individen lämpliga\nITP-lösningen.\u003C\u002Fp>\n\n\u003Cp>För företag som blir medlemmar i Sveriges Byggindustrier och som inte\ntidigare om-fattats av system med delpension eller som har haft lägre sådan\npremienivå än som gäller för medlemmar i Sveriges Byggindustrier gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>1) Gäller för nya företag som blir medlemmar innan den 1 oktober 2018.\nFöretaget har sju (7) år på sig att stegvis komma upp till den nivå på\npremier för delpension som enligt avtal gäller för medlemmar i Sveriges\nByggindustrier (full premie). Premien ska dock ökas med minst 0,1 procent per\når upp till full premie.\u003C\u002Fp>\n\n\u003Cp>2) Gäller för nya företag som blir medlemmar från den 1 oktober 2018.\nFöretaget har sju (7) år på sig att stegvis komma upp till den nivå på\npremier för delpension som enligt avtal gäller för medlemmar i Sveriges\nByggindustrier (full premie). Härvid ska företaget följa följande\ninfasningsramp.\u003C\u002Fp>\n\n\u003Cp>Med premienivå avses den nivå som gällde på anslutningsdagen. Eventuella\növerens-kommelser om höjning av premienivån efter anslutningsdagen gäller\nfr.o.m. resp. överenskommelse.\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>ÅR EFTER ANSLUTNINGSDAG\u003C\u002Ftd>\n      \u003Ctd>PREMIENIVÅ TILL DELTIDSPENSIONSFÖRSÄK-RING (PROCENT AV GÄLLANDE\n        FULL PREMIE ENLIGT AVTAL PÅ ANSLUTNINGSDAG)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3\u003C\u002Ftd>\n      \u003Ctd>30\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4\u003C\u002Ftd>\n      \u003Ctd>40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>5\u003C\u002Ftd>\n      \u003Ctd>60\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>6\u003C\u002Ftd>\n      \u003Ctd>80\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>7\u003C\u002Ftd>\n      \u003Ctd>100\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Om premierna till delpension uppgår till 2,0 procent eller den lägre\nprocentsats där parterna är överens om att systemet är full utbyggt och den\nprocentsatsen också har uppnåtts i avtalen för samtliga medlemsförbund inom\nSvenskt Näringsliv, ska parterna uppta förhandling i syfte att uppnå\nenhetliga regler för infasning av premienivån för nytillträdda medlemmar i\nförbunden.\u003C\u002Fp>\n\n\u003Cp>Om deltidspension beviljas är anställningen från det att deltidspensionen\nbörjar gälla, en deltidstjänst med den sysselsättningsgrad som följer av\ndeltidspensionen.\u003C\u002Fp>\n\n\u003Cp>Vid beviljande av deltidspension ska arbetsgivaren för tjänsteman som\nomfattas av ITP 2 även fortsättningsvis anmäla inkomst utifrån\ntjänstemannens tidigare sysselsätt-ningsgrad.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25a § anställnings-skyddslagen gäller inte för tjänsteman som har\ndeltidsanställning genom deltidspens-ionering 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\nförfattnings-regler rörande pension, t.ex. skatteregler avseende uttag av\npensionsförsäkring.\u003C\u002Fp>\n\n\u003Cp>Mom 1.2 Ansökan och underrättelse\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska hos arbetsgivaren skriftligen ansöka om deltidspension\nsex kalen-dermånader före det att deltidspensionen ska börja gälla. Av\nansökan ska tydligt framgå vilken sysselsättningsgrad som avses.\u003C\u002Fp>\n\n\u003Cp>Samtidigt som ansökan lämnas till arbetsgivaren ska tjänstemannen\nunderrätta lokal tjänstemannapart vid företaget.\u003C\u002Fp>\n\n\u003Cp>Senast två månader från det att arbetsgivaren mottagit ansökan ska\narbetsgivaren skriftligen till tjänstemannen och lokal tjänstemannapart vid\nföretaget meddela svar om ansökan beviljas eller inte, för det fall inte\nuppskov överenskommits med tjänste-mannen. Att inte svara i rätt tid utgör\nett brott mot en ordningsföreskrift och har där-med inte innebörden att\nansökan ska anses beviljad. För det fall ansökan inte senare beviljas ska\narbetsgivaren i förekommande fall betala 2.000 kr 1 för åsidosättandet av\nordningsföreskriften till den berörda tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren kan avslå ansökan om deltidspension om ett beviljande vid en\nobjektiv bedömning skulle medföra en beaktansvärd störning i\nverksamheten.\u003C\u002Fp>\n\n\u003Cp>Mom 1.3 Förhandling och tvist\u003C\u002Fp>\n\n\u003Cp>Om ansökan om deltidspension har avslagits och tjänstemannen vill få\nansökan prövad i förhandlingsordningen ska tjänstemannen underrätta lokal\nfacklig organisation som har att begära lokal förhandling. Tvisten ska då\nanses gälla deltidspension med syssel-sättningsgraden 80 procent och ska\nbehandlas enligt förhandlingsordningen Sveriges Byggindustrier – Ledarna,\nUnionen och Sveriges Ingenjörer enligt följande.\u003C\u002Fp>\n\n\u003Cp>Frågan om deltidspension ska beviljas kan behandlas i lokal förhandling\noch därefter, om frågan inte lösts, slutligt i central förhandling.\u003C\u002Fp>\n\n\u003Cp>Om parterna varken i lokal eller central förhandling kan komma överens i\nfrågan om deltidspension enligt avtal kan beviljas utan beaktansvärd\nstörning i verksamheten, ska lokal facklig organisation om tjänstemannen vill\ndriva saken vidare, begära lokal för-handling om skyldighet för\narbetsgivaren att betala skadestånd för felaktig avtalstill-lämpning.\u003C\u002Fp>\n\n\u003Ch2>§ 13 Förhandlingsordning, Tjänstemarknadsnämnd SAF-PTK,\nTjänstemarknadskommitté SAF-PTK\u003C\u002Fh2>\n\n\u003Cp>Bestämmelser om vilken förhandlingsordning och vilka regler för\nTjänstemarknads-nämnd SAF-PTK samt Tjänstemarknadskommitté SAF-PTK, som ska\ngälla finns i § 7 i förhandlingsprotokollet till avtalsuppgörelsen den 10\nmaj 1989 mellan SAF och PTK och i §§ 9 och 10 i förhandlingsprotokollet till\navtalsuppgörelsen den 21 maj 1976 mellan SAF och PTK. Reglerna har en\nsjälvständig giltighet som är oberoende av om motsvarande bestämmelser för\ntjänstemän gäller mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Ch2>§ 14 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Avtalet med Unionen respektive Sveriges Ingenjörerna och Ledarna gäller\nfr.o.m. den 1 april 2017 t.o.m. den 31 mars 2020.\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller därefter för ett år i sänder, om avtalet inte sagts upp\nsenast tre månader före giltighetstidens utgång. Sker uppsägning löper\navtalet efter utlöpningsdagen med sju dagars ömsesidig uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>För det fall att uppsägning skett av märkessättande avtal inom industrin\nsenast den 30 september 2018, äger part möjlighet att därefter fullfölja\nmed egen uppsägning av detta avtal senast den 31 oktober 2018, till\nupphörande den 31 mars 2019.\u003C\u002Fp>\n\n\u003Cp>Löneavtal\u003C\u002Fp>\n\n\u003Cp>Sveriges Byggindustrier och Unionen är ense om följande löneavtal att\ngälla för arbetsgivarförbundens medlemsföretag och Unionens medlemmar vid\ndessa.\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller för tiden 1 april 2017 – 31 mars 2020.\u003C\u002Fp>\n\n\u003Cp>1 a Löneprinciper\u003C\u002Fp>\n\n\u003Cp>Lönesättningen skall vara individuell och differentierad.\u003C\u002Fp>\n\n\u003Cp>Lönen skall bestämmas med hänsyn till ansvaret och svårighetsgraden i\narbetsuppgif-terna och den enskilda tjänstemannens sätt att uppfylla\ndessa.\u003C\u002Fp>\n\n\u003Cp>Ledningsförmåga, omdöme och initiativ, ekonomiskt ansvar,\nsamarbetsförmåga samt idérikedom och innovationskraft skall beaktas vid\nlönesättningen.\u003C\u002Fp>\n\n\u003Cp>Lönen bör öka med stigande ansvar och svårighetsgrad och med\ntjänstemannens pre-station och duglighet.\u003C\u002Fp>\n\n\u003Cp>Även marknadskrafterna påverkar löneavvägningen.\u003C\u002Fp>\n\n\u003Cp>En anställd som är tjänstledig på grund av föräldraledighet skall\nomfattas i den årliga lönerevisionen och då med utgångspunkt i den\nanställdes troliga utveckling i aktuell befattning utifrån\nbedömningskriterier som om den anställde inte skulle ha varit\ntjänst-ledig.\u003C\u002Fp>\n\n\u003Cp>Värdering och tillämpning beträffande lönesättning och\nanställningsvillkor skall gälla för såväl kvinnor som män liksom yngre\noch äldre tjänstemän oavsett etnisk bakgrund. Osakliga och\u002Feller\noförklarliga löneskillnader och villkor mellan män och kvinnor skall\nelimineras.\u003C\u002Fp>\n\n\u003Cp>Det är viktigt att förekommande löneskillnader upplevs som motiverade och\nrättvisa.\u003C\u002Fp>\n\n\u003Cp>Lönesättningen bör stimulera till kompetensutveckling i olika former.\u003C\u002Fp>\n\n\u003Cp>Inför de lokala löneförhandlingarna skall de lokala parterna analysera om\ndiskrimine-rande eller på annat sätt sakligt omotiverade löneskillnader\nförekommer. Framgår det av dessa analyser att omotiverade löneskillnader\nfinns i företaget skall dessa justeras i samband med förhandlingarna.\u003C\u002Fp>\n\n\u003Cp>1 b Riktlinjer för lokala löneförhandlingar\u003C\u002Fp>\n\n\u003Cp>Inför den årliga lönerevisionen gör de lokala parterna en gemensam\ngenomgång av av-talets intentioner och tillämpningen på företaget i syfte\natt träffa överenskommelse om formerna för genomförandet av den lokala\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>Lönebildningen är en positiv kraft i företagets verksamhet och skapar\nförutsättningar för att individerna utvecklas och stimuleras till goda\ninsatser.\u003C\u002Fp>\n\n\u003Cp>Ett förtroendefullt samarbete mellan företagsledning, fackliga\nföreträdare och de an-ställda tjänstemännen är av stor betydelse för\nlönebildningen.\u003C\u002Fp>\n\n\u003Cp>De grundläggande principerna om individuell och differentierad\nlönesättning skall vara vägledande för det lokala lönerevisionsarbetet.\u003C\u002Fp>\n\n\u003Cp>Parterna skall sträva efter att bli överens utan att centrala\nförhandlingar skall behöva tillgripas. Det är därför viktigt att man\nsakligt motiverar sina ståndpunkter och visar varandra ömsesidig förståelse\noch respekt.\u003C\u002Fp>\n\n\u003Cp>Vidare beaktas att tjänstemän genom sitt arbete bidrar till företagets\nresultat och att fö-retagets framgång är beroende av en värdefull och\nengagerad insats av tjänstemän på alla nivåer.\u003C\u002Fp>\n\n\u003Cp>Uppmärksamhet bör bl.a. ägnas frågan om vissa tjänstemän eller grupper\nav tjänste-män har kommit att få ett för lågt löneläge eller haft en\nogynnsam löneutveckling. I så fall bör orsakerna utredas och behov av\nåtgärder diskuteras.\u003C\u002Fp>\n\n\u003Cp>2 Lönehöjning 2017, 2018 och 2019\u003C\u002Fp>\n\n\u003Cp>2.1 Lönepott\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>En lönepott avsätts för 2017 om 1,5 procent, för 2018 om 1,5 procent och\nför 2019 med 1,5 procent av de fasta kontanta lönerna för tjänstemännen\ninom Unionens avtals-område per den 1 april respektive avtalsår.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Lönepotten fördelas av de lokala parterna enligt löneprinciperna i punkt\n1.\u003C\u002Fp>\n\n\u003Cp>Lönehöjningarna skall gälla fr.o.m. den 1 april respektive avtalsår.\u003C\u002Fp>\n\n\u003Cp>2.2 Löneöversyn\u003C\u002Fp>\n\n\u003Cp>De lokala parterna skall utöver ovan angivna utrymme förhandla om\nlöneökningar i syfte att för tjänstemännen bibehålla eller uppnå önskad\nlönestruktur.\u003C\u002Fp>\n\n\u003Cp>Vid överväganden beträffande lönestrukturen skall beaktas de i gruppen\ningående tjänstemännens ökade erfarenheter i sina befattningar, mer\nkvalificerade arbetsuppgif-ter, höjda krav i arbetet, större befogenheter och\nansvar, befordran, bättre arbetsinsat-ser samt sådan utveckling av egen och\nandras kompetens som är av vikt för verksam-heten.\u003C\u002Fp>\n\n\u003Cp>Översynen skall göras utifrån vad som angivits ovan och från\nlöneprinciperna i punkt 1 samt grundas på systematisk och motiverad\nbedömning.\u003C\u002Fp>\n\n\u003Cp>Lönehöjningar till följd av löneöversyn gäller fr.o.m. den 1 april\nrespektive avtalsår.\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen ska ske den 1 april om inte annat överenskommes.\nLönehöjningarna ska gälla fr.o.m. 1 april respektive avtalsår.\u003C\u002Fp>\n\n\u003Cp>3 Lägsta lönehöjning\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Om de lokala parterna inte träffar annan överenskommelse ska varje\ntjänsteman som omfattas av lönerevision, fr.o.m. den 1 april 2017 ha\nerhållit ett lägsta belopp av 285 kronor per månad, fr.o.m. den 1 april 2018\nha erhållit ett lägsta belopp av 285 kronor per månad och fr.o.m. den 1\napril 2019 ha erhållit ett lägsta belopp av 300 kronor per månad.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För deltidsanställda minskas beloppet i proportion till arbetstidens\nlängd.\u003C\u002Fp>\n\n\u003Cp>4 Lägsta löner 2017, 2018 och 2019\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_provision\">\u003Cp>Efter lönehöjningen den 1 april 2017, 1 april 2018 och 1 april 2019, skall\nmånadslönen för heltidsanställd tjänsteman som har fyllt 18 år uppgå\ntill lägst 17 598 kronor 2017, lägst 17 950 kronor 2018 och lägst 18 309\nkronor 2019.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>För tjänsteman som fyllt 18 år och med ett års sammanhängande\nanställningstid i före-taget skall månadslönen den från den 1 april 2017\nuppgå till lägst 18 715 kronor, från den 1 april 2018 uppgå till lägst 19\n089 kronor och från den 1 april 2019 uppgå till lägst 19 471 kronor. Då\nsärskilda skäl föreligger kan lägre lön tillämpas under sex må-nader.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5 Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Fördelning av allmän pott enligt punkt 2.1 och översyn av lönerna enligt\npunkt 2.2 skall ske genom förhandling mellan lokala parter.\u003C\u002Fp>\n\n\u003Cp>I de fall de lokala parterna efter förhandlingar inte kan träffa\növerenskommelse om fördelning av allmän pott enligt punkt 2.1 eller\nbeträffande löneöversyn enligt punkt 2.2 har berörd lokal part rätt att\nföra frågan till central förhandling.\u003C\u002Fp>\n\n\u003Cp>I de fall inte heller de centrala parterna kan träffa överenskommelse i\närendet har cen-tral part rätt att överlämna frågan för slutligt\navgörande till Lönenämnden.\u003C\u002Fp>\n\n\u003Cp>Lönenämnden består av tre representanter för berört arbetsgivarförbund\noch tre repre-sentanter för Unionen. En av representanterna för berört\narbetsgivarförbund skall vara ordförande och en av representanterna för\nUnionen skall vara vice ordförande.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Tekniska anvisningar - Löneavtal\u003C\u002Fp>\n\n\u003Cp>2017-04-01 – 2020-03-31\u003C\u002Fp>\n\n\u003Cp>1 Löneavtalets omfattning\u003C\u002Fp>\n\n\u003Cp>1.1\u003C\u002Fp>\n\n\u003Cp>Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 31 mars respektive avtalsår.\u003C\u002Fp>\n\n\u003Cp>1.2 Undantag av vissa kategorier\u003C\u002Fp>\n\n\u003Cp>Detta löneavtal omfattar inte tjänsteman som den 31 mars respektive\navtalsår\u003C\u002Fp>\n\n\u003Cp>• är anställd för vikariat, fri visstid eller viss säsong och vars\nanställning inte har va-rat fortlöpande under sex månader eller\u003C\u002Fp>\n\n\u003Cp>• är anställd på prov och antingen inte har övergått direkt från\ntidigare anställning, i vilken han har omfattats av tjänstemannaavtal om\nallmänna villkor, eller vars an-ställning inte har varat fortlöpande under\nsex månader eller\u003C\u002Fp>\n\n\u003Cp>• innehar anställning som utgör bisyssla eller\u003C\u002Fp>\n\n\u003Cp>• kvarstår i tjänst vid företaget efter det han har fyllt 67 år eller\nhar anställts i företa-get efter att han uppnått den pensionsålder som\ntillämpas vid detta.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan träffas om att lönehöjning skall utges till\ntjänsteman, som en-ligt ovan är undantagen från löneavtalet. Därvid skall\nbestämmelserna i detta avtal vara vägledande.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman, som den 31 mars respektive avtalsår var anställd som\nvikarie eller på prov och som enligt första stycket inte omfattas av\nlöneavtalet, under avtalsperioden erhåller tillsvidareanställning vid\nföretaget skall bestämmelserna i detta avtal vara väg-ledande vid\nfastställande av tjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>1.3 Tjänsteman som slutat sin anställning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har slutat sin anställning den 1 april eller senare,\nunder ett av avtals-åren och inte har fått lönehöjning enligt löneavtalet\nskall han till företaget anmäla sitt krav härpå senast inom en månad efter\ndet att tjänstemännen vid företaget har under-rättats om att\nlönerevisionen är genomförd. Om tjänstemannen försummar detta med-för\ndetta löneavtal inte längre någon rätt till lönehöjning.\u003C\u002Fp>\n\n\u003Cp>1.4 Anställningsavtal den 1 oktober eller senare respektive avtalsår\u003C\u002Fp>\n\n\u003Cp>Om företaget och en tjänsteman den 1 oktober respektive avtalsår eller\nsenare har träf-fat avtal om anställning och därvid även om viss lön och\nde vidare uttryckligen har överenskommit att den avtalade lönen skall gälla\noberoende av nästkommande års lö-nerevision skall tjänstemannen inte\nomfattas av detta löneavtal.\u003C\u002Fp>\n\n\u003Cp>1.5 Redan genomförd lönerevision\u003C\u002Fp>\n\n\u003Cp>Om företaget i avvaktan på detta löneavtal redan har utgett\nlönehöjningar skall dessa avräknas mot vad tjänstemannen erhåller vid\ntillämpning av löneavtalet såvida inte ut-trycklig lokal överenskommelse om\nannat har träffats.\u003C\u002Fp>\n\n\u003Cp>1.6 Kontraktslön\u003C\u002Fp>\n\n\u003Cp>Löneavtalet tillämpas även för en tjänsteman med kontraktslön, om det\ninte framgår av omständigheterna att så inte varit avsikten då kontraktet\nupprättades eller förnya-des.\u003C\u002Fp>\n\n\u003Cp>2 Tillämpningsregler\u003C\u002Fp>\n\n\u003Cp>2.1 Begreppet företag\u003C\u002Fp>\n\n\u003Cp>I det fall ett företag har sin verksamhet förlagd till olika orter eller\nom det på samma ort har flera enheter gäller följande där tvist uppkommer\nom löneutrymme i samband med lönerevision. Om så har varit klar praxis vid\nföretaget vid tillämpningen av tidi-gare löneavtal eller om lokal\növerenskommelse härom träffats, avses med ”företag” företaget som\nhelhet.\u003C\u002Fp>\n\n\u003Cp>2.2 Retroaktiv omräkning\u003C\u002Fp>\n\n\u003Cp>Följande gäller beträffande utbetalade övertidsersättningar samt gjorda\ntjänstledighets-avdrag och sjukavdrag.\u003C\u002Fp>\n\n\u003Cp>2.2.1 Övertidsersättning\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar skall omräknas retroaktivt. Omräkningen skall ske\nmed den ge-nomsnittliga lönehöjningen för tjänstemännen vid företaget,\nsåvida inte lokal överens-kommelse träffas om att omräkningen skall ske\nindividuellt för varje tjänsteman.\u003C\u002Fp>\n\n\u003Cp>2.2.2 Tjänstledighetsavdrag\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag skall omräknas retroaktivt. Omräkningen skall ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>2.2.3 Sjukavdrag\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag t.o.m. 14:e kalenderdagen i sjukperioden skall omräknas\nretroaktivt.\u003C\u002Fp>\n\n\u003Cp>Retroaktiv omräkning skall också göras av sjuklön för bortfallande\nskift eller Ob-er-sättning.\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag fr.o.m. 14:e kalenderdagen skall inte omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>2.2.4 Semestertillägg\u003C\u002Fp>\n\n\u003Cp>Utbetalt semestertillägg skall omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>2.3 Arbetstidsförändring\u003C\u002Fp>\n\n\u003Cp>Om arbetstidens längd vid företaget eller för vissa tjänstemän\nförändras den 31 mars eller senare under respektive avtalsår skall lönerna\nför berörda tjänstemän ändras i proportion till\narbetstidsförändringen.\u003C\u002Fp>\n\n\u003Cp>3 Provision\u003C\u002Fp>\n\n\u003Cp>3.1 Krontalsprovisioner\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman förutom med fast lön även är avlönad med\nersättningsbelopp, som bestäms i kronor per producerad enhet eller försåld\nenhet, skall detta belopp prövas enligt löneprinciperna enligt punkt 1 i\nsamband med lönerevisionen.\u003C\u002Fp>\n\n\u003Cp>3.2 Garanterade provisioner\u003C\u002Fp>\n\n\u003Cp>Garanterat provisions- eller tantiembelopp eller liknande inkomstgaranti\nskall prövas enligt löneprinciperna enligt punkt 1 i samband med\nlönerevisionen.\u003C\u002Fp>\n\n\u003Cp>3.3 Övriga provisioner\u003C\u002Fp>\n\n\u003Cp>För provisions- och tantiemavlönade tjänstemän bör eftersträvas - med\nbeaktande av att det ligger i nämnda löneformers natur att årsförtjänsten\nför den enskilde tjänste-mannen kan variera - att förtjänstutvecklingen på\nsikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>4 Premielön\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med premielön gäller samma principer för\nlönehöjningar som för öv-riga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>5 Vissa pensionsfrågor\u003C\u002Fp>\n\n\u003Cp>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 1.3 ovan och som\när pensions-berättigad, skall höjningen inte vara pensionsmedförande. Om\nanställningen har upp-hört på grund av pensionsfall skall emellertid\nlönehöjningen vara pensionsmedfö-rande.\u003C\u002Fp>\n\n\u003Cp>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fp>\n\n\u003Cp>Företagen skall såsom pensionsmedförande lön till Collectum\u002FPRI anmäla\nlönen efter lönehöjningen.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Speciella bestämmelser för Ledarna\u003C\u002Fp>\n\n\u003Cp>Bilagan ska, för relevanta grupper, tillämpas även för Sveriges\nIngenjörer och Union-ens medlemmar.\u003C\u002Fp>\n\n\u003Cp>§ 1 Skiftarbete m.m.\u003C\u002Fp>\n\n\u003Cp>Ersättning för skiftarbete, underjordsarbete, jour- och beredskapstjänst\nsamt förskjuten arbetstid regleras genom skriftlig överenskommelse mellan de\nlokala parterna på före-taget.\u003C\u002Fp>\n\n\u003Cp>Om lokal överenskommelse inte kan träffas gäller förhandlingsordningen\nenligt punkt 4 i huvudavtalet om lönebildning i företagen. Om parterna inte\nkan enas vid central förhandling kan frågan hänskjutas till Nämnden för\nlönefrågor. Nämnden ska fungera som skiljenämnd.\u003C\u002Fp>\n\n\u003Cp>§ 2 Resor och traktamenten\u003C\u002Fp>\n\n\u003Cp>Traktamentsersättning\u003C\u002Fp>\n\n\u003Cp>Avsikten är att de lokala parterna i företaget eller arbetsgivaren och\nledaren ska träffa överenskommelse om bestämmelser för resor och\ntraktamenten. Utformningen av be-stämmelserna ska anpassas till\nförhållandena vid det enskilda företaget. Överenskom-melse ska\neftersträvas.\u003C\u002Fp>\n\n\u003Cp>Reglerna nedan gäller endast när parterna efter lokala förhandlingar inte\nkan träffa överenskommelse enligt ovan.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren tillhandahåller bostad och\u002Feller kost på\nförrättningsort reduceras traktamentsbeloppet enligt Skatteverkets regler.\u003C\u002Fp>\n\n\u003Cp>Förrättningstillägg\u003C\u002Fp>\n\n\u003Cp>När traktamentsersättning utges och arbetsgivaren inte tillhandahåller\nbostad på för-rättningsorten utges för arbetade dagar under de första 90\nkalenderdagarna, ett förrätt-ningstillägg motsvarande 35 % 1 av gällande\ntraktamentsbelopp enligt ovan. Från ka-lenderdag 91 och framåt på\nförrättningsorten utges förrättningstillägg med 20 % 2 av\ntraktamentsbelopp.\u003C\u002Fp>\n\n\u003Cp>Reskostnadsersättning vid dagliga resor\u003C\u002Fp>\n\n\u003Cp>För dagliga resor mellan ledarens fasta bostad och arbetsplatsen utom\narbetstiden ut-ges reskostnadsersättning vid ett minsta avstånd från\nbostaden om 2 km enkel resväg. Rätt till ersättning föreligger upp till\ntraktamentsnivå enligt nedan.\u003C\u002Fp>\n\n\u003Cp>Reskostnadsersättning för resa med egen bil eller för styrkta kostnader\nvid resa med annat färdmedel utges med belopp motsvarande vid varje tidpunkt\ngällande högsta skattefria avdragsbelopp som framgår av Kommunalskattelagen\n(1928:370) med anvisningar samt Riksskatteverkets rekommendationer.\u003C\u002Fp>\n\n\u003Cp>Reskostnadsersättning utges inte till ledare som är stadigvarande\nsysselsatt vid företa-gets kontor, verkstäder, förråd eller liknande\ncentrala anläggningar.\u003C\u002Fp>\n\n\u003Cp>Byte av bostadsort\u003C\u002Fp>\n\n\u003Cp>Om ledaren under anställningstiden flyttar sin bostad får tillämpningen\nav bestämmel-serna om reskostnadsersättning vid dagliga resor avgöras efter\növerenskommelse mel-lan arbetsgivaren och ledaren.\u003C\u002Fp>\n\n\u003Cp>Resa med egen bil i tjänsten\u003C\u002Fp>\n\n\u003Cp>(Gäller fr.o.m. 1 juli 2005)\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och ledaren är överens om att ledaren ska använda egen\nbil i tjäns-ten utges bilersättning för resor enligt följande:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd><1000\u003C\u002Ftd>\n      \u003Ctd>mils körning i tjänsten per kalenderår\u003C\u002Ftd>\n      \u003Ctd>30 kr\u002Fmil\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1001-2000\u003C\u002Ftd>\n      \u003Ctd>mils körning i tjänsten per kalenderår\u003C\u002Ftd>\n      \u003Ctd>26 kr\u002Fmil\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>>2001\u003C\u002Ftd>\n      \u003Ctd>mils körning i tjänsten per kalenderår\u003C\u002Ftd>\n      \u003Ctd>24 kr\u002Fmil\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Traktamente\u003C\u002Fp>\n\n\u003Cp>Rätt till traktamente\u003C\u002Fp>\n\n\u003Cp>Rätt till traktamente tillkommer ledaren vid arbete på ort –\nförrättningsort – belägen minst 70 km enkel resväg från bostaden under\nförutsättning att övernattning skett på förrättningsorten.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Traktamentsersättning\u003C\u002Fp>\n\n\u003Cp>Traktamente inkluderande kost och logi utges med 345 1 kr per dag.\u003C\u002Fp>\n\n\u003Cp>Påbörjas resa vid första inställelse till förrättningsorten senare än\nkl 12 eller avslutas hemresa från förrättningsorten före kl 19, utges halvt\ntraktamente för den dagen.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Komplettering av utvecklingsavtalet\u003C\u002Fp>\n\n\u003Cp>Facklig information på betald tid\u003C\u002Fp>\n\n\u003Cp>Arbetstagare har som nyanställd rätt att på betald tid under en timme\ndelta i av lokal ar-betsorganisation vid företaget anordnad information om den\nlokala fackliga verksam-heten. En arbetstagare kan vid ett och samma företag\nenbart en gång på betald tid ta del av sådan information.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Avtal om arbetstidsbestämmelser för tjänstemän\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar samtliga tjänstemän anställda hos arbetsgivare\nanslutna till Sveri-ges Byggindustrier. Dessa tjänstemän undantas från\ntillämpningen av allmänna arbets-tidslagen.\u003C\u002Fp>\n\n\u003Cp>Begreppet ”tjänsteman” respektive ”tjänstemannaklubb” i detta\navtal innefattar ”ar-betsledare” respektive ”arbetsledarklubb”.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i §§ 2-5 gäller inte beträffande\u003C\u002Fp>\n\n\u003Cp>a) tjänstemän i företagsledande ställning\u003C\u002Fp>\n\n\u003Cp>b) arbete som tjänstemannen utför i sitt hem eller eljest under sådana\nförhållanden att det inte kan anses tillkomma arbetsgivaren att vaka över\nhur arbetet är anordnat.\u003C\u002Fp>\n\n\u003Cp>Mom 3\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och tjänsteman som träffar överenskommelse om att rätten\ntill särskild övertidskompensation ska ersättas med längre semester eller\nkompenseras på annat sätt enligt § 6 mom 1:1 i avtalet om allmänna\nanställningsvillkor kan träffa överens-kommelse om att tjänstemannen ska\nvara undantagen från bestämmelserna i §§ 2-5.\u003C\u002Fp>\n\n\u003Cp>Anmärkning till mom 2 och 3\u003C\u002Fp>\n\n\u003Cp>Enligt mom 2 och 3 ovan omfattas vissa tjänstemän inte av bestämmelserna\ni §§ 2-5. Det är dock ett ömsesidigt intresse för arbetsgivaren och\ntjänstemannaklubben\u002Fden enskilde tjänstemannen att kunna få en uppfattning\nom den totala arbetstidens omfatt-ning för dessa tjänstemän\u002Fden enskilde\ntjänstemannen. För vissa av dem sker tidsregi-strering genom tidstämpling\neller på annat sätt, t.ex. när flexibel arbetstid tillämpas vid företaget.\nI dessa fall finns alltså underlag för en bedömning av\narbetstidssituat-ionen. I andra fall kan registrering inte ske på samma sätt\nsom för övriga tjänstemän. Om tjänstemannaklubben så begär ska\narbetsgivaren och tjänstemannaklubben ge-mensamt utforma lämpligt underlag\nför att bedöma arbetstidsvolymen för dessa tjäns-temän.\u003C\u002Fp>\n\n\u003Cp>Den totala arbetstidens omfattning ska diskuteras mellan den berörda\ntjänstemannen och arbetsgivaren i utvecklingssamtalet.\u003C\u002Fp>\n\n\u003Cp>Vissa av de tjänstemän som är undantagna från bestämmelserna i §§ 2-5\nhar enligt hittills gällande praxis också haft en viss frihet i fråga om\nförläggningen av sin arbets-tid. Denna frihet påverkas inte genom det nu\nträffade avtalet.\u003C\u002Fp>\n\n\u003Cp>Mom 4\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan skriftlig överenskommelse\nträffas om att utöver undantagen enligt mom 2 och 3 viss tjänsteman eller\ngrupp av tjänste-män ska vara undantagen från bestämmelserna i §§ 2-5 i\nde fall tjänstemännen med hänsyn till sina arbetsuppgifter har särskild\nförtroendeställning i arbetstidshänseende eller eljest särskilda\nomständigheter föreligger.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse – se § 7 mom\n2.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Ordinarie arbetstid\u003C\u002Fh2>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>Den ordinarie arbetstiden får inte överstiga 40 timmar per helgfri vecka i\ngenomsnitt per en begränsningsperiod om 4 veckor. Om företagets redovisning\när så ordnad får dock som begränsningsperiod i stället tillämpas\nkalendermånad.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\n\n\u003Cp>För underjordsarbete och kontinuerligt treskiftarbete får den ordinarie\narbetstiden inte överstiga 36 timmar i genomsnitt per helgfri vecka och\når.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Treskiftarbete kan bedrivas med tre eller flera skiftlag.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Där särskilda omständigheter föreligger kan mellan arbetsgivaren och\ntjänstemanna-klubben träffas skriftlig överenskommelse om annan\nbegränsningsperiod eller omfatt-ning av ordinarie arbetstid för viss\ntjänsteman eller grupp av tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse – se § 7 mom\n2.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>SAF och PTK är ense om att olika lång arbetstid under olika delar av året\nska kunna tillämpas.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Övertid\u003C\u002Fh2>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete avses i detta avtal arbete som tjänstemannen har\nutfört utöver den för denne gällande ordinarie dagliga arbetstidens längd\nom\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• där beordrande på förhand inte kunnat ske övertidsarbetet har\ngodkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Tid som åtgår för att utföra för tjänstemannens befattning\nnödvändiga och normalt fö-rekommande förberedelse- och avslutningsarbeten\nupptas inte som övertid enligt mom 2 nedan.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av fullgjord övertid medtas endast fulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden viss dag, ska de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsanställda tjänstemän ska arbete som ersätts enligt\n§ 6 mom 4:1 i avtalet om allmänna anställningsvillkor avräknas från\növertidsutrymmet i mom 2 ne-dan.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>När särskilda skäl föreligger får allmän övertid uttas med högst 150\ntimmar per kalen-derår.\u003C\u002Fp>\n\n\u003Cp>Mom 3\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Allmän övertid får tas ut med högst 48 timmar under en period av fyra\nveckor eller 50 timmar under en kalendermånad. Dessa timtal får endast\növerskridas om synnerliga skäl föreligger, t.ex. när det är nödvändigt\nför att ett arbete som inte kan avbrytas utan avsevärda olägenheter för\nverksamheten, ska kunna slutföras.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Mom 4\u003C\u002Fp>\n\n\u003Cp>Allmän övertid, oavsett kompensationsform, ska avräknas från\növertidsutrymmet en-ligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Cp>Om övertiden ersätts med ledig tid (kompensationsledighet) enligt § 6 mom\n3 i avtalet om allmänna anställningsvillkor återförs det antal\n”övertidstimmar” som har kompen-serats genom ledigheten till\növertidsutrymmet enligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>En tjänsteman utför övertidsarbete en vardagskväll under 4 timmar. Dessa\növertidstim-mar avräknas från övertidsutrymmet enligt mom 2.\nÖverenskommelse träffas om att tjänstemannen ska kompenseras med ledig tid\n(kompensationsledighet) under 6 timmar (4 övertidstimmar x 1,5 tim = 6\nkompensationsledighetstimmar). När kompensationsle-digheten har uttagits\ntillförs övertidsutrymmet enligt mom 2 de 4 övertidstimmarna som har\nkompenserats genom ledigheten.\u003C\u002Fp>\n\n\u003Cp>Under kalenderåret får högst 75 timmar på detta sätt återföras till\növertidsutrymmet, såvida inte arbetsgivaren och tjänstemannaklubben enas om\nannat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannaklubben kan träffa överenskommelse om att\növertid som ersatts med kompensationsledighet skall, för att kunna\nåterföras till övertidsut-rymmet enligt den teknik som beskrivs ovan,\nutläggas inom viss bestämd tidsperiod, t.ex. räknat från tidpunkten för\növertidsarbetets utförande eller före visst bestämt da-tum.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid – se § 7 mom 2.\u003C\u002Fp>\n\n\u003Cp>Mom 5\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan beträffande viss\ntjänsteman eller grupp av tjänstemän skriftlig överenskommelse träffas om\nannan beräkning eller om-fattning av allmän övertid. Överenskommelse om\nannan omfattning av allmän övertid ska underställas förbundsparterna för\ngodkännande.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse – se § 7 mom\n2.\u003C\u002Fp>\n\n\u003Cp>Mom 6\u003C\u002Fp>\n\n\u003Cp>Utöver vad ovan sagts kan, när synnerliga skäl föreligger, extra\növertid uttas under ka-lenderåret enligt följande\u003C\u002Fp>\n\n\u003Cp>a) högst 75 timmar efter överenskommelse mellan arbetsgivaren och\ntjänstemanna-klubben\u003C\u002Fp>\n\n\u003Cp>b) ytterligare högst 75 timmar efter överenskommelse mellan\nförbundsparterna eller, om dessa enas därom, mellan arbetsgivaren och\ntjänstemannaklubben.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstid – se § 7 mom 2.\u003C\u002Fp>\n\n\u003Cp>Mom 7\u003C\u002Fp>\n\n\u003Cp>Har natur- eller olyckshändelse eller annan därmed jämförlig\nomständighet, som inte kunnat förutses, vållat avbrott i verksamheten eller\nmedfört överhängande fara för så-dant avbrott eller för skada på liv,\nhälsa eller egendom, ska övertid som fullgjorts med anledning därav inte\nbeaktas vid beräkning av övertid enligt mom 2 ovan.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Jourtid\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-healthandsafetypolicy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Om det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till ar-betsgivarens förfogande på arbetsstället för att när behov\nuppkommer utföra arbete, får jourtid tas ut härför med högst 48 timmar\nunder en tid av 4 veckor eller 50 timmar un-der en kalendermånad. Som jourtid\nanses inte tid under vilken tjänstemannen utför ar-bete för arbetsgivarens\nräkning.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Mellan arbetsgivaren och tjänstemannaklubben kan beträffande viss\ntjänsteman eller grupp av tjänstemän skriftlig överenskommelse träffas om\nannan beräkning eller om-fattning av jourtid.\u003C\u002Fp>\n\n\u003Cp>Beträffande giltighetstiden för sådan överenskommelse – se § 7 mom\n2.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>§ 5 Anteckning av övertid och jourtid\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid enligt § 3 och jourtid enligt § 4. Tjänstemannen,\ntjänstemannaklubben eller central represen-tant för tjänstemannaförbundet\nhar rätt att ta del av dessa anteckningar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>§ 6 Förhandlingsordning\u003C\u002Fh2>\n\n\u003Cp>Samma förhandlingsordning gäller som för avtalet om allmänna\nanställningsvillkor. Bestämmelserna härom finns i § 7 i\nförhandlingsprotokollet till avtalsuppgörelsen den 10 maj 1989 mellan SAF och\nPTK och §§ 9 och 10 i förhandlingsprotokollet till av-talsuppgörelsen den\n21 maj 1976 mellan SAF och PTK.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Mom 1\u003C\u002Fp>\n\n\u003Cp>Bestämmelserna i detta avtal trädde i kraft den 1 januari 1980 och gäller\nt.o.m. den 31 december 1980. Om avtalet inte har sagts upp av endera parten\nsenast 3 månader före giltighetstidens utgång, prolongeras det för ett\nkalenderår åt gången.\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsavtalet upphör att gälla upphör även överenskommelse som\nslutits med stöd av avtalet i och med utgången av avtalets giltighetstid.\u003C\u002Fp>\n\n\u003Cp>Mom 2\u003C\u002Fp>\n\n\u003Cp>Lokal överenskommelse som träffats med stöd av § 1 mom 4, § 2 mom 2, §\n3 mom 4-6, § 4 mom 2 och rätten för arbetsgivaren och tjänstemannaklubben\natt träffa överens-kommelse om uttag av extra övertid enligt § 3 mom 6 ska\ngälla tills vidare med 3 må-naders uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>Uppsägning kan ske av arbetsgivaren, tjänstemannaklubben eller av\nPTK-förbund.\u003C\u002Fp>\n\n\u003Cp>Om endera parten önskar att den lokala överenskommelsen respektive nämnda\nrätt till lokal överenskommelsemöjlighet ska bestå, ska han skyndsamt\nbegära att förhand-lingar härom förs under uppsägningstiden.\nFörbundsparterna kan förlänga det lokala avtalets uppsägningstid för att\nmöjliggöra att förhandlingar enligt förhandlingsord-ningen hinner\nslutföras innan avtalet upphör. I sista hand kan frågan huruvida avtalet ska\nbestå eller inte tas upp till överläggningar i Tjänstemarknadsnämnden\nSAF-PTK.\u003C\u002Fp>\n\n\u003Cp>****\u003C\u002Fp>\n\n\u003Cp>Arbetstidsförkortning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att arbetstidsfrågan bör hanteras av de lokala\nparterna inom en kostnadsram om 2,5 procent. Med lokala parter menas i första\nhand företag och fack-klubb eller motsvarande. Saknas fackklubb eller\nmotsvarande vid företaget, kan över-enskommelse träffas med enskild\ntjänsteman.\u003C\u002Fp>\n\n\u003Cp>Om ingen sådan överenskommelse träffats, har tjänsteman som arbetat\nheltid under perioden 1 april-31 mars (”intjänandeåret”) rätt till\narbetstidsförkortning med 5 dagar påföljande år (”uttagsåret”).\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som inte arbetat heltid eller som inte varit anställd hela\n”intjänandeåret” har rätt till ledighet i proportion till arbetad tid.\nAv arbetsgivaren betald frånvaro jäm-ställs med arbetad tid.\u003C\u002Fp>\n\n\u003Cp>Ledighet tas ut efter överenskommelse mellan tjänstemannen och\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Ledighet som inte tagits ut under aktuellt uttagsår betalas vid årets\nutgång ut i kontan-ter, med en lön per timme motsvarande mertidsersättning\nenligt § 6 mom 4:1.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Överenskommelse angående förläggning av den i 12 § semesterlagen\nangivna så kallade huvudsemestern\u003C\u002Fp>\n\n\u003Cp>mellan Sveriges Byggindustrier och Unionen Sveriges Ingenjörer Ledarna\u003C\u002Fp>\n\n\u003Cp>gäller följande överenskommelse rörande förläggning av den i 12 §\nSemesterlagen an-givna så kallade huvudsemestern om minst fyra veckor.\nArbetsgivarens primära för-handlingsskyldighet gentemot de fackliga\norganisationerna enligt 11 § Medbestäm-mandelagen anses uppfylld i följande\nfall:\u003C\u002Fp>\n\n\u003Cp>1) Om arbetsgivaren tillmötesgår den enskilde arbetstagarens önskemål om\nförlägg-ning.\u003C\u002Fp>\n\n\u003Cp>2) Om huvudsemestern utlägges sammanhängande under den närmast efter\nmidsom-mar följande sexveckorsperioden.\u003C\u002Fp>\n\n\u003Cp>Vid annan förläggning ska arbetsgivaren iakttaga sin primära\nförhandlingsskyldighet mot respektive facklig organisation innan beslut\nmeddelas om semesterns förläggning. Nås inte överenskommelse ska\narbetsgivaren underlätta arbetstagaren om sitt beslut i enlighet med\nSemesterlagens regler.\u003C\u002Fp>\n\n\u003Cp>Beträffande övrig semester ska Semesterlagens regler om samråd gälla.\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse gäller med en ömsesidig uppsägningstid om två\nmånader.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Riktlinjer avseende kompetensutveckling\u003C\u002Fp>\n\n\u003Cp>mellan Sveriges Byggindustrier och Unionen samt Sveriges Ingenjörer har\nföljande överenskommelse om riktlinjer avseende kompetensutveckling\nträffats:\u003C\u002Fp>\n\n\u003Cp>Gemensamma värderingar\u003C\u002Fp>\n\n\u003Cp>Arbetslivet har under de senaste åren präglats av allt snabbare\nförändringar. Därmed har också kraven på tjänstemännen att utvecklas och\nanpassa sig till nya förutsätt-ningar ökat.\u003C\u002Fp>\n\n\u003Cp>Anpassning och utveckling är nödvändigt för att möta dessa\nförändringar. Mellan för-bunden föreligger en betydande samsyn när det\ngäller behov av kompetensutveckling och dess betydelse. Formerna för\nkompetensutveckling måste, för att vara ändamåls-enliga och praktiska, vara\nanpassade till de förutsättningar som finns i varje enskilt fö-retag och\nutgå från företagets verksamhet, behov och långsiktiga utveckling.\u003C\u002Fp>\n\n\u003Cp>Kompetensutvecklingens betydelse\u003C\u002Fp>\n\n\u003Cp>För att möta de ökade kvalitetskraven och den tekniska utvecklingen\nkrävs ett mål-medvetet arbete med att utveckla kompetensen inom företaget.\nTjänstemännens yrkes-kunnande, personliga engagemang och utveckling har\navgörande betydelse för företa-gets utveckling. Alla tjänstemän oavsett\nutbildningsbakgrund bör efter behov ges möj-lighet och utrymme till\nutveckling i arbetet. Särskild uppmärksamhet ska riktas mot dem som återgår\ni arbete efter en längre tids sjukskrivning eller längre tids\nföräldrale-dighet.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling – ett ansvar för både företag och tjänstemän\u003C\u002Fp>\n\n\u003Cp>Företaget och tjänstemannen har ett gemensamt ansvar för\nkompetensutvecklingen. Det är i första hand företagets ansvar för att dess\nbehov av kompetens hos tjänsteman-nen fortlöpande tillgodoses. Likaså har\ntjänstemannen ett eget ansvar för att utveckla sin kompetens i enlighet med\nde krav som företagets verksamhet ställer.\u003C\u002Fp>\n\n\u003Cp>Regelbundna utvecklingssamtal mellan chef och tjänsteman är härvid ett\nviktigt medel för att bland annat kartlägga den kunskap och kompetens som\nbehövs för företaget och tjänstemannens utveckling. Härigenom skapas en\nprocess där tjänstemannens resultat, kompetens och duglighet knyts samman med\nden individuella löneutvecklingen. Dia-logen ska beröra såväl företagets\nutvecklingsplaner som tjänstemannens arbetsuppgif-ter, arbetssituation,\nutvecklingsmöjligheter och kompetenskrav.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska som en del i utvecklingssamtal\ndiskutera tjänste-mannens behov och planera dennes kompetensutveckling i\nförhållande till företagets verksamhetsinriktning. De åtgärder som\növerenskommes ska dokumenteras i individu-ella utvecklingsplaner och följas\nupp.\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling – Löneutveckling\u003C\u002Fp>\n\n\u003Cp>Kompetensutveckling är en viktig faktor i lönebildningsprocessen. Det är\ndärför vik-tigt att företagen tillämpar principer för lönesättning och\nanställningsvillkor som sti-mulerar tjänstemännen till kontinuerlig\nkompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>Lokal samverkan\u003C\u002Fp>\n\n\u003Cp>En fortlöpande dialog ska föras med lokal facklig organisation inom\nföretaget om till-lämpningen av dessa riktlinjer exempelvis vad avser\nformerna för planering och ge-nomförande av kompetensutvecklingsinsatser.\u003C\u002Fp>\n\n\u003Cp>Lokal facklig organisation har rätt att ta upp överläggningar med\narbetsgivaren för att diskutera formerna för arbetet med\nkompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöavtal\u003C\u002Fp>\n\n\u003Cp>mellan Sveriges Byggindustrier och Unionen, Sveriges Ingenjörer samt\nLedarna\u003C\u002Fp>\n\n\u003Ch2>§ 1 Gemensamma utgångspunkter\u003C\u002Fh2>\n\n\u003Cp>Parterna är genom detta avtal överens om att samverkan mellan\narbetsgivaren och de anställda är en förutsättning för en god\narbetsmiljö. Arbetsmiljölagen jämte tillhörande föreskrifter är viktiga\ngrundelement i arbetet för en god arbetsmiljö.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Utveckling av arbetsmiljön\u003C\u002Fh2>\n\n\u003Cp>Utvecklingen av arbetsmiljön sker utifrån ett helhetsperspektiv som syftar\nbåde till att undvika risker för ohälsa och stödja utvecklingen i arbetet\nför engagemang och ar-betstrivsel.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Samverkan i företaget\u003C\u002Fh2>\n\n\u003Cp>Behovet av arbetsmiljöinsatser skiftar mellan olika företag. Med beaktande\nav vad som anges i Arbetsmiljölagen jämte tillhörande föreskrifter\nfastläggs formerna för samverkan i arbetsmiljöarbetet.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Företagshälsovård\u003C\u002Fh2>\n\n\u003Cp>Som ett stöd för utvecklingen av arbetsmiljön kan företagshälsovård i\nolika former knytas till företaget. Företagshälsovården bör i allt\nväsentligt arbeta förebyggande och utgöra en expertfunktion inom området\narbetsmiljö och arbetslivsinriktad rehabilite-ring.\u003C\u002Fp>\n\n\u003Cp>Upphandling bör ske i samverkan.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Utbildning\u003C\u002Fh2>\n\n\u003Cp>Behovet av utbildning för skyddsombud och ledamöter i skyddskommitté\neller mot-svarande bedöms i företaget.\u003C\u002Fp>\n\n\u003Cp>Målsättningen är att arbetsledande personal ges de kunskaper de behöver\nför att kunna utföra sina arbetsmiljöuppgifter avseende underställd\npersonal. Vidare är målsätt-ningen att de, i likhet med övriga\narbetstagare, erhåller de kunskaper om arbetet och dess risker som behövs\nför att en tillfredsställande arbetsmiljö uppnås i företaget.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Central samverkan\u003C\u002Fh2>\n\n\u003Cp>För att stödja utvecklingsarbetet i företagen inrättar parterna ett\ncentralt arbetsmiljöråd på förbundsplanet. Rådets uppgift är att följa\nutvecklingsarbetet i företagen och bidra med stödinsatser i form av\ninformation, stödmaterial vid utvecklingsprocesser etc.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Huvudavtalen\u003C\u002Fp>\n\n\u003Cp>Förord\u003C\u002Fp>\n\n\u003Cp>Huvudavtalen mellan SAF1) och Sif2) respektive SALF3) av den 11 december\n1957 re-spektive 3 juli 1959 har träffats i form av två fristående\nuppgörelsehandlingar. CF4) har den 14 december 1969 inträtt som part i\nhuvudavtalet för Sif.\u003C\u002Fp>\n\n\u003Cp>Innehållet i de två huvudavtalen är i sak lika med undantag för att §§\n1, 2 och 4 i hu-vudavtalet för Ledarna saknas i huvudavtalet för Sif och CF.\nVid återgivandet nedan av texten i de två huvudavtalen återges inledningen\ntill huvudavtalet för Sif respektive Ledarna samt §§ 1, 2 och 4 i\nhuvudavtalet för Ledarna. Därefter har de två texterna samredigerats till en\ntext. I de delar där texterna skiljer sig inbördes har detta anmärkts genom\natt de olika texterna satts inom klammer. Uttrycken ”tjänsteman” och\n”tjänste-männens organisation” används emellertid konsekvent i stället\nför uttrycken ”arbetsle-dare” respektive ”arbetsledareklubben”.\nParagrafindelningen i huvudavtalet för Sif\u002FCF används genomgående.\u003C\u002Fp>\n\n\u003Cp>Efter uppsägning har huvudavtalet mellan SAF och Sif upphört att gälla. I\nsamband med överenskommelsen den 11 maj 1981 om nytt avtal om allmänna\nanställningsvill-kor har SAF och PTK kommit överens om att\nförhandlingsordningen i huvudavtalen SAF och Sif respektive SAF och Ledarna\nskall tillämpas med samma giltighetstid som avtalet om allmänna\nanställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>Huvudavtal\u003C\u002Fp>\n\n\u003Cp>Mellan Svenska Arbetsgivareföreningen och Svenska\nIndustritjänstemannaförbundet av den 11 december 1957 med däri, den 8 maj\n1964 och den 5 april 1974, vidtagna ändringar**.\u003C\u002Fp>\n\n\u003Cp>1) Numera Svenskt Näringsliv\u003C\u002Fp>\n\n\u003Cp>2) Numera Unionen\u003C\u002Fp>\n\n\u003Cp>3) Numera Ledarna\u003C\u002Fp>\n\n\u003Cp>4) Numera Sveriges Ingenjörer\u003C\u002Fp>\n\n\u003Cp>Svenska Arbetsgivareföreningen (SAF) och Svenska\nIndustritjänstemannaförbundet (Sif) har i syfte att främja en fredlig\nlösning av tvistefrågor på den för parterna gemen-samma delen av\narbetsmarknaden träffat följande överenskommelse.\u003C\u002Fp>\n\n\u003Cp>SAF och Sif åtager sig sinsemellan att inrätta den arbetsmarknadsnämnd\nför tjänste-mannafrågor (tjänstemarknadsnämnd), som nedan omförmäles.\u003C\u002Fp>\n\n\u003Cp>Huvudavtal\u003C\u002Fp>\n\n\u003Cp>Mellan Svenska Arbetsgivareföreningen och Sveriges Arbetsledareförbund\n(numera Ledarna) av den 3 juli 1959 med däri den 8 maj 1964 och den 5 april\n1974, vidtagna ändringar.\u003C\u002Fp>\n\n\u003Cp>Svenska Arbetsgivareföreningen (SAF) och Ledarna har i syfte att främja en\nfredlig lösning av tvistefrågor på den för parterna gemensamma delen av\narbetsmarknaden träffat följande överenskommelse.\u003C\u002Fp>\n\n\u003Cp>SAF och Ledarna åtager sig sinsemellan att inrätta den arbetsledarnämnd\nsom nedan omförmäles.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Arbetsledarens ställning\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Vid fullgörandet av sin uppgift är arbetsledaren arbetsgivarens\nrepresentant på arbets-platsen. Detta nödvändiggör att arbetsledaren är\nsolidarisk med arbetsgivaren och lo-jalt eftersträvar att tillvarata dennes\nintressen. Förutsättningen är jämväl att arbetsleda-ren tillförsäkras en\ntryggad tjänstemannaställning och åtnjuter arbetsgivarens förtro-ende och\nstöd. Arbetsledaren skall därvid erhålla lön, som motsvarar hans\nförtroende-ställning, arbetsuppgifter och kvalifikationer. Förhållandet\nmellan parterna måste sålunda grundas på ömsesidigt ansvar och ömsesidigt\nförtroende. Detta förtroendeför-hållande bör icke rubbas genom\norganisationsmässiga åtgärder utan dessa inriktas på ett stärkande av\ntilliten parterna emellan.\u003C\u002Fp>\n\n\u003Cp>Arbetsledare får icke tillhöra eller understödja fackorganisation för\nhonom underställd personal.\u003C\u002Fp>\n\n\u003Cp>Allmänna förhållningsregler\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Arbetsledare skall iakttaga full diskretion, såväl inåt som utåt,\nrörande företagets ange-lägenheter såsom prissättningar, konstruktioner,\nexperiment och undersökningar, driftsförhållanden, affärsangelägenheter\noch dylikt. Arbetsledare är skyldig iakttaga största sparsamhet med de\nföretagets tillgångar han handhar.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Avser arbetsgivare att genomföra ändring i anställnings- eller\narbetsvillkor, varav samtliga vid företaget anställda arbetsledare eller viss\ngrupp av dem beröras eller är den ifrågasatta ändringen eljest av för\narbetsledarna kollektiv natur, skall arbetsledarna eller av dem utsedda, vid\nföretaget anställda representanter beredas tillfälle till över-läggning\nmed ledningen innan ändringen genomföres.\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Det förutsättes, att arbetsgivare och tjänstemän genom ömsesidigt\nhänsynstagande sö-ker i samförstånd ordna sina gemensamma angelägenheter\noch såvitt möjligt före-bygga uppkomsten av tvist.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Påkallas från endera sidan förhandling skall följande ordning gälla:\u003C\u002Fp>\n\n\u003Cp>a) Förhandling mellan arbetsgivaren och tjänstemännens organisation vid\nföretaget (lokal förhandling). Saknas sådan organisation, föres\nförhandlingen med den eller de tjänstemän vid företaget, som\ntjänstemännen därtill utsett.\u003C\u002Fp>\n\n\u003Cp>b) Förhandling under medverkan av respektive arbetsgivareförbund och\nSif\u002FLe-darna\u002FCF (central förhandling).\u003C\u002Fp>\n\n\u003Cp>Om och i den mån det förhållande, vartill rättsanspråk enligt\nkollektivt eller enskilt av-tal hänför sig, varit känt på arbetsgivarsidan\nför vederbörande arbetsgivare eller hans organisation respektive på\ntjänstemannasidan för tjänstemännens organisation (eller enligt § 2 a,\nsärskild utsedd företrädare för tjänstemännen) vid företaget eller\nSif\u002FLe-darna\u002FCF i 4 månader utan att förhandling begärts enligt\nbestämmelserna i denna para-graf, har parten därefter förlorat rätten att\npåkalla förhandling rörande anspråket. Obe-roende av sådan kännedom om\nförhållandet är rätten att påkalla förhandling försutten, om och i den\nmån förhållandet ligger mer än 2 år tillbaka i tiden.\u003C\u002Fp>\n\n\u003Cp>Lokal förhandling skall påbörjas snarast möjligt och senast 3 veckor\nfrån dagen för dess påkallande, såframt inte parterna enas om uppskov.\u003C\u002Fp>\n\n\u003Cp>Kan uppgörelse inte ernås vid lokal förhandling rörande rättsanspråk\nenligt kollektivt eller enskilt avtal, ankommer det på part, som vill\nfullfölja ärendet, att hänskjuta frå-gan till central förhandling.\nFramställning om sådan förhandling skall göras hos motsi-dan senast 2\nmånader från den dag den lokala förhandlingen avslutas, vid äventyr att\nvederbörande anspråk eljest är preskriberat. Central förhandling skall\npåbörjas snarast möjligt och senast 3 veckor från dagen för dess\npåkallande, såframt inte parterna enas om uppskov.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckningar:\u003C\u002Fp>\n\n\u003Cp>1) För att underlätta behandlingen av lokala frågor är det lämpligt,\natt vardera par-ten utser en företrädare med uppgift att svara för kontakten\nmed motparten; med-delande om företrädares namn bör lämnas motparten utan\ndröjsmål. Det får an-komma på de lokala parterna att avgöra, huruvida\nytterligare anordningar behö-ver vidtagas för handläggningen av de lokala\nfrågorna.\u003C\u002Fp>\n\n\u003Cp>2) Om arbetsgivare och tjänstemän enas därom, äger även lokal\nfunktionär eller för-troendeman utom företaget deltaga i lokal\nförhandling.\u003C\u002Fp>\n\n\u003Cp>3) Vid förhandling mellan arbetsgivare och arbetare, som direkt eller\nindirekt gäller tjänstemännen eller viss tjänsteman, äger tjänstemännen\nrätt att vara represente-rade.\u003C\u002Fp>\n\n\u003Cp>4) Om det förhållande, vartill rättsanspråk hänför sig, regleras i lag\nom anställ-ningsskydd skall i stället för de i § 2 ovan angivna\ntidsfristerna gälla i nämnda lag angivna tidsfrister.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Som framgår av den för SAF och Ledarna gemensamma kommentaren till\nhuvudavtalet innebär protokollsanteckning 3 även, att arbetsgivaren i\nförekommande fall givetvis bör lämna arbetsledarsidan meddelande i god tid\nom ifrågavarande förhandling.\u003C\u002Fp>\n\n\u003Cp>Rättstvister i allmänhet\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Har rättstvist rörande enskilt eller kollektivt avtal om\nanställningsvillkor varit föremål för förhandling enligt § 2 men icke\nkunnat lösas, skall den hänskjutas för bindande av-görande av i § 8\nomförmält förtroenderåd, därest berört arbetsgivarförbund och\n(Sif\u002FLedarna\u002FCF) är ense därom. Enas dessa parter icke om att hänskjuta\ntvisten till förtroenderåd, men önskar endera av dem hänskjuta tvisten till\navgörande av domstol, skall detta ske inom 3 månader från den dag central\nförhandling slutförs, vid påföljd att vederbörande anspråk eljest är\npreskriberat.\u003C\u002Fp>\n\n\u003Cp>Tvister om uppsägning och föreningsrättskränkning är undantagna från\nförtroenderå-dets behörighet.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>§ 3 ovan är inte tillämplig när tvisten rör fråga som regleras i lag\nom anställnings-skydd.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Tvister rörande fredsplikten\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Talan, som grundas på påstående om brott mot fredsplikten, äger part\nresa vid arbets-domstolen med bortseende från eljest gällande\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>Intressetvister\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>Intressetvister avseende lönefråga av kollektiv natur, vilken icke kunnat\nlösas vid cen-tral förhandling enligt § 2, äger berört arbetsgivarförbund\noch Sif\u002FLedarna\u002FCF var för sig rätt att hänskjuta till\ntjänstemarknadsnämnden\u002F arbetsledarnämnden för utlåtande. Dylikt\nhänskjutande skall ske inom 3 veckor efter det central förhandling\nslutförts, vid påföljd att part eljest förlorar ifrågavarande rätt.\u003C\u002Fp>\n\n\u003Cp>I den mån berört arbetsgivarförbund och Sif\u002FLedarna\u002FCF är ense därom,\näger de i stäl-let hänskjuta lönefråga av här angiven art till bindande\navgörande av förtroenderådet.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>§§ 4-6 i tidigare lydelse har utgått fr.o.m. den 1 juli 1974 enligt\növerenskommelse mellan SAF och PTK den 5 april 1974. Omnumrering har därför\nskett.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>Föreligger intressetvist av annat slag än som angivits i § 5, må berört\narbetsgivarför-bund och Sif\u002FLedarna\u002FCF i den mån de är ense därom,\nhänskjuta tvisten till tjänste-marknadsnämnden \u002Farbetsledarnämnden för\ndess utlåtande eller till förtroenderådet för bindande avgörande.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckningar\u003C\u002Fp>\n\n\u003Cp>1) Som avslutningsdag för lokal respektive central förhandling skall anses\nden dag, då berörda parter i förhandlingsprotokoll eller på annat sätt\nenats om att förklara förhandlingen avslutad. Har parterna inte enats,\ngäller som avslutningsdag den dag, då part givit motparten skriftligt besked\nom att han anser förhandlingen av-slutad.\u003C\u002Fp>\n\n\u003Cp>2) Den möjlighet att hänskjuta tvist till\ntjänstemarknadsnämnden\u002Farbetsledarnämn-den som i §§ 5 och 6 tillerkänts\narbetsgivarförbund, skall stå öppen även för SAF i tvist, där föreningen\när förhandlingspart i förhållande till Sif\u002FLedarna\u002FCF.\u003C\u002Fp>\n\n\u003Cp>Fredsplikt\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Part har i första hand att beakta den fredsplikt som må föreligga på\ngrund av kollektiv-avtal om anställningsvillkor. Härutöver gäller, att part\ninte må varsla eller tillgripa stridsåtgärd för lösning av tvistefråga,\ninnan central förhandling i tvistefrågan slut-förts.\u003C\u002Fp>\n\n\u003Cp>Med iakttagande i varje tvistefall av reglerna i föregående stycke gäller\nvidare föl-jande. Part må inte varsla eller tillgripa stridsåtgärd under\nden tid om 3 veckor, som enligt § 5 står part till buds i där angivna fall\natt hänskjuta tvistefrågan till tjänstemark-nadsnämnden\u002F\narbetsledarnämnden såvida inte båda berörda parter förklarat sig skola\navstå från dylikt hänskjutande. Har hänskjutande skett i vederbörlig\nordning, fortsätter fredsplikten till dess\ntjänstemarknadsnämndens\u002Farbetsledarnämndens utlåtande delgi-vits\nparterna.\u003C\u002Fp>\n\n\u003Cp>Enas parterna om att hänskjuta intressefråga till bindande avgörande av\nförtroenderåd, får stridsåtgärder i frågan inte tillgripas eller\nvidhållas.\u003C\u002Fp>\n\n\u003Cp>Förtroenderåd\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>För behandling av tvister enligt §§ 5 och 6 ovan skall förtroenderåd\nutses av respek-tive arbetsgivarförbund och Sif\u002FCF resp. Ledarna.\u003C\u002Fp>\n\n\u003Cp>Varje förtroenderåd består av 5 ledamöter. Av dessa utses 2 av\narbetsgivarförbundet, 2 av Sif\u002FCF resp. Ledarna och 1, tillika ordförande, av\narbetsgivarförbundet och Sif\u002FCF resp. Ledarna gemensamt.\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnd\u002FArbetsledarnämnd1\u003C\u002Fp>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnden\u002Farbetsledarnämnden har att avgiva utlåtande om\nlösningen av tvister enligt §§ 5 och 6 ovan.\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnden\u002Farbetsledarnämnden består i sådana fall av 4\nledamöter. Av dessa utses 2 av SAF och 2 av Sif\u002FCF resp. Ledarna för en\nperiod av 3 år; suppleanter för dem utses i samma ordning.\u003C\u002Fp>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>Begäran om utlåtande av tjänstemarknadsnämnden\u002Farbetsledarnämnden skall\ngöras skriftligen till nämnden med angivande av parts yrkande och med\nredogörelse för de omständigheter som part vill åberopa till stöd för\nsitt yrkande. Nämnden bereder mot-parten tillfälle till yttrande och äger i\növrigt att muntligen eller skriftligen införskaffa de ytterligare\nupplysningar, som nämnden anser ägnade att underlätta dess\nståndpunkt-stagande.\u003C\u002Fp>\n\n\u003Cp>Senast inom 2 veckor efter det ärendet inkommit till nämnden skall\nkallelse till sam-manträde utfärdas. Sammanträde skall därefter hållas\nsnarast möjligt. Har part fram-ställt önskemål om skyndsam handläggning,\nåligger det nämnden att så långt möjligt ta hänsyn härtill.\u003C\u002Fp>\n\n\u003Cp>Nämndens utlåtande eller beslut skall vara skriftligt och samtidigt\ntillställas båda par-ter och är, såvida parterna inte enats om annat,\noffentligt.\u003C\u002Fp>\n\n\u003Cp>§ 11\u003C\u002Fp>\n\n\u003Cp>Då tjänstemarknadsnämnden\u002Farbetsledarnämnden fungerar såsom\nskiljenämnd, består den av opartisk ordförande jämte 2 ledamöter för\nvardera SAF och Sif\u002FCF resp. Le-darna.\u003C\u002Fp>\n\n\u003Cp>SAF och Sif\u002FCF resp. Ledarna utser gemensamt för en tid av 3 år den\nopartiske ordfö-randen.\u003C\u002Fp>\n\n\u003Cp>1 I samband med överenskommelsen den 21 maj 1976 om allmänna\nanställningsvillkor kom SAF och PTK överens om att tillsätta en\ntjänstemarknadsnämnd SAF-PTK. Nämnden har samma arbetsuppgifter som\nmotsvarande nämnder i tidigare huvudavtal. I den skall ingå 5 ledamöter för\nvardera SAF och PTK. Överenskommelsen om tjänstemarknadsnämnd gäller med\nsamma giltighetstid som avtalet om allmänna anställningsvillkor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§ 12\u003C\u002Fp>\n\n\u003Cp>Tjänstemarknadsnämnden\u002Farbetsledarnämnden är beslutför endast om den\när fulltalig.\u003C\u002Fp>\n\n\u003Cp>Varje ledamot av nämnden äger 1 röst. Såsom nämndens utlåtande eller\nbeslut gäller den mening, varom flertalet förenar sig.\u003C\u002Fp>\n\n\u003Cp>Huvudavtalets tolkning\u003C\u002Fp>\n\n\u003Cp>§ 13\u003C\u002Fp>\n\n\u003Cp>Tvist om tolkningen av bestämmelserna i huvudavtalet skall, oavsett var\ntvisten upp-kommer inom SAF:s och Sifs\u002FLedarnas\u002FCF:s gemensamma\nverksamhetsområde, avgö-ras av tjänstemarknadsnämnden\u002Farbetsledarnämnden\nsåsom skiljenämnd.\u003C\u002Fp>\n\n\u003Cp>Giltighetstid\u003C\u002Fp>\n\n\u003Cp>§ 14\u003C\u002Fp>\n\n\u003Cp>Detta avtal gäller i den lydelse som ovan angivits fr.o.m. den 1 juli 1964\ntills vidare med en ömsesidig uppsägningstid av 3 månader.*\u003C\u002Fp>\n\n\u003Cp>Som en förutsättning vid huvudavtalets antagande som kollektivavtal mellan\narbetsgi-varförbund och Sif\u002FLedarna\u002FCF skall gälla, att huvudavtalet, sedan\ndet antagits, äger giltighet mellan arbetsgivarförbundet och Sif\u002FLedarna\u002FCF\nmed i föregående stycke an-given giltighetstid, oberoende av huruvida eljest\ngällande avtal angående anställnings-villkor mellan parterna utlöpt.\u003C\u002Fp>\n\n\u003Cp>Därest avtal om anställningsvillkor är gällande vid tidpunkt, då\nhuvudavtalet med iakt-tagande av uppsägningstid skulle utlöpa, förlänges\nhuvudavtalets giltighetstid till dess avtalet om anställningsvillkor\nutlöper.\u003C\u002Fp>\n\n\u003Cp>Stockholm den 8 maj 1964\u003C\u002Fp>\n\n\u003Cp>*Svenska Arbetsgivareföreningen B\u003C\u002Fp>\n\n\u003Cp>ertil Kugelberg\u003C\u002Fp>\n\n\u003Cp>*I huvudavtalet för Sif följande underskrift: \u003C\u002Fp>\n\n\u003Cp>Svenska Industritjänstemannaförbundet \u003C\u002Fp>\n\n\u003Cp>Göte Johansson\u003C\u002Fp>\n\n\u003Cp>*I huvudavtalet för Ledarna följande underskrift: \u003C\u002Fp>\n\n\u003Cp>Sveriges Arbetsledareförbund\u003C\u002Fp>\n\n\u003Cp>Sune Eriksson\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            ",{"MEALALL_trigger":42,"sicknesspay":46,"CONSIGN_trigger":50,"sicknessmaxdaysnr":54,"healthandsafetypolicy":58,"overtimeallowancetype_general":60,"maxsicknesspay":64,"LOWWAGE_trigger":68,"MAXHOURS_trigger":72,"LOWWAGE_provision":76,"ANNLEAVE_trigger":79,"contracttrial":83,"OVERTIME_trigger":87,"hourspweek_select":91,"sicknessmaxdays":95,"paidmaternityleave":99,"wageincreasetype2":103,"STRUCINCR_trigger":107,"PAIDLEAV_trigger":111,"healthandsafetytraining":115,"WAGES_determined":119},{"bindId":43,"name":44,"text":45},"MEALALL_trigger","Traktamentsersättning Traktamente inklud","Traktamentsersättning\n\nTraktamente inkluderande kost och logi utges med 345 1 kr per dag.\n\nPåbörjas resa vid första inställelse till förrättningsorten senare än\nkl 12 eller avslutas hemresa från förrättningsorten före kl 19, utges halvt\ntraktamente för den dagen.",{"bindId":47,"name":48,"text":49},"sicknesspay","Mom 3:1 Sjuklönen storlek Den sjuklön so","Mom 3:1 Sjuklönen storlek\n\nDen sjuklön som arbetsgivaren ska utge till tjänstemannen beräknas genom\natt avdrag görs från lönen enligt nedan:\n\nMom 3:2 Sjukdom t.o.m. 14 kalenderdagar per sjukperiod\n\nFör varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme med\n\n\n  \n    \n      månadslönen\n      x\n      12\n    \n    \n      52\n      x\n      veckoarbetstiden\n    \n  \n\n\nför sjukfrånvaro upp till 20 % av genomsnittlig veckoarbetstid (karens) i\nsjukperioden\n\noch med\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\nför sjukfrånvaro överstigande 20 % av genomsnittlig veckoarbetstid till\noch med dag 14 i sjukperioden\n\nOm tjänstemannen skulle ha utfört arbete på schemalagd förskjuten\narbetstid utges dessutom sjuklön för sjukfrånvaro överstigande 20 % av\ngenomsnittlig veckoarbetstid till och med dag 14 i sjukperioden med 80 procent\nav den skift- eller ob-ersättning som tjänstemannen gått miste om.",{"bindId":51,"name":52,"text":53},"CONSIGN_trigger","Mom 1 Om det på grund av verksamhetens n","Mom 1\n\nOm det på grund av verksamhetens natur är nödvändigt att tjänstemannen\nstår till ar-betsgivarens förfogande på arbetsstället för att när behov\nuppkommer utföra arbete, får jourtid tas ut härför med högst 48 timmar\nunder en tid av 4 veckor eller 50 timmar un-der en kalendermånad. Som jourtid\nanses inte tid under vilken tjänstemannen utför ar-bete för arbetsgivarens\nräkning.\n\nMom 2\n\nMellan arbetsgivaren och tjänstemannaklubben kan beträffande viss\ntjänsteman eller grupp av tjänstemän skriftlig överenskommelse träffas om\nannan beräkning eller om-fattning av jourtid.\n\nBeträffande giltighetstiden för sådan överenskommelse – se § 7 mom\n2.",{"bindId":55,"name":56,"text":57},"sicknessmaxdaysnr","Om tjänstemannen under en tolvmånaderspe","Om tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.",{"bindId":59,"name":52,"text":53},"healthandsafetypolicy",{"bindId":61,"name":62,"text":63},"overtimeallowancetype_general","Mom 3:2 Övertidsersättning per timme utg","Mom 3:2\n\nÖvertidsersättning per timme utges enligt följande:\n\na) för övertidsarbete kl 06-20 helgfria måndagar-fredagar\n\n\n  \n    månadslönen\n    94\n  \n\n\nb) för övertidsarbete på annan tid\n\n\n  \n    månadslönen\n    72",{"bindId":65,"name":66,"text":67},"maxsicknesspay","Den sjuklön som arbetsgivaren ska utge t","Den sjuklön som arbetsgivaren ska utge till tjänstemannen beräknas genom\natt avdrag görs från lönen enligt nedan:\n\nMom 3:2 Sjukdom t.o.m. 14 kalenderdagar per sjukperiod\n\nFör varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme med\n\n\n  \n    \n      månadslönen\n      x\n      12\n    \n    \n      52\n      x\n      veckoarbetstiden\n    \n  \n\n\nför sjukfrånvaro upp till 20 % av genomsnittlig veckoarbetstid (karens) i\nsjukperioden\n\noch med\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\nför sjukfrånvaro överstigande 20 % av genomsnittlig veckoarbetstid till\noch med dag 14 i sjukperioden",{"bindId":69,"name":70,"text":71},"LOWWAGE_trigger","Efter lönehöjningen den 1 april 2017, 1 ","Efter lönehöjningen den 1 april 2017, 1 april 2018 och 1 april 2019, skall\nmånadslönen för heltidsanställd tjänsteman som har fyllt 18 år uppgå\ntill lägst 17 598 kronor 2017, lägst 17 950 kronor 2018 och lägst 18 309\nkronor 2019.\n\nFör tjänsteman som fyllt 18 år och med ett års sammanhängande\nanställningstid i före-taget skall månadslönen den från den 1 april 2017\nuppgå till lägst 18 715 kronor, från den 1 april 2018 uppgå till lägst 19\n089 kronor och från den 1 april 2019 uppgå till lägst 19 471 kronor. Då\nsärskilda skäl föreligger kan lägre lön tillämpas under sex må-nader.",{"bindId":73,"name":74,"text":75},"MAXHOURS_trigger","Allmän övertid får tas ut med högst 48 t","Allmän övertid får tas ut med högst 48 timmar under en period av fyra\nveckor eller 50 timmar under en kalendermånad. Dessa timtal får endast\növerskridas om synnerliga skäl föreligger, t.ex. när det är nödvändigt\nför att ett arbete som inte kan avbrytas utan avsevärda olägenheter för\nverksamheten, ska kunna slutföras.",{"bindId":77,"name":70,"text":78},"LOWWAGE_provision","Efter lönehöjningen den 1 april 2017, 1 april 2018 och 1 april 2019, skall\nmånadslönen för heltidsanställd tjänsteman som har fyllt 18 år uppgå\ntill lägst 17 598 kronor 2017, lägst 17 950 kronor 2018 och lägst 18 309\nkronor 2019.",{"bindId":80,"name":81,"text":82},"ANNLEAVE_trigger","Semester utgår enligt lag med i mom 2, 3","Semester utgår enligt lag med i mom 2, 3, 5:1-5:2, 6 och 7 angivna tillägg\noch i mom 4 och 5:3 angivna undantag. Undantag har gjorts endast i de delar\ndär så uttryckligen framgår i nämnda moment.",{"bindId":84,"name":85,"text":86},"contracttrial","Avtal får även träffas om tidsbegränsad ","Avtal får även träffas om tidsbegränsad provanställning, om prövotiden\när högst sex månader.\n\nVill inte arbetsgivaren eller tjänstemannen att anställningen ska\nfortsätta efter det att prövotiden har löpt ut, ska besked om detta lämnas\ntill motparten senast vid prövoti-dens utgång. Görs inte detta, övergår\nprovanställningen i en tillsvidareanställning.",{"bindId":88,"name":89,"text":90},"OVERTIME_trigger","Mom 3:1 Övertidsarbete kompenseras antin","Mom 3:1\n\nÖvertidsarbete kompenseras antingen i pengar (övertidsersättning) eller\n– om tjänste-mannen så önskar och arbetsgivaren efter samråd med\ntjänstemannen finner att så kan ske utan olägenhet för verksamheten vid\nföretaget – i form av ledig tid (kompensat-ionsledighet).\n\nVid samrådet mellan arbetsgivaren och tjänstemannen bör även, så långt\ndet är möj-ligt, beaktas tjänstemannens önskemål om när\nkompensationsledigheten ska utläggas.",{"bindId":92,"name":93,"text":94},"hourspweek_select","Den ordinarie arbetstiden får inte övers","Den ordinarie arbetstiden får inte överstiga 40 timmar per helgfri vecka i\ngenomsnitt per en begränsningsperiod om 4 veckor. Om företagets redovisning\när så ordnad får dock som begränsningsperiod i stället tillämpas\nkalendermånad.\n\nFör tjänsteman i intermittent treskiftarbete får den ordinarie\narbetstiden inte överstiga 38 timmar i genomsnitt per helgfri vecka och\når.\n\nFör underjordsarbete och kontinuerligt treskiftarbete får den ordinarie\narbetstiden inte överstiga 36 timmar i genomsnitt per helgfri vecka och\når.",{"bindId":96,"name":97,"text":98},"sicknessmaxdays","Mom 1:1 Rätten till sjuklön Sjuklön från","Mom 1:1 Rätten till sjuklön\n\nSjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i mom 2:2 andra\nstycket. Den närmare be-räkningen av sjuklönens storlek är angiven i mom\n3-5.\n\nSjuklön från arbetsgivaren fr.o.m. 15:e kalenderdagen i sjukperioden utges\nenligt detta avtal.\n\nNy sjukperiod som börjar inom 5 kalenderdagar från det en tidigare\nsjukperiod upp-hörde ska betraktas som fortsättning på den tidigare\nsjukperioden när det gäller ka-rensdag, sjuklönens storlek och\nsjuklöneperiodens längd.\n\nDetta innebär att fortsatt karensavdrag kan behöva göras upp till 20\nprocent av genom-snittlig veckoarbetstid i den fortsatta sjukperioden.\n\nMom 1:2 Sjukanmälan\n\nNär en tjänsteman blir sjuk och därför ej kan tjänstgöra ska\ntjänstemannen snarast möjligt underrätta arbetsgivaren om detta. Vidare ska\ntjänstemannen så snart kan ske, meddela arbetsgivaren när återgång i\narbete beräknas ske.\n\nSamma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller ar-betsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta och rätt föreligger till ersättning\nenligt lagen om ersättning åt smittbärare.\n\nSjuklön ska som huvudregel inte utges för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet.",{"bindId":100,"name":101,"text":102},"paidmaternityleave","Vid föräldraledighet utan föräldralön gö","Vid föräldraledighet utan föräldralön görs fullt\ntjänstledighetsavdrag. Vid föräldrale-dighet med föräldralön görs ett\nlägre avdrag. Det kvarvarande beloppet efter avdraget utgör\nföräldralönen.\n\nAvdrag görs för varje dag (även arbetsfria vardagar samt sön- och\nhelgdagar) enligt följande.\n\nFör tjänsteman med månadslön om högst 37.333 kr\n\n\n  \n    \n      90\n      %\n      x\n      månadslönen\n      x\n      12\n    \n    365\n  \n\n\nFör tjänsteman med månadslön över 37.333 kr\n\n\n  \n    \n      90\n      %\n      x\n      10\n      pbb\n    \n    365\n  \n+10 % x\n  \n    \n      (\n      månadslönen\n      x\n      12\n      –\n      10\n      pbb\n      )\n    \n    365\n  \n\n\nAnmärkning\n\nDen ovan angivna lönegränsen utgör 10 x gällande prisbasbelopp (pbb)\u002F12.\nPbb för 2017 är 44.800 kr och lönegränsen för 2017 blir därmed\n\n\n  \n    \n      (\n      10\n      x\n      44.800\n      )\n    \n    365\n  \n  =\n  37.333\n  kr",{"bindId":104,"name":105,"text":106},"wageincreasetype2","En lönepott avsätts för 2017 om 1,5 proc","En lönepott avsätts för 2017 om 1,5 procent, för 2018 om 1,5 procent och\nför 2019 med 1,5 procent av de fasta kontanta lönerna för tjänstemännen\ninom Unionens avtals-område per den 1 april respektive avtalsår.",{"bindId":108,"name":109,"text":110},"STRUCINCR_trigger","Om de lokala parterna inte träffar annan","Om de lokala parterna inte träffar annan överenskommelse ska varje\ntjänsteman som omfattas av lönerevision, fr.o.m. den 1 april 2017 ha\nerhållit ett lägsta belopp av 285 kronor per månad, fr.o.m. den 1 april 2018\nha erhållit ett lägsta belopp av 285 kronor per månad och fr.o.m. den 1\napril 2019 ha erhållit ett lägsta belopp av 300 kronor per månad.",{"bindId":112,"name":113,"text":114},"PAIDLEAV_trigger","Genom överenskommelse mellan arbetsgivar","Genom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 6\nmom 1 kan tjänstemannen i stället för 25 semesterdagar erhålla 28 eller 30\ndagars semester.",{"bindId":116,"name":117,"text":118},"healthandsafetytraining","Arbetsgivaren ska föra de anteckningar s","Arbetsgivaren ska föra de anteckningar som erfordras för beräkning av\növertid enligt § 3 och jourtid enligt § 4. Tjänstemannen,\ntjänstemannaklubben eller central represen-tant för tjänstemannaförbundet\nhar rätt att ta del av dessa anteckningar.",{"bindId":120,"name":121,"text":122},"WAGES_determined","Avtal om tidsbegränsad anställning får t","Avtal om tidsbegränsad anställning får träffas\n\n1) för fri visstidsanställning,\n\n2) för vikariat,\n\n3) för säsongsarbete,\n\n4) när arbetstagaren har fyllt 67 år","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Sveriges Byggindustrier - 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2017-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2020-03-31\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: → 2017-04-01\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Bygg-och anläggning, teknisk rådgivning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Byggande av bostadshus och andra byggnader  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Företagsnamn: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → Not specified %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 150 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → Nej\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">ARBETE- OCH FAMILJ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Betald föräldraledighet (mammor): → -9 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Föräldraledighet (mammor) begränsad till 90 % av grundlönen\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Anställningstrygghet efter mammaledighet: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Förbud mot diskriminering på grund av moderskap: → Nej\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Förbud att tvinga gravida eller ammande arbetstagare att utföra farliga eller ohälsosamma arbetsuppgifter: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Riskbedömning av arbetsplatsen gällande säkerheten och hälsan för gravid eller ammande kvinna: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Tillgänglighet till alternativ till farliga eller ohälsosamma arbetsuppgifter för gravida eller ammande arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Ledighet för graviditetskontroller: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Förbud mot att kontrollera eventuell graviditet innan reglering av ickestandardiserade arbetstagare: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Förbud mot att kontrollera eventuell graviditet innan befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \n                        \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            \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: → 13.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → -9.0 veckor\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Nej\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → 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 18598.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Justering efter ökade levnadskostnader: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Löneökning\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Löneökning: → SEK 285.0\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Ersättning för jourarbete\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Ersättning för jourarbete, endast söndagar: → Nej\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Ersättning för jourarbete samtliga dagar i veckan: → Nej\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Semestertillägg\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Tillägg för övertidsarbete\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \u003Ch4>Lunchkuponger\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Lunchtillägg ges: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 345.0 per måltid\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n   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