[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002Ftja-nstemannavtal-265_avtalstryck_2016-2017_svenskhandel_unionen":3,"menu:\u002Fsv-se:":184,"sites:htmlblocks":349,"subsites":1548,"cite-subsites":5113,"footer:root":5590,"suggested:root":5688,"cite-footer:root":5692},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":164,"content_type_view":165,"extra_breadcrumbs":166,"body":168,"body_blocks":179,"related_pages":183},4954,"kollektivavtal","Kollektivavtal",null,"","\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal","collective_agreements.collectiveagreementoverview","sv_SE","\u002Fcms\u002Fpages\u002F4954\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Sverige","sv-se",{"title":18,"slug":19},"Arbeta i Sverige","arbeta-i-sverige",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsv-se\u002Farbeta-i-sverige\u002Fkollektivavtal\u002F","index, follow","website","summary_large_image","2025-10-01T11:48:21.557454+02:00","2026-04-02T13:12:31.074323+02:00",{"cba":30,"clauses":41,"details":162,"translations":163},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"tja-nstemannavtal-265_avtalstryck_2016-2017_svenskhandel_unionen","dcb28dc4-4194-11e7-8c71-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fsweden\u002Ftja-nstemannavtal-265_avtalstryck_2016-2017_svenskhandel_unionen\u002Ftja-nstemannavtal-265_avtalstryck_2016-2017_svenskhandel_unionen\u002F","Tjänstemannavtal 265_avtalstryck_2016-2017_SvenskHandel_Unionen","Tjänstemannavtal 265_avtalstryck_2016-2017_SvenskHandel_Unionen - 2016","Sweden - Tjänstemannavtal 265_avtalstryck_2016-2017_SvenskHandel_Unionen - 2016","Tjänstemannavtal 265_avtalstryck_2016-2017_SvenskHandel_Unionen - 2016 - Detaljhandel",{"name":39,"data":40},"Tjänstemannavtal 265_avtalstryck_2016-2017_SvenskHandel_Unionen AMAYA.html","\n              \n              \n              \n              \n              \n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>TJÄNSTEMANNAAVTALEN\u003C\u002Fh1>\n\n\u003Ch1>Förteckning över särskilda överenskommelser som ej medtagits i\navtalstrycket\u003C\u002Fh1>\n\n\u003Cp>Arbetsmilj öavtalet\u003C\u002Fp>\n\n\u003Cp>Avtal om industrins och handelns tilläggspension - ITP-avtalet\u003C\u002Fp>\n\n\u003Cp>Avtal om skiljedomsregler för skiljenämnden i uppfinnar- och\nkonkurrensklausulstvister\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>Omställningsavtal Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Handelns branschutvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Avtal om social trygghet för tjänstemän vid utlandstjänstgöring\u003C\u002Fp>\n\n\u003Cp>För företag som den 30 april 2013 var bundna av f d Sif-avtalet och\ndärmed nedanstående överenskommelser skall alltjämt vara bundna av\ndessa.\u003C\u002Fp>\n\n\u003Cp>Förslagsverksamhet SAF, LO och PTK\u003C\u002Fp>\n\n\u003Cp>Premielön\u003C\u002Fp>\n\n\u003Ch2>Avtal om allmänna anställningsvillkor\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1 Avtalets omfattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SECTOR1\" class=\"cbaClause highlight\">\u003Cp>1.1 Omfattning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar företag som är anslutna till Svensk Handel och som\nanges i särskild förteckning.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.2 Tillämpning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att avtalet ska gälla vid ett företag krävs en skriftlig begäran\nfrån någon av parterna. Avtalet träder därefter i kraft fr.o.m. den första\ndagen nästa månad såvida inte annan överenskommelse träffas i det enskilda\nfallet. Avtalet gäller mellan de parter som anges i begäran. Om ett företag\nredan är bundet av ett annat kollektivavtal för tjänstemän, gäller det\navtalet tills att giltighetstiden löpt ut, om inte någon annan\növerenskommelse träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.2.1 Avtalets dispositivitet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna önskar att avtalet i någon del ska ges annat\ninnehåll prövas framställningen av de centrala parterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup3\">\u003Cp>1.3 Undantag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtalet gäller inte\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>tjänstemän i företagsledande befattning\u003C\u002Fp>\n\n\u003Cp>tjänstemän vars anställning är att betrakta som bisyssla, utom vad\ngäller sjuklön under arbetsgivarperioden enligt § 10 i detta avtal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.4 Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän som uppnått den ordinarie pensionsålder som gäller för\ndem enligt ITP-planen kan arbetsgivaren och tjänstemannen komma överens om\natt andra anställ­ningsvillkor ska gälla än de som framgår av detta avtal.\nFör rätt till sjuklön efter arbetsgivarperioden krävs en särskild\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Detsamma gäller dem som anställs efter att ha uppnått den ordinarie\npensionsålder som gäller vid företaget.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lagen om anställningsskydd ger för närvarande tjänstemän rätten att\nkvarstanna i tjänst till 67 års ålder.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveragegroup3\">\u003Cp>1.5 Utlandstjänstgöring\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras genom\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>överenskommelse mellan arbetsgivaren och tjänstemannen eller\u003C\u002Fp>\n\n\u003Cp>särskilt utlandsreglemente eller liknande som finns i företaget.\u003C\u002Fp>\n\n\u003Cp>Dessutom gäller ”Avtal om social trygghet för tjänstemän vid\nutlandstjänstgöring” för de tjänstemän som omfattas av detta.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.6 Företagsledning förbundstillhörighet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemän i företagsledande befattning\navstå från medlemskap i förbund som är part i detta avtal. Detta gäller\näven företagsledarens sekreterare samt vid större företag personalchefen\noch dennes sekreterare.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>PTK-förbunden har enats om att tjänstemannaklubbar och representanter som\nutsetts av tjänstemännen inom PTK-området kan företrädas av ett gemensamt\norgan, PTK-L, när det gäller omställningsavtalet och frågor om\npersonalinskränkning enligt Tjäns­temannaavtalet. Detta organ ska anses vara\nden lokala arbetstagarorganisationen enligt lagen (1982:80) om\nanställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte uppträda genom PTK-L, ska företaget kunna\nträffa överenskommelse med varje tjänstemannaorganisation för sig.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 2 Anställning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.1 Anställning tills vidare\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En anställning gäller tills vidare, om arbetsgivaren och tjänstemannen\ninte har kommit överens om att anställningen ska vara tidsbegränsad eller\npå prov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.2 Villkor för tidsbegränsade anställningar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om tidsbegränsad\nanställning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>för viss tid, viss säsong eller visst arbete om arbetsuppgifternas\nsärskilda beskaffenhet föranleder en sådan anställning\u003C\u002Fp>\n\n\u003Cp>vid vikariat för att ersätta en tjänsteman vid t.ex. dennes ledighet på\ngrund av semester, sjukdom, utbildning eller föräldraledighet\u003C\u002Fp>\n\n\u003Cp>för att upprätthålla en ledigförklarad befattning under högst sex\nmånader, om arbetsgivaren och den lokala tjänstemannaparten inte kommer\növerens om annat\u003C\u002Fp>\n\n\u003Cp>för att avlasta en tillfällig arbetstopp\u003C\u002Fp>\n\n\u003Cp>för skolungdom och studerande när de har ferier eller annars gör\nuppehåll i studierna samt vid praktikarbete\u003C\u002Fp>\n\n\u003Cp>för tjänstemän som uppnått den ordinarie pensionsåldern enligt\nITP-planen.\u003C\u002Fp>\n\n\u003Cp>2.3 Företrädesrätt för tidsbegränsade anställningar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till nyanställning gäller inte tidsbegränsad\nanställning som bedöms få en varaktighet av högst 6 veckor.\nFöreträdesrätt gäller dock om det i direkt anslutning till varandra ingås\nflera anställningar som sammantaget är längre än 6 veckor.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna noterar att med 6 veckor avses 42 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-contracttrial\" class=\"cbaClause highlight\">\u003Cp>2.4 Provanställning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Avtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå till en tillsvidareanställning. Avtalet får\nomfatta högst sex månader. Om tjänstemannen varit frånvarande under\nprovperioden, kan anställningen efter överenskommelse förlängas med\nmotsvarande tid.\u003C\u002Fp>\n\n\u003Cp>Om provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren motivera sitt ställningstagande, om tjänstemannen begär\ndet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.5 Underrättelse om provanställning och anställning vid arbetstopp\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Innan arbetsgivaren och tjänstemannen träffar avtal om anställning på\nprov eller anställning för att avlasta en tillfällig arbetstopp, bör\narbetsgivaren underrätta berörd tjänstemannaklubb, om det är praktiskt\nmöjligt. Underrättelsen ska dock alltid lämnas inom en vecka efter det att\navtal om anställning har träffats.\u003C\u002Fp>\n\n\u003Cp>Om så begärs ska arbetsgivaren överlägga med facklig representant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 3 Allmänna förhållningsregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.1 Lojalitet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänstemannen ska vara\ndiskret när det gäller arbetsgivarens angelägenheter som prissättningar,\ndatasystem, undersökningar, driftsförhållanden, affärsangelägenheter och\ndylikt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2 Konkurrerande verksamhet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman får inte utföra arbete eller direkt eller indirekt bedriva\nekonomisk verksamhet för ett företag som konkurrerar med arbetsgivaren.\nTjänstemannen får inte heller åta sig uppdrag eller bedriva verksamhet som\nkan inverka menligt på arbetet i tjänsten. Den som avser att åta sig uppdrag\neller bisyssla av mera omfattande slag, ska därför först samråda med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.3 Förtroendeuppdrag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman har rätt att ta emot statliga, kommunala och fackliga\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 4 Övertidskompensation\u003C\u002Fh3>\n\n\u003Cdiv id=\"clause-hourspday_select\" class=\"cbaClause highlight\">\u003Cp>Angående arbetstider, se arbetstidsavtalet bilaga 1.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1 Rätten till övertidskompensation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemän har rätt till övertidskompensation enligt 4.3. om inte någon\nannan över­enskommelse har träffats enligt 4.1.1 - 4.1.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1.1 Överenskommelse med vissa tjänstemän\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan komma överens om att kompensation för\növertidsarbete ska ges genom att tjänstemannen i stället får högre lön\noch\u002Feller fem eller tre semesterdagar utöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådana överenskommelser är avsedda för tjänstemän\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>i chefsställning eller i annan kvalificerad befattning eller\u003C\u002Fp>\n\n\u003Cp>med okontrollerbar arbetstid eller\u003C\u002Fp>\n\n\u003Cp>med frihet i arbetstidens förläggning\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman efter överenskommelse enligt punkten 4.1.1 finner att den\narbetade tiden i väsentlig grad avviker från de förutsättningar som\növerenskommelsen vilar på, ska tjänstemannen ta upp detta med\narbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>\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 utsträckning utför arbete utanför arbetsgivarens\nordinarie lokaler eller annars på olika platser. Exempel på detta kan vara\nnär arbete utförs i hemmet eller säljarbete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1.2 Förberedelse- och avslutningsarbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen har kommit överens om att\ntjänste­mannen dagligen ska utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts med hänsyn till detta, ska\ntjänstemannen kompenseras med tre semesterdagar utöver lagstadgad\nsemester.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1.3 Skriftlig överenskommelse. Giltighetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Överenskommelser enligt 4.1.1 och 4.1.2 ska vara skriftliga. De gäller\ntills vidare och kan revideras vid nästa lönerevision.\u003C\u002Fp>\n\n\u003Cp>Den part som vill att överenskommelsen ska upphöra, ska underrätta den\nandra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska underrätta berörd tjänstemannaklubb när en\növerenskommelse har träffats.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen bör innehålla uppgifter om aktuell lön samt eventuella\nlönetillägg och\u002Feller extra semesterdagar som utges i stället för\növertidskompensation. Det bör också framgå vilka särskilda omständigheter\nsom överenskommelsen vilar på. Sådana uppgifter kan anges i överenskommelse\nmellan arbetsgivare och tjänsteman eller i lokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.2 Förutsättningar för övertidskompensation\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.2.1 Definition av övertidsarbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med övertidsarbete som ger rätt till övertidskompensation avses arbete\nsom utförs utöver den ordinarie dagliga arbetstid som gäller för\ntjänstemannen, om övertidsar­betet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>har godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete se 4.4\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.2.2 Förberedelse- och avslutningsarbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas inte den tid som går åt för att utföra nödvändigt\nförberedelse- och avslutningsarbete som normalt ingår i tjänstemannens\nuppgifter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.2.3 Beräkning av övertid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden en viss dag, ska de båda övertidsperioderna räknas ihop.\u003C\u002Fp>\n\n\u003Cp>Endast fulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.2.4 Övertidsarbete som inte ansluter till ordinarie arbetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman utför övertidsarbete på tid som inte ligger direkt\nefter den ordinarie arbetstiden, ges övertidskompensation för minst tre\ntimmars övertidsarbete. Detta gäller dock inte om endast ett\nmåltidsuppehåll skiljer övertidsarbetet från den ordina­rie\narbetstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.2.5 Reskostnader vid övertidsarbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inställer sig för övertidsarbete som inte ligger direkt\nefter den ordinarie arbetstiden och det uppstår reskostnader, ska\narbetsgivaren ersätta dessa. Detta gäller även i de fall överenskommelse\nträffats enligt 4.1.1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.2.6 Övertidsarbete vid förkortad ordinarie daglig arbetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under en viss del av året, t.ex.\nsommaren, är förkortad utan att motsvarande förlängning sker under en annan\ndel av året gäller följande. Beräkning av övertidsarbete som har utförts\nunder den del av året då den kortare arbetstiden tillämpats, ska ske med\nutgångspunkt från den dagliga arbetstid som gäller under resten av året.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-OVERTIME_trigger\" class=\"cbaClause highlight\">\u003Cp>4.3 Kompensation för övertid\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.3.1 Pengar ledighet\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras med antingen pengar (övertidsersättning) eller\nledig tid (kompensationsledighet). Kompensationsledighet ges om tjänstemannen\nså önskar och arbetsgivaren efter samråd med tjänstemannen finner att så\nkan ske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänstemannens önskemål om när kompensationsledigheten ska tas ut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.3.2 Ersättningens storlek\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme ges enligt följande:\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kl. 06-20 helgfria måndagar-fredagar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>94\u003C\u002Fp>\n\n\u003Cp>eller efter överenskommelse\u003C\u002Fp>\n\n\u003Cp>kompensationsledighet med 1 1\u002F2 timme för varje övertidstimme\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>72\u003C\u002Fp>\n\n\u003Cp>eller efter överenskommelse\u003C\u002Fp>\n\n\u003Cp>kompensationsledighet med 2 timmar för varje övertidstimme.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på tjänstemannens arbetsfria vardagar jämställs med\növertidsarbete på annan tid. Detsamma gäller övertidsarbete på midsommar-,\njul- och nyårsafton.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.4.1 Ersättning för mertid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en deltidsanställd har utfört arbete utöver den ordinarie dagliga\narbetstid som gäller för deltidsanställningen, betalas ersättning per\növerskjutande timme med\u003C\u002Fp>\n\n\u003Cp>månadslönen\u003C\u002Fp>\n\n\u003Cp>3.5 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses den deltidsanställdes arbetstid per helgfri vecka,\nräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.4.2 Beräkning av mertid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den ordinarie\narbetstid som gäller för deltidsanställningen, ska de båda tidsperioderna\nräknas ihop. Endast fulla halvtimmar tas med vid beräkningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.4.3 Övertidskompensation vid mertidsarbete\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En deltidsanställd har rätt till övertidskompensation om mertidsarbetet\npågår före eller efter de klockslag som gäller för den ordinarie dagliga\narbetstiden för en heltidsan­ställd i motsvarande befattning vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av ersättning enligt 4.3.2 ska lönen räknas upp så att\nden motsvarar heltidslön.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Övertids- och mertidsarbete för deltidsanställd tjänsteman kan ske efter\növerenskommelse mellan arbetsgivare och tjänsteman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.5 Gemensamma bestämmelser avseende anspråk på övertids- och\nmertidsersättning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När tjänsteman utfört arbete på övertid alternativt mertid, som inte\npå förhand har beordrats, ska anspråk på ersättning för utfört\növertids- och mertidsarbete framföras senast tre månader efter arbetets\nutförande. Har sådant anspråk inte framförts förlorar tjänstemannen\nrätten till övertids- och mertidsersättning.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>§ 5 Förskjuten arbetstid\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.1 Förskjuten arbetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med förskjuten arbetstid avses den del av tjänstemannens ordinarie\narbetstid som är förlagd till de dagar och mellan de tider som framgår av\n5.3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2 Meddelande om förskjuten arbetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren bör meddela tjänstemannen senast 14 dagar i förväg att\narbetstiden kommer att förskjutas. Meddelandet bör även innehålla uppgift\nom hur länge förskjut­ningen är avsedd att gälla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3 Ersättning för förskjuten arbetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förskjuten arbetstid ersätts per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MÅNDAG-FREDAG \u003Cbr>\n        FRÅN KL. 18 TILL KL. 24\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:   "Times New Roman",serif;color:black\">\u003Cbr>\n                  600\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MÅNDAG-LÖRDAG \u003Cbr>\n        FRÅN KL. 00 TILL KL. 07\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:   "Times New Roman",serif;color:black\">\u003Cbr>\n                  400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">LÖRDAG-SÖNDAG \u003Cbr>\n        FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:   "Times New Roman",serif;color:black\">\u003Cbr>\n                  300\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:   "Times New Roman",serif;color:black\">\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, KRISTI \u003Cbr>\n        HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG TILL KL. 00 \u003Cbr>\n        FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:   "Times New Roman",serif;color:black\">\u003Cbr>\n                  300\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT \u003Cbr>\n        FRÅN KL. 07 PÅ PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. \u003Cbr>\n        00 FÖRSTA VARDAGEN EFTER RESPEKTIVE HELGER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:   "Times New Roman",serif;color:black\">\u003Cbr>\n                  150\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> Ersättning för förskjuten\narbetstid och övertidsersättning kan inte ges samtidigt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses den aktuella\nfasta kontanta månadslönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För deltidsanställda ska lönen\nräknas upp så att den motsvarar heltidslön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5.4 Lokal överenskommelse\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna får träffa\növerenskommelse om annan ersättning för förskjuten arbetstid, om det finns\nsärskilda skäl.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5.5 Enskild överenskommelse\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och en enskild\ntjänsteman kan komma överens om att reglerna om ersättning enligt ovan inte\nska gälla utan att tjänstemannen i stället ska få skälig ersättning på\nannat sätt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En sådan överenskommelse ska vara\nskriftlig och bör innehålla uppgifter om aktuell lön samt den ersättning\nsom erhålls istället för ersättning för förskjuten ordinarie\narbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Villkoren gäller tills vidare och kan\nrevideras vid nästa lönerevision.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En part som vill att villkoren ska\nupphöra ska underrätta den andra parten senast två månader\ndessförinnan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5.6 När tjänstemannen tidigare fått\nannan kompensation\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman genom lön eller på\nannat sätt kompenserats för arbete på förskjuten arbetstid och därför\ninte fått någon särskild ersättning, ska villkoren inte förändras genom\natt detta avtal träder i kraft.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 6 Jourtid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">6.1 Jourtid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med jourtid avses tid då\ntjänstemannen inte har arbetsskyldighet men åläggs att stå till\narbetsgivarens förfogande på arbetsplatsen för att utföra arbete när det\nuppstår behov.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">6.2 Schema\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Jourtid ska fördelas så att den inte\noskäligt belastar en enskild tjänsteman.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Schema för jourtid bör upprättas i\ngod tid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">6.3 Ersättning för jourtid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">JOURTID\n        ERSÄTTS PER JOURTIMME MED\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        600\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">DOCK\n        GÄLLER FÖLJANDE:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        FREDAG KL. 18 TILL LÖRDAG KL. 07\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        300\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 18 DAGEN FÖRE TILL KL. 07 TRETTONDAGEN,1 MAJ, \u003Cbr>\n        \u003Cbr>\n        KRISTI HIMMELSFÅRDSDAG OCH ALLA HELGONS DAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, KRISTI HIMMELSFÄRDSDAG OCH\n        ALLA HELGONS DAG TILL KL. 00 FÖRSTA\u003Cbr>\n        VARDAGEN EFTER RESPEKTIVE HELGER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        300\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        150\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> Jourtidsersättning betalas per pass\nför lägst 8 timmar, i förekommande fall minskat med den tid som\ntjänstemannen fått övertidsersättning för.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses den aktuella\nfasta kontanta månadslönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För deltidsanställda ska lönen\nräknas upp så att den motsvarar heltidslön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">6.4 Lokal överenskommelse\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna får träffa\növerenskommelse om annan lösning, om det finns särskilda skäl.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">6.5 Enskild överenskommelse\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och en enskild\ntjänsteman kan komma överens om att reglerna om ersättning enligt ovan inte\nska gälla utan att tjänstemannen i stället ska få skälig ersättning på\nannat sätt. En sådan överenskommelse ska vara skriftlig.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Villkoren gäller tills vidare och kan\nrevideras vid nästa lönerevision.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En part som vill att villkoren ska\nupphöra ska underrätta den andra parten senast två månader\ndessförinnan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 7 Beredskapstjänst\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7.1 Beredskapstjänst\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med Beredskapstjänst I avses tid då\ntjänstemannen inte har arbetsskyldighet men åläggs att stå till\narbetsgivarens förfogande genom att vara anträffbar för att ome­delbart\nkunna utföra arbete när det uppstår behov.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med Beredskapstjänst II avses tid då\ntjänstemannen inte har arbetsskyldighet men åläggs vara anträffbar för att\ninom föreskriven tid efter varsel utföra arbete vid ar­betsstället eller\nannan plats.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7.2 Schema\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Beredskapstjänst ska fördelas så att\nden inte oskäligt belastar en enskild tjänsteman. Schema för\nberedskapstjänst bör upprättas i god tid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7.3 Ersättning för\nberedskapstjänst\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        BEREDSKAPS TJÄNST I\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">BEREDSKAPSTJÄNST\n        II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">BEREDSKAPSTJÄNST\n        ERSÄTTS PER \u003Cbr>\n        BEREDSKAPSTIMME MED \u003Cbr>\n        \u003Cbr>\n        DOCK GÄLLER FÖLJANDE:\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        1000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        1400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FREDAG-SÖNDAG \u003Cbr>\n        FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        1000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        LÖRDAG KL. 07 TILL SÖNDAG KL. 24\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 18 DAGEN FÖRE TILL KL. 07 \u003Cbr>\n        TRETTONDAGEN, 1 MAJ, KRISTI HIMMELS­FÄRDSDAG OCH ALLA HELGONS\n        DAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        1000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, KRISTI \u003Cbr>\n        HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG TILL KL. 00 FÖRSTA VARDAGEN\n        EFTER RESPEKTIVE HELGER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FRÅN\n        KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        250\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        350\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> Beredskapsersättning betalas per\npass för lägst 8 timmar, i förekommande fall mins­kad med den tid som\ntjänstemannen fått övertidsersättning för.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid beordrad inställelse i arbete\nbetalas övertidsersättning för arbetad tid, dock minst för en timme vid\nBeredskapstjänst I och minst för två timmar vid Beredskapstjänst II.\nErsättning för resekostnad i anslutning till sådan inställelse betalas\nut.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses den aktuella\nfasta kontanta månadslönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För deltidsanställda ska lönen\nräknas upp så att den motsvarar heltidslön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7.4 Lokal överenskommelse\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna får träffa\növerenskommelse om annan lösning om det finns sär­skilda skäl.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7.5 Enskild överenskommelse\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och en enskild\ntjänsteman kan komma överens om att reglerna om ersättning enligt ovan inte\nska gälla utan att tjänstemannen i stället ska få skälig ersättning på\nannat sätt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En sådan överenskommelse ska vara\nskriftlig och bör innehålla uppgifter om aktuell lön samt den ersättning\nsom erhålls istället för ersättning för beredskapstjänst.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Överenskommelsen gäller tills vidare\noch kan revideras vid nästa lönerevision.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En part som vill att en sådan\növerenskommelse ska upphöra ska underrätta den andra parten senast två\nmånader dessförinnan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och enskild tjänsteman\nkan komma överens om att beredskapspass kan vara kortare än 8 timmar dock\nlägst 4 timmar. Beredskapsersättningen ska då anpassas efter detta och i\nförekommande fall minskas med den tid tjänstemannen fått\növertidsersättning för. Sådant förkortat beredskapspass får endast\nförläggas vid ett tillfälle per person och dygn.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv class=\"WordSection1\">\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 8 Restidsersättning\u003C\u002Fspan>\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.1 Rätten till\nrestidsersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän har rätt till\nrestidsersättning enligt 8.3 med följande undantag:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Undantag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och den tjänsteman som\nhar träffat överenskommelse om kompen­sation för övertid enligt 4.1.1 och\n4.1.2, kan komma överens om att bestämmel­serna om restidsersättning inte\nska gälla.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivare och tjänstemän kan komma\növerens om att kompensation för restid ska ges i annan form, t.ex. genom att\nförekomsten av restid beaktas när lönen fast­ställs.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän med arbete som normalt\nmedför tjänsteresor i betydande omfattning, t ex. resande försäljare och\nservicetekniker, har rätt till restidsersättning endast om arbetsgivaren och\ntjänstemannen kommit överens om detta.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Överenskommelse om undantag enligt\novan bör vara skriftlig.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.2 Restid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Restid är den tid under en beordrad\ntjänsteresa som går åt för att resa till bestämmel­seorten.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid beräkning av restid som ger rätt\ntill ersättning tas endast sådan restid med som ligger före eller efter\ntjänstemannens ordinarie arbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om restiden ligger såväl före som\nefter den ordinarie arbetstiden en viss dag ska de båda tidsperioderna räknas\nihop. Endast fulla halvtimmar tas med vid beräkningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om arbetsgivaren har bekostat sovplats\npå tåg eller båt under resan eller en del av denna, ska tiden kl. 22-08 inte\nräknas med.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Som restid räknas även normal\ntidsåtgång då tjänstemannen under tjänsteresa själv kör bil eller annat\nfordon, oavsett om detta tillhör arbetsgivaren eller inte.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Resan ska anses påbörjad och avslutad\nenligt de bestämmelser som gäller för trakta-mentsberäkning eller\nmotsvarande vid respektive företag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.3 Restidsersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1) Restidsersättning per\ntimme\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">månadslönen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">240\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Restidsersättning enligt divisorn 240\nbetalas för högst sex timmar per kalenderdygn, såvida inte längre restid\nkan visas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När resan skett under tiden fredag kl.\n18 - måndag kl. 06\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">månadslönen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">190\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2) När resan skett under tiden från\nkl. 18 dag före arbetsfri helgdagsafton eller helgdag till kl. 06 dag efter\nhelgdag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">månadslönen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">190\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses den aktuella\nfasta kontanta månadslönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För deltidsanställda ska lönen\nräknas upp så att den motsvarar heltidslön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 9 Semester\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.1 Allmänna bestämmelser\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semester utgår enligt gällande lag\nmed följande tillägg och undantag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.2 Intjänandeår och\nsemesterår\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Intjänandeåret räknas fr.o.m. den 1\napril t.o.m. den 31 mars året därpå.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semesteråret är den därpå följande\n12-månadersperioden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren kan komma överens med en\nenskild tjänsteman eller med den lokala tjänstemannaparten om att\nintjänandeåret och\u002Feller semesteråret ska förskjutas till andra tidpunkter\neller sammanfalla helt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.3 Semesterns längd\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.3.1 Antal semesterdagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">25 semesterdagar enligt\nsemesterlagen\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3 eller 5 semesterdagar utöver lag\ngenom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 4 i\ndetta avtal.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med semesterdagar avses både betalda\noch obetalda semesterdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.3.2 Antal betalda\nsemesterdagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Antalet intjänade semesterdagar med\nlön beräknas på följande sätt:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">A x B = D\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">C\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">A = antal avtalade semesterdagar\n(enligt 9.3.1)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">B = antal anställningsdagar under\nintjänandeåret, minus frånvaro som inte är semesterlönegrundande\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">C = antal kalenderdagar under\nintjänandeåret\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">D = antal intjänade, betalda\nsemesterdagar (brutet tal avrundas uppåt till heltal).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.3.3 Ändring av\nsemesterdagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om detta avtal träder i kraft för en\ntjänsteman som omfattas av ett enskilt avtal eller tjänstereglemente vid\nföretaget, har tjänstemannen rätt till minst samma antal semesterdagar som\ntidigare.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om det blir aktuellt att ändra\nsemesterbestämmelser i gällande reglemente, ska arbetsgivaren meddela\ntjänstemannaparten, och om denna begär det ska förhandlingar äga rum innan\nbeslut fattas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.3.4 Befordrad eller nyanställd\ntjänsteman\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För befordrade eller nyanställda\ntjänstemän ska i intjänandeåret även inräknas anställ­ningstid vid\nföretaget eller vid annat företag som hör till samma koncern.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.3.5 Semester för vissa\nanställda\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän som arbetar mindre\nän fem dagar i genomsnitt per vecka beräknas antalet nettosemesterdagar\nenligt följande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Antalet arbetsdagar\u002Fvecka x antalet\nsemesterdagar enligt 9.3\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">= Antalet semesterdagar\n(nettosemesterdagar) som ska förläggas till dagar som enligt\narbetstidsschemat skulle ha varit arbetsdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Brutet tal vid beräkningen rundas av\ntill närmast högre dagantal.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen enligt\narbetstidsschemat ska arbeta såväl hel som del av dag samma vecka, ska den\ndelvis arbetade dagen räknas som hel dag. När semestern läggs ut för en\nsådan tjänsteman går det åt en hel semesterdag även för den dag\ntjänstemannen endast skulle ha arbetat en del av dagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Exempel\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">TJÄNSTEMANNENS\n        ARBETSTID ÄR FÖRLAGD TILL I GENOMSNITT FÖLJANDE ANTAL ARBETSDAGAR\n        PER VECKA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">ANTAL\n        NETTOSEMESTERDAGAR (VID 25 DAGARS SEMESTER)\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">3,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">15\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">2,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">13\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> Om arbetstidsschemat ändras så att\nantalet arbetsdagar per vecka förändras ska antalet outtagna\nnettosemesterdagar räknas om så att de svarar mot det nya schemat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semestertillägg, semesterersättning\nrespektive löneavdrag (vid obetald semester) beräknas med utgångspunkt från\nantalet bruttosemesterdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.3.6 Semester vid tidsbegränsad\nanställning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semesterledighet för tjänsteman med\ntidsbegränsad anställning, vars anställning inte avses pågå längre än\ntre månader och som inte varar längre, ska inte läggas ut, såvida inte\ndetta överenskommits. Semesterersättning ska dock utbetalas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.4 Semesterlön, semesterersättning\nm.m.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.4.1 Semesterlön och\nsemestertillägg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semesterlönen utgörs av den\nmånadslön som är aktuell vid semestertillfället och\nsemestertillägg.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semestertillägget för varje betald\nsemesterdag är\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">0,8 % av tjänstemannens månadslön\nsom är aktuell vid semestertillfallet och eventuella fasta lönetillägg per\nmånad. Beträffande ändrad sysselsättningsgrad, se 9.4.6.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">0,5 % av summan av den rörliga\nlönedel som har betalats ut under intjänandeåret.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen inte tjänat in full\nsemester ska semestertillägget 0,5 % justeras upp enligt följande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">0,5 x det antal semesterdagar som\ntjänstemannen har rätt till\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Antalet betalda semesterdagar som\ntjänstemannen har tjänat in.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med fasta lönetillägg avses här t.\nex. fasta skift , jour , beredskaps, övertids och restidstillägg, garanterad\nminimiprovision eller liknande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med rörlig lönedel avses här t. ex.\nprovision, tantiem, bonus, premielön, skift , jour , beredskaps och\nersättning för förskjuten arbetstid eller liknande, i den mån den inte\nräknats in i månadslönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med provision, tantiem, bonus och\nliknande avses här sådana rörliga lönedelar som har direkt samband med\ntjänstemannens personliga arbetsinsats.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I övertids , mertids och\nrestidsersättning ingår semesterlön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.4.2 Beräkning av rörlig lönedel\nvid semesterlönegrundande frånvaro\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Till summan av den rörliga lönedel\nsom har betalats ut under intjänandeåret ska för varje kalenderdag med\nsemesterlönegrundande frånvaro läggas en genomsnittlig dagsinkomst av\nrörliga lönedelar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Genomsnittlig dagsinkomst =\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Under intjänandeåret utbetald rörlig\nlönedel\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Antalet anställningsdagar, minus\nsemesterledighetsdagar och hela dagar med semesterlönegrundande frånvaro\nunder intjänandeåret.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Skift , jour, beredskapsersättning och\nersättning för förskjuten arbetstid och liknande ska inte tas med i\novanstående genomsnittsberäkning, om tjänstemannen under intjänandeåret\nhaft sådan ersättning under högst 60 kalenderdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.4.3 Utbetalning av\nsemesterlön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semestertillägget om 0,8 % betalas ut\ntillsammans med lönen i samband med eller närmast efter semestern.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semestertillägget om 0,5 % betalas ut\nsenast vid semesterårets slut.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Undantag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om lönen till väsentlig del består\nav rörliga lönedelar, har tjänstemannen rätt att å conto få ett\nsemestertillägg som grundar sig på de rörliga lönedelarna. Arbetsgivaren\nska uppskatta tilläggets storlek. Tillägget betalas ut samtidigt med lönen\nvid den ordinarie utbetalningen i samband med semestern. Arbetsgivaren ska\nsenast vid semesterårets utgång betala ut det semestertillägg som kan\nåterstå efter beräkning enligt 9.4.1 och 9.4.2.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en överenskommelse har träffats om\natt semesterår och intjänandeår ska sammanfalla, kan arbetsgivaren betala ut\nresterande semesterlön som avser rörliga lönedelar efter semesterårets\nutgång. Detta ska göras vid den första ordinarie löneutbetalningen på det\nnya intjänandeåret när ordinarie lönerutin kan tillämpas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.4.4 Semesterersättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ersättning för varje betald\nsemesterdag som inte tagits ut är 4,6 % av den aktuella månadslönen samt\nsemestertillägg enligt 9.4.1 och 9.4.2.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För sparad semesterdag beräknas\nsemesterersättning som om den sparade dagen tagits ut det semesterår\nanställningen upphör.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.4.5 Obetald semester\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För varje uttagen obetald semesterdag\ngörs avdrag från tjänstemannens aktuella månadslön med 4,6 % av\nmånadslönen. Beträffande begreppet månadslön, se 9.4.1.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.4.6 Ändrad\nsysselsättningsgrad\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen under\nintjänandeåret haft annan sysselsättningsgrad än vid se­mestertillfället\nska den månadslön som är aktuell vid semestertillfället proportioneras i\nförhållande till andelen av full ordinarie arbetstid som gällde vid\narbetsplatsen under intjänandeåret. Om sysselsättningsgraden har ändrats\nunder löpande kalendermånad ska vid beräkningen användas den\nsysselsättningsgrad som har gällt under flertalet kalenderdagar av månaden.\nBeträffande begreppet månadslön, se 9.4.1.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.5 Semester för\nnyanställda\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en nyanställd tjänstemans betalda\nsemesterdagar inte täcker tiden för företagets huvudsemester eller om\ntjänstemannen i annat fall vill ha längre ledighet än som motsvarar antalet\nsemesterdagar, kan arbetsgivaren och tjänstemannen komma över­ens om att\ntjänstemannen ska vara tjänstledig eller ledig utan löneavdrag under\nerforderligt antal dagar. En sådan överenskommelse ska vara\nskriftlig.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid ledighet utan löneavdrag gäller\nföljande. Om anställningen upphör inom fem år från den dag den började,\nska avdrag göras från innestående lön eller semesterersättning enligt\nsamma bestämmelser som vid tjänstledighet men räknas på den lön som\ngällde under ledigheten. Avdrag ska inte göras om anställningen upphört på\ngrund av\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänstemannens sjukdom eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänsteman som frånträder sin\nanställning under förhållande som avses i 4 § tredje stycket första\nmeningen i lagen om anställningsskydd eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">uppsägning från arbetsgivarens sida,\nsom beror på förhållande som inte hänför sig till tjänstemannen\npersonligen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För dem som fått fler betalda\nsemesterdagar än de har tjänat in gäller bestämmelserna om förskotterad\nsemesterlön i 29 a § semesterlagen, om någon skriftlig överenskommelse\nenligt ovan inte har träffats.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.6 Sparande av semester\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.6.1 Sparande av\nsemesterdagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän som har rätt till flera\nsemesterdagar med semesterlön än 25 får efter överenskommelse med\narbetsgivaren även spara dessa överskjutande semesterdagar förutsatt att de\ninte samma år tar ut tidigare sparad semester. Arbetsgivaren och\ntjänstemannen ska komma överens om hur sparade semesterdagar ska läggas ut.\nDet gäller såväl vilket semesterår de sparade dagarna ska tas ut som hur de\nska förläggas under detta semesterår.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.6.2 Uttag av sparade\nsemesterdagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sparade semesterdagar ska tas ut i den\nordning de sparats. Semesterdagar som sparats enligt lag ska tas ut före\nsemesterdagar som sparats enligt 9.6.1 under samma år.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.6.3 Semesterlön för sparade\nsemesterdagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semesterlön för sparad semesterdag\nberäknas enligt 9.4.1 och 9.4.2. Vid beräkning av semestertillägget om 0,5 %\ngäller dock att all frånvaro under intjänandeåret exklusive ordinarie\nsemester ska behandlas på samma sätt som semesterlönegrundande\nfrånvaro.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semesterlönen för sparad semesterdag\nska anpassas till tjänstemannens andel av full ordinarie arbetstid under det\nintjänandeår som föregick det semesterår då dagen sparades.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Beträffande beräkning av andel av\nfull ordinarie arbetstid, se 9.4.6.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 10 Sjuklön m.m.\u003C\u002Fspan>\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.1 Rätten till sjuklön och\nsjukanmälan\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.1.1 Rätten till sjuklön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjuklön från arbetsgivaren under de\nförsta 14 kalenderdagarna i sjukperioden betalas enligt lagen om sjuklön med\ntillägg enligt 10.2.2 andra stycket. Hur sjuklönen beräk­nas anges i 10.3.1\n- 10.3.2.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjuklön från arbetsgivaren fr.o.m.\nden 15.e kalenderdagen i sjukperioden betalas enligt 10.3.6 - 10.3.7 och 10.4 -\n10.7.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En sjukperiod som börjar inom 5\nkalenderdagar från det att en tidigare sjukperiod upphörde ska betraktas som\nfortsättning på den tidigare sjukperioden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.1.2 Sjukanmälan\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Den tjänsteman som blir sjuk och\ndärför inte kan tjänstgöra ska snarast möjligt underrätta arbetsgivaren\nom detta. Tjänstemannen ska så snart som möjligt meddela arbetsgivaren när\narbetet beräknas kunna återupptas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Samma gäller om tjänstemannen blir\narbetsoförmögen på grund av olycksfall eller arbetsskada eller måste\navhålla sig från arbete på grund av risk för överförande av smitta som\nger rätt till ersättning enligt lagen om ersättning till\nsmittbärare.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjuklön ska som huvudregel inte\nbetalas för tid innan arbetsgivaren fått anmälan om sjukdomsfallet (8 §\nförsta stycket lagen om sjuklön).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.2 Försäkran och\nläkarintyg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.2.1 Skriftlig försäkran\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannen ska lämna arbetsgivaren\nen skriftlig försäkran om att tjänstemannen har varit sjuk, uppgifter om i\nvilken omfattning arbetsförmågan varit nedsatt på grund av sjukdomen och\nunder vilka dagar tjänstemannen skulle ha arbetat (9 § lagen om\nsjuklön).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.2.2 Läkarintyg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannen ska styrka\nnedsättningen av arbetsförmågan och sjukperiodens längd med läkarintyg\nför att arbetsgivaren ska vara skyldig att betala sjuklön fr.o.m. den sjunde\nkalenderdagen efter dagen för sjukanmälan (8 § andra stycket lagen om\nsjuklön).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid upprepad korttidsfrånvaro eller om\nomständigheterna så kräver, kan arbetsgivaren begära läkarintyg från\ntidigare dag. Arbetsgivaren har rätt att anvisa läkare. Arbetsgivaren skall\nersätta kostnaden för läkarintyg som utfärdats av anvisad\nläkare.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3 Sjuklönens storlek\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3.1 Sjuklönens storlek\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjuklönen beräknas genom att avdrag\ngörs från lönen enligt nedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3.2 Sjukdom t.o.m. 14:e\nkalenderdagen per sjukperiod\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För varje timme en tjänsteman är\nfrånvarande på grund av sjukdom görs sjukavdrag per timme enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För den första frånvarodagen\nmånadslönen x 12,2\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">(karensdagen) i sjukperioden 52 x\nveckoarbetstiden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Fr.o.m. den andra frånvarodagen 20 % x\nmånadslönen x 12,2\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">i sjukperioden 52 x\nveckoarbetstiden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän som skulle ha arbetat på\nschemalagd förskjuten arbetstid får dessutom sjuklön fr.o.m. den andra\nfrånvarodagen med 80 % av den ersättning för förskjuten arbetstid som de\ngått miste om.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3.3 Sjuklön från första dagen i\nvissa fall\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För en tjänsteman som enligt\nförsäkringskassans beslut är berättigad till sjuklön om 80 % redan fr.o.m.\nden första sjukfrånvarodagen, görs sjukavdrag enligt vad som gäller fr.o.m.\nden andra frånvarodagen i sjuklöneperioden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3.4 När avdrag redan gjorts för\ntio karensdagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Antalet karensdagar får enligt lagen\ninte överstiga tio under en tolvmånadersperiod. Om det vid en ny sjukperiod\nvisar sig att tjänstemannen fått avdrag för tio karensdagar inom tolv\nmånader bakåt från den nya sjuklöneperiodens början, ska avdraget för den\nförsta frånvarodagen beräknas enligt vad som gäller fr.o.m. den andra\nfrånvarodagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3.5 Definition av månadslön och\nveckoarbetstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Månadslön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses den aktuella\nmånadslönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I månadslönen ingår\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fast kontant månadslön och eventuella\nfasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">den beräknade genomsnittsinkomsten per\nmånad av provision, tantiem, bonus, premielön eller liknande rörliga\nlönedelar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänsteman som till väsentlig\ndel är avlönad med rörliga lönedelar bör arbetsgiva­ren och\ntjänstemannen komma överens om vilket lönebelopp som ska utgöra den\nmånadslön som sjukavdrag ska göras från.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Veckoarbetstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med veckoarbetstid avses antalet\narbetstimmar per helgfri vecka för den enskilde tjänstemannen. För den som\nhar oregelbunden arbetstid beräknas veckoarbetstiden i genomsnitt per månad\neller annan förläggningscykel.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Veckoarbetstiden beräknas med högst 2\ndecimaler, varvid 0-4 avrundas nedåt och 5-9 uppåt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om olika lång arbetstid gäller för\nolika delar av året, räknas arbetstiden per helgfri vecka i genomsnitt per\når.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om lönen ändras\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om lönen ändras gäller följande.\nArbetsgivaren ska göra sjukavdrag med utgångs­punkt från den gamla lönen\ntill den dag tjänstemannen får besked om sin nya lön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3.6 Sjukdom fr.o.m. den 15:e\nkalenderdagen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För varje sjukdag (även arbetsfria\nvardagar samt sön- och helgdagar) görs sjukavdrag per dag enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses utöver vad som\nanges i 10.3.5 även förmåner i form av kost eller bostad värderade enligt\nSkatteverkets anvisningar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjukavdraget beräknas olika beroende\npå om tjänstemannens månadslön över- eller understiger en viss\nlönegräns. Denna lönegräns beräknas som\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7,5 x prisbasbeloppet(pbb)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">exempel 2016\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Pbb: år 2016 44 300 kr\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönegränsen blir därför:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7,5 x 44 300 kr = 27 688 kr för år\n2016\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän med månadslön som\nuppgår till högst lönegränsen:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">90 % x månadslönen x 12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">365\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän med månadslön över\nlönegränsen:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjukavdrag görs med\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">90 % x 7,5 x pbb + 10 % x månadslönen\nx 12 - 7,5 x pbb\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">365 365\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Högsta sjukavdrag per dag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjukavdraget per dag får inte\növerstiga\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">den fasta kontanta månadslönen x\n12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">365\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med fast kontant månadslön\njämställs här\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fasta lönetillägg per månad (t.ex.\nfasta skift- eller övertidstillägg)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">sådan provision, tantiem, bonus eller\nliknande som tjänas in under ledighet utan att ha direkt samband med\ntjänstemannens personliga arbetsinsats\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">garanterad minimiprovision eller\nliknande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För definition av månadslön, se\n10.3.5.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.3.7 Sjuklönetidens längd\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Huvudregel\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen enligt detta avtal\nhar rätt till sjuklön fr.o.m. den 15:e kalenderda­gen i sjukperioden, ska\narbetsgivaren betala sådan enligt följande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjuklön betalas t.o.m. den 90:e\nkalenderdagen i sjukperioden till den som\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">varit anställd minst ett år i följd\nhos arbetsgivaren eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">gått över direkt från en\nanställning med rätt till sjuklön under 90 dagar (grupp 1).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjuklön betalas t.o.m. den 45:e\nkalenderdagen i sjukperioden till övriga (grupp 2).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I sjukperioden ingår samtliga dagar\nmed sjukavdrag (även karensdagar), och arbetsfria dagar under\nperioden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Högsta antal dagar med\nsjuklön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen under en\ntolvmånadersperiod är sjuk vid två eller flera tillfällen är rätten till\nsjuklön begränsad till totalt 105 dagar för grupp 1 och 45 dagar för grupp\n2. Om tjänstemannen därför under de senaste 12 månaderna, räknat från den\naktuella sjukperiodens början, har fått sjuklön från arbetsgivaren, ska\nantalet sjuklönedagar dras från 105 respektive 45. Resten utgör det maximala\nantalet sjuklönedagar för det aktuella sjukdomsfallet.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Rätten till sjuklön under de första\n14 kalenderdagarna i sjukperioden påverkas inte av ovanstående\nbegränsningsregel.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.4 Vissa samordningsregler\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.4.1 Rehabiliteringspenning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman är frånvarande med\nrehabiliteringspenning under annars sjuklöneberättigad tid enligt 10.3.7\ngörs löneavdrag som vid sjukdom fr.o.m. den 15:e kalenderdagen enligt\n10.3.6.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.4.2 Ersättning från annan\nförsäkring\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen får ersättning\nfrån annan försäkring än ITP eller trygghetsförsäkring vid arbetsskada\n(TFA) och arbetsgivaren har betalat premien för denna försäk­ring, ska\nsjuklönen minskas med ersättningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.4.3 Annan ersättning från\nstaten\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen får annan\nersättning från staten än från den allmänna försäkringen,\narbetsskadeförsäkringen eller lagen om statligt personskadeskydd, ska\nsjuklönen minskas med ersättningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5 Inskränkningar i rätten till\nsjuklön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.1 Tjänstemannen har fyllt 60\når\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen vid anställningen\nhar fyllt 60 år, kan arbetsgivaren och tjänsteman­nen komma överens om att\ntjänstemannen inte ska ha rätt till sjuklön fr.o.m. den 15:e kalenderdagen i\nsjukperioden. Om en sådan överenskommelse har träffats ska arbets­givaren\nunderrätta den lokala tjänstemannaparten.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.2 Förtigande av sjukdom\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän som vid anställningen har\nförtigit att de lider av viss sjukdom, har inte rätt till sjuklön fr.o.m.\n15:e kalenderdagen i sjukperioden när arbetsoförmågan beror på sjukdomen\nifråga.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.3 Inte lämnat\nfriskintyg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om arbetsgivaren vid anställningen har\nbegärt friskintyg av tjänstemannen men denne på grund av sjukdom inte har\nkunnat lämna sådant, har tjänstemannen inte rätt till sjuklön fr.o.m. den\n15:e kalenderdagen i sjukperioden vid arbetsoförmåga som beror på sjukdomen\nifråga.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.4 Nedsatta\nsjukförmåner\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannens sjukförmåner har\nnedsatts enligt Socialförsäkringsbalken ska arbetsgivaren reducera sjuklönen\ni motsvarande mån.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.5 Skada vid olycksfall vållad av\ntredje man\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman har skadats vid\nolycksfall som vållats av tredje man och ersättning inte betalas enligt\ntrygghetsförsäkring vid arbetsskada (TFA), ska arbetsgivaren betala\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">sjuklön endast om - respektive i den\nutsträckning - tjänstemannen inte kan få skade­stånd för förlorad\narbetsförtjänst från den som är ansvarig för skadan.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.6 Olycksfall hos annan\narbetsgivare\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen har skadats vid\nolycksfall under förvärvsarbete för annan arbetsgi­vare eller i samband med\negen rörelse, ska arbetsgivaren betala sjuklön fr.o.m. den 15:e kalenderdagen\ni sjukperioden endast om han särskilt har åtagit sig detta.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.7 När sjukpension betalas\nut\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om sjukpension enligt ITP-planen\nbörjar betalas till tjänstemannen upphör rätten till sjuklön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.8 Uppnådd\npensionsålder\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Beträffande inskränkning i rätten\ntill sjuklön fr.o.m. den 15.e kalenderdagen i sjukpe­rioden för tjänstemän\nsom uppnått pensionsåldern, se § 1, 1.4.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.5.9 Övriga inskränkningar i\nrätten till sjuklön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren är inte skyldig att\nbetala sjuklön fr.o.m. den 15.e kalenderdagen i sjukperioden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">om tjänstemannen har undantagits från\nsjukförsäkringsförmåner enligt Socialförsäkringsbalken, eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">om tjänstemannens arbetsoförmåga är\nsjälvförvållad, eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">om tjänstemannen har skadats till\nföljd av krigsåtgärder, om inte överenskommelse om annat\nträffas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.6 Smittbärare\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman måste avhålla sig\nfrån arbete på grund av risk för överförande av smitta och rätt\nföreligger till ersättning enligt Socialförsäkringsbalken görs avdrag\nenligt följande t.o.m. den 14:e kalenderdagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För varje timme en tjänsteman är\nfrånvarande görs avdrag per timme med\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">månadslönen x 12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">52 x veckoarbetstiden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Fr.o.m. den 15:e kalenderdagen görs\navdrag enligt 10.3.6 - 10.3.7.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.7 Övriga bestämmelser\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid tillämpningen av bestämmelserna i\ndenna paragraf ska förmåner som betalas enligt lagen om statligt\npersonskadeskydd jämställas med motsvarande förmåner enligt\nSocialförsäkringsbalken och lagen om arbetsskadeförsäkring.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 11 Ledighet\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.1 Permission, kort ledighet med\nlön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Permission beviljas i regel endast för\ndel av arbetsdag. I särskilda fall kan dock permission beviljas även för en\neller flera dagar t.ex. vid hastigt påkommande sjuk­domsfall inom\ntjänstemannens familj eller nära anhörigs dödsfall.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För påsk-, midsommar- och julafton\nsom inte är sedvanliga fridagar bör permission beviljas om det kan ske utan\nolägenhet för verksamheten vid företaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannen har rätt till en dags\npermission under de år nationaldagen 6 juni infaller på lördag eller\nsöndag. Sådan permission förutsätter att tjänstemannen varit anställd\nminst fem månader när nationaldagen infaller dessa dagar. Ledighet av detta\nskäl kan inte uttas annat år. För deltidsanställd tjänsteman\nproportioneras ledigheten i förhållande till arbetstidsmåttet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.2 Tjänstledighet, ledighet hel dag\nutan lön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstledighet beviljas om\narbetsgivaren finner att så kan ske utan olägenhet för verksamheten vid\nföretaget, såvida det inte är fråga om lagstadgad ledighet t.ex. studie-\neller föräldraledighet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstledighet för att pröva annat\narbete bör beviljas i rehabiliteringssyfte. Ledigheten begränsas till sex\nmånader men kan förlängas efter överenskommelse mellan arbetsgivaren och\ntjänstemannen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När tjänstledigheten beviljas ska\narbetsgivaren ange vilken tidsperiod ledigheten omfattar. Tjänstledighet får\ninte förläggas så att den inleds och\u002Feller avslutas på sön- och\u002Feller\nhelgdag som är arbetsfri för den enskilde tjänstemannen. För tjänsteman\nsom har veckovila förlagd till annan dag än söndag ska motsvarande regel\ntillämpas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.2.1 Löneavdrag för\nheltidsanställd, hel dag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När en tjänsteman är frånvarande\nminst en dag på grund av tjänstledighet, görs löneavdrag enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">under en period om högst 5 (6)*\narbetsdagar görs för varje arbetsdag ett avdrag med 1\u002F21 (1\u002F25)* av\nmånadslönen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">under en period längre än 5 (6)*\narbetsdagar görs avdrag med dagslönen för varje ledig dag. Detta gäller\näven tjänstemannens arbetsfria vardagar och sön- eller helgdagar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">dagslön = den fasta kontanta\nmånadslönen x 12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">365\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">*Tal inom parentes används vid\nsexdagarsvecka.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.2.2 Löneavdrag för\ndeltidsanställd, hel dag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen är deltidsanställd\noch arbetar endast under vissa av veckans arbetsdagar (s.k. intermittent\ndeltidsarbete), ska löneavdrag göras för varje dag som tjänstemannen är\ntjänstledig och som annars skulle ha varit arbetsdag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avdrag görs enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Månadslönen dividerad med\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">antalet arbetsdagar per vecka x 21\n(25)*\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5 (6)*\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tal inom parentes används vid\nsexdagarsvecka.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Exempel\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">TJÄNSTEMANNENS\n        DELTID ÄR FÖRLAGD TILL\u003Cbr>\n        FÖLJANDE ANTAL ARBETSDAGAR\u002FVECKA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">AVDRAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\"> \u003Cbr>\n        16,8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">3,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        14,7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        12,6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">2,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        10,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MÅNADSLÖNEN\u003C\u002Fspan>\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;color:black\">\u003Cbr>\n        8,4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> Med ”antal arbetsdagar per vecka”\navses antalet arbetsdagar per helgfri vecka beräk­nat i genomsnitt per\nmånad.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.2.3 Löneavdrag vid tjänstledighet\nhel månad\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänstledighetsperiod omfattar\nen eller flera hela kalendermånader\u002Favräkningsperioder ska tjänstemannens\nhela lön dras av för var och en av\nkalendermånaderna\u002Favräkningsperioderna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.3 Annan ledighet, ledighet under del\nav dag utan lön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ledighet under del av dag kan beviljas\nom arbetsgivaren finner att så kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Löneavdrag görs för varje full\nhalvtimme Avdraget per timme är 1\u002F175 av månadslö­nen. För\ndeltidsanställda ska lönen först räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.4 Månadslön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses den aktuella\nmånadslönen. Med fast kontant månadslön avses här\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fasta lönetillägg per månad (t.ex.\nfasta skift- eller övertidstillägg)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">sådan provision, tantiem, bonus eller\nliknande som tjänas in under ledighet utan att ha direkt samband med\ntjänstemannens personliga arbetsinsats\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">garanterad minimiprovision eller\nliknande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.5 Föräldralön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.5.1 Villkor för\nföräldralön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En tjänsteman som är tjänstledig på\ngrund av graviditet eller i samband med barns födelse eller adoption, har\nrätt till föräldralön från arbetsgivaren om tjänstemannen har varit\nanställd hos arbetsgivaren under minst ett år i följd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med begreppet i samband med avses att\ntjänstledigheten ska äga rum inom 18 månader.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydifferenttrigger\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.5.2 Föräldralönens\nstorlek\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Föräldralön är det som blir kvar av\nmånadslönen när avdrag gjorts enligt denna paragraf. Modellen utgår från\natt tjänstemannen får 10 % i föräldralön upp till nedan angiven\nlönegräns och 90 % för lönedelar över lönegränsen upp till ett maxtak om\n15 prisbasbelopp genom 12.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Föräldralöneavdraget beräknas olika\nberoende på om tjänstemannens månadslön över-eller understiger en viss\nlönegräns. Denna lönegräns beräknas som\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10 x pbb\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">exempel 2016:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Pbb: år 2016 44 300 kr\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönegränsen blir därför:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10 x 44 300 kr = 36 917 kr för\n2016\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän med månadslön som\nuppgår till högst lönegränsen görs föräldra-löneavdrag per dag\nmed:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">90 % x månadslönen x 12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">365\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän med månadslön över\nlönegränsen görs föräldralöneavdrag per dag med:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">90 % x 10 x pbb + 10 % x månadslönen\nx 12 - 10 x pbb\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">365 365\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses, utöver vad som\nanges i 10.3.5 även förmåner i form av kost eller bostad värderade enligt\nSkatteverkets anvisningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Föräldralön utbetalas enligt\nnedan:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">TJÄNSTEMAN\n        ANSTÄLLD I ETT MEN INTE TVÅ \u003Cbr>\n        ÅR I FÖLJD\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">TVÅ\n        MÅNADSLÖNER MINUS 60\u003Cbr>\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">TJÄNSTEMAN\n        ANSTÄLLD I TVÅ MEN INTE TRE\u003Cbr>\n        ÅR I FÖLJD\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">TRE\n        MÅNADSLÖNER MINUS 90 \u003Cbr>\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">TJÄNSTEMAN\n        ANSTÄLLD I TRE MEN INTE FYRA\u003Cbr>\n        ÅR I FÖLJD\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FYRA\n        MÅNADSLÖNER MINUS 120 \u003Cbr>\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">TJÄNSTEMAN\n        ANSTÄLLD I FYRA MEN INTE FEM\u003Cbr>\n        ÅR I FÖLJD\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FEM\n        MÅNADSLÖNER MINUS 150\u003Cbr>\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">TJÄNSTEMAN\n        ANSTÄLLD I FEM ÅR I FÖLJD\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">SEX\n        MÅNADSLÖNER MINUS 180\u003Cbr>\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> Föräldralön utges ej för\nlönedelar över 15 prisbasbelopp genom 12. Föräldralön betalas endast om\nledigheten är sammanhängande minst en månad.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.5.3 Utbetalning av\nföräldralön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Föräldralön utbetalas månadsvis vid\nordinarie löneutbetalningstillfälle under den ledighetsperiod som\ntjänstemannen erhåller föräldralön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Exempel:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En tjänsteman är beviljad\nföräldraledighet under tio månader och är berättigad till föräldralön\nunder fyra månader. Föräldralön utges de fyra första månaderna av\nledigheten.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.5.4 Reduktion av\nföräldralön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Föräldralön betalas inte om\ntjänstemannen undantas från föräldrapenning enligt\nSocialförsäkringsbalken. Om denna förmån har nedsatts ska föräldralönen\nreduceras i motsvarande grad.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.6 Ledighet med tillfällig\nföräldrapenning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.6.1 Avdrag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman är frånvarande med\ntillfällig föräldrapenning, görs löneavdrag per frånvarotimme enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">månadslönen x 12\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">52 x veckoarbetstiden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänstledighetsperiod omfattar\nen eller flera hela kalendermånader\u002Favräkningsperioder ska tjänstemannens\nhela lön dras av för var och en av\nkalendermånaderna\u002Favräkningsperioderna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Veckoarbetstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med veckoarbetstid avses antalet\narbetstimmar per helgfri vecka för den enskilde tjänstemannen. För den som\nhar oregelbunden arbetstid beräknas veckoarbetstiden i genomsnitt per månad\neller annan förläggningscykel.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Veckoarbetstiden beräknas med högst 2\ndecimaler, varvid 0-4 avrundas nedåt och 5-9 uppåt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om olika lång arbetstid gäller för\nolika delar av året, räknas arbetstiden per helgfri vecka i genomsnitt per\når.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om lönen ändras\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om lönen ändras gäller följande.\nArbetsgivaren ska göra avdrag med utgångspunkt från den gamla lönen till\nden dag tjänstemannen får besked om sin nya lön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">11.6.2 Månadslön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med månadslön avses\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fast kontant månadslön och eventuella\nfasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">den beräknade genomsnittsinkomsten per\nmånad av provision, tantiem, bonus, premielön eller liknande rörliga\nlönedelar. För tjänsteman som till väsentlig del är avlönad med sådana\nlönedelar bör överenskommelse träffas om vilket lönebelopp som ska utgöra\nden månadslön som löneavdrag ska göras från.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 12 Lön för del av\nlöneperiod\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman börjar eller slutar\nsin anställning eller ändrar sysselsättningsgrad under löpande\nkalendermånad\u002Favräkningsperiod beräknas lönen på följande\nsätt:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">X x Z = L\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Y\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">X = aktuell månadslön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Y = antal kalenderdagar under den\naktuella månaden\u002Favräkningsperioden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Z = antal anställningsdagar i\nmånaden\u002Favräkningsperioden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">L = lön för\nberäkningsperioden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid ändrad sysselsättningsgrad\nberäknas varje period med respektive sysselsättnings­grad för\nsig.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Exempel:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avräkningsperioden är t.o.m. den 20e\nvarje månad. Tjänstemannens heltidslön är 25 000 kr. Anställd fr.o.m. den\n1 oktober 20xx.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">HELTID\n        T.O.M. 16 MAJ 20XX\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">DELTID\n        (50 %) FR.O.M. 17 MAJ 20XX\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">X\n        = 20 000 KR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">X\n        = 10 000 KR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">Y\n        = 31 DAGAR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">Y\n        = 31 DAGAR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">Z\n        = 27 DAGAR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">Z\n        = 4 DAGAR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">L\n        = 17 419 KR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">L\n        = 1 290 KR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> § 13 Uppsägning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.1 Uppsägning från tjänstemannens\nsida\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.1.1 Uppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Uppsägningstiden från tjänstemannens\nsida är följande, om inte annat följer av 13.3.2 - 13.3.6.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannens uppsägningstid i\nmånader\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">ANSTÄLLNINGSTID\n        VID FÖRETAGET\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">UPPSÄGNINGSTID\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">MINDRE\n        ÄN 2 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">1\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">FR.O.M.\n        2 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">2\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> 13.1.2 Skriftlig\nuppsägning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannen bör göra sin\nuppsägning skriftligen. Om uppsägningen ändå sker muntligen bör\ntjänstemannen så snart som möjligt bekräfta den skriftligen till\narbetsgivaren.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.2 Uppsägning från arbetsgivarens\nsida\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.2.1 Uppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Uppsägningstiden från arbetsgivarens\nsida är följande, om inte annat följer av 13.3.2 - 13.3.6.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivarens uppsägningstid i\nmånader\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" width=\"50%\" border=\"1\" cellspacing=\"0\" cellpadding=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">ANSTÄLLNINGSTID\n        VID FÖRETAGET\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">UPPSÄGNINGSTID\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">MINDRE\n        ÄN 2 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">1\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">FR.O.M.\n        2 ÅR TILL 4 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">2\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">FR.O.M.\n        4 ÅR TILL 6 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">3\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">FR.O.M.\n        6 ÅR TILL 8 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">4\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">FR.O.M.\n        8 ÅR TILL 10 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">5\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">FR.O.M.\n        10 ÅR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd valign=\"top\" width=\"263\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;   font-family:"Times New Roman",serif;color:black\">6\n        MÅN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> Upplysning till 13.1.1 och\n13.2.1\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Beräkning av anställningstidens\nlängd\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Hur anställningstidens längd enligt\novan ska beräknas anges i 3 § lagen om anställningsskydd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.2.2 Förlängd uppsägningstid i\nvissa fall\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman, som sagts upp på\ngrund av arbetsbrist vid uppsägningsdagen uppnått 55 års ålder och då har\n10 års sammanhängande anställningstid, ska uppsägningstiden förlängas med\nsex månader.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.2.3 Varsel\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Varsel som arbetsgivaren enligt lagen\nom anställningsskydd ska ge lokalt till arbetstagarorganisationen ska anses ha\nskett, när arbetsgivaren har överlämnat varselskrivelsen till den lokala\ntjänstemannaparten eller två arbetsdagar efter det att arbetsgivaren har\nskickat skrivelsen i rekommenderat brev till berört förbund. Varsel som\narbetsgivaren har gett under tid då företaget har semesterstopp, anses ha\nskett dagen efter den då semesterstoppet upphörde.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3 Övriga bestämmelser vid\nuppsägning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.1 Lön under\nuppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman inte kan beredas\narbete under uppsägningstiden ska lön och andra ersättningar betalas ut som\nom tjänstemannen varit i tjänst (12 § lagen om\nanställ­ningsskydd).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.2 Överenskommelse om annan\nuppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän som enligt kollektivavtal\neller enskilt anställningsavtal har längre uppsäg­ningstid när detta avtal\nträder i kraft vid företaget, behåller denna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och tjänstemannen kan\nkomma överens om en annan uppsägningstid. Om de gör det får emellertid\nuppsägningstiden från arbetsgivarens sida inte understiga uppsägningstiden\nenligt tabellen i 13.2.1.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.3 Avbrytande av provanställning\noch anställning för arbetstopp eller under ferier m. m.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Provanställning kan av både\narbetsgivaren och tjänstemannen avbrytas före prövotidens utgång genom\nskriftligt besked senast en månad i förväg.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vill inte arbetsgivaren eller\ntjänstemannen att anställningen ska fortsätta efter det att prövotiden\nlöpt ut, ska besked om detta lämnas senast två veckor före prövotidens\nutgång.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren ska, samtidigt med besked\nenligt ovan, varsla lokal facklig organisation på arbetsplatsen.\nTjänstemannen och lokal facklig organisation har rätt till överlägg­ning\nmed arbetsgivaren om beskedet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om provanställningen inte övergår i\nen tillsvidareanställning, ska arbetsgivaren motivera sitt ställningstagande,\nom tjänstemannen begär det.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Bestämmelsen innebär att\ntjänstemannen erhåller en månadslön efter besked om provanställnings\navbrytande i förtid respektive två veckors lön när provanställning i\nsamband med prövotidens utgång inte övergår i en tillsvidareanställning,\nom inte annat överenskoms.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Parterna är ense om att besked enligt\nst 2 ovan i övrigt är en ordningsföreskrift.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anställning för att avlasta en\ntillfällig arbetstopp eller anställning under ferier, studieuppehåll samt\nvid praktikarbete enligt 2.2 kan avbrytas 14 dagar efter det att arbetsgivare\neller tjänsteman underrättat den andra parten om att anställningen skall\navslutas. Förutsättning härför är att underrättelsen har lämnats senast\ninom en månad från det att tjänstemannen har tillträtt anställningen.\nUnderrättelsen ska vara skriftlig och ha lämnats part personligen eller, om\ndetta är oskäligt att kräva, i rekommenderat brev.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.3 a Upphörande av tidsbegränsad\nanställning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För anställningsformerna viss tid,\nviss säsong, eller visst arbete om arbetsuppgifternas särskilda beskaffenhet\nföranleder en sådan anställning och vikariat gäller följande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anställning kan bringas att upphöra\nföre den tid som avsetts vid anställningstillfället genom att arbetsgivaren\neller tjänstemannen lämnar skriftlig underrättelse. Sådan anställning\nupphör en månad efter det att någondera parten lämnat skriftlig\nunderrättelse till den andra parten. Från arbetsgivarens sida får sådan\nunderrättelse inte lämnas efter det att sex månader förflutit från\nanställningens tillträdande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I samband med underrättelse enligt\novan ska arbetsgivaren varsla berörd tjänste­mannaklubb.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.4 Uppnådd pensionsålder -\nupphörande av anställning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anställningen upphör utan uppsägning\ni och med att tjänstemannen uppnår den pensionsålder som gäller för\nanställningen enligt ITP-planen, och underrättelse enligt 33 § lagen om\nanställningsskydd behöver då inte lämnas. Anställningen upphör dock inte\nom tjänstemannen underrättat arbetsgivaren om att han\u002Fhon vill kvarstå i\nanställningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.5 Uppnådd pensionsålder -\nuppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän som står kvar i\ntjänst vid företaget efter den ordinarie pensionsålder som gäller för\nanställningen enligt ITP-planen gäller uppsägningstider enligt 13.1.1 och\n13.2.1. Samma gäller om en tj änsteman anställts vid företaget efter det\natt tjänstemannen uppnått den ordinarie pensionsålder som tillämpas där.\nHar tjänsteman fyllt 67 år gäller en månads uppsägningstid för såväl\narbetsgivare som tjänsteman.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.6 Förkortning av uppsägningstid\nför tjänstemannen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen på grund av\nsärskilda omständigheter vill lämna sin tjänst före uppsägningstiden\nslut, bör arbetsgivaren pröva om så kan medges.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.7 Skadestånd då tjänstemannen\ninte iakttar uppsägningstiden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannen lämnar sin\nanställning före uppsägningstidens slut, har arbetsgiva­ren rätt till\nskadestånd för den ekonomiska skada och olägenhet som därigenom vållas.\nSkadeståndet är lägst det belopp som motsvarar tjänstemannens lön under\nden del av uppsägningstiden som tjänstemannen inte har iakttagit.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.8 Tjänstgöringsbetyg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När uppsägning har skett från\narbetsgivarens eller tjänstemannens sida har tjänstemannen rätt att få ett\ntjänstgöringsbetyg, som visar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">den tid som tjänstemannen har varit\nanställd, och\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">de arbetsuppgifter som tjänstemannen\nutfört, samt\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">om tjänstemannen så begär, vitsord\nom det sätt på vilket arbetet har utförts. Arbetsgivaren ska lämna\ntjänstgöringsbetyget inom en vecka från det att tjänste­mannen har begärt\natt få betyget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.3.9 Intyg om uttagen\nsemester\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När anställningen upphör har\ntjänstemannen rätt att få ett intyg som visar hur många av de lagstadgade\n25 semesterdagarna som har tagits ut under innevarande semesterår.\nArbetsgivaren ska lämna intyget till tjänstemannen senast inom en vecka från\ndet att tjänstemannen begärt att få intyget. Om tjänstemannen har rätt\ntill flera semesterdagar än 25 ska den överskjutande semestern här anses ha\ntagits ut först.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">13.4 Turordning vid driftinskränkning\noch återanställning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om det blir aktuellt med\npersonalinskränkning, ska de lokala parterna värdera företagets krav och\nbehov i bemanningshänseende. Om dessa behov inte kan tillgodoses med\ntillämpning av lag ska turordningen fastställas med avsteg från lagens\nbestämmelser.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna ska då göra ett\nurval av de anställda som ska sägas upp så att företagets behov av\nkompetens särskilt beaktas liksom företagets möjligheter att bedriva\nkonkurrenskraftig verksamhet och därmed bereda fortsatt\nanställning.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det förutsätts att de lokala\nparterna, på endera partens begäran, träffar överenskom­melse om\nturordning vid uppsägning med tillämpning av 22 § lagen om\nanställnings­skydd och om de avsteg från lagen som krävs.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna kan också komma\növerens om turordning vid återanställning genom avvikelse från\nbestämmelserna i 25-27 § lagen om anställningsskydd. Därvid ska de ovan\nangivna kriterierna gälla.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna är skyldiga att på\nbegäran föra förhandlingar om turordning liksom att skriftligen bekräfta\nträffade överenskommelser.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Enas inte de lokala parterna, får\nförbundsparterna, om endera begär det, träffa överenskommelse enligt de\nriktlinjer som anges ovan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det förutsätts att arbetsgivaren\ninför behandlingen av frågor som berörs i 13.4 tillhandahåller den lokala\nrespektive den centrala avtalsparten relevant faktaunderlag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Upplysning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Utan lokal eller central\növerenskommelse enligt ovan kan uppsägning på grund av arbetsbrist\nrespektive återanställning prövas enligt lag med iakttagande av\nförhandlingsordningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 14 Förhandlingsordning vid\nrättstvister\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Förhandlingspreskription\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en part vill yrka skadestånd eller\nannan fullgörelse enligt lag, kollektivavtal eller enligt enskilt avtal, ska\nparten, om inte annan ordning anges i det aktuella avtalet, begära\nförhandling inom fyra månader från det parten fått kännedom om den\nomständighet som kravet grundas på. Förhandlingen måste dock begäras\nsenast två år efter det att denna omständighet inträffat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en part inte begär förhandling\ninom föreskriven tid, förlorar parten rätten till förhandling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lokal förhandling\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En förhandling ska i första hand\nfullgöras mellan de lokala parterna (arbetsgivaren och den lokala fackliga\norganisationen).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Förhandlingen ska påbörjas snarast\nmöjligt och senast inom tre veckor från den dag då den har begärts, om inte\nparterna har kommit överens om annat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Central förhandling\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Efter avslutad lokal förhandling ska\nden part som vill fullfölja ärendet hänskjuta frågan till central\nförhandling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Begäran om central förhandling ska\nvara skriftlig och göras hos motpartens organisation inom två månader från\nden dag då den lokala förhandlingen har avslutats. Försummas detta förlorar\nparten rätten till förhandling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Central förhandling ska påbörjas\nsnarast möjligt och senast inom tre veckor från den dag då den har\npåkallats, om inte parterna har kommit överens om annat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Rättsligt avgörande\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en rättstvist som rör lag,\nkollektivavtal eller enskilt avtal har varit föremål för central\nförhandling utan att kunna lösas, får part hänskjuta tvisten till\nrättsligt avgörande inom tre månader från den dag då den centrala\nförhandlingen har avslutats. Försummas detta förlorar parten rätten till\ntalan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Hänskjuts tvistefråga mellan central\narbetsgivar- och arbetstagarorganisation till rättsligt avgörande bör\nmotparten skriftligen underrättas härom senast i samband med att ansökan om\nstämning inges.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Underrättelse ska ställas till\nmotpartens kansli på den ort där motparten har sitt säte.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning till § 14\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tvistefråga grundar sig på\nlagen om anställningsskydd, ska lagens tidsfrister gälla i stället för\nfristerna i denna förhandlingsordning. Denna förhandlingsordning påverkar\ninte heller reglerna om frister och skyldigheter för arbetsgivaren att begära\nförhandling enligt 34, 35 och 37 § lagen om medbestämmande i\narbetslivet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 15 Avtalsnämnden\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avtalsnämndens uppgifter\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avtalsnämndens uppgifter är\natt\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">följa tillämpningen av mellanvarande\navtal om löner respektive allmänna anställningsvillkor\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">ge rekommendationer i frågor som en\ncentral part hänskjuter till nämnden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">vara forum för diskussion i frågor av\nbetydelse för parternas avtalsområden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">utgöra skiljenämnd efter\növerenskommelse.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ärenden som kommer in till nämnden\nska handläggas utan dröjsmål.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avtalsnämndens\nsammansättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Nämnden består av sex ledamöter\nvarav arbetsgivarsidan utser tre och arbetstagarsidan tre. Nämnden utser inom\nsig ordförande och vice ordförande. Nämndens ledamöter utses för en tid om\ntvå år med rätt för arbetsgivar- respektive arbetstagarsidan att inom sig\nförändra representationen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avtalsnämndens beslut\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Är nämnden enig, kan den besluta om\nen gemensam rekommendation i ett ärende och om gemensam information i en viss\nfråga.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Skiljenämnd\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om parterna är ense kan\nAvtalsnämnden, i enskilda ärenden, utgöra skiljenämnd i rättstvister inom\nparternas behörighetsområde. Tvisteärenden kan behandlas i nämnden först\nsedan central förhandling är avslutad.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om Avtalsnämnden ska utgöra\nskiljenämnd ska parterna gemensamt utse en opartisk ordförande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Nämnden kan fatta beslut i\nrättstvister endast om samtliga ledamöter är närvarande. Vid lika röstetal\nhar den opartiske ordföranden utslagsröst.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 16 Giltighetstid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Detta avtal gäller fr o m den 1 maj\n2016 t o m den 30 april 2017.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Uppsägning kan endast ske från\nUnionens, Akademikerförbundens eller Svensk Handels sida.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om avtalet inte har sagts upp senast\ntre månader före giltighetstidens utgång förlängs det för ett år åt\ngången.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om Svensk Handel eller Unionen\nrespektive Akademikerförbunden sagt upp avtalet eller kommit överens om att\nflytta fram uppsägningstiden gäller en sådan uppsägning respektive\növerenskommelse automatiskt för berört avtalsområde såvida parterna inte\nkommer överens om annat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Stockholm den 28 april 2016\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Svensk Handel Kristina Karmestedt\nEstman\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Unionen Kristina Fanberg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Akademikerförbunden1 Åsa Harvig\nGöthberg\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1 I Akademikerförbunden\ningår\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Akademikerförbundet SSR,\nCivilekonomerna, DIK, Förbundet Sveriges Arbetsterapeuter, Jusek, Legitimerade\nSjukgymnasters Riksförbund, Naturvetarna, Sveriges Farmacevtförbund, Sveriges\nIngenjörer, Sveriges Psykologförbund, Sveriges Skolledarförbund, Sveriges\nUniversitetslärarförbund och Sveriges Veterinärförbund.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avtal om arbetstidsbestämmelser för\ntjänstemän\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 1 Avtalets omfattning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.1 Tillämpningsområde\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Detta avtal gäller tjänstemän som\nomfattas av Tjänstemannaavtalet. Dessa tjänstemän undantas från\ntillämpningen av arbetstidslagen (SFS 1982:673) i sin helhet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Parterna är eniga om att detta avtal\nligger inom ramen för EG:s arbetstidsdirektiv, som syftar till att bereda\narbetstagarna säkerhet och hälsa vid arbetstidens förläggning. Särskilda\nbestämmelser om arbetstiden för minderåriga finns i\narbetsmiljölagen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med begreppet tjänstemannaklubb i\ndetta avtal avses den lokala fackliga organisationen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.2 Undantag från reglerna om\nordinarie arbetstid m.m.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Bestämmelserna i §§ 2 - 6, som\nreglerar ordinarie arbetstid, övertid, mertid, jourtid och anteckningar om\növertid, mertid och jourtid samt sammanlagd arbetstid gäller ej\nbeträffande\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänstemän i kvalificerade\nbefattningar med ledningsfunktion\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">arbete som tjänstemannen utför i sitt\nhem eller eljest under sådana förhållanden att det inte kan anses tillkomma\narbetsgivaren att vaka över hur arbetet är anordnat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.3 Överenskomna undantag från\nreglerna om ordinarie arbetstid m.m.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän som enligt 4.1.1\n”Överenskommelse med vissa tjänstemän” i Tjänstemannaavtalet träffar\növerenskommelse om att övertidsarbete skall ersättas med längre semester\noch\u002Feller högre lön kan träffa överenskommelse om att de skall vara\nundantagna från tillämpningen av §§ 2 - 6 i detta avtal.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det är av ömsesidigt intresse för\narbetsgivaren och tjänstemannaklubben att ha en uppgift om den totala\narbetstidens omfattning för tjänstemän som är undantagna från §§ 2-6 i\ndetta avtal. Om tjänstemannaklubben så begär ska de lokala parterna\ngemensamt utforma lämpligt underlag för att bedöma arbetstidsvolymen även\nför dessa tjänstemän.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 2 Ordinarie arbetstid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.1 Längd och\nbegränsningsperiod\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Den ordinarie arbetstiden får inte\növerstiga 40 timmar i genomsnitt per helgfri vecka under en\nbegränsningsperiod om högst fyra veckor eller en kalendermånad. Veckan\nräknas från och med måndag om inte annan beräkning tillämpas på\narbetsstället.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän i intermittent\ntreskiftarbete får den ordinarie arbetstiden inte överstiga 38 timmar i\ngenomsnitt per helgfri vecka och år.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän i kontinuerligt\ntreskiftarbete respektive underjordsarbete får den ordinarie arbetstiden inte\növerstiga 36 timmar i genomsnitt per helgfri vecka och år.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.2 Annan begränsningsperiod\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">överenskommelse om en\nbegränsningsperiod om högst tolvmånader kan träffas mellan arbetsgivaren\noch tjänstemannaklubben. Sådan överenskommelse kan gälla för en enskild\ntjänsteman eller för en grupp av tjänstemän. Uppsägning av sådan\növerens­kommelse skall göras minst tre månader före giltighetstidens\nutgång.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De centrala parterna är ense om att\ndet är möjligt att tillämpa olika lång arbetstid under olika delar av\nåret.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.3 Arbetstidens\nförläggning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid arbetstidens förläggning skall\nhänsyn tas såväl till verksamhetens behov som till tjänstemannens behov och\nönskemål. Inriktningen skall vara att så långt möjligt beakta\ntjänstemannens möjligheter att förena arbete med familjeliv och socialt liv\ni övrigt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemannens önskemål inte kan\ntillgodoses skall arbetsgivaren på begäran ange skälen för detta.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid ändring av tjänstemannens\narbetstid kan en skälig övergångsperiod som beaktar ovanstående behövas\ninnan ändringen genomförs.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 3 Övertid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.1 Övertidsarbete\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med övertidsarbete avses arbete som\nhar utförts utöver den ordinarie dagliga arbetstiden för tjänstemannen\nom\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">övertidsarbetet har beordrats på\nförhand eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">övertidsarbetet har godkänts i\nefterhand av arbetsgivaren.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Som övertidsarbete räknas inte den\ntid som går åt för att utföra nödvändigt förberedelse- och\navslutningsarbete som normalt ingår i tjänstemannens arbete.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid beräkning av fullgjord övertid\ntas endast fulla halvtimmar med.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om övertidsarbetet har utförts\nsåväl före som efter den ordinarie arbetstiden en viss dag, skall de båda\növertidsperioderna räknas ihop.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Beträffande deltidsanställda\ntjänstemän ska arbete som ersätts enligt 4.4.1 i Tjänste­mannaavtalet\nräknas av från övertidsutrymmet i 3.2 nedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.2 Allmän övertid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När det finns särskilda behov får\nallmän övertid tas ut med högst 200 timmar per kalenderår.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid beräkning av övertid skall\nledighet som förläggs till arbetstagarens ordinarie arbetstid respektive\njourtid likställas med fullgjord arbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.3 Återföring av övertid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om övertidsarbete ersätts med\nkompensationsledighet enligt Tjänstemannaavtalet återförs motsvarande antal\ntimmar till övertidsutrymmet enligt 3.2 ovan (allmän övertid).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Exempel\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En tjänsteman utför övertidsarbete,\nfyra timmar, en vardagskväll. Dessa övertidstimmar räknas av från\növertidsutrymmet enligt 3.2. Överenskommelse träffas om att\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänstemannen skall kompenseras med\nledig tid (kompensationsledighet) under sex timmar (4 timmar x 1,5 tim = sex\ntimmar kompensationsledighet).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När kompensationsledigheten har tagits\nut återförs de fyra övertidstimmarna som har kompenserats genom ledigheten\ntill övertidsutrymmet enligt 3.2.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Under kalenderåret får högst 75\ntimmar på detta sätt återföras till övertidsutrymmet, såvida inte\narbetsgivaren och tjänstemannaklubben enas om annat.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och tjänstemannaklubben\nkan komma överens om att övertid som ersatts med kompensationsledighet skall\nläggas ut inom en viss tidsperiod, till exempel räknat från tidpunkten för\növertidsarbetets utförande eller före ett visst datum. En sådan\növerenskommelse gäller tills vidare med tre månaders\nuppsägningstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.4 Extra övertid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Utöver vad som sagts ovan kan, när\ndet finns synnerliga skäl, extra övertid tas ut under kalenderåret enligt\nföljande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">högst 75 timmar efter överenskommelse\nmellan arbetsgivaren och tjänstemannaklubben\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">ytterligare högst 75 timmar efter\növerenskommelse mellan förbundsparterna eller, om dessa enas om detta, mellan\narbetsgivaren och tjänstemannaklubben.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.5 Nödfall\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en natur- eller olyckshändelse\neller någon annan därmed jämförlig omständighet, som inte kunnat\nförutses, vållat avbrott i verksamheten eller medfört överhängande fara\nför sådant avbrott eller skada på liv, hälsa eller egendom, skall övertid\nsom fullgjorts med anledning därav inte beaktas vid beräkning av övertid\nenligt 3.2 (allmän övertid) och 3.4 ovan (extra övertid).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.6 Mertid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med mertid förstås sådan arbetstid\nsom vid deltidsanställning överstiger tjänstemannens ordinarie arbetstid\nenligt anställningsavtalet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 4 Jourtid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4.1 Omfattning av jourtid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om det på grund av verksamhetens natur\när nödvändigt att tjänstemannen står till arbetsgivarens förfogande på\narbetsstället för att utföra arbete när det uppstår behov, får jourtid\ntas ut med högst 48 timmar under en tid av fyra veckor eller 50 timmar under\nen kalendermånad. Som jourtid anses inte tid då tjänstemannen utför arbete\nför arbetsgivarens räkning.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4.2 Annan begränsningsperiod\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och tjänstemannaklubben\nkan träffa en skriftlig överenskommelse om annan begränsningsperiod av\njourtid för en viss tjänsteman eller grupp av tjänstemän.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En överenskommelse enligt föregående\nstycke gäller tills vidare med tre månaders uppsägningstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 5 Anteckning av övertid, mertid\noch jourtid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren skall föra de\nanteckningar som krävs för beräkning av övertid, mertid och jourtid.\nTjänstemannen, tjänstemannaklubben eller representanter för den centrala\narbetstagarparten har rätt att ta del av dessa anteckningar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 6 Sammanlagd arbetstid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Den sammanlagda arbetstiden under varje\nperiod om sju dagar får uppgå till högst 48 timmar i genomsnitt under en\nberäkningsperiod om högst fyra månader.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I lokal överenskommelse kan bestämmas\natt beräkningsperioden istället skall vara längre, högst tolv månader.\nFörlängning av beräkningsperioden förutsätter att berörd tjänsteman\nkompenseras med ledighet eller ges lämpligt skydd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid beräkning av den sammanlagda\narbetstiden skall semester och sjukfrånvaro under tid då tjänsteman annars\nskulle ha arbetat likställas med fullgjord arbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I den sammanlagda arbetstiden ingår\nordinarie arbetstid, allmän och extra övertid, nödfallsövertid, mertid samt\njourtid. Utfört arbete under beredskap räknas som arbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 7 Nattarbetande - natt\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med nattarbetande avses tjänsteman som\nnormalt utför minst tre timmar av sitt arbetspass nattetid samt tjänsteman\nsom troligen kommer att fullgöra en tredjedel av sin årsarbetstid på natten.\nMed natt avses perioden mellan kl. 22.00 - 06.00.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetstiden för nattarbetande\ntjänsteman får under varje period om 24 timmar inte överstiga åtta timmar i\ngenomsnitt under en beräkningsperiod om fyra månader. Vid\ngenomsnittsberäkningen ska från beräkningsperioden avräknas 24 timmar för\nvarje påbörjad period om sju dagar. Avvikelse får göras i lokal\növerenskommelse under förutsättning att tjänstemannen kompenseras med\nledighet eller lämpligt skydd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Nattarbetande vars arbete innebär\nsärskilda risker eller stor fysisk eller mental an­strängning får inte\narbeta mer än åtta timmar inom den 24-timmarsperiod när de utför\nnattarbete. Avvikelse får göras tillfälligtvis om det föranleds av något\nsärskilt förhål­lande som inte har kunnat förutses av arbetsgivaren.\nSådan avvikelse får göras endast under förutsättning att tjänstemannen\nges motsvarande kompensationsledighet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Semester och sjukfrånvaro under tid\ndå tjänstemannen annars skulle ha arbetat skall likställas med fullgjord\narbetstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 8 Rast och\nmåltidsuppehåll\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.1 Rast\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När arbetsdagen är längre än fem\ntimmar har tjänstemannen rätt till rast. Avvikelse får göras genom lokal\növerenskommelse. Sådan avvikelse förutsätter att berörda tjänste­män\nkompenseras med ledighet eller ges lämpligt skydd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren skall på förhand ange\nrasternas längd och förläggning så noga som omständigheterna\nmedger.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Rasternas antal, längd och\nförläggning skall vara tillfredsställande med hänsyn till\narbetsförhållandena.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En god arbetsmiljö förutsätter att\ndet, utöver rasterna, är möjligt att ta pauser under arbetsdagen. Pauser\nräknas in i arbetstiden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.2 Måltidsuppehåll\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Rast får bytas mot måltidsuppehåll\npå arbetsplatsen om det är nödvändigt med hänsyn till\narbetsförhållandena eller med hänsyn till sjukdomsfall eller annan händelse\nsom inte har kunnat förutses av arbetsgivaren. Sådant måltidsuppehåll\nräknas in i arbetsti­den.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 9 Vila\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.1 Dygnsvila\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannen skall beredas minst 11\ntimmars sammanhängande vila per 24- timmarsperiod. Vilan bör vara förlagd\ntill natt, varvid avses att perioden 00.00 - 05.00 bör ingå. Nämnda\n24-timmarsperiod kan omfatta kalenderdygnet från 00.00 - 24.00 eller någon\nannan period om 24 timmar. Perioden ska efter fastställande läggas ut efter\nett fast system och tillämpas konsekvent. Byte av period kan ske vid avbrott\nsåsom vid omläggning av scheman. Se anmärkning 1 nedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avvikelse från dygnsvila får göras\ntillfälligtvis, om det föranleds av något särskilt förhållande som inte\nhar kunnat förutses av arbetsgivaren, under förutsättning att tjänstemannen\nkompenseras med motsvarande ledighet. Se anmärkning 2 nedan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Genom lokal överenskommelse kan\navvikelse från ovanstående göras under förutsätt­ning att tjänstemannen\nkompenseras med ledighet eller ges lämpligt skydd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I det fall ledigheten förläggs till\nordinarie arbetstid ska löneavdrag inte göras.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid arbete under beredskap ska ledighet\ni tid motsvarande faktiskt arbetad tid under beredskapen läggas ut i direkt\nanslutning till nästkommande arbetspass för uppfyllande av sammanlagd\ndygnsvila, enligt första stycket ovan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avvikelse, enligt andra stycket ovan,\nkan ske tillfälligtvis, om det föranleds av något särskilt förhållande\nsom inte kunnat förutses av arbetsgivaren. En sådan avvikelse från\ndygnsvilan förutsätter att tjänstemannen ges motsvarande förlängd\nviloperiod, det vill säga timme per timme, svarande mot avbrottet. Den\nmotsvarande förlängda viloperioden ska om möjligt läggas i anslutning till\ndet arbetspass som avbrutit viloperioden. Om detta av sakliga verksamhetsskäl\ninte är möjligt ska denna ledighet läggas ut inom sju dagar från det att\ndygnsvilan avbrutits.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">9.2 Veckovila\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannen skall beredas minst 36\ntimmars sammanhängande ledighet under varje period om sju dagar (veckovila).\nTill veckovila räknas inte beredskapstid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ledigheten skall så långt möjligt\nförläggas till veckoslut. Ledigheten kan dock förläggas såväl i början\nsom i slutet av en sjudagarsperiod. Ledigheterna för två perioder kan\nsammanföras till ett veckoskifte, vilket gör det möjligt att anpassa\nledigheten vid exempelvis beredskapstjänst.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om sakliga, tekniska eller\narbetsorganisatoriska förhållanden motiverar det får genom lokal\növerenskommelse en veckovila om lägst 24 timmar tillämpas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avvikelse från första stycket får\ngöras tillfälligtvis, om det föranleds av något särskilt förhållande,\nsom inte har kunnat förutses av arbetsgivaren, under förutsättning att\ntjänstemannen kompenseras med motsvarande ledighet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Annan avvikelse från första stycket\nfår göras genom lokal överenskommelse, under förutsättning att\ntjänstemannen kompenseras med ledighet eller ges lämpligt skydd.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 10 Förhandlingsordning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannaavtalets\nförhandlingsordning gäller även för detta avtal.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 11 Uppsägning av\növerenskommelser\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Överenskommelser enligt detta avtal\nkan sägas upp av parterna i enlighet med vad som anges i respektive\nparagraf.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Uppsägning kan ske av arbetsgivaren,\ntjänstemannaklubben eller av respektive central arbetstagarpart.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om endera parten önskar att en lokal\növerenskommelse respektive rätten att träffa lokal överenskommelse skall\nbestå, skall parten skyndsamt begära att förhandlingar om detta förs under\nuppsägningstiden. Förbundsparterna kan förlänga uppsägnings tiden för en\nlokal överenskommelse för att möjliggöra att förhandlingar enligt\nförhandlingsordningen hinner slutföras innan överenskommelsen upphör. I\nsista hand kan frågan om överenskommelsen skall bestå eller inte tas upp\ntill överläggningar i Avtalsnämnden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 12 Giltighetstid\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Detta arbetstidsavtal har samma\ngiltighetstid som Tjänstemannaavtalet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avtal om\nkompetensutveckling\u003C\u002Fspan>\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1 Inriktning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Konkurrensförmågan hos företagen\ninom handelssektorn är allt mer beroende av kvalificerade medarbetare. För\natt verksamheten ska utvecklas är det även viktigt med enkontinuerlig och\nplanerad kompetensutveckling av medarbetarna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Utvecklingen kan i hög grad ske direkt\npå arbetsplatsen genom en flexibel och stimulerande arbetsorganisation där\nteori och praktik blandas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">En fortlöpande utveckling av företag\noch medarbetare skapar förutsättningar för lönsamhet och tryggare\nanställning.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2 Rätt och ansvar\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Alla medarbetare har såväl rätt till\nsom eget ansvar för att kontinuerligt utvecklas i arbetet. Företaget ska\nskapa förutsättningar för detta. Kvinnor och män ska ges samma möjlighet\ntill kompetensutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3 Kompetensutveckling i\nsamverkan\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Utformningen av kompetensutvecklingen\när en ledningsuppgift. Kompetensutveckling utgår från en långsiktig\nverksamhetsanalys, genomförd av företaget efter samråd med den lokala\nfackliga organisationen\u002Ffackligt ombud i företaget. I analysen förutsätts\nvarje medarbetares medverkan och engagemang. Det är av vikt att chefer ges\nutbild­ning som gör det möjligt att utöva ett gott ledarskap.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Planer för kompetensutveckling\nutformas och följs upp kontinuerligt med hänsyn till konkurrens- och\nomvärldssituationen.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Kartläggningen av den enskilde\nmedarbetarens utvecklingsbehov och planeringen av de åtgärder som är\nlämpliga sker i samverkan med medarbetaren.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Utvecklingssamtal och\narbetsplatsträffar rekommenderas som grund för planering av\nkompetensutvecklingen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4 Kostnader\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Av arbetsgivaren beordrad\nkompetensutveckling betraktas som arbete och ska ersättas enligt gällande\nkollektivavtal.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5 Stimulera och premiera\u003C\u002Fspan>\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Kompetensutveckling måste\nuppmärksammas, stimuleras och premieras. Vid lönesättningen bör det vara\nnaturligt att koppling sker till resultat och kompetens. Varje chef bör hålla\nutvecklingssamtal som ett medel för att erhålla en grund för bedömning av\nutvecklingsinsatser och lönesättning för tjänstemannen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Upplysning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Parterna har gemensamt utarbetat\nföljande material:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Policydokumentet\n”Kompetensutveckling”\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">”Verktyg - Kompetensanalysen och\nutvecklingssamtalet”\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Centralt löneavtal\u003C\u002Fspan>\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Svensk Handel och Unionen har i detta\nkollektivavtal tre skilda lönemodeller, bilaga 3 (centralt löneavtal), bilaga\n4 (centralt löneavtal med löneöversyn) och bilaga 5 (lokalt löneavtal). De\ncentrala parterna är överens om att det är av särskild vikt att företagen\niakttar en långsiktighet i val av lönemodell.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Företag har efter förhandling enligt\nmedbestämmandelagen möjlighet att byta lönemodell. Sådan förhandling ska\nske minst sex månader innan nästkommande lönerevisionsdatum. Härvid ska\nföretaget med tjänstemannaklubben gå igenom aktuell lönestruktur för vid\nföretaget anställda tjänstemän. Det är av vikt att parterna försöker att\nkomma överens i valet av lönemodell. Byte av lönemodell kan endast ske en\ngång inom avtalsperioden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid byte från lönemodell enligt\nbilaga 3 till lönemodell enligt bilaga 4 eller 5 förutsätts att lokal\ntjänstemannaklubb finns. För byte av lönemodell från bilaga 3 eller 4 till\nbilaga 5 krävs dess-utom lokal överenskommelse.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1 Löner\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.1 Regler för\nlönesättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Utgångspunkter\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Företag som är lönsamma och\nutvecklas skapar ekonomiska förutsättningar för en real\nlöneutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det är av stor vikt för företagens\nutveckling och konkurrenskraft att de kan ha medar­betare med rätt kompetens\nvilka under hela yrkeslivet ges tillfälle till och motiv för ändamålsenlig\nkompetensutveckling. Om det finns tjänstemän med en ogynnsam kompetens- och\nlöneutveckling ska särskild uppmärksamhet riktas mot dessa.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det individuella\nlönesystemet\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönerna ska vara individuella och\ndifferentierade. Marknadskrafterna och de lokala parternas uppfattning om en\nviss lönestruktur i företaget påverkar också lönerna. Varje tjänsteman\nska veta på vilka grunder lönen sätts och vad tjänstemannen kan göra för\natt öka lönen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren och tjänstemannen ska\ngemensamt ansvara för kompetensutveckling. Ökad kunskap och erfarenhet gör\natt tjänstemannen kan utvecklas för att utföra arbetsuppgifter som är mer\nkvalificerade och mer ansvarskrävande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det är av stor betydelse att\nbedömningen av de faktorer som påverkar lönen för tjänstemännen sker på\nså objektiva grunder som möjligt. Faktorer för den individuella\nlönesättningen ska givetvis vara könsneutrala.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Varje chef bör hålla utvecklings- och\nlönesamtal som ett medel för att erhålla en grund för bedömning av\nutvecklingsinsatser och lönesättning för tjänstemännen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid lönekartläggning enligt\ndiskrimineringslagen bör de lokala parterna hitta och utveckla former för\nsamverkan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SKILLEVEL_trigger\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönesättning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemannens lön ska bestämmas med\nhänsyn till\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">arbetsuppgifternas innehåll,\nsvårighetsgrad och ansvaret som följer därav,\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänstemannens prestation och sätt\natt uppfylla kraven som ställs,\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">ekonomiskt ansvar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Viktiga faktorer som också ska vägas\nin vid lönesättningen är tjänstemannens\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">kunskaper och erfarenheter,\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">förmåga att leda, ta initiativ och\nsamarbeta,\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänstemannens idérikedom och\npedagogiska färdigheter.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Löneökningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det är av stor vikt att företaget har\nen väl utvecklad och förankrad lönepolicy.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänsteman fått mer kvalificerade\noch mer ansvarskrävande arbetsuppgifter ska detta ge löneökning som ska\nutges utöver det allmänna löneutrymmet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänsteman som erhållit helt eller\ndelvis nya arbetsuppgifter som kan betraktas som en befordran ska erhålla\nlöneökning skilt från löneavtalet. En sådan löneök­ning ska i\nnormalfallet ske i samband med befordran.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Löneökningar som ska fördelas\nindividuellt enligt avtal ska fördelas med ovanstående utgångspunkter som\ngrund.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Löneförhållanden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det ska finnas en löneskillnad mellan\narbetsledande tjänstemän och underställd personal som inte innehar en\nspecialistbefattning. Vid lönesättning och lönejämförelse ska även\nförmåner utöver lön beaktas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Män och kvinnor ska ha lika lön för\narbete som är lika eller som är att betrakta som likvärdigt om inte\nlöneskillnaderna beror på faktorer som gäller för den indi­viduella\nlönesättningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän med lång erfarenhet i\nföretaget inom sitt arbete\u002Fyrkesområde ska inte ha en ogynnsam\nlöneutveckling i förhållande till tjänstemän med kortare\nerfarenhet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän som har varit eller är\nföräldralediga ska inte, på grund av ledigheten, ha en ogynnsam\nlöneutveckling i förhållande till övriga tjänstemän i\nföretaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med tjänsteman, som inte erhåller\ngodtagbar lönehöjning, bör särskilda överläggningar föras mellan\nlönesättande chef och medarbetare om dennes förutsättningar för\narbetsuppgifterna och arbetsförutsättningarna, behov av kompetenshöjande\ninsatser eller andra ändamålsenliga åtgärder.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ingångslöner\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med ingångslöner avses lönesättning\nvid nyanställning, vid befordran och när tjänstemannen får nya\narbetsuppgifter i företaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ingångslönen ska sättas i paritet\nmed likvärdiga befattningar inom företaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Hänsyn ska därvid tas till\nomvärlden, tjänstemannens kunskaper och erfarenheter samt de krav som ställs\ni den nya befattningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ingångslönen ska fastställas enligt\nutgångspunkterna för det individuella lönesy­stemet och principerna för\ningångslöner som framgår ovan. Ökad förmåga och er­farenhet ska medföra\nlöneutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.2 Beräkning av utrymme för\nindividuella lönehöjningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ett allmänt utrymme beräknas som 2,0\n% av summan av de fasta kontanta lönerna för\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänstemän den 30 april\n2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Heltidsanställd garanteras, om ej\nannat överenskommes lokalt, vid revisionen den\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1 maj 2016 lönehöjning med 285 kr per\nmånad\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För deltidsanställd ska beloppet\nomräknas i proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän avlönade med såväl\nfast som rörlig lön gäller att beloppet ska nedräknas i proportion till den\nfasta lönens förhållande till den totala lönen. Med total lön avses - om\nföretaget och tjänstemannen inte överenskommer om annat - genomsnittet av\nrörlig och fast lön under 2015.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Fördelning av individuella\nlönehöjningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det utrymme som bildats enligt ovan ska\nfördelas individuellt med beaktande av de grundläggande principerna för den\nindividuella och differentierade lönesättningen enligt “Regler för\nlönesättning” punkt 1.1.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Individuell lönehöjning ska utges\nfr.o.m den 1 maj 2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.3 Lägsta löner\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lägsta löner för anställd som fyllt\n18 år med kortare anställningstid än ett år är under tiden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">den 1 maj 2016 - 30 april 2017 17.175\nkr\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänsteman med ett års\nsammanlagd anställningstid i företaget är lägsta lönen under\ntiden\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">den 1 maj 2016 - 30 april 2017 18.998\nkr\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För att uppnå tillämpligt\nlönebelopp används tjänstemannens bidrag till utrymmet. Om summan härav\ninte räcker för att uppnå lönebeloppet ska resterande del tillskjutas utom\nden tillgängliga ramen för lönehöjningar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Angivna lägsta löner avser\ntjänsteman med heltidsanställning. Vid tillämpningen av dessa belopp för\ndeltidsanställda gäller att beloppen ska omräknas i proportion till vad\ndeltiden utgör i procent av heltid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Med \"lön\" avses här\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fast kontant lön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">naturaförmåner i form av kost eller\nbostad enligt Skatteverket.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">vid provision, tantiem och liknande\nrörliga löneformer: genomsnittsvärdet härav enligt de normer som enligt\nITP-avtalet gäller för bestämmande av pensionsmed- förande lön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De angivna lönebeloppen gäller även\nför vikarier, som i övrigt enligt punkt 2.2 är undantagna från\nlöneavtalets tillämpning.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.4 Introduktionslön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Introduktionslön kan tillämpas under\nförutsättning att\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">introduktions- och utbildningsprogram\nsamt tidsplan har godkänts av den lokala fackliga organisationen och\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">att tjänsteman saknar erfarenhet av\naktuella arbetsuppgifter.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Introduktionslön gäller för\nnyanställda som vid tillträdet är i åldern 18 - 23 år och som ska genomgå\nplanerad utbildning i anslutning till arbetet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönen för sådan tjänsteman ska\nuppgå till lägst 75 % av lägsta lön för tjänsteman som fyllt 18 år.\nIntroduktionslön får utgå under högst 12 månader, dock längst under den\növerenskomna introduktionstiden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2 Omfattning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.1\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Detta löneavtal omfattar tjänsteman\nsom börjat sin anställning vid företaget senast den 30 april 2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.2 Undantag av vissa\nkategorier\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönerevisionen omfattar ej tjänsteman\nsom den 30 april 2016\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">ej har fyllt 18 år eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">är anställd för vikariat eller som\npraktikant eller i övrigt för viss tid, viss säsong eller visst arbete och\nvars anställning ej har varat fortlöpande under 6 månader\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">är anställd på prov och antingen ej\nhar övergått direkt från tidigare anställning, i vilken han har omfattats\nav tjänstemannaavtal om allmänna villkor, eller vars an­ställning ej har\nvarat fortlöpande under 6 månader\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">innehar anställning som utgör\nbisyssla\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">eller\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">tjänsteman som fyllt 67 år.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Överenskommelse kan träffas om att\nlönehöjning ska utges till tjänsteman, som enligt ovan är undantagen från\nlöneavtalet. Därvid ska bestämmelserna i detta vara vägledande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänsteman, som den 30 april 2016\nvar anställd som vikarie eller på prov och som enligt första stycket ej\nomfattas av lönerevisionen, under avtalsperioden erhåller\ntillsvidareanställning vid företaget ska bestämmelserna i detta avtal vara\nvägledande vid fastställandet av tjänstemannens lön.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänsteman som den 30 april 2016 är\ntjänstledig för minst tre månader framåt i tiden, av annat skäl än\nsjukdom eller föräldraledighet, är undantagen från detta löneavtal om ej\növerenskommelse träffas om annat. När tjänstemannen återgår i tjänst ska\nlönen bestämmas efter samma normer som gällt för övriga tjänstemän vid\nföretaget enligt detta avtal.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.3 Tjänstemän som slutat sin\nanställning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om en tjänsteman har slutat sin\nanställning den 1 maj 2016 eller senare och ej har fått lönehöjning enligt\npunkt 1.2 ska han till företaget anmäla sitt krav härpå senast inom en\nmånad efter det att tjänstemännen vid företaget har underrättats om att\nlönerevis­ionen är genomförd. Om tjänstemannen försummar detta, medför\ndetta löneavtal ej längre någon rätt för honom till\nlönehöjning.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.4 Anställningsavtal den 1 november\nåret före lönerevision\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om företaget och en tjänsteman den 1\nnovember eller senare har träffat avtal om anställning och därvid även om\nviss lön och de vidare uttryckligen har överenskommit att den avtalade lönen\nska gälla oberoende av nästkommande lönerevision ska tjänstemannen ej\nomfattas av löneavtalet ifrågavarande år.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.5 Redan genomförd\nlönerevision\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om företaget i avvaktan på detta\nlöneavtal redan har utgett generella och\u002Feller individuella lönehöjningar\nska dessa avräknas mot vad tjänstemannen erhåller vid tillämpning av punkt\n1.2 såvida ej uttrycklig lokal överenskommelse om annat har\nträffats.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3 Tillämpningsregler\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.1 Begreppet företag\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I det fall ett företag har sin\nverksamhet förlagd till olika orter eller om det på samma ort har flera\nenheter gäller följande vid beräkningen av ramen för lönehöjningar enligt\npunkt 1.2. Om så har varit klar praxis vid företaget vid tillämpningen av\ntidigare löneavtal eller om lokal överenskommelse härom träffas, avses med\n\"företag\" företa­get som helhet, i annat fall tillämpas avtalet per\nföretagsenhet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.2 Retroaktiv omräkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I det fall detta löneavtal tillämpas\nretroaktivt gäller följande beträffande sjukavdrag, tjänstledighetsavdrag\noch utbetalade övertidsersättningar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Individuell omräkning av sjukavdrag\nska ske enligt följande:\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Sjukavdrag t o m 14:e kalenderdagen ska\nomräknas retroaktivt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Retroaktiv omräkning ska ej ske för\nsjukavdrag fr o m 15:e kalenderdagen annat än i den mån lönehöjningen\nbeaktats vid fastställande av sjukpenningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstledighetsavdrag ska omräknas\nretroaktivt. Omräkningen ska ske individuellt.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Övertidsersättningar ska omräknas\nretroaktivt. Omräkningen ska ske med den genom­snittliga lönehöjningen för\ntjänstemännen vid företaget, såvida inte lokal överens­kommelse träffas\nom att omräkningen ska ske individuellt för varje tjänsteman.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.3 Arbetstidsförändring\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om arbetstidens längd för\ntjänstemännen vid företaget eller vissa av dessa förändras den 1 maj 2016\neller senare ska lönerna för berörda tjänstemän ändras i proportion till\narbetstidsförändringen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4 Provision\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4.1\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Garanterat provisionsbelopp till\ntjänsteman helt avlönad med provision höjs med 285 kr per månad den 1 maj\n2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4.2\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För provisions- och tantiemavlönade\ntjänstemän bör eftersträvas - med beaktande av att det ligger i nämnda\nlöneformers natur att årsförtjänsten för den enskilde tjänstemannen kan\nvariera - att förtjänstutvecklingen på sikt följer den för övriga\ntjänstemän.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4.3\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänsteman avlönad med provision\neller andra rörliga lönedelar garanteras att utgående lön per månad,\nberäknad på ett genomsnitt av närmast föregående tremånadersperiod,\nuppgår till tillämplig lägstlön. Denna bestämmelse utgör inte hinder för\nlägre garantilön eller motsvarande enligt tillämpligt system för\nprovisionslön eller andra rörliga lönedelar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5 Vissa pensionsfrågor\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5.1 Pensionsmedförande\nlönehöjningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om lönehöjning utges till tjänsteman\nsom anges i punkt 2.3 och som är pensionsberättigad, ska höjningen ej vara\npensionsmedförande. Om anställningen har upphört på grund av pensionsfall\nska emellertid lönehöjningen vara pensionsmedförande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">5.2 Anmälan om pensionsmedförande\nlön\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Företagen ska till Collectum\nrespektive PRI såsom pensionsmedförande lön anmäla lönehöjning enligt\npunkt 1.2 fr o m den 1 maj 2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Förhandlingsordning vid lönerevision\n- Unionen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Parterna är ense om följande\nförhandlingsordning för lönerevision per den 1 maj 2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om part så begär i samband med\nfastställandet av tidsplan inleds förhandlingarna med en genomgång av\navtalets innebörd i syfte att undanröja eventuella oklarheter.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemännen ska till företaget\nsenast den 28 juni 2016 lämna skriftlig uppgift på berörda medlemmar och av\ndem utsedda representanter. Företaget ska senast den 2 september 2016 till den\neller de utsedda representanterna lämna skriftligt meddelande om de nya löner\nsom avses utgå till berörda tjänstemän.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om tjänstemännen önskar påkalla\nlokala förhandlingar rörande den sålunda meddelade lönesättningen, ska\nmeddelande härom, med revisionsförslag av representanter för tjänstemännen\ninlämnas till företaget senast den 20 september 2016. De lokala\nförhandlingarna om lönesättningen ska upptagas snarast och vara avslutade\nsenast den 7 oktober 2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om den lokala förhandlingen enligt b)\nej leder till uppgörelse, må frågan hänskjutas till central förhandling\nmellan Svensk Handel och Unionen. Begäran om sådan central förhandling ska\nske skriftligen och påkallas hos Svensk Handel respektive Unionen senast den\n22 oktober 2016, varefter det ankommer på Svensk Handel och Unionen att utan\ndröjsmål fastställa för parterna lämplig dag för central\nför­handling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna äger träffa\növerenskommelse om avvikelse från den under punk­terna a) och b) angivna\nförhandlingsordningen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I de fall denna förhandlingsordning ej\nsätts i kraft enligt a) därför att det saknas lokal facklig representation\näger den anställde begära förhandling om ny lön senast den 28 juni 2016.\nArbetsgivaren ska senast inom 14 dagar härefter lämna meddelande om den nya\nlön som avses utgå. Tjänstemannen har rätt att senast inom 14 dagar begära\nförhandling. Vid förhandlingen kan tjänstemannen biträdas av\nombudsman.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Centralt löneavtal med\nlöneöversyn\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Svensk Handel och Unionen har i detta\nkollektivavtal tre skilda lönemodeller, bilaga 3 (centralt löneavtal), bilaga\n4 (centralt löneavtal med löneöversyn) och bilaga 5 (lokalt löneavtal). De\ncentrala parterna är överens om att det är av särskild vikt att företagen\niakttar en långsiktighet i val av lönemodell.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Företag har efter förhandling enligt\nmedbestämmandelagen möjlighet att byta lönemodell. Sådan förhandling ska\nske minst sex månader innan nästkommande lönerevisionsdatum. Härvid ska\nföretaget med tjänstemannaklubben gå igenom aktuell lönestruktur för vid\nföretaget anställda tjänstemän. Det är av vikt att parterna försöker att\nkomma överens i valet av lönemodell. Byte av lönemodell kan endast ske en\ngång inom avtalsperioden.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid byte från lönemodell enligt\nbilaga 3 till lönemodell enligt bilaga 4 eller 5 förut­sätts att lokal\ntjänstemannaklubb finns. För byte av lönemodell från bilaga 3 eller 4 till\nbilaga 5 krävs dessutom lokal överenskommelse.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Upphör tjänstemannaklubb kan\nlönemodell enligt bilaga 4 genomföras med Unionens regionkontor vid kommande\nlönerevision. Har ingen ny tjänstemannaklubb bildats därefter ska företaget\ntillämpa lönemodell enligt bilaga 3.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För det fall arbetsplatsombud med\nförhandlingsmandat finns på företaget kan löne­modell enligt bilaga 4\nfortsätta tillämpas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1 Den 1 maj 2016\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.1 Gemensamma\nutgångspunkter\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönesättning och löneutveckling sker\nmot bakgrund av de förhållanden som skapar företagets ekonomiska\nförutsättningar. Därigenom skapas uthålliga förutsättningar för en real\nlöneutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Det är av stor vikt för företagens\nutveckling och konkurrenskraft att de kan ha medar­betare med rätt kompetens\nvilka under hela yrkeslivet ges tillfälle till och motiv för ändamålsenlig\nkompetensutveckling. Här ska uppmärksamhet riktas mot tjänstemän med en\nogynnsam kompetens- och löneutveckling.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönerna ska vara individuella och\ndifferentierade.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönerna ska bestämmas med hänsyn\ntill ansvaret och svårighetsgraden i befatt­ningen och tjänstemannens sätt\natt uppfylla dessa krav.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Lönen bör öka när ansvaret och\nsvårighetsgraden ökar och då tjänstemannens prestation och duglighet blir\nstörre.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Varje medarbetare ska veta på vilka\ngrunder lönen sätts och vad medarbetaren kan göra för att öka lönen.\nVarje chef bör hålla utvecklings - och lönesamtal som ett medel för att\nerhålla en grund för bedömning av utvecklingsinsatser och lönesättning\nför tjänstemännen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Marknadskrafterna och de lokala\nparternas önskan om en viss lönestruktur i företaget påverkar också\nlönerna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ökad kunskap och erfarenhet gör att\ntjänstemännen kan utvecklas för att utföra arbetsuppgifter som är mer\nkvalificerade och mer ansvarskrävande. Detta ska ge utslag i lönen, varvid\nlöneökning utges utöver det allmänna utrymmet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För högre tjänstemän, såväl\nchefer som arbetsledare och specialister, är följande faktorer av särskild\nbetydelse vid lönesättningen: Ledningsförmåga, omdöme och\ninitiativförmåga, ekonomiskt ansvar, samarbetsförmåga, idérikedom och\ninnovationskraft samt pedagogisk förmåga.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Män och kvinnor ska ha lika lön för\narbete som är lika eller som är att betrakta som likvärdigt. Parterna enas\nom att de lokala parterna inför de löneförhandlingar som ska ske enligt\navtalen, ska analysera kvinnornas löner i förhållande till män­nens.\nFramgår det av dessa analyser att omotiverade löneskillnader finns i\nföreta­get ska dessa justeras i samband med förhandlingarna.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid lönekartläggning enligt\ndiskrimineringslagen bör de lokala parterna hitta och utveckla former för\nsamverkan.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Tjänstemän som har varit eller är\nföräldralediga ska ingå i ordinarie lönerevision och ska inte, på grund av\nledigheten, ha en ogynnsam löneutveckling i förhållande till övriga\ntjänstemän på företaget.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För äldre tjänstemän gäller samma\nprinciper som för yngre.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.2 Löneöversyn\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">De lokala parterna skall under\navtalsåret 2016 utöver nedan angivet utrymme för­handla om löneökningar i\nsyfte att för tjänstemannagruppen bibehålla eller uppnå önskad\nlönestruktur.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">I samband med löneöversynen ska\nföretaget och tjänstemannaklubben gå igenom följande.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Nuvarande lönestruktur och framtida\nbehov av förändring.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Mål och prioriteringar samt därtill\nhörande lönekriterier för den kommande lönerevisionen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid överväganden beträffande\nlönestrukturen skall beaktas de i gruppen ingående tjänstemännens ökade\nerfarenheter i sina befattningar, mer kvalificerade arbetsuppgif­ter, höjda\nkrav i arbetet, större befogenheter och ansvar, befordran, bättre\narbetsinsat­ser samt sådan utveckling av egen och andras kompetens som är av\nvikt för verksamheten.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Särskilda hänsyn skall vidare tas\ntill individer med ogynnsamt löneläge eller ogynn­sam löneutveckling.\nSkulle en sådan individ likväl inte få del av löneökning vid översynen\nskall - på endera parts begäran - särskild överläggning föras om dennes\nförutsättningar för arbetsuppgifterna, behov av kompetenshöjning eller\nandra ända­målsenliga åtgärder.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Löneökningar till följd av\nlöneöversyn gäller, om inte annat överenskommes, med verkan från den 1 maj\n2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.3 Beräkning av utrymme för\nindividuella lönehöjningar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Ett allmänt utrymme beräknas som 1,5\n% av summan av de fasta kontanta lönerna för tjänstemän den 30 april\n2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Heltidsanställd garanteras, om ej\nannat överenskommes lokalt, vid revisionen den 1 maj 2016 lönehöjning med\n285 kr per månad.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För deltidsanställd ska beloppet\nomräknas i proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">För tjänstemän avlönade med såväl\nfast som rörlig lön gäller att beloppet ska nedräknas i proportion till den\nfasta lönens förhållande till den totala lönen. Med total lön avses - om\nföretaget och tjänstemannen inte överenskommer om annat - genomsnittet av\nrörlig och fast lön under föregående avtalsår.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Individuell lönehöjning ska utges fr\no m den 1 maj 2016.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>1.4 Lägsta löner\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lägsta löner för anställd som fyllt 18 år med kortare anställningstid\nän ett år är under tiden\u003C\u002Fp>\n\n\u003Cp>den 1 maj 2016 - 30 april 2017 17.175 kr\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med ett års sammanlagd anställningstid i företaget är\nlägsta lönen under tiden\u003C\u002Fp>\n\n\u003Cp>den 1 maj 2016 - 30 april 2017 18.998 kr\u003C\u002Fp>\n\n\u003Cp>För att uppnå tillämpligt lönebelopp används tjänstemannens bidrag\ntill utrymmet. Om summan härav inte räcker för att uppnå lönebeloppet ska\nresterande del tillskjutas utom den tillgängliga ramen för\nlönehöjningar.\u003C\u002Fp>\n\n\u003Cp>Angivna lägsta löner avser tjänsteman med heltidsanställning. Vid\ntillämpningen av dessa belopp för deltidsanställda gäller att beloppen ska\nomräknas i proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>Med \"lön\" avses här\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>fast kontant lön\u003C\u002Fp>\n\n\u003Cp>naturaförmåner i form av kost eller bostad enligt Skatteverket\u003C\u002Fp>\n\n\u003Cp>vid provision, tantiem och liknande rörliga löneformer: genomsnittsvärdet\nhärav enligt de normer som enligt ITP-avtalet gäller för bestämmande av\npensionsmed- förande lön.\u003C\u002Fp>\n\n\u003Cp>De angivna lönebeloppen gäller även för vikarier, som i övrigt enligt\npunkt 2.2 är undantagna från löneavtalets tillämpning. Så kallade\nsommarvikarier och motsvarande omfattas dock ej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.5 Introduktionslön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Introduktionslön kan tillämpas under förutsättning att\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>introduktions- och utbildningsprogram samt tidsplan har godkänts av den\nlokala fackliga organisationen och\u003C\u002Fp>\n\n\u003Cp>att tjänsteman saknar erfarenhet av aktuella arbetsuppgifter.\u003C\u002Fp>\n\n\u003Cp>Introduktionslön gäller för nyanställda som vid tillträdet är i\nåldern 18 - 23 år och som ska genomgå planerad utbildning i anslutning till\narbetet.\u003C\u002Fp>\n\n\u003Cp>Lönen för sådan tjänsteman kan uppgå till lägst 75 % av lägsta lön\nför tjänsteman som fyllt 18 år. Introduktionslön får utgå under högst 12\nmånader, dock längst under den överenskomna introduktionstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2 Omfattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.1\u003C\u002Fp>\n\n\u003Cp>Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 30 april 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.2 Undantag av vissa kategorier\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen omfattar ej tjänsteman som vid under 2.1 angivna datum\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ej har fyllt 18 år\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>är anställd för vikariat eller som praktikant eller i övrigt för viss\ntid, viss säsong eller visst arbete och vars anställning ej har varat\nfortlöpande under 6 månader eller\u003C\u002Fp>\n\n\u003Cp>är anställd på prov och antingen ej har övergått direkt från tidigare\nanställning, i vilken han har omfattats av tjänstemannaavtal om allmänna\nvillkor, eller vars an­ställning ej har varat fortlöpande under 6\nmånader\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>innehar anställning som utgör bisyssla\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>tjänsteman som fyllt 67 år.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse kan träffas om att lönehöjning ska utges till\ntjänsteman, som enligt ovan är undantagen från löneavtalet. Därvid ska\nbestämmelserna i detta vara vägledande.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman, som vid under 2.1 angivna datum var anställd som vikarie\neller på prov och som enligt första stycket ej omfattas av lönerevisionen,\nunder avtalsperioden erhåller tillsvidareanställning vid företaget ska\nbestämmelserna i detta avtal vara vägledande vid fastställandet av\ntjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vid under 2.1 angivna datum är tjänstledig för minst tre\nmånader framåt i tiden av annat skäl än sjukdom eller föräldraledighet\när undantagen från detta löneavtal om ej överenskommelse träffas om annat.\nNär tjänstemannen återgår i tjänst ska lönen bestämmas efter samma\nnormer som gällt för övriga tjänstemän vid företa­get enligt detta\navtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.3 Tjänstemän som slutat sin anställning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har slutat sin anställning den 1 maj 2016 eller senare\noch ej har fått lönehöjning enligt punkt 1.3 ska han till företaget anmäla\nsitt krav härpå senast inom en månad efter det att tjänstemännen vid\nföretaget har underrättats om att lönerevis­ionen är genomförd. Om\ntjänstemannen försummar detta, medför detta löneavtal ej längre någon\nrätt för honom till lönehöjning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.4 Anställningsavtal den 1 november året före lönerevision\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om företaget och en tjänsteman den 1 november eller senare har träffat\navtal om anställning och därvid även om viss lön och de vidare uttryckligen\nhar överenskommit att den avtalade lönen ska gälla oberoende av\nnästkommande lönerevision ska tjäns­temannen ej omfattas av löneavtalet\nför ifrågavarande år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.5 Redan genomförd lönerevision\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om företaget i avvaktan på detta löneavtal redan har utgett generella\noch\u002Feller indivi­duella lönehöjningar ska dessa avräknas mot vad\ntjänstemannen erhåller vid tillämp­ning av punkt 1.3 såvida ej uttrycklig\nlokal överenskommelse om annat har träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.6 Kontraktslön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Löneavtalet tillämpas även för en tjänsteman med kontraktslön, om det\nej framgår av omständigheterna att så ej varit avsikten då kontraktet\nupprättades eller förnyades.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3 Tillämpningsregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.1 Begreppet företag\u003C\u002Fp>\n\n\u003Cp>\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 vid beräkningen av\nramen för lönehöjningar enligt punkt 1.3. Om så har varit klar praxis vid\nföretaget vid tillämpningen av tidigare löneavtal eller om lokal\növerenskommelse härom träffas, avses med \"företag\" företa­get som helhet,\ni annat fall tillämpas avtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.2 Retroaktiv omräkning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I det fall detta löneavtal tillämpas retroaktivt gäller följande\nbeträffande sjukavdrag, tjänstledighetsavdrag och utbetalade\növertidsersättningar.\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag ska omräknas enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag t o m 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>Retroaktiv omräkning ska ej ske för sjukavdrag fr o m 15:e kalenderdagen\nannat än i den mån lönehöjningen beaktats vid fastställande av\nsjukpenningen.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighetsavdrag ska omräknas retroaktivt. Omräkningen ska ske\nindividuellt.\u003C\u002Fp>\n\n\u003Cp>Övertidsersättningar ska omräknas retroaktivt. Omräkningen ska ske med\nden genom­snittliga lönehöjningen för tjänstemännen vid företaget,\nsåvida inte lokal överens­kommelse träffas om att omräkningen ska ske\nindividuellt för varje tjänsteman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.3 Arbetstidsförändring\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetstidens längd för tjänstemännen vid företaget eller vissa av\ndessa förändras den 1 maj 2016 eller senare ska lönerna för berörda\ntjänstemän ändras i proportion till arbetstidsförändringen om inte annat\növerenskommes lokalt.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4 Provision\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1\u003C\u002Fp>\n\n\u003Cp>Garanterat provisionsbelopp till tjänsteman helt avlönad med provision\nhöjs med 285 kr per månad den 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>4.2\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 tjänste­mannen kan variera - att förtjänstutvecklingen\npå sikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5 Vissa pensionsfrågor\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensionsberättigad, ska höjningen ej vara pensionsmedförande. Om\nanställningen har upphört på grund av pensionsfall ska emellertid\nlönehöjningen vara pensionsmedförande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagen ska till Collectum eller PRI såsom pensionsmedförande lön\nanmäla löne­höjning enligt punkt 1.3 fr o m den 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning vid lönerevision - Unionen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är ense om följande förhandlingsordning för lönerevision per\nden 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>Om part så begär i samband med fastställandet av tidsplan inleds\nförhandlingarna med\u003C\u002Fp>\n\n\u003Cp>en genomgång av avtalets innebörd i syfte att undanröja eventuella\noklarheter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemännen ska till företaget senast den 28 juni 2016 lämna skriftlig\nuppgift på berörda medlemmar och av dem utsedda representanter. Företaget\nska senast den 2 september 2016 till den eller de utsedda representanter­na\nlämna skriftligt meddelande om de nya löner som avses utgå till berörda\ntjäns­temän.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemännen önskar påkalla lokala förhandlingar rörande den\nsålunda meddelade lönesättningen, ska meddelande härom, med\nrevisionsförslag av repre­sentanter för tjänstemännen inlämnas till\nföretaget senast den 20 september 2016. De lokala förhandlingarna om\nlönesättningen ska upptas snarast och vara avslu­tade senast den 7 oktober\n2016.\u003C\u002Fp>\n\n\u003Cp>Om den lokala förhandlingen enligt b) ej leder till uppgörelse, må\nfrågan hänskjutas till central förhandling mellan Svensk Handel och Unionen.\nBegäran om sådan central förhandling ska ske skriftligen och påkallas hos\nSvensk Handel respektive Unionen senast den 22 oktober 2016, varefter det\nankommer på Svensk Handel och Unionen att utan dröjsmål fastställa för\nparterna lämplig dag för central förhandling.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna äger träffa överenskommelse om avvikelse från den\nunder punk­terna a) och b) angivna förhandlingsordningen.\u003C\u002Fp>\n\n\u003Ch2>Lokalt löneavtal\u003C\u002Fh2>\n\n\u003Cp>Inledning\u003C\u002Fp>\n\n\u003Cp>Det traditionella centrala löneavtalet anger hur löneökningarna ska\nräknas fram, t ex i kronor, procent och fördelning av potter. Detta avtal är\nett alternativ och anger inte sådana regler. Det är arbetsgivaren och den\nlokala fackliga organisationen som tillsammans kommer överens om hur\nförhandlingarna ska gå till, löneutrymme, samt den individuella\nfördelningen.\u003C\u002Fp>\n\n\u003Cp>Förutsättningar\u003C\u002Fp>\n\n\u003Cp>Tillämpning av detta avtal inleds genom att arbetsgivaren enligt nedan\nangivna förhandlingsordning begär det hos den lokala tjänstemannaparten på\nföretaget senast de datum som framgår av förhandlingsordning för lokalt\nlöneavtal.\u003C\u002Fp>\n\n\u003Cp>Med lokal tjänstemannapart enligt detta avtal förstås tjänstemannaklubb\neller där sådan saknas facklig förtroendeman med behörighet att\nlöneförhandla.\u003C\u002Fp>\n\n\u003Cp>En information om avtalets innebörd lämnas till samtliga tjänstemän.\nArbetsgivaren och berörd lokal tjänstemannapart anordnar en sådan\ninformation.\u003C\u002Fp>\n\n\u003Cp>Inför varje lönerevision ska arbetsgivaren och berörd lokal\ntjänstemannapart göra en gemensam bedömning av de ekonomiska\nförutsättningarna för företaget. Berörd lokal tjänstemannapart ska\nerhålla all relevant information som behövs i förhandlingarna, t ex\nföretagets resultat och framtidsutsikter, ekonomin för de olika\nresultatenheterna, försäljningsstatistik m m.\u003C\u002Fp>\n\n\u003Cp>En gemensam bedömning ska också omfatta lönesituationen i företaget. T\nex löneutvecklingen de senaste två åren, ”intern lönestatistik” samt\nlöneskillnader mellan olika grupper exempelvis mellan män och kvinnor.\u003C\u002Fp>\n\n\u003Cp>Efter varje genomförd lönerevision enligt detta avtal ska arbetsgivaren\noch lokal tjänstemannapart gemensamt göra en utvärdering av revisionen.\u003C\u002Fp>\n\n\u003Cp>Lokalt löneavtal har samma giltighetstid som det centrala löneavtalet och\nupphör att gälla vid samma tidpunkt som det centrala avtalet oavsett lokal\nreglering.\u003C\u002Fp>\n\n\u003Cp>Regler för lönesättning\u003C\u002Fp>\n\n\u003Cp>Utgångspunkter\u003C\u002Fp>\n\n\u003Cp>Företag som är lönsamma och utvecklas skapar ekonomiska förutsättningar\nför en real löneutveckling.\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt för företagens utveckling och konkurrenskraft att de\nkan ha medar­betare med rätt kompetens vilka under hela yrkeslivet ges\ntillfälle till och motiv för ändamålsenlig kompetensutveckling. Om det\nfinns tjänstemän med en ogynnsam kompetens- och löneutveckling ska särskild\nuppmärksamhet riktas mot dessa.\u003C\u002Fp>\n\n\u003Cp>Det individuella lönesystemet\u003C\u002Fp>\n\n\u003Cp>Lönerna ska vara individuella och differentierade. Marknadskrafterna och de\nlokala parternas uppfattning om en viss lönestruktur i företaget påverkar\nockså lönerna. Varje tjänsteman ska veta på vilka grunder lönen sätts och\nvad tjänstemannen kan göra för att öka lönen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen ska medverka till tjänstemännens\nkompetensut­veckling. Ökad kunskap och erfarenhet gör att tjänstemannen kan\nutvecklas för att utföra arbetsuppgifter som är mer kvalificerade och mer\nansvarskrävande.\u003C\u002Fp>\n\n\u003Cp>Det är av stor betydelse att bedömningen av de faktorer som påverkar\nlönen för tjänstemännen sker på så objektiva grunder som möjligt.\nUtvecklingssamtal kan vara ett medel för att erhålla en grund för bedömning\nav utvecklingsinsatser och lönesättning för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>Lönesättning\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens lön ska bestämmas med hänsyn till\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>arbetsuppgifternas innehåll, svårighetsgrad och ansvaret som följer\ndärav,\u003C\u002Fp>\n\n\u003Cp>tjänstemannens prestation och sätt att uppfylla kraven som ställs,\u003C\u002Fp>\n\n\u003Cp>ekonomiskt ansvar.\u003C\u002Fp>\n\n\u003Cp>Viktiga faktorer som också ska vägas in vid lönesättningen är\ntjänstemannens\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>kunskaper och erfarenheter,\u003C\u002Fp>\n\n\u003Cp>förmåga att leda, ta initiativ och samarbeta,\u003C\u002Fp>\n\n\u003Cp>tjänstemannens idérikedom och pedagogiska färdigheter.\u003C\u002Fp>\n\n\u003Cp>Löneökningar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det är av stor vikt att företaget har en väl utvecklad och förankrad\nlönepolicy.\u003C\u002Fp>\n\n\u003Cp>Om tjänsteman fått mer kvalificerade och mer ansvarskrävande\narbetsuppgifter ska detta ge utslag i lönen.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som erhållit helt eller delvis nya arbetsuppgifter som kan\nbetraktas som en befordran ska erhålla löneökning skilt från löneavtalet.\nEn sådan löneök­ning ska i normalfallet ske i samband med befordran.\u003C\u002Fp>\n\n\u003Cp>Löneökningar som ska fördelas individuellt enligt avtal ska fördelas med\novanstående utgångspunkter som grund.\u003C\u002Fp>\n\n\u003Cp>Löneförhållanden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Det ska finnas en löneskillnad mellan arbetsledande tjänstemän och\nunderställd personal som inte innehar en specialistbefattning. Vid\nlönesättning och lönejämförelse ska även förmåner utöver lön\nbeaktas.\u003C\u002Fp>\n\n\u003Cp>Män och kvinnor ska ha lika lön för arbete som är lika eller som är att\nbetrakta som likvärdigt om inte löneskillnaderna beror på faktorer som\ngäller för den indi­viduella lönesättningen.\u003C\u002Fp>\n\n\u003Cp>Tjänstemän med lång erfarenhet i företaget inom sitt arbete\u002Fyrkesområde\nska inte ha en ogynnsam löneutveckling i förhållande till tjänstemän med\nkortare erfarenhet.\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som har varit eller är föräldralediga ska inte, på grund av\nledigheten, ha en ogynnsam löneutveckling i förhållande till övriga\ntjänstemän i företaget.\u003C\u002Fp>\n\n\u003Cp>Med tjänsteman, som inte erhåller godtagbar lönehöjning, bör särskilda\növerlägg­ningar föras mellan lönesättande chef och medarbetare om dennes\nförutsättningar för arbetsuppgifterna och arbetsförutsättningarna, behov\nav kompetenshöjande insatser eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>Ingångslöner\u003C\u002Fp>\n\n\u003Cp>Med ingångslöner avses lönesättning vid nyanställning, vid befordran\noch när tjänstemannen får nya arbetsuppgifter i företaget.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ingångslönen ska sättas i paritet med likvärdiga befattningar inom\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Hänsyn ska därvid tas till omvärlden, tjänstemannens kunskaper och\nerfarenheter samt de krav som ställs i den nya befattningen.\u003C\u002Fp>\n\n\u003Cp>Ingångslönen ska fastställas enligt utgångspunkterna för det\nindividuella lönesy­stemet och principerna för ingångslöner som framgår\novan. Ökad förmåga och er­farenhet ska medföra löneutveckling\u003C\u002Fp>\n\n\u003Cp>Förhandlingsordning\u003C\u002Fp>\n\n\u003Cp>Nedanstående förhandlingsordning gäller.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Senast den 28 juni 2016 ska arbetsgivaren till lokal tjänstemannapart\nanmäla sitt önskemål om att tillämpa lokalt löneavtal. Med lokal\ntjänstemannapart enligt detta avtal förstås tjänstemannaklubb, eller där\nsådan saknas facklig förtroendeman med behörighet att löneförhandla.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och lokal tjänstemannapart ska gemensamt informera samtliga\nberörda tjänstemän om innebörden av och syftet med avtalet. Skulle parterna\ni samband med informationen inte finna fortsatt tillämpning meningsfull ska\ndenna avbrytas och snarast övergå till förhandlingar enligt det centrala\nlöneavtalets be­stämmelser.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna kommer överens om att fortsätta att tillämpa Lokalt\nlöneav­tal ska en förhandlingsordning upprättas, dvs när förhandlingarna\nska starta och när de ska vara avslutade. I samband därmed ska lokal\ntjänstemannapart informera arbetsgivaren om vilka tjänstemän som man\nföreträder i förhandlingen. Förhandlingarna ska dock genomföras på ett\nsådant sätt att de kan vara avslutade före den tidpunkt som anges i punkt 5\nnedan.\u003C\u002Fp>\n\n\u003Cp>Under förhandlingen kan de lokala parterna hos de centrala parterna begära\nråd\u002Fbiträde.\u003C\u002Fp>\n\n\u003Cp>Om de lokala parterna med eller utan rådgivning från centrala parterna\ninte kan träffa överenskommelse ska förhandlingarna enligt detta avtal\navbrytas. Därefter ska arbetsgivaren och lokal tjänstemannapart snarast, dock\nsenast den 2 september 2016 inleda förhandlingar enligt det centrala\nlöneavtalet.\u003C\u002Fp>\n\n\u003Cp>Träffas ingen lokal överenskommelse ska central förhandling påkallas\nsenast inom tio dagar från den lokala förhandlingens avslutande.\u003C\u002Fp>\n\n\u003Cp>Arbetsgång och chefernas ansvar\u003C\u002Fp>\n\n\u003Cp>Chef ska diskutera arbetsresultat och sambandet med lönesättningen med var\noch en av sina medarbetare. Berörda centrala parter ska utarbeta ett gemensamt\nmaterial som kan vara till hjälp vid sådana samtal.\u003C\u002Fp>\n\n\u003Cp>Varje chef ska ägna särskild omsorg åt de medarbetare som enligt\nföretagets uppfatt­ning inte når upp till de mål som överenskommits och\ndärför får mindre löneökning än vad flertalet i gruppen\u002Fföretaget får.\nSådan medarbetare ska erhålla möjlighet att förbättra sina arbetsinsatser\ngenom t ex. utbildning, förändringar i arbetsfördelning och\narbetsorganisation. En särskild plan för sådana insatser ska upprättas.\u003C\u002Fp>\n\n\u003Cp>Om lokal tjänstemannapart eller berörd medlem begär det ska den lokala\ntjänstemannaparten medverka vid sådana förändringar\u002Futvecklingsinsatser som\nkan behövas för att få en positiv förändring av arbetsresultatet.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen ska fortlöpande följas av chef och facklig representant.\nStora krav ställs särskilt på att analysera orsakerna till att vissa\ntjänstemän får mindre löneökningar än flertalet i gruppen\u002Fföretaget.\nArbetsgivaren kan inte hävda brist i måluppfyllelse hos enskild tjänsteman\nom inte möjligheter till utvecklingsinsatser givits.\u003C\u002Fp>\n\n\u003Cp>Utvärdering av lönerevisionen\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare och lokal tjänstemannapart ska göra en gemensam utvärdering\nefter avslutad lönerevision. Följande punkter bör beaktas:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De anställdas och ledningens allmänna reaktioner om försöket med lokal\nlönesättning utan traditionella centrala löneavtal.\u003C\u002Fp>\n\n\u003Cp>Chefernas förmåga att informera medarbetarna om den nya lönen i\nförhållande till arbetsuppgifter och prestationer.\u003C\u002Fp>\n\n\u003Cp>Resultat av särskilda utvecklingsinsatser för vissa tjänstemän.\u003C\u002Fp>\n\n\u003Cp>Har t ex osakliga löneskillnader mellan män och kvinnor rättats till?\nJämförelse med vad man vet om lönerna hos konkurrenter inom branschen.\u003C\u002Fp>\n\n\u003Cp>Jämförelse med löneutvecklingen tidigare år i företaget.\u003C\u002Fp>\n\n\u003Cp>Förändringar som behöver göras för att man ska fortsätta med Lokalt\nlöneavtal nästa avtalsperiod.\u003C\u002Fp>\n\n\u003Cp>Respektive part kan dessutom göra en egen utvärdering för att få reda\npå hur de egna målen och förväntningarna har blivit uppfyllda.\u003C\u002Fp>\n\n\u003Ch2>Utdrag ur förhandlingsprotokoll 2013-05-21, Svensk Handel-Unionen\u003C\u002Fh2>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Cp>För de företag som träffat lokala eller enskilda överenskommelser enligt\ntidigare Sif\u003C\u002Fp>\n\n\u003Cp>avtal äger dessa fortsatt giltighet.\u003C\u002Fp>\n\n\u003Ch3>§ 3\u003C\u002Fh3>\n\n\u003Cp>För företag som den 30 april 2013 var bundna av f d Sif avtalet gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>företag som tidigare omfattats av f d Sifs lönemodell kan om\ntjänstemannaklubb saknas tillämpa den modellen längst till och med\nlönerevisionen 2014 och därefter tillämpas lönemodell enligt bilaga 3.\u003C\u002Fp>\n\n\u003Cp>regeln om begränsningsperiod för ordinarie arbetstid § 2.1 i\narbetstidsavtalet gäller från och med den 1 januari 2014.\u003C\u002Fp>\n\n\u003Cp>regeln om begränsningsperiod avseende sammanlagd arbetstid § 6 i\narbetstidsavta­let gäller från och med den 1 januari 2014.\u003C\u002Fp>\n\n\u003Cp>regeln om allmän övertid om 200 timmar gäller från och med den 1 januari\n2014.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>Överenskommelse mellan Svensk Handel och Unionen avseende system för\nkollektivavtalad deltid i pensionssyfte\u003C\u002Fh2>\n\n\u003Cp>Överenskommelse rörande avsättningar till deltidspension\u003C\u002Fp>\n\n\u003Cp>Generella regler\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1\u003C\u002Fh3>\n\n\u003Cp>Parterna har träffat överenskommelse om att införa ett system för\ndeltidspension på avtalsområdet. Detta innebär bland annat att arbetsgivaren\nska betala en komplette­rande premie till ITP-planen, jfr p 7.2 i avdelning 1\nrespektive p 6.4 i avdelning 2 av ITP-planen.\u003C\u002Fp>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Cp>Den kompletterade premien ska betalas till Collectum och enligt de rutiner\nsom gäller för kompletterande premier (avgifter) till ITP1 respektive ITPK.\nPremien ska komplettera den försäkring för ITP1 eller ITPK som\ntjänstemannen har i anställningen hos arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att bistå Collectum så långt det är möjligt\nmed uppgifter om vilka arbetsgivare som omfattas av denna överenskommelse.\u003C\u002Fp>\n\n\u003Ch3>§ 3\u003C\u002Fh3>\n\n\u003Cp>Premien som ska betalas till Collectum ska vara 0,2 procent fr.o.m. 1 maj\n2016.\u003C\u002Fp>\n\n\u003Cp>Kostnader för premiebefrielseförsäkring i Alecta respektive\npremieöverföringen till Collectum och försäkringsbolagen, samt\nförvaltningskostnader ska belasta premierna.\u003C\u002Fp>\n\n\u003Cp>Ersättning från premiebefrielseförsäkringen betalas enligt Collectums\noch Alectas villkor för kompletterande premier till ITP1 alternativt ITPK.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITP1\u003C\u002Fp>\n\n\u003Ch3>§ 4\u003C\u002Fh3>\n\n\u003Cp>Den kompletterande premien ska betalas från och med den månad\ntjänstemannen fyller 65 år.\u003C\u002Fp>\n\n\u003Ch3>§ 5\u003C\u002Fh3>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensinsmedförande lönen\nför ITP1.\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien debiteras arbetsgivaren av Collectum på det\nunderlag som ligger till grund för premien för ITP 1.\u003C\u002Fp>\n\n\u003Cp>Kompletterande premier till ITPK\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6\u003C\u002Fh3>\n\n\u003Cp>Den kompletterande premien ska betalas, för tjänsteman som är född 1978\neller tidigare, till och med månaden före den under vilken tjänstemannen\nfyller 65 år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 7\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den kompletterande premien ska beräknas på den pensinsmedförande lönen\nför pensionsförmåner enligt ITP-planens avdelning 2 p 3.\u003C\u002Fp>\n\n\u003Cp>När tjänsteman beviljats deltidstjänstgöring i syfte att gå i\ndeltidspension ska arbetsgi­varen även fortsättningsvis anmäla inkomst\nutifrån tjänstemannens tidigare sysselsätt­ningsgrad.\u003C\u002Fp>\n\n\u003Ch3>§ 8\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren har rätt att avanmäla tjänsteman som är föräldraledig.\nEftersom sådan tid med föräldrapenning är pensionsgrundande rekommenderar\nSvenskt Näringsliv och PTK arbetsgivaren att fortsätta betala premierna till\nITP (avdelning 2) under de 11 första månaderna av föräldraledigheten.\nParterna är därför ense om att denna rekommendation även ska gälla för\nkompletterande premier till ITPK.\u003C\u002Fp>\n\n\u003Cp>Utbetalningsregler\u003C\u002Fp>\n\n\u003Ch3>§ 9\u003C\u002Fh3>\n\n\u003Cp>Uttag av pensionsförsäkring som baseras på de kompletterande premierna\nför deltidspension, kan göras i enlighet med de villkor som gäller för\nuttag av ITP1 respektive ITPK.\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att gemensamt begära att Svenskt Näringsliv och\nPTK gör nödvändiga förändringar i ITP-planen så att de som omfattas av\ndenna överenskommelse kan finansiera sin deltidspension med uttag av ITP1,\nITPK och \u002Feller kompletterande premier.\u003C\u002Fp>\n\n\u003Ch3>§ 10\u003C\u002Fh3>\n\n\u003Cp>Tolkning och tillämpning av dessa villkor sker i ITP-nämnden när det\ngäller frågor där tillämpningen följer av ITP-planens regler.\u003C\u002Fp>\n\n\u003Cp>Kompletterande anmärkning för anställda som inte har ITP1 eller ITPK\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För anställd som är mellan 25 och 65 år och som omfattas av\növerenskommelsen om ett system för deltidspension men inte har något\npågående intjänande av ITP1 eller ITPK hos arbetsgivaren gäller att\narbetsgivaren träffar enskild överenskommelse med den anställde om\navsättning till denna förmån och de administrativa förutsättningarna för\ndenna. Sådan överenskommelse kan också träffas mellan arbetsgivaren och\nlokal facklig organisation.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse rörande rätt till deltid i pensionssyfte\u003C\u002Fp>\n\n\u003Cp>Tjänsteman och arbetsgivare kan komma överens om att tjänsteman från 62\nårs ålder ska gå ner i arbetstid, s.k. deltidspension.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som vill gå i deltidspension skall skriftligen ansöka om detta\nsex kalendermånader före önskad tidpunkt för deltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>En ansökan om deltidspension skall behandlas sakligt och objektivt.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall inom två kalendermånader från ansökan underrätta\ntjänstemannen om ansökan kan beviljas eller ej.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren beviljar ansökan om deltidspension blir anställningen,\nfrån det datum då tjänstemannen går ner i arbetstid, en deltidstjänst med\nden sysselsättnings­grad som följer av deltidspensioneringen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För det fall arbetsgivaren inte beviljar ansökan skall en skriftlig\nmotivering överläm­nas till såväl tjänstemannen som till lokal facklig\npart. Tjänstemannen och lokal facklig part har då rätt till överläggning\nmed arbetsgivaren om beslutet.\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § lagen om anställningsskydd gäller inte för tjänsteman som har\ndeltidsanställning genom deltidspensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattnings­regler rörande pension.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Överenskommelse om ersättning för övertid, restid, förskjuten\narbetstid, och beredskapstjänst för Tjänstemän inom Svensk Handel\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning vid övertid kompenseras på\nföljande sätt:\u003C\u002Fp>\n\n\u003Cp>Högre lön med _____________ kr\u002Fmånad, och\u002Feller ______________\nsemesterdagar utöver\u003C\u002Fp>\n\n\u003Cp>lagstadgad semester.(se kollektivavtalet § 4.1.1)\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning för restid kompenseras på följande\nsätt:\u003C\u002Fp>\n\n\u003Cp>(Se kollektivavtalet § 8.1.undantag 1-3 samt § 4.1.1, 4.1.2)\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning för förskjuten arbetstid\nkompenseras med skälig ersättning på annat sätt enligt följande: (Se\nkollektivavtalet § 5.5)\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens rätt till ersättning för beredskapstjänst kompenseras\nmed skälig ersättning på annat sätt enligt följande: (Se kollektivavtalet\n§ 7.5)\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>____________________________________________________________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den part som vill att någon av dessa överenskommelser ska ändras eller\nupphöra ska underrätta den andra parten senast två månader före nästa\nlönerevison.\u003C\u002Fp>\n\n\u003Cp>I annat fall gäller överenskommelserna tillsvidare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ort och datum\u003C\u002Fp>\n\n\u003Cp>____________________ ____________________\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens underskrift Tjänstemannens underskrift\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Avtal angående rätten till arbetstagares uppfinningar mellan Svenskt\nNäringsliv och PTK\u003C\u002Fh2>\n\n\u003Cp>En hög materiell standard i Sverige förutsätter tekniska framsteg,\nprodukt- och tjänsteutveckling och ständigt höjd produktivitet. Uppfinnare\nbidrar till dessa framsteg och under årens lopp har ett mycket stort antal\nföretag baserats på en eller flera uppfinningar.\u003C\u002Fp>\n\n\u003Cp>Kraven på näringslivet avseende fortsatt snabb utveckling,\nkommersialisering och produktivitetshöjning är utomordentligt hårda. För\natt företagen ska vara konkurrenskraftiga är en snabb teknisk utveckling helt\nnödvändig. Företagen lägger ned stora kostnader i fråga om produkt-,\ntjänste- och metodutveckling. Utvecklingsarbetet, som ofta äger rum under\nmedverkan av anställda forskare, konstruktörer och andra arbetstagare kan\nleda fram till patenterbara uppfinningar.\u003C\u002Fp>\n\n\u003Cp>För företagen som arbetsgivare är det en naturlig utgångspunkt, att\näganderätten till uppfinningar, som tillkommit med utnyttjande av företagens\nresurser, ska tillfalla företagen.\u003C\u002Fp>\n\n\u003Cp>Det ligger i företagens intresse, att de anställda på eget initiativ\nutnyttjar sina kunskap­er och kommer fram till innovationer. De anställda är\npå sin sida berättigade till skälig ersättning för gjorda uppfinningar.\nFrågan om sådan ersättning aktualiseras i synner­het, när uppfinning\ntillkommit vid sidan av arbetstagarens normala arbetsuppgifter och\u002Feller har\nett med hänsyn till arbetstagarens ställning och anställningsförmåner\nsärskilt högt värde. Även om ersättningsfrågan ofta är svårbedömbar,\när det av vikt att prövningen sker i en positiv anda. Särskilda\nersättningar för uppfinningar stimulerar innovationsviljan hos de\nanställda.\u003C\u002Fp>\n\n\u003Cp>Anm. Begreppet utanförstående används i betydelsen oorganiserade och\nandra tjänstemän som inte är bundna av avtalet genom medlemskap i en\nkollektivavtalsbunden tjänstemannaorganisation.\u003C\u002Fp>\n\n\u003Ch3>§ 1 Kategoriindelning av arbetstagares uppfinningar m.m.\u003C\u002Fh3>\n\n\u003Cp>I detta avtal förstås med\u003C\u002Fp>\n\n\u003Cp>A-uppfinning: uppfinning, som faller inom ramen för arbetstagares tjänst\neller särskilda uppdrag,\u003C\u002Fp>\n\n\u003Cp>B-uppfinning: uppfinning, vars utnyttjande faller inom arbetsgivarens\nverksamhetsområde men som inte utgör A-uppfinning,\u003C\u002Fp>\n\n\u003Cp>C-uppfinning: uppfinning, som varken är A-uppfinning eller B-uppfinning.\u003C\u002Fp>\n\n\u003Cp>Vid koncernföretag ska överläggningar upptas för angivande av vilka i\nkoncernen ingående företag, som ska anses tillhöra arbetsgivarens\nverksamhetsområde.\u003C\u002Fp>\n\n\u003Cp>Om flera arbetstagare väsentligen bidragit till en uppfinnings tillkomst i\nde delar, som omfattas av godkända patentanspråk, ska samtliga betraktas som\nuppfinnare.\u003C\u002Fp>\n\n\u003Ch3>§ 2 Arbetstagares skyldighet att anmäla uppfinningar m.m.\u003C\u002Fh3>\n\n\u003Cp>En arbetstagare, som anser sig ha gjort A-uppfinning eller B-uppfinning, är\nskyldig att anmäla uppfinningen enligt vad nedan stadgas. En arbetstagare, som\nanser sig ha gjort C-uppfinning, bör anmäla uppfinningen,\u003C\u002Fp>\n\n\u003Cp>eftersom det både för arbetstagaren och arbetsgivaren är önskvärt, att\nfrågan om rätten till uppfinningen blir helt klarlagd, innan uppfinningen\nbörjar exploateras.\u003C\u002Fp>\n\n\u003Cp>Anmälan av uppfinning ska utan dröjsmål göras hos arbetsgivaren eller\nden som arbetsgivaren utsett att motta sådana anmälningar. Med anmälan avses\nen skriftlig eller därmed jämförbar redogörelse av vilken de väsentligaste\nmomenten i uppfinningen framgår. Anmälan ska behandlas konfidentiellt, och\ndet åligger arbetsgivaren att se till att anmälarens prioritetsrätt inom\nföretaget skyddas genom lämplig diarie- och registerföring.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska inom fyra månader från det anmälan om uppfinning\ngjordes lämna anmälaren skriftligt besked rörande kategori, till vilken\nuppfinningen enligt arbetsgi­varens uppfattning ska hänföras.\u003C\u002Fp>\n\n\u003Cp>För den händelse arbetstagaren till arbetsgivaren lämnar meddelande om\nsin uppfattning rörande kategori till vilken uppfinningen är att hänföra,\nblir meddelandet gällande gentemot arbetsgivaren, om inte arbetsgivaren inom\nfyra månader från det att arbetsgivaren fick del av meddelandet lämnar\narbetstagaren besked om annat.\u003C\u002Fp>\n\n\u003Ch3>§ 3 Arbetsgivares och arbetstagares rättigheter med avseende på A-, B-\noch C-uppfinningar\u003C\u002Fh3>\n\n\u003Cp>A-uppfinningar\u003C\u002Fp>\n\n\u003Cp>A-uppfinning tillhör arbetsgivaren, som avgör, om och i vilken\nutsträckning uppfin­ningen ska patenteras. Upphovsman till A-uppfinning ska\nskriftligen bekräfta arbets­givarens äganderätt till uppfinningen, om detta\ni ärende rörande patentansökan med mera är erforderligt med hänsyn till\nlagstiftning i respektive länder. Arbetsgivaren äger att till upphovsmannen\nhelt eller delvis avstå från sin rätt till A-uppfinningen.\u003C\u002Fp>\n\n\u003Cp>B-uppfinningar\u003C\u002Fp>\n\n\u003Cp>Anmälan om B-uppfinning enligt § 2 ska anses innefatta ett erbjudande till\narbetsgiva­ren att förvärva uppfinningen. Arbetsgivaren avgör med för\nanmälaren bindande verkan, om och i vilken utsträckning rätten till\nuppfinningen ska övergå till arbetsgiva­ren. Upphovsman till B-uppfinning\nska härefter skriftligen bekräfta arbetsgivarens förvärv av rätt till\nuppfinningen, om detta i ärende rörande patentansökan med mera är\nerforderligt med hänsyn till lagstiftning i respektive länder.\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som gjort B-uppfinning, får själv söka patent på densamma,\nsedan fyra månader förflutit från det arbetstagaren anmält uppfinningen\nenligt § 2, om inte arbetsgivaren dessförinnan meddelat, att arbetsgivaren\nvill förvärva uppfinningen. Upphovsman till B-uppfinning, som själv önskar\nsöka patent på uppfinningen, ska samråda med arbetsgivaren om\npatentansökans utformning.\u003C\u002Fp>\n\n\u003Cp>Har åtta månader förflutit från det arbetstagaren enligt § 2 anmält\nB-uppfinning och har arbetsgivaren underlåtit att lämna besked om huruvida\noch i vilken utsträckning arbetsgivaren önskar förvärva uppfinningen, har\narbetstagaren rätt att fritt förfoga över uppfinningen.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivare, som förvärvat rätt till B-uppfinning enligt ovan, kan efter\növerenskom­melse med upphovsmannen helt eller delvis återlämna sin rätt\ndärtill, varvid arbetsgi­varens rätt till ersättning är maximerad till vad\nsom motsvarar direkta kostnader för patentansökan och anlitande av\npatentombud.\u003C\u002Fp>\n\n\u003Cp>C-uppfinningar\u003C\u002Fp>\n\n\u003Cp>Arbetstagare, som gjort C-uppfinning, har rätt att fritt förfoga över\ndenna.\u003C\u002Fp>\n\n\u003Ch3>§ 4 Arbetstagares rätt till ersättning\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivare, vars rätt till A-uppfinning konstaterats eller som\nförvärvat rätt till B- uppfinning, ska utge skälig ersättning till\narbetstagaren för detta. Vid ersättningens bestämmande ska särskild hänsyn\ntas till\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>uppfinningens värde,\u003C\u002Fp>\n\n\u003Cp>omfattningen av den rätt till uppfinningen, som arbetsgivaren övertagit\ninom och utom Sverige,\u003C\u002Fp>\n\n\u003Cp>den betydelse som anställningen kan ha haft för uppfinningens tillkomst,\nsamt, i fråga om A-uppfinning,\u003C\u002Fp>\n\n\u003Cp>arbetstagarens tjänsteställning samt lön och övriga\nanställningsförmåner.\u003C\u002Fp>\n\n\u003Cp>På förhand bestämt schablonbelopp bör utgå till arbetstagaren. Beloppet\nkan utgå i ett eller flera steg, till exempel i samband med\nuppfinningsanmälan och\u002Feller patentansökans ingivande och\u002Feller beviljande av\npatent. Regler för utbetalning av schablonersättning ska bestämmas på\nföretagsnivå. Schablonbelopp till en arbetstagare bör, oavsett om utbetalat\ni ett eller flera steg, uppgå till ett halvt prisbasbelopp eller ett högre\nbelopp enligt beslut på företagsnivå. Om uppfinningen bedöms ha ett\nbetydande värde i verksamheten bör schablonbeloppet uppgå till ett\nprisbasbelopp.\u003C\u002Fp>\n\n\u003Cp>Dessutom gäller följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om värdet av A-uppfinning väsentligen överstiger vad som med hänsyn till\narbetstagarens tjänsteställning samt lön, utbetalat schablonbelopp och\növriga anställningsförmåner kunnat förutsättas ska ytterligare\nersättning utgå. Har arbetstagaren haft kostnader för uppfinningen, ska\narbetstagaren erhålla skälig ersättning för dessa.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren övertagit rätten till B-uppfinning ska utöver utbetalat\nschablon­belopp, ytterligare ersättning utgå, om inte uppfinningen enbart\nhar ett ringa värde.\u003C\u002Fp>\n\n\u003Cp>Att arbetsgivaren i visst fall av särskilda skäl inte önskar patentsöka\nuppfinningen ska i och för sig inte påverka arbetstagarens rätt till\nersättning enligt denna paragraf. Som en förutsättning för rätt till\nersättning gäller dock i samtliga fall att patenterbarhet föreligger.\u003C\u002Fp>\n\n\u003Cp>Bestämmelsen om skälig ersättning är tvingande. Ensidiga beslut från\narbetsgivaren att betala schablonersättning eller högre ersättning innebär\nalltså inte att arbetstagaren saknar rätt att begära ytterligare\nersättning. Om arbetsgivaren beslutat att betala ersättning utöver lön och\nandra anställningsförmåner, till exempel schablonersättning eller annan\nersättning, ska detta vägas in i bedömningen av om arbetstagaren har rätt\ntill ytterligare ersättning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 5 Patentansökan efter anställningens upphörande\u003C\u002Fh3>\n\n\u003Cp>Om en arbetstagare inom sex månader efter det att anställningen upphört\nsöker patent på uppfinning, som - om anställningen alltjämt hade bestått -\nskulle ha varit att anse som A-uppfinning, ska uppfinningen anses ha gjorts\nunder anställningen. Detta gäller\u003C\u002Fp>\n\n\u003Cp>dock inte om arbetstagaren kan göra sannolikt att uppfinningen tillkommit\nefter anställningens upphörande.\u003C\u002Fp>\n\n\u003Ch3>§ 6 Handläggning av tvister\u003C\u002Fh3>\n\n\u003Cp>Frågor om tolkning och tillämpning av detta avtal, främst gäller det\nersättningsfrågorna, ska i första hand diskuteras mellan arbetsgivaren och\narbetstagaren. Målsättningen ska vara att frågorna löses genom\növerenskommelse mellan arbetsgivaren och arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>Kan arbetsgivaren och arbetstagaren inte nå en överenskommelse kan tvisten\npå endera partens begäran behandlas vid lokal förhandling och därefter, om\nenighet inte uppnås i den lokala förhandlingen, vid central förhandling.\u003C\u002Fp>\n\n\u003Cp>Central förhandling ska påkallas inom två månader från det att den\nlokala förhandlingen avslutades. I annat fall är anspråket preskriberat.\u003C\u002Fp>\n\n\u003Cp>Som avslutningsdag ska anses den dag, då berörda parter i protokoll eller\npå annat sätt enats om att förklara förhandlingen avslutad. Har parterna\ninte enats om avslutande, gäller som avslutningsdag den dag då endera parten\ngett motparten skriftligt besked om att parten anser förhandlingen\navslutad.\u003C\u002Fp>\n\n\u003Cp>Uppnås inte heller vid central förhandling enighet, kan part påkalla\nskiljedomsprövning enligt § 7.\u003C\u002Fp>\n\n\u003Cp>Förhandlingar och därefter skiljedomsprövning kan ske även om patent\nännu inte sökts eller beviljats med avseende på uppfinningen.\u003C\u002Fp>\n\n\u003Cp>Om det uppstår tvist rörande tolkning och tillämpning av detta avtal\nmellan arbetsgivaren och en arbetstagare som är utanförstående och tvisten\ninte kan lösas genom diskussioner och överenskommelse dem emellan, ska\narbetsgivaren skriftligen erbjuda den utanförstående arbetstagaren att\nbegära överläggning. Att sådant erbjudande inte lämnats eller att\növerläggning inte begärs innebär inte att någon av parterna förlorat sin\ntalan. Även i en sådan tvist kan talan väckas genom påkallande av\nskiljedomsprövning enligt § 7.\u003C\u002Fp>\n\n\u003Cp>Talan i skiljenämnden ska väckas genom påkallande av skiljedom.\nPåkallandet ska göras inom tio år från den dag då patentansökan avseende\nuppfinningen gjordes. Om arbetsgivaren valt att inte patentansöka uppfinningen\nräknas i stället fristen från den dag då arbetstagaren enligt § 2 anmälde\nuppfinningen till arbetsgivaren. Väcks inte talan genom påkallande inom den\ntioåriga fristen är anspråket preskriberat. För arbetsgivaren och för en\narbetstagare som är organiserad är det en processförutsättning att lokal\noch central förhandling har genomförts och avslutats.\u003C\u002Fp>\n\n\u003Ch3>§ 7 Skiljenämnd\u003C\u002Fh3>\n\n\u003Cp>Talan rörande fråga, som inte enligt § 6 kunnat lösas vid central\nförhandling eller en överenskommelse med utanförstående arbetstagare, ska\nföras inför en särskild inrättad skiljenämnd, enligt bilaga 1.\u003C\u002Fp>\n\n\u003Cp>Parter inför nämnden är på arbetsgivarsidan företaget och dess\narbetsgivarförbund samt på arbetstagarsidan arbetstagaren och berörd\ntjänstemannaorganisation, samt gällande utanförstående arbetstagare, på\narbetsgivarsidan företaget och dess arbetsgivarförbund samt på\narbetstagarsidan arbetstagaren.\u003C\u002Fp>\n\n\u003Cp>Med undantag för utanförstående arbetstagare får talan inte på någon\nsida föras utan medverkan av berörd organisation, såvida det inte visas, att\norganisationen avstår från att föra talan.\u003C\u002Fp>\n\n\u003Cp>Anm. Enligt § 20 i skiljedomsreglerna kan ett skiljeförfarande på parts\nbegäran vilandeförklaras i högst fyra år, under förutsättning att parten\nkan visa att det skulle gynna utredningen av en omtvistad uppfinnings\nvärde.\u003C\u002Fp>\n\n\u003Ch3>§ 8 Avtalets giltighetstid\u003C\u002Fh3>\n\n\u003Cp>Mellan Svenskt Näringsliv och PTK gäller detta avtal från och med den 2\njuli 2015 och tillsvidare med ett års uppsägning.\u003C\u002Fp>\n\n\u003Cp>Uppfinning för vilken uppfinningsanmälan till arbetsgivaren gjorts den 1\ndecember 2015 eller senare ska prövas enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>§ 7 i dess nya lydelse gäller beträffande samtliga tvister där\npåkallande av skiljeförfa­rande skett den 1 december 2015 och därefter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Avtal om användning av konkurrensklausuler i anställningsavtal mellan\nSvenskt Näringsliv och PTK \u003C\u002Fh2>\n\n\u003Cp>Parterna är överens om att det i samtliga typer av företag kan finnas\nföretagshemligheter som är av stor betydelse för verksamheten. Utvecklingen\ngår mot att företagshemligheter får större betydelse i\nkonkurrenshänseende.\u003C\u002Fp>\n\n\u003Cp>Det är av vikt för företagen och deras anställda att\nföretagshemligheterna kan behållas i verksamheten och inte används i\nkonkurrerande verksamhet. Detta gäller särskilt, när företagshemligheterna\ninte kan skyddas genom patent eller liknande registreringsförfaranden.\u003C\u002Fp>\n\n\u003Cp>För vissa företag utgör bestämmelserna om lojalitet och diskretion i\nkollektivavtalen om allmänna anställningsvillkor ett tillräckligt skydd för\nföretagshemligheter. I vissa fall anser sig dock ett företag behöva kräva\nlojalitet och tystnadsplikt av en arbetsta­gare även under viss tid efter\nanställningens upphörande genom en konkurrensklausul.\u003C\u002Fp>\n\n\u003Cp>Det är samtidigt viktigt att värna om den fria konkurrensen i\nnäringslivet, samt att möjliggöra för enskilda individer att kunna utnyttja\nsina yrkeskunskaper och sitt personliga kunnande på hela arbetsmarknaden. En\ngod rörlighet på arbetsmarknaden är viktig för både arbetsgivare och\narbetstagare. Införande av en konkurrensklausul i ett anställningsavtal ska\ndärför ske efter prövning av behovet i det enskilda fallet och parterna är\nmedvetna om att gällande rätt innebär en restriktiv hållning till\nkonkur­rensklausuler.\u003C\u002Fp>\n\n\u003Cp>Anm. 1. Begreppet företagshemligheter används i samma betydelse som\nbegreppet idag har i lagen (1990:409) om skydd för företagshemligheter.\u003C\u002Fp>\n\n\u003Cp>Eventuella lagändringar ska inte innebära att avtalets begrepp ändras.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anm. 2. Begreppet utanförstående används i betydelsen oorganiserade och\nandra tjänstemän som inte är bundna av avtalet genom medlemskap i en\nkollektivavtalsbunden tjänstemannaorganisation.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anm. 3. I de fall skriftligt besked föreskrivs ska det förstås som en\nordningsregel och inte ett formkrav.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1 Tillämpningsområde\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1\u003C\u002Fp>\n\n\u003Cp>Detta avtal är tillämpligt för medlemmar av arbetsgivarorganisationer som\nantagit avtalet, samt för medlemmar av tjänstemannaorganisationer som antagit\navtalet. Avtalet är även tillämpligt för utanförstående arbetstagare hos\nföretag som är bundna av avtalet.\u003C\u002Fp>\n\n\u003Cp>1.2\u003C\u002Fp>\n\n\u003Cp>Detta avtal är tillämpligt på sådana konkurrensklausuler som införs i\nanställningsavtal i samband med anställningens ingående eller under\nbestående anställning och som innebär ett förbud mot att ta anställning i\neller på annat sätt bedriva eller ta befattning med konkurrerande\nverksamhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Parterna är medvetna om att det förekommer andra typer av avtal som syftar\ntill att ge arbetsgivaren ett skydd mot konkurrerande verksamhet och är ense\nom att detta avtal inte har tillämpning på andra typer av avtal än de som\nanges i första stycket.\u003C\u002Fp>\n\n\u003Cp>1.3\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som med hänsyn till arbetsuppgifter och anställningsvillkor\nfår anses ha företagsledande eller därmed jämförlig ställning är\nundantagna från avtalets tillämp­ning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2 Införande av en konkurrensklausul i ett anställningsavtal\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Cp>2.1\u003C\u002Fp>\n\n\u003Cp>Som förutsättning för att avtala om en konkurrensklausul med en\narbetstagare gäller att det i arbetsgivarens verksamhet finns\nföretagshemligheter samt att\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>det föreligger en risk att arbetsgivaren skulle lida skada i\nkonkurrenshänseende om företagshemligheterna skulle röjas och användas i\nkonkurrerande verksamhet och att arbetstagaren i anställningen har tillgång\ntill eller får kännedom om företagshemligheter, samt att\u003C\u002Fp>\n\n\u003Cp>arbetstagaren genom utbildning eller erfarenhet har möjlighet att använda\nföretagshemligheterna på ett sätt som medför skada i\nkonkurrenshänseende.\u003C\u002Fp>\n\n\u003Cp>Konkurrensklausuler ska alltså användas restriktivt och inte för\narbetstagare som inte själva har kunskap och förmåga att använda\nföretagshemligheterna. Någon begränsning föreligger inte i förhållande\ntill en specifik yrkeskategori i och för sig, utan en bedömning av behov och\nskälighet ska göras i det enskilda fallet.\u003C\u002Fp>\n\n\u003Cp>En konkurrensklausul kan normalt inte träffas med en arbetstagare vars\nanställning gäller för viss tid.\u003C\u002Fp>\n\n\u003Cp>Anm. Parterna är överens om att det i undantagsfall kan vara befogat med\nen konkur­rensklausul även i anställning för viss tid, till exempel för\nanställda som fortsätter att vara anställda efter att de har fyllt 67 år.\nEn annan situation där det kan vara befogat är för anställda med särskilda\nexpertkunskaper och där alternativet till en visstidsanställning kan vara ett\nuppdragsavtal, i vilket regler om konkurrensförbud kan gälla. I de fall ett\navtal om visstidsanställning innehåller en konkurrensklausul, ska regeln om\natt en konkurrensklausul inte kan göras gällande om en anställning upphör\nefter uppsägning på grund av arbetsbrist inte tillämpas i det fallet att\nvisstidsanställningen upphör vid den avtalade tiden och inte följs av en ny\nanställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3 Intresseavvägning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid bedömning i enskilt fall kring lämpligheten och skäligheten i att ta\nin en konkur­rensklausul i ett anställningsavtal ska arbetsgivarens intresse\nav att företagshemligheterna kan behållas i verksamheten och inte komma till\nanvändning utanför densamma vägas mot arbetstagarens intresse av att fritt\nkunna utnyttja sina kunskaper och sin förmåga och den olägenhet som en\nkonkurrensklausul därmed innebär. I intresseavvägningen ska beaktas\narbetsgivarens verksamhetsområde och bransch samt arbetstagarens\narbetsuppgifter, utbildning och erfarenhet, ansvarsområde, ställning, med\nmera.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4 Tillämpningsundantag\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1\u003C\u002Fp>\n\n\u003Cp>Konkurrensklausul kan inte göras gällande när anställningen upphört på\ngrund av att arbetsgivaren sagt upp anställningsavtalet på grund av\narbetsbrist, att arbetsgivaren valt att upplösa anställningsförhållandet\nenligt 39 § anställningsskyddslagen, eller att arbetsgivaren i väsentlig\nmån har åsidosatt sina åligganden mot arbetstagaren med verkan att\narbetstagaren haft grundad anledning att frånträda anställningen.\u003C\u002Fp>\n\n\u003Cp>4.2\u003C\u002Fp>\n\n\u003Cp>Konkurrensklausul för arbetstagare som vid anställningstillfället är\nnyutexaminerad bör utformas på så vis att klausulen inte kan göras\ngällande tidigare än sex månader efter anställningstillfället, såvida\ninte särskilda skäl talar för annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Klausulens utformning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Konkurrensklausul ska vara skälig. Vid bedömning av skälighet ska tas i\nbeaktande vad som sägs i 5.1—5.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.1 Bindningstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En konkurrensklausul ska inte ha längre bindningstid än som svarar mot\narbetsgivarens behov. Med beaktande av den intresseavvägning som måste göras\nbör bindningstiden inte överstiga 9 månader, om tiden under vilken det finns\nrisk för att företagshemligheterna utgör fara i konkurrenshänseende är\nkort. I andra fall ska bindningstiden inte överstiga 18 månader, om det inte\nfinns särskilda skäl för detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2 Ekonomisk ersättning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.2.1\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska kompensera arbetstagaren, om arbetstagaren är förhindrad\natt ta anställning i eller på annat sätt bedriva eller ta befattning med\nannan verksamhet på grund av konkurrensförbud.\u003C\u002Fp>\n\n\u003Cp>5.2.2\u003C\u002Fp>\n\n\u003Cp>Om en konkurrensklausul gäller och anställningen upphört på annan grund\nän pens­ionering, är arbetsgivaren skyldig att under den tid då\nkonkurrensförbudet är i kraft till arbetstagaren per månad utbetala\nskillnaden mellan arbetstagarens arbetsinkomst hos arbetsgivaren vid\nanställningens upphörande och den (lägre) inkomst som arbetstaga­ren har\neller kunde ha haft i annan verksamhet. Den ersättning som den tidigare\narbetsgivaren betalar ska dock inte överstiga 60 % av den tidigare\nmånadsinkomsten vid tiden för anställningens upphörande.\u003C\u002Fp>\n\n\u003Cp>Månadsinkomsten beräknas som ett genomsnitt av de belopp som arbetstagaren\nhar haft som fast lön, provision, bonus, etc. under det senaste\nanställningsåret. Hänsyn ska endast tas till tid under vilken arbetstagaren\nutfört arbete i normal omfattning enligt gällande anställningsavtal.\u003C\u002Fp>\n\n\u003Cp>5.2.3\u003C\u002Fp>\n\n\u003Cp>Vid bedömningen av arbetsgivarens ersättningsskyldighet ska beaktas om det\nfinns ett orsakssamband mellan konkurrensklausulen och den lägre inkomst som\narbetstagaren har eller kunde ha haft. Arbetsgivaren är inte\nersättningsskyldig om det kan visas att den lägre inkomsten inte beror på\nkonkurrensklausulen. Arbetstagaren ska, i den mån det är skäligt, begränsa\nden inkomstförlust som kan följa av konkurrensförbudets tillämpning.\u003C\u002Fp>\n\n\u003Cp>5.2.4\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren är på begäran skyldig att i skälig utsträckning lämna de\nuppgifter, bland annat om storleken av sina inkomster i ny\nförvärvsverksamhet, som arbetsgivaren behöver för att bedöma vilken\nersättning som ska betalas.\u003C\u002Fp>\n\n\u003Cp>5.2.5\u003C\u002Fp>\n\n\u003Cp>Om anställningsavtalet upphört att gälla efter avskedande kan\narbetsgivaren, efter det att frågan tagits upp till överläggning med berörd\narbetsgivarorganisation samt den tjänstemannaorganisation som arbetstagaren\när medlem i eller, för oorganiserad, skulle ha varit medlem i, helt eller\ndelvis dra in ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3 Normerat skadestånd\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.3.1\u003C\u002Fp>\n\n\u003Cp>Normerat skadestånd vid arbetstagarens brott mot konkurrensklausulen ska\nvara satt i rimlig relation till arbetstagarens lön. Normalt bör ett\nskadeståndsbelopp, för varje avtalsbrott, motsvarande sex genomsnittliga\nmånadsinkomster, beräknat på samma sätt som i 5.2.2 utgöra tillräckligt\nskydd för konkurrensförbudet.\u003C\u002Fp>\n\n\u003Cp>Anm. Att behålla en konkurrerande anställning eller att fortsätta en\nkonkurrerande verksamhet ska inte betraktas som ett nytt avtalsbrott.\u003C\u002Fp>\n\n\u003Cp>För dessa fall ska i stället bestämmelsen i 5.4 tillämpas.\u003C\u002Fp>\n\n\u003Cp>5.3.2\u003C\u002Fp>\n\n\u003Cp>Skadeståndsbeloppet kan jämkas, om det är skäligt med hänsyn till\nomständigheterna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.4 Återkommande vite\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.4.1\u003C\u002Fp>\n\n\u003Cp>Om arbetstagaren tagit en enligt konkurrensklausulen otillåten anställning\neller på annat sätt, direkt eller indirekt, bedriver otillåten konkurrerande\nverksamhet, och fortsätter eller återupptar den konkurrerande verksamheten\nsedan brottet mot klausulen påtalats, ska den i punkten 9 angivna\nskiljenämnden kunna besluta om återkommande (perdurerande) vite, det vill\nsäga vite avseende viss tidsperiod, till exempel för varje dag, vecka, eller\nmånad som brottet fortgår.\u003C\u002Fp>\n\n\u003Cp>5.4.2\u003C\u002Fp>\n\n\u003Cp>Skiljenämnden ska kunna besluta om vitet i syfte att konkurrensen ska\nupphöra. Vid utformning och bestämmande av återkommande viten ska beaktas\natt syftet med konkurrensklausuler är att förhindra konkurrerande verksamhet,\noch att arbetsgivaren därmed har ett berättigat intresse av att få den\nkonkurrerande verksamheten att upphöra.\u003C\u002Fp>\n\n\u003Cp>5.4.3\u003C\u002Fp>\n\n\u003Cp>Återkommande vite i syfte att få en otillåten konkurrerande verksamhet\natt upphöra kan bestämmas såväl slutligt som genom intermistiskt beslut.\nPrövning av ett interimistiskt yrkande kan tas upp av den i punkten 9 angivna\nskiljenämnden även om arbetsgivaren inte fullgjort förhandlingskraven enligt\ngällande förhandlingsordning, eller beträffande utanförstående\narbetstagare, erbjudit överläggning. För att arbetsgivarens yrkande om\ninterimistiskt beslut ska bifallas fordras att arbetsgivaren visar sannolika\nskäl att det kan befaras att arbetstagaren bryter mot konkurrensklausulen på\nsätt som sägs i 5.4.1.\u003C\u002Fp>\n\n\u003Cp>5.4.4\u003C\u002Fp>\n\n\u003Cp>Beträffande prövning av yrkande om vite gäller i övrigt 15 kap\nrättegångsbalken i tillämpliga delar. Beträffande beslut av skiljenämnden\nrörande återkommande vite tillämpas 17 kap 14 § Rättegångsbalken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6 Besked om giltighet och upphävande\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.1\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som är bunden av en konkurrensklausul och anser att det inte\nlängre finns behov av klausulen ska ta upp frågeställningen med sin\narbetsgivare. En arbetsgivare ska också överväga om det kvarstår behov av\nen konkurrensklausul och kan under anställningen ensidigt begränsa eller\nupphäva en konkurrensklausul. I diskussionen mellan parterna ska det seriöst\növervägas vilka behov som finns av konkurrensklausulen.\u003C\u002Fp>\n\n\u003Cp>En arbetsgivare som begränsar eller upphäver en konkurrensklausul ska\nskriftligen underrätta arbetstagaren om förändringen.\u003C\u002Fp>\n\n\u003Cp>6.2\u003C\u002Fp>\n\n\u003Cp>Arbetstagare som är bunden av en konkurrensklausul bör meddela\narbetsgivaren för det fall arbetstagaren avser att sluta sin anställning.\nSyftet är att parterna ska överlägga om konkurrensklausulens tillämpning.\nInför och under överläggningen är arbetstagaren skyldig att till\narbetsgivaren lämna de uppgifter som behövs för att överläggningen ska bli\nmeningsfull och för arbetsgivarens bedömning, bland annat i vad mån\narbetstagaren överväger att ta anställning i eller på annat sätt direkt\neller indirekt bedriva verksamhet som avses med konkurrensklausulen.\u003C\u002Fp>\n\n\u003Cp>Även en arbetstagare som säger upp anställningen utan att dessförinnan\nmeddela arbetsgivaren, är skyldig att på begäran överlägga med\narbetsgivaren på samma sätt som sägs i första stycket.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren ska på arbetstagarens begäran meddela om arbetsgivaren vill\natt konkurrensklausulen ska gälla eller inte. Arbetsgivaren kan begränsa\nkonkurrensklau­sulen vad gäller förbudets omfattning och bindningstiden.\nArbetsgivaren ska lämna skriftligt besked till arbetstagaren rörande\nkonkurrensklausulen snarast, men senast inom två veckor från det att\narbetstagaren lämnat de uppgifter arbetsgivaren behöver. Arbetsgivaren kan\ninte ensidigt ändra sitt besked.\u003C\u002Fp>\n\n\u003Cp>För en arbetstagare som sagt upp sin anställning utan att dessförinnan\nmeddela arbetsgivaren enligt andra stycket gäller följande. Om arbetstagaren\nkan visa att han eller hon inrättat sig efter konkurrensklausulen vad avser\nomfattning och bindningstid och anser arbetstagaren att arbetsgivarens besked,\natt konkurrensförbudets omfattning och bindningstid begränsas, skapar\nväsentlig olägenhet kan arbetstagaren yrka jämkning av klausulen, till\nexempel vad gäller arbetstagarens rätt till ersättning. Det ska beaktas om\nparterna har behandlat frågeställningen om behovet av klausulen enligt\npunkten 6.1, samt om inskränkningen av konkurrensklausulen medför oskäliga\neffekter för arbetstagaren. Jämkningsfrågan ska bedömas med utgångspunkt i\ndetta avtals syften.\u003C\u002Fp>\n\n\u003Cp>Anm. Punkten 6 ska tillämpas även när en anställning upphör på grund\nav pensionering.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7 Exempelklausul\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.1\u003C\u002Fp>\n\n\u003Cp>Till vägledning hur en konkurrensklausul kan utformas biläggs en\nexempelklausul till denna överenskommelse (se Bilaga 1 till avtalet). Texten i\nexempelklausulen utgör inte en del av kollektivavtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8 Förhandlingsordning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.1\u003C\u002Fp>\n\n\u003Cp>Tvist rörande tolkning och tillämpning av detta avtal eller av\nkonkurrensklausul som träffas med stöd av detta avtal ska behandlas i\nenlighet med den på aktuellt förbundsområde gällande\nförhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>8.2\u003C\u002Fp>\n\n\u003Cp>Efter central förhandling kan part hänskjuta tvisten till den skiljenämnd\nsom regleras i punkt 9 för avgörande.\u003C\u002Fp>\n\n\u003Cp>Tvisten ska hänskjutas till nämnden inom den tid somanges i tillämplig\nförhandlingsordning. I annat fall har part förlorat sin talan.\u003C\u002Fp>\n\n\u003Cp>8.3\u003C\u002Fp>\n\n\u003Cp>Uppstår tvist rörande tolkning och tillämpning av detta avtal eller\nkonkurrensklausul som träffas med stöd av detta avtal i förhållande till en\nutanförstående arbetstagare ska arbetsgivaren skriftligen erbjuda\narbetstagaren att begära överläggning. Den utanför­stående arbetstagaren\nkan då begära överläggning inom två veckor. Hålls överlägg­ning, men\nleder överläggningen inte till enighet, kan part föra tvisten till den\nskilje­nämnd som regleras i punkt 9 för avgörande inom tre månader från\nden dag samman­träde för överläggning avslutades. I annat fall har part\nförlorat sin talan. Om överlägg­ning inte hålls räknas fristen att\npåkalla skiljeförfarande från utgången av den tid inom vilken arbetstagaren\nhaft möjlighet att begära överläggning.\u003C\u002Fp>\n\n\u003Cp>Att erbjudande om överläggning inte lämnats innebär inte i sig att part\nförlorat sin talan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9 Skiljenämnd\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För den i punkt 8 ovan nämnda skiljenämnden gäller de regler som\nframgår av Bilaga 21, samt i tillämpliga delar lagen om skiljeförfarande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1 Unionens kommentar: Ingår i ”Avtal om skiljedomsregler för\nskiljenämnden i uppfinnar- och konkurrensklausulstvister ”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10 Överenskommelsens giltighetstid m.m.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Denna överenskommelse gäller mellan Svenskt Näringsliv och PTK från och\nmed den 2 juli 2015 och tills vidare med ett års uppsägningstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Konkurrensklausul i ett anställningsavtal där överenskommelsen om\nkonkurrensklausul träffats före den 1 december 2015 ska bedömas enligt de\nregler i lag eller kollektivavtal som gällde vid den tidpunkt\növerenskommelsen ingicks.\u003C\u002Fp>\n\n\u003Cp>Konkurrensklausuler som överenskommits den 1 december 2015 eller senare ska\nprövas enligt det nya avtalet om användning av konkurrensklausuler i\nanställningsav­tal för förbund som antagit avtalet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För förbund som varit bundna av 1969 års överenskommelse är parterna\növerens om att det kollektivavtalet har efterverkan till dess att det nya\navtalet om användning av konkurrensklausuler trätt i kraft genom antagande\npå avtalsområdet. Även för förbund som eventuellt inte antar det nya\navtalet upphör efterverkan den 1 december 2015.\u003C\u002Fp>\n\n\u003Cp>I fråga om forum och processuella regler gäller följande. I tvist\ngällande konkurrensklausul som överenskommits före den 1 december 2015\ntillämpas de regler för förhandlingar och slutlig prövning som gällde vid\nden tidpunkt överenskommelsen om konkurrensklausul träffades. För parter som\nvarit bundna av 1969 års överenskommelse och som antagit det nya avtal om\nanvändning av konkurrensklausuler i anställningsavtal gäller emellertid att\nskiljeförfarande ska ske enligt de skiljedomsregler som finns i bilaga 1 i\nsamtliga tvister om konkurrensklausuler om påkallandet skett den 1 december\n2015 eller därefter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Bilaga 1 till avtalet om användning av konkurrensklausuler i\nanställningsavtal\u003C\u002Fh2>\n\n\u003Cp>Exempelklausul\u003C\u002Fp>\n\n\u003Cp>Konkurrensförbud i anställningsavtal, träffat i enlighet med avtalet om\nanvändning av konkurrensklausuler i anställningsavtal\u003C\u002Fp>\n\n\u003Ch3>1.\u003C\u002Fh3>\n\n\u003Cp>Tjänstemannen XX och Aktiebolaget YY är överens om att XX har tillgång\ntill eller får kännedom om företagshemligheter som finns i verksamheten och\natt XX har möjlighet att använda företagshemligheterna på ett sätt som kan\nmedföra skada i konkurrenshänseende.\u003C\u002Fp>\n\n\u003Cp>(Det kan finnas anledning att ange vad slags företagshemligheter det\nfrämst är fråga om. Det bör dock uppmärksammas att konkurrensklausuler\noftast är avsedda att gälla under lång tid och att det därför är\nolämpligt att försöka att uttömmande ange vad slags information det\ngäller. En uppräkning ska alltså i normalfallet vara exemplifierande.)\u003C\u002Fp>\n\n\u003Ch3>2.\u003C\u002Fh3>\n\n\u003Cp>Mot den här bakgrunden gäller att XX under en tid av ... månader, räknat\nfrån anställningens upphörande inte får,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ta anställning hos företag som bedriver verksamhet i konkurrens med\narbetsgivaren\u003C\u002Fp>\n\n\u003Cp>på annat sätt direkt eller indirekt bedriva eller medverka i verksamhet\nsom konkur­rerar med verksamheten i YY\u003C\u002Fp>\n\n\u003Cp>(Om möjligt bör det i konkurrensklausulen anges exempel på vad slags\nverksamhet som YY anser vara konkurrerande verksamhet. En sådan uppräkning\nbör av samma skäl som nyss nämnts alltid vara exemplifierande.)\u003C\u002Fp>\n\n\u003Cp>Om XX bryter mot konkurrensförbudet ska XX betala normerat skadestånd\nmotsva­rande x gånger XX månadsinkomst för varje nytt avtalsbrott.\nMånadsinkomsten beräknas som ett genomsnitt av de belopp som XX haft som fast\nlön, provision, bonus, etc. under det senaste anställningsåret.\u003C\u002Fp>\n\n\u003Cp>(Observera att hänsyn ska tas endast till tid under vilken arbetstagaren\nutfört arbete i normal omfattning enligt gällande anställningsavtal.)\u003C\u002Fp>\n\n\u003Cp>XX är medveten om att YY i händelse av avtalsbrott kan begära att\nskiljenämnden bestämmer återkommande vite för det fall XX inte självmant\nupphör att bryta mot konkurrensförbudet.\u003C\u002Fp>\n\n\u003Ch3>3.\u003C\u002Fh3>\n\n\u003Cp>YY är medvetet om att konkurrensförbudet inte gäller om XX sägs upp på\ngrund av arbetsbrist.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.\u003C\u002Fh3>\n\n\u003Cp>Vad gäller ersättning under tid då XX efter anställningen inte får\nbedriva konkurrens samt andra regler för tillämpningen av konkurrensklausulen\nmellan XX och YY är parterna överens om att tillämpa de regler som anges i\navtalet om användning av konkurrensklausuler i anställningsavtal.\u003C\u002Fp>\n\n\u003Cp>Xstad, dag, månad, år\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>XX YY\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":42,"hourspday_select":46,"maternitydifferenttrigger":50,"cbadate_end":54,"WAGES_determined":58,"coveragegroup3":62,"trainingfund":66,"SECTOR1":69,"SKILLEVEL_trigger":73,"paidmaternityleavepayperc":77,"cbadate_start":81,"TRAINING_trigger":83,"OVERTIME_trigger":87,"holidaysdays":90,"SOCSEC_trigger":94,"COMMUTE_trigger":98,"SUNDAY_trigger":101,"cbamemtrad":105,"sicknessmaxdays":109,"hourspweek":113,"contracttrial":117,"WORKFAM_trigger":121,"SCHEDULE_trigger":125,"SICDIS_trigger":129,"NOCTPREM_trigger":132,"LOWWAGE_trigger":135,"coveroccup3":139,"trainingprogrammes":143,"WAGES_trigger":147,"contractseverancepay":150,"ANNLEAVE_trigger":154,"CONSIGN_trigger":158},{"bindId":43,"name":44,"text":45},"disabilitypay","10.5.5 Skada vid olycksfall vållad av tr","10.5.5 Skada vid olycksfall vållad av\ntredje man\n\n\n\nOm en tjänsteman har skadats vid\nolycksfall som vållats av tredje man och ersättning inte betalas enligt\ntrygghetsförsäkring vid arbetsskada (TFA), ska arbetsgivaren betala\n\nsjuklön endast om - respektive i den\nutsträckning - tjänstemannen inte kan få skade­stånd för förlorad\narbetsförtjänst från den som är ansvarig för skadan.",{"bindId":47,"name":48,"text":49},"hourspday_select","Angående arbetstider, se arbetstidsavtal","Angående arbetstider, se arbetstidsavtalet bilaga 1.",{"bindId":51,"name":52,"text":53},"maternitydifferenttrigger","11.5.2 Föräldralönens storlek Föräldralö","11.5.2 Föräldralönens\nstorlek\n\n\n\nFöräldralön är det som blir kvar av\nmånadslönen när avdrag gjorts enligt denna paragraf. Modellen utgår från\natt tjänstemannen får 10 % i föräldralön upp till nedan angiven\nlönegräns och 90 % för lönedelar över lönegränsen upp till ett maxtak om\n15 prisbasbelopp genom 12.",{"bindId":55,"name":56,"text":57},"cbadate_end","§ 16 Giltighetstid Detta avtal gäller fr","§ 16 Giltighetstid\n\nDetta avtal gäller fr o m den 1 maj\n2016 t o m den 30 april 2017.",{"bindId":59,"name":60,"text":61},"WAGES_determined","Centralt löneavtal Svensk Handel och Uni","Centralt löneavtal\n\nSvensk Handel och Unionen har i detta\nkollektivavtal tre skilda lönemodeller, bilaga 3 (centralt löneavtal), bilaga\n4 (centralt löneavtal med löneöversyn) och bilaga 5 (lokalt löneavtal). De\ncentrala parterna är överens om att det är av särskild vikt att företagen\niakttar en långsiktighet i val av lönemodell.\n\nFöretag har efter förhandling enligt\nmedbestämmandelagen möjlighet att byta lönemodell. Sådan förhandling ska\nske minst sex månader innan nästkommande lönerevisionsdatum. Härvid ska\nföretaget med tjänstemannaklubben gå igenom aktuell lönestruktur för vid\nföretaget anställda tjänstemän. Det är av vikt att parterna försöker att\nkomma överens i valet av lönemodell. Byte av lönemodell kan endast ske en\ngång inom avtalsperioden.\n\nVid byte från lönemodell enligt\nbilaga 3 till lönemodell enligt bilaga 4 eller 5 förutsätts att lokal\ntjänstemannaklubb finns. För byte av lönemodell från bilaga 3 eller 4 till\nbilaga 5 krävs dess-utom lokal överenskommelse.",{"bindId":63,"name":64,"text":65},"coveragegroup3","1.5 Utlandstjänstgöring Vid utlandstjäns","1.5 Utlandstjänstgöring\n\n\n\nVid utlandstjänstgöring ska anställningsvillkoren under utlandsvistelsen\nregleras genom\n\n\n\növerenskommelse mellan arbetsgivaren och tjänstemannen eller\n\nsärskilt utlandsreglemente eller liknande som finns i företaget.\n\nDessutom gäller ”Avtal om social trygghet för tjänstemän vid\nutlandstjänstgöring” för de tjänstemän som omfattas av detta.",{"bindId":67,"name":68,"text":68},"trainingfund","5 Stimulera och premiera",{"bindId":70,"name":71,"text":72},"SECTOR1","1.1 Omfattning Detta avtal omfattar före","1.1 Omfattning\n\n\n\nDetta avtal omfattar företag som är anslutna till Svensk Handel och som\nanges i särskild förteckning.",{"bindId":74,"name":75,"text":76},"SKILLEVEL_trigger","Lönesättning Tjänstemannens lön ska best","Lönesättning\n\nTjänstemannens lön ska bestämmas med\nhänsyn till\n\n\n\narbetsuppgifternas innehåll,\nsvårighetsgrad och ansvaret som följer därav,\n\ntjänstemannens prestation och sätt\natt uppfylla kraven som ställs,\n\nekonomiskt ansvar.\n\nViktiga faktorer som också ska vägas\nin vid lönesättningen är tjänstemannens\n\n\n\nkunskaper och erfarenheter,\n\nförmåga att leda, ta initiativ och\nsamarbeta,\n\ntjänstemannens idérikedom och\npedagogiska färdigheter.",{"bindId":78,"name":79,"text":80},"paidmaternityleavepayperc","För tjänstemän med månadslön som uppgår ","För tjänstemän med månadslön som\nuppgår till högst lönegränsen görs föräldra-löneavdrag per dag\nmed:\n\n90 % x månadslönen x 12\n\n365",{"bindId":82,"name":56,"text":57},"cbadate_start",{"bindId":84,"name":85,"text":86},"TRAINING_trigger","Avtal om kompetensutveckling","Avtal om\nkompetensutveckling",{"bindId":88,"name":89,"text":89},"OVERTIME_trigger","4.3 Kompensation för övertid",{"bindId":91,"name":92,"text":93},"holidaysdays","9.3.1 Antal semesterdagar 25 semesterdag","9.3.1 Antal semesterdagar\n\n\n\n25 semesterdagar enligt\nsemesterlagen",{"bindId":95,"name":96,"text":97},"SOCSEC_trigger","Överenskommelse mellan Svensk Handel och","Överenskommelse mellan Svensk Handel och Unionen avseende system för\nkollektivavtalad deltid i pensionssyfte\n\nÖverenskommelse rörande avsättningar till deltidspension\n\nGenerella regler\n\n\n\n§ 1\n\nParterna har träffat överenskommelse om att införa ett system för\ndeltidspension på avtalsområdet. Detta innebär bland annat att arbetsgivaren\nska betala en komplette­rande premie till ITP-planen, jfr p 7.2 i avdelning 1\nrespektive p 6.4 i avdelning 2 av ITP-planen.\n\n§ 2\n\nDen kompletterade premien ska betalas till Collectum och enligt de rutiner\nsom gäller för kompletterande premier (avgifter) till ITP1 respektive ITPK.\nPremien ska komplettera den försäkring för ITP1 eller ITPK som\ntjänstemannen har i anställningen hos arbetsgivaren.\n\nParterna är överens om att bistå Collectum så långt det är möjligt\nmed uppgifter om vilka arbetsgivare som omfattas av denna överenskommelse.\n\n§ 3\n\nPremien som ska betalas till Collectum ska vara 0,2 procent fr.o.m. 1 maj\n2016.\n\nKostnader för premiebefrielseförsäkring i Alecta respektive\npremieöverföringen till Collectum och försäkringsbolagen, samt\nförvaltningskostnader ska belasta premierna.\n\nErsättning från premiebefrielseförsäkringen betalas enligt Collectums\noch Alectas villkor för kompletterande premier till ITP1 alternativt ITPK.\n\nKompletterande premier till ITP1\n\n§ 4\n\nDen kompletterande premien ska betalas från och med den månad\ntjänstemannen fyller 65 år.\n\n§ 5\n\nDen kompletterande premien ska beräknas på den pensinsmedförande lönen\nför ITP1.\n\nDen kompletterande premien debiteras arbetsgivaren av Collectum på det\nunderlag som ligger till grund för premien för ITP 1.\n\nKompletterande premier till ITPK\n\n\n\n§ 6\n\nDen kompletterande premien ska betalas, för tjänsteman som är född 1978\neller tidigare, till och med månaden före den under vilken tjänstemannen\nfyller 65 år.\n\n\n\n§ 7\n\n\n\nDen kompletterande premien ska beräknas på den pensinsmedförande lönen\nför pensionsförmåner enligt ITP-planens avdelning 2 p 3.\n\nNär tjänsteman beviljats deltidstjänstgöring i syfte att gå i\ndeltidspension ska arbetsgi­varen även fortsättningsvis anmäla inkomst\nutifrån tjänstemannens tidigare sysselsätt­ningsgrad.\n\n§ 8\n\nArbetsgivaren har rätt att avanmäla tjänsteman som är föräldraledig.\nEftersom sådan tid med föräldrapenning är pensionsgrundande rekommenderar\nSvenskt Näringsliv och PTK arbetsgivaren att fortsätta betala premierna till\nITP (avdelning 2) under de 11 första månaderna av föräldraledigheten.\nParterna är därför ense om att denna rekommendation även ska gälla för\nkompletterande premier till ITPK.\n\nUtbetalningsregler\n\n§ 9\n\nUttag av pensionsförsäkring som baseras på de kompletterande premierna\nför deltidspension, kan göras i enlighet med de villkor som gäller för\nuttag av ITP1 respektive ITPK.\n\nParterna är överens om att gemensamt begära att Svenskt Näringsliv och\nPTK gör nödvändiga förändringar i ITP-planen så att de som omfattas av\ndenna överenskommelse kan finansiera sin deltidspension med uttag av ITP1,\nITPK och \u002Feller kompletterande premier.\n\n§ 10\n\nTolkning och tillämpning av dessa villkor sker i ITP-nämnden när det\ngäller frågor där tillämpningen följer av ITP-planens regler.\n\nKompletterande anmärkning för anställda som inte har ITP1 eller ITPK\n\n\n\nFör anställd som är mellan 25 och 65 år och som omfattas av\növerenskommelsen om ett system för deltidspension men inte har något\npågående intjänande av ITP1 eller ITPK hos arbetsgivaren gäller att\narbetsgivaren träffar enskild överenskommelse med den anställde om\navsättning till denna förmån och de administrativa förutsättningarna för\ndenna. Sådan överenskommelse kan också träffas mellan arbetsgivaren och\nlokal facklig organisation.\n\nÖverenskommelse rörande rätt till deltid i pensionssyfte\n\nTjänsteman och arbetsgivare kan komma överens om att tjänsteman från 62\nårs ålder ska gå ner i arbetstid, s.k. deltidspension.\n\nTjänsteman som vill gå i deltidspension skall skriftligen ansöka om detta\nsex kalendermånader före önskad tidpunkt för deltidspensioneringen.\n\nEn ansökan om deltidspension skall behandlas sakligt och objektivt.\n\nArbetsgivaren skall inom två kalendermånader från ansökan underrätta\ntjänstemannen om ansökan kan beviljas eller ej.\n\nOm arbetsgivaren beviljar ansökan om deltidspension blir anställningen,\nfrån det datum då tjänstemannen går ner i arbetstid, en deltidstjänst med\nden sysselsättnings­grad som följer av deltidspensioneringen.\n\n\n\nFör det fall arbetsgivaren inte beviljar ansökan skall en skriftlig\nmotivering överläm­nas till såväl tjänstemannen som till lokal facklig\npart. Tjänstemannen och lokal facklig part har då rätt till överläggning\nmed arbetsgivaren om beslutet.\n\nFöreträdesrätt till anställning med högre sysselsättningsgrad enligt\n25 a § lagen om anställningsskydd gäller inte för tjänsteman som har\ndeltidsanställning genom deltidspensionering enligt detta avtal.\n\nAnmärkning\n\nParterna är överens om att avtalet ska anpassas till vid var tid gällande\nförfattnings­regler rörande pension.",{"bindId":99,"name":100,"text":100},"COMMUTE_trigger","§ 8 Restidsersättning",{"bindId":102,"name":103,"text":104},"SUNDAY_trigger","LÖRDAG-SÖNDAG FRÅN LÖRDAG KL. 07 TILL SÖ","LÖRDAG-SÖNDAG \n        FRÅN LÖRDAG KL. 07 TILL SÖNDAG KL. 24\n      \n      MÅNADSLÖNEN\n                  300",{"bindId":106,"name":107,"text":108},"cbamemtrad","Unionen Kristina Fanberg Akademikerförbu","Unionen Kristina Fanberg\n\nAkademikerförbunden1 Åsa Harvig\nGöthberg",{"bindId":110,"name":111,"text":112},"sicknessmaxdays","Om tjänstemannen under en tolvmånaderspe","Om tjänstemannen under en\ntolvmånadersperiod är sjuk vid två eller flera tillfällen är rätten till\nsjuklön begränsad till totalt 105 dagar för grupp 1 och 45 dagar för grupp\n2. Om tjänstemannen därför under de senaste 12 månaderna, räknat från den\naktuella sjukperiodens början, har fått sjuklön från arbetsgivaren, ska\nantalet sjuklönedagar dras från 105 respektive 45. Resten utgör det maximala\nantalet sjuklönedagar för det aktuella sjukdomsfallet.",{"bindId":114,"name":115,"text":116},"hourspweek","2.1 Längd och begränsningsperiod Den ord","2.1 Längd och\nbegränsningsperiod\n\n\n\nDen ordinarie arbetstiden får inte\növerstiga 40 timmar i genomsnitt per helgfri vecka under en\nbegränsningsperiod om högst fyra veckor eller en kalendermånad. Veckan\nräknas från och med måndag om inte annan beräkning tillämpas på\narbetsstället.\n\nFör tjänstemän i intermittent\ntreskiftarbete får den ordinarie arbetstiden inte överstiga 38 timmar i\ngenomsnitt per helgfri vecka och år.\n\nFör tjänstemän i kontinuerligt\ntreskiftarbete respektive underjordsarbete får den ordinarie arbetstiden inte\növerstiga 36 timmar i genomsnitt per helgfri vecka och år.",{"bindId":118,"name":119,"text":120},"contracttrial","2.4 Provanställning Avtal om provanställ","2.4 Provanställning\n\n\n\nAvtal om provanställning får träffas när syftet är att anställningen\nefter prövotiden ska övergå till en tillsvidareanställning. Avtalet får\nomfatta högst sex månader. Om tjänstemannen varit frånvarande under\nprovperioden, kan anställningen efter överenskommelse förlängas med\nmotsvarande tid.\n\nOm provanställningen inte övergår till en tillsvidareanställning, ska\narbetsgivaren motivera sitt ställningstagande, om tjänstemannen begär\ndet.",{"bindId":122,"name":123,"text":124},"WORKFAM_trigger","11.5 Föräldralön 11.5.1 Villkor för förä","11.5 Föräldralön\n\n\n\n11.5.1 Villkor för\nföräldralön\n\n\n\nEn tjänsteman som är tjänstledig på\ngrund av graviditet eller i samband med barns födelse eller adoption, har\nrätt till föräldralön från arbetsgivaren om tjänstemannen har varit\nanställd hos arbetsgivaren under minst ett år i följd.\n\nMed begreppet i samband med avses att\ntjänstledigheten ska äga rum inom 18 månader.\n\n\n\n11.5.2 Föräldralönens\nstorlek\n\n\n\nFöräldralön är det som blir kvar av\nmånadslönen när avdrag gjorts enligt denna paragraf. Modellen utgår från\natt tjänstemannen får 10 % i föräldralön upp till nedan angiven\nlönegräns och 90 % för lönedelar över lönegränsen upp till ett maxtak om\n15 prisbasbelopp genom 12.\n\nFöräldralöneavdraget beräknas olika\nberoende på om tjänstemannens månadslön över-eller understiger en viss\nlönegräns. Denna lönegräns beräknas som\n\n10 x pbb\n\n12\n\nexempel 2016:\n\nPbb: år 2016 44 300 kr\n\nLönegränsen blir därför:\n\n10 x 44 300 kr = 36 917 kr för\n2016\n\n12\n\nFör tjänstemän med månadslön som\nuppgår till högst lönegränsen görs föräldra-löneavdrag per dag\nmed:\n\n90 % x månadslönen x 12\n\n365\n\nFör tjänstemän med månadslön över\nlönegränsen görs föräldralöneavdrag per dag med:\n\n90 % x 10 x pbb + 10 % x månadslönen\nx 12 - 10 x pbb\n\n365 365\n\nMed månadslön avses, utöver vad som\nanges i 10.3.5 även förmåner i form av kost eller bostad värderade enligt\nSkatteverkets anvisningar\n\n\n\nFöräldralön utbetalas enligt\nnedan:\n\n\n\n\n  \n    \n      TJÄNSTEMAN\n        ANSTÄLLD I ETT MEN INTE TVÅ \n        ÅR I FÖLJD\n      \n      TVÅ\n        MÅNADSLÖNER MINUS 60\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\n      \n    \n    \n      TJÄNSTEMAN\n        ANSTÄLLD I TVÅ MEN INTE TRE\n        ÅR I FÖLJD\n      \n      TRE\n        MÅNADSLÖNER MINUS 90 \n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\n      \n    \n    \n      TJÄNSTEMAN\n        ANSTÄLLD I TRE MEN INTE FYRA\n        ÅR I FÖLJD\n      \n      FYRA\n        MÅNADSLÖNER MINUS 120 \n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\n      \n    \n    \n      TJÄNSTEMAN\n        ANSTÄLLD I FYRA MEN INTE FEM\n        ÅR I FÖLJD\n      \n      FEM\n        MÅNADSLÖNER MINUS 150\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\n      \n    \n    \n      TJÄNSTEMAN\n        ANSTÄLLD I FEM ÅR I FÖLJD\n      \n      SEX\n        MÅNADSLÖNER MINUS 180\n        FÖRÄLDRALÖNEAVDRAG BERÄKNAT PER DAG\n      \n    \n  \n\n\n Föräldralön utges ej för\nlönedelar över 15 prisbasbelopp genom 12. Föräldralön betalas endast om\nledigheten är sammanhängande minst en månad.\n\n\n\n11.5.3 Utbetalning av\nföräldralön\n\n\n\nFöräldralön utbetalas månadsvis vid\nordinarie löneutbetalningstillfälle under den ledighetsperiod som\ntjänstemannen erhåller föräldralön.\n\nExempel:\n\nEn tjänsteman är beviljad\nföräldraledighet under tio månader och är berättigad till föräldralön\nunder fyra månader. Föräldralön utges de fyra första månaderna av\nledigheten.\n\n\n\n11.5.4 Reduktion av\nföräldralön\n\n\n\nFöräldralön betalas inte om\ntjänstemannen undantas från föräldrapenning enligt\nSocialförsäkringsbalken. Om denna förmån har nedsatts ska föräldralönen\nreduceras i motsvarande grad.",{"bindId":126,"name":127,"text":128},"SCHEDULE_trigger","§ 8 Rast och måltidsuppehåll 8.1 Rast Nä","§ 8 Rast och\nmåltidsuppehåll\n\n\n\n8.1 Rast\n\n\n\nNär arbetsdagen är längre än fem\ntimmar har tjänstemannen rätt till rast. Avvikelse får göras genom lokal\növerenskommelse. Sådan avvikelse förutsätter att berörda tjänste­män\nkompenseras med ledighet eller ges lämpligt skydd.\n\nArbetsgivaren skall på förhand ange\nrasternas längd och förläggning så noga som omständigheterna\nmedger.\n\nRasternas antal, längd och\nförläggning skall vara tillfredsställande med hänsyn till\narbetsförhållandena.\n\nAnmärkning\n\nEn god arbetsmiljö förutsätter att\ndet, utöver rasterna, är möjligt att ta pauser under arbetsdagen. Pauser\nräknas in i arbetstiden.\n\n\n\n8.2 Måltidsuppehåll\n\n\n\nRast får bytas mot måltidsuppehåll\npå arbetsplatsen om det är nödvändigt med hänsyn till\narbetsförhållandena eller med hänsyn till sjukdomsfall eller annan händelse\nsom inte har kunnat förutses av arbetsgivaren. Sådant måltidsuppehåll\nräknas in i arbetsti­den.",{"bindId":130,"name":131,"text":131},"SICDIS_trigger","§ 10 Sjuklön m.m.",{"bindId":133,"name":134,"text":134},"NOCTPREM_trigger","§ 5 Förskjuten arbetstid",{"bindId":136,"name":137,"text":138},"LOWWAGE_trigger","1.3 Lägsta löner Lägsta löner för anstäl","1.3 Lägsta löner\n\n\n\nLägsta löner för anställd som fyllt\n18 år med kortare anställningstid än ett år är under tiden\n\nden 1 maj 2016 - 30 april 2017 17.175\nkr\n\nFör tjänsteman med ett års\nsammanlagd anställningstid i företaget är lägsta lönen under\ntiden\n\nden 1 maj 2016 - 30 april 2017 18.998\nkr\n\nFör att uppnå tillämpligt\nlönebelopp används tjänstemannens bidrag till utrymmet. Om summan härav\ninte räcker för att uppnå lönebeloppet ska resterande del tillskjutas utom\nden tillgängliga ramen för lönehöjningar.\n\nAngivna lägsta löner avser\ntjänsteman med heltidsanställning. Vid tillämpningen av dessa belopp för\ndeltidsanställda gäller att beloppen ska omräknas i proportion till vad\ndeltiden utgör i procent av heltid.\n\nMed \"lön\" avses här\n\n\n\nfast kontant lön\n\nnaturaförmåner i form av kost eller\nbostad enligt Skatteverket.\n\nvid provision, tantiem och liknande\nrörliga löneformer: genomsnittsvärdet härav enligt de normer som enligt\nITP-avtalet gäller för bestämmande av pensionsmed- förande lön.\n\nDe angivna lönebeloppen gäller även\nför vikarier, som i övrigt enligt punkt 2.2 är undantagna från\nlöneavtalets tillämpning.",{"bindId":140,"name":141,"text":142},"coveroccup3","1.3 Undantag Avtalet gäller inte tjänste","1.3 Undantag\n\n\n\nAvtalet gäller inte\n\n\n\ntjänstemän i företagsledande befattning\n\ntjänstemän vars anställning är att betrakta som bisyssla, utom vad\ngäller sjuklön under arbetsgivarperioden enligt § 10 i detta avtal.",{"bindId":144,"name":145,"text":146},"trainingprogrammes","Planer för kompetensutveckling utformas ","Planer för kompetensutveckling\nutformas och följs upp kontinuerligt med hänsyn till konkurrens- och\nomvärldssituationen.",{"bindId":148,"name":149,"text":149},"WAGES_trigger","Centralt löneavtal",{"bindId":151,"name":152,"text":153},"contractseverancepay","Anmärkning Bestämmelsen innebär att tjän","Anmärkning\n\nBestämmelsen innebär att\ntjänstemannen erhåller en månadslön efter besked om provanställnings\navbrytande i förtid respektive två veckors lön när provanställning i\nsamband med prövotidens utgång inte övergår i en tillsvidareanställning,\nom inte annat överenskoms.",{"bindId":155,"name":156,"text":157},"ANNLEAVE_trigger","9.4 Semesterlön, semesterersättning m.m.","9.4 Semesterlön, semesterersättning\nm.m.\n\n\n\n9.4.1 Semesterlön och\nsemestertillägg\n\n\n\nSemesterlönen utgörs av den\nmånadslön som är aktuell vid semestertillfället och\nsemestertillägg.\n\nSemestertillägget för varje betald\nsemesterdag är\n\n\n\n0,8 % av tjänstemannens månadslön\nsom är aktuell vid semestertillfallet och eventuella fasta lönetillägg per\nmånad. Beträffande ändrad sysselsättningsgrad, se 9.4.6.\n\n0,5 % av summan av den rörliga\nlönedel som har betalats ut under intjänandeåret.\n\nOm tjänstemannen inte tjänat in full\nsemester ska semestertillägget 0,5 % justeras upp enligt följande:\n\n0,5 x det antal semesterdagar som\ntjänstemannen har rätt till\n\nAntalet betalda semesterdagar som\ntjänstemannen har tjänat in.\n\nMed fasta lönetillägg avses här t.\nex. fasta skift , jour , beredskaps, övertids och restidstillägg, garanterad\nminimiprovision eller liknande.\n\nMed rörlig lönedel avses här t. ex.\nprovision, tantiem, bonus, premielön, skift , jour , beredskaps och\nersättning för förskjuten arbetstid eller liknande, i den mån den inte\nräknats in i månadslönen.\n\nMed provision, tantiem, bonus och\nliknande avses här sådana rörliga lönedelar som har direkt samband med\ntjänstemannens personliga arbetsinsats.\n\nI övertids , mertids och\nrestidsersättning ingår semesterlön.\n\n\n\n9.4.2 Beräkning av rörlig lönedel\nvid semesterlönegrundande frånvaro\n\n\n\nTill summan av den rörliga lönedel\nsom har betalats ut under intjänandeåret ska för varje kalenderdag med\nsemesterlönegrundande frånvaro läggas en genomsnittlig dagsinkomst av\nrörliga lönedelar.\n\nGenomsnittlig dagsinkomst =\n\nUnder intjänandeåret utbetald rörlig\nlönedel\n\nAntalet anställningsdagar, minus\nsemesterledighetsdagar och hela dagar med semesterlönegrundande frånvaro\nunder intjänandeåret.\n\nSkift , jour, beredskapsersättning och\nersättning för förskjuten arbetstid och liknande ska inte tas med i\novanstående genomsnittsberäkning, om tjänstemannen under intjänandeåret\nhaft sådan ersättning under högst 60 kalenderdagar.\n\n\n\n9.4.3 Utbetalning av\nsemesterlön\n\n\n\nSemestertillägget om 0,8 % betalas ut\ntillsammans med lönen i samband med eller närmast efter semestern.\n\nSemestertillägget om 0,5 % betalas ut\nsenast vid semesterårets slut.\n\nUndantag\n\n\n\nOm lönen till väsentlig del består\nav rörliga lönedelar, har tjänstemannen rätt att å conto få ett\nsemestertillägg som grundar sig på de rörliga lönedelarna. Arbetsgivaren\nska uppskatta tilläggets storlek. Tillägget betalas ut samtidigt med lönen\nvid den ordinarie utbetalningen i samband med semestern. Arbetsgivaren ska\nsenast vid semesterårets utgång betala ut det semestertillägg som kan\nåterstå efter beräkning enligt 9.4.1 och 9.4.2.\n\nOm en överenskommelse har träffats om\natt semesterår och intjänandeår ska sammanfalla, kan arbetsgivaren betala ut\nresterande semesterlön som avser rörliga lönedelar efter semesterårets\nutgång. Detta ska göras vid den första ordinarie löneutbetalningen på det\nnya intjänandeåret när ordinarie lönerutin kan tillämpas.\n\n9.4.4 Semesterersättning\n\n\n\nErsättning för varje betald\nsemesterdag som inte tagits ut är 4,6 % av den aktuella månadslönen samt\nsemestertillägg enligt 9.4.1 och 9.4.2.\n\nFör sparad semesterdag beräknas\nsemesterersättning som om den sparade dagen tagits ut det semesterår\nanställningen upphör.\n\n\n\n9.4.5 Obetald semester\n\n\n\nFör varje uttagen obetald semesterdag\ngörs avdrag från tjänstemannens aktuella månadslön med 4,6 % av\nmånadslönen. Beträffande begreppet månadslön, se 9.4.1.\n\n\n\n9.4.6 Ändrad\nsysselsättningsgrad\n\n\n\nOm tjänstemannen under\nintjänandeåret haft annan sysselsättningsgrad än vid se­mestertillfället\nska den månadslön som är aktuell vid semestertillfället proportioneras i\nförhållande till andelen av full ordinarie arbetstid som gällde vid\narbetsplatsen under intjänandeåret. Om sysselsättningsgraden har ändrats\nunder löpande kalendermånad ska vid beräkningen användas den\nsysselsättningsgrad som har gällt under flertalet kalenderdagar av månaden.\nBeträffande begreppet månadslön, se 9.4.1.",{"bindId":159,"name":160,"text":161},"CONSIGN_trigger","§ 6 Jourtid 6.1 Jourtid Med jourtid avse","§ 6 Jourtid\n\n\n\n6.1 Jourtid\n\n\n\nMed jourtid avses tid då\ntjänstemannen inte har arbetsskyldighet men åläggs att stå till\narbetsgivarens förfogande på arbetsplatsen för att utföra arbete när det\nuppstår behov.\n\n\n\n6.2 Schema\n\n\n\nJourtid ska fördelas så att den inte\noskäligt belastar en enskild tjänsteman.\n\nSchema för jourtid bör upprättas i\ngod tid.\n\n\n\n6.3 Ersättning för jourtid\n\n\n\n\n  \n    \n      JOURTID\n        ERSÄTTS PER JOURTIMME MED\n      \n      MÅNADSLÖNEN\n        600\n      \n    \n    \n      DOCK\n        GÄLLER FÖLJANDE:\n      \n       \n      \n    \n    \n      FRÅN\n        FREDAG KL. 18 TILL LÖRDAG KL. 07\n      \n      MÅNADSLÖNEN\n        400\n      \n    \n    \n      FRÅN\n        LÖRDAG KL. 07 TILL SÖNDAG KL. 24\n      \n      MÅNADSLÖNEN\n        300\n      \n    \n    \n      FRÅN\n        KL. 18 DAGEN FÖRE TILL KL. 07 TRETTONDAGEN,1 MAJ, \n        \n        KRISTI HIMMELSFÅRDSDAG OCH ALLA HELGONS DAG\n      \n      MÅNADSLÖNEN\n        400\n      \n    \n    \n      FRÅN\n        KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, KRISTI HIMMELSFÄRDSDAG OCH\n        ALLA HELGONS DAG TILL KL. 00 FÖRSTA\n        VARDAGEN EFTER RESPEKTIVE HELGER\n      \n      MÅNADSLÖNEN\n        300\n      \n    \n    \n      FRÅN\n        KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\n      \n      MÅNADSLÖNEN\n        150\n      \n    \n  \n\n\n Jourtidsersättning betalas per pass\nför lägst 8 timmar, i förekommande fall minskat med den tid som\ntjänstemannen fått övertidsersättning för.\n\n\n\nMed månadslön avses den aktuella\nfasta kontanta månadslönen.\n\nFör deltidsanställda ska lönen\nräknas upp så att den motsvarar heltidslön.\n\n\n\n6.4 Lokal överenskommelse\n\n\n\nDe lokala parterna får träffa\növerenskommelse om annan lösning, om det finns särskilda skäl.\n\n\n\n6.5 Enskild överenskommelse\n\n\n\nArbetsgivaren och en enskild\ntjänsteman kan komma överens om att reglerna om ersättning enligt ovan inte\nska gälla utan att tjänstemannen i stället ska få skälig ersättning på\nannat sätt. En sådan överenskommelse ska vara skriftlig.\n\nVillkoren gäller tills vidare och kan\nrevideras vid nästa lönerevision.\n\nEn part som vill att villkoren ska\nupphöra ska underrätta den andra parten senast två månader\ndessförinnan.\n\n\n\n§ 7 Beredskapstjänst\n\n\n\n7.1 Beredskapstjänst\n\n\n\nMed Beredskapstjänst I avses tid då\ntjänstemannen inte har arbetsskyldighet men åläggs att stå till\narbetsgivarens förfogande genom att vara anträffbar för att ome­delbart\nkunna utföra arbete när det uppstår behov.\n\nMed Beredskapstjänst II avses tid då\ntjänstemannen inte har arbetsskyldighet men åläggs vara anträffbar för att\ninom föreskriven tid efter varsel utföra arbete vid ar­betsstället eller\nannan plats.\n\n7.2 Schema\n\n\n\nBeredskapstjänst ska fördelas så att\nden inte oskäligt belastar en enskild tjänsteman. Schema för\nberedskapstjänst bör upprättas i god tid.\n\n\n\n7.3 Ersättning för\nberedskapstjänst\n\n\n\n\n  \n    \n      \n        BEREDSKAPS TJÄNST I\n      \n      BEREDSKAPSTJÄNST\n        II\n      \n       \n      \n    \n    \n      BEREDSKAPSTJÄNST\n        ERSÄTTS PER \n        BEREDSKAPSTIMME MED \n        \n        DOCK GÄLLER FÖLJANDE:\n      \n      MÅNADSLÖNEN \n        1000\n      \n      MÅNADSLÖNEN \n        1400\n      \n    \n    \n      FREDAG-SÖNDAG \n        FRÅN FREDAG KL. 18 TILL LÖRDAG KL. 07\n      \n      MÅNADSLÖNEN \n        700\n      \n      MÅNADSLÖNEN \n        1000\n      \n    \n    \n      FRÅN\n        LÖRDAG KL. 07 TILL SÖNDAG KL. 24\n      \n      MÅNADSLÖNEN \n        500\n      \n      MÅNADSLÖNEN \n        700\n      \n    \n    \n      FRÅN\n        KL. 18 DAGEN FÖRE TILL KL. 07 \n        TRETTONDAGEN, 1 MAJ, KRISTI HIMMELS­FÄRDSDAG OCH ALLA HELGONS\n        DAG\n      \n      MÅNADSLÖNEN \n        700\n      \n      MÅNADSLÖNEN \n        1000\n      \n    \n    \n      FRÅN\n        KL. 07 TRETTONDAGEN, 1 MAJ, NATIONALDAGEN, KRISTI \n        HIMMELSFÄRDSDAG OCH ALLA HELGONS DAG TILL KL. 00 FÖRSTA VARDAGEN\n        EFTER RESPEKTIVE HELGER\n      \n      MÅNADSLÖNEN \n        500\n      \n      MÅNADSLÖNEN \n        700\n      \n    \n    \n      FRÅN\n        KL. 18 PÅ SKÄRTORSDAGEN OCH NYÅRSAFTON SAMT FRÅN KL. 07 PÅ\n        PINGST-, MIDSOMMAR- OCH JULAFTON TILL KL. 00 FÖRSTA VARDAGEN EFTER\n        RESPEKTIVE HELGER\n      \n      MÅNADSLÖNEN \n        250\n      \n      MÅNADSLÖNEN \n        350\n      \n    \n  \n\n\n Beredskapsersättning betalas per\npass för lägst 8 timmar, i förekommande fall mins­kad med den tid som\ntjänstemannen fått övertidsersättning för.\n\nVid beordrad inställelse i arbete\nbetalas övertidsersättning för arbetad tid, dock minst för en timme vid\nBeredskapstjänst I och minst för två timmar vid Beredskapstjänst II.\nErsättning för resekostnad i anslutning till sådan inställelse betalas\nut.\n\nMed månadslön avses den aktuella\nfasta kontanta månadslönen.\n\nFör deltidsanställda ska lönen\nräknas upp så att den motsvarar heltidslön.\n\n\n\n7.4 Lokal överenskommelse\n\n\n\nDe lokala parterna får träffa\növerenskommelse om annan lösning om det finns sär­skilda skäl.\n\n\n\n7.5 Enskild överenskommelse\n\n\n\nArbetsgivaren och en enskild\ntjänsteman kan komma överens om att reglerna om ersättning enligt ovan inte\nska gälla utan att tjänstemannen i stället ska få skälig ersättning på\nannat sätt.\n\nEn sådan överenskommelse ska vara\nskriftlig och bör innehålla uppgifter om aktuell lön samt den ersättning\nsom erhålls istället för ersättning för beredskapstjänst.\n\nÖverenskommelsen gäller tills vidare\noch kan revideras vid nästa lönerevision.\n\nEn part som vill att en sådan\növerenskommelse ska upphöra ska underrätta den andra parten senast två\nmånader dessförinnan.\n\nArbetsgivaren och enskild tjänsteman\nkan komma överens om att beredskapspass kan vara kortare än 8 timmar dock\nlägst 4 timmar. Beredskapsersättningen ska då anpassas efter detta och i\nförekommande fall minskas med den tid tjänstemannen fått\növertidsersättning för. Sådant förkortat beredskapspass får endast\nförläggas vid ett tillfälle per person och dygn.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Tjänstemannavtal 265_avtalstryck_2016-2017_SvenskHandel_Unionen - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2016-01-05\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2017-04-30\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Detaljhandel\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Företagsnamn: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIALFÖRSÄKRING OCH PENSIONER\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Arbetsgivare gör avsättningar till pensionsfond för anställda: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Arbetsgivare gör avsättningar till funktionshinderfond för anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Arbetsgivare gör avsättningar till arbetslöshetsfond för anställda: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">UTBILDNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Utbildningsprogram: → Ja\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Lärlingskap: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Arbetsgivare gör avsättningar till utbildningsfond för anställda: → Ja\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sickjobtype\">\n                Maxgräns för sjuklön i: → SEK \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximalt antal dagar för betald sjukfrånvaro: → 105 dagar\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Ja\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA OCH SÄKERHET OCH LÄKARVÅRD\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Avtal om läkarvård: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Avtal om läkarvård för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Avtal om bidrag till sjukförsäkring: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Avtal om sjukförsäkring för anhöriga: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Avtal om hälso- och säkerhetsregler: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Avtal om hälso- och säkerhetsutbildning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Tillhandahållande av skyddskläder: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regelbunden eller årlig hälsokontroll eller läkarbesök bekostad av arbetsgivaren: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Översyn av muskuloskeletala förhållanden vid arbetsplatserna, yrkesrisker och\u002Feller relationen mellan arbete och hälsa: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Begravningshjälp: → \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            \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 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