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Avtalet reglerar hur\nkollektivavtalsförhandlingarna om löner och andra villkor ska bedrivas mellan\nde centrala parterna.\u003C\u002Fp>\n\n\u003Cp>Omställningsavtal\u003C\u002Fp>\n\n\u003Cp>Omställningsavtalet mellan SAF och PTK av den 18 december 1997gäller fr o\nm 1 ja-nuari 1998 mellan Trä- och Möbelföretagen Stoppmöbelindustrin och\nUnionen.\u003C\u002Fp>\n\n\u003Cp>Pension och gruppliv\u003C\u002Fp>\n\n\u003Cp>Uppgörelsen om ITP och ITPG av den 30 september 1976 och avtalet om\ntjänste-grupplivförsäkring av den 19 februari 1976 mellan SAF och PTK\ngäller mellan Trä- och Möbelföretagen – Stoppmöbelindustrin och\nUnionen.\u003C\u002Fp>\n\n\u003Cp>Den 1 juli 2007 trädde en ny ITP-plan i kraft. Avtalet tecknades mellan\nSvenskt Nä-ringsliv och PTK den 26 april 2006 och har antagits att gälla\nmellan Unionen och Trä- och Möbelföretagen Stoppmöbelindustrin.\u003C\u002Fp>\n\n\u003Cp>Premielön\u003C\u002Fp>\n\n\u003Cp>Avtalet av den 18 januari 1969 mellan SAF och Unionen (tidigare Sif) om\nallmänna villkor och lönerevisionsfrågor vid premielön.\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtalet mellan SAF och LO\u002FPTK gäller fr o m 15 november 1983\nmellan Trä- och Möbelföretagen Stoppmöbelindustrin och Unionen.\u003C\u002Fp>\n\n\u003Cp>Utlandstjänstgöring\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen mellan SAF och PTK av den 26 juni 1985 angående ”Avtal\nom social trygghet för tjänstemän vid utlandstjänstgöring”,\n”Bestämmelser i försäkrings-villkor för läkekostnadsförsäkring vid\nutlandstjänstgöring” och ”Nämnden SAF-PTK för läkekostnadsförsäkring\nvid utlandstjänstgöring” gäller mellan Trä- och Möbelföre-tagen\nStoppmöbelindustrin och Unionen.\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Avtal om allmänna anställningsvillkor för tjänstemän\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>För tjänstemän, som är anställda vid företag anslutna till Trä- och\nMöbelföretagen gäl-ler avtalet med i mom 2–7 angivna tillägg och\nundantag.\u003C\u002Fp>\n\n\u003Cp>Begreppet ”tjänsteman” i detta avtal innefattar ”arbetsledare”.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman, som hänförs till befattningsskikt högre än 2 i\nbefattningsnomenklatu-ren, gäller ej avtalet.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman, som med tillämpning av § 3 har anställts för vikariat\neller som prakti-kant eller i övrigt för viss tid, viss säsong eller visst\narbete, gäller avtalet omedelbart med undantag dels enligt § 1 mom 4 och § 1\nmom 6, dels av § 12 mom 1–2. Rätten till sjuklön enligt § 6 under de\nförsta 14 kalenderdagarna är dock enligt § 3 Lagen om sjuklön begränsad om\nden avtalade anställningstiden är kortare än en månad.\u003C\u002Fp>\n\n\u003Ch3>Mom 4\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som har anställts på prov gäller avtalet omedelbart.\nBeträffande upp-sägningstidens längd under provanställningen, se § 12 mom\n3:3.\u003C\u002Fp>\n\n\u003Ch3>Mom 5\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som innehar anställning utgörande bisyssla gäller ej\navtalet utom § 6 i den del som avser sjuklön under de första 14\nkalenderdagarna i en sjuklöneperiod.\u003C\u002Fp>\n\n\u003Ch3>Mom 6\u003C\u002Fh3>\n\n\u003Cp>För tjänsteman som fyllt 67 år eller anställs vid företaget efter det\natt han uppnått den för honom gällande ordinarie pensionsåldern enligt\nITP–planen gäller avtalet med föl-jande inskränkningar:\u003C\u002Fp>\n\n\u003Cp>§ 6 i den del som avser sjuklön efter den 14:e kalenderdagen i en\nsjuklöneperiod gäller endast om\u003C\u002Fp>\n\n\u003Cp>• särskild överenskommelse härom träffas mellan arbetsgivaren och\ntjänstemannen\u003C\u002Fp>\n\n\u003Cp>• uppsägningstiden framgår av § 12 mom 3:4.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och sådan tjänsteman som avses i detta moment kan\növerenskomma att även andra villkor skall regleras på annat sätt än\navtalet stadgar.\u003C\u002Fp>\n\n\u003Ch3>Mom 7\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman på arbetsgivarens uppdrag tjänstgör utomlands skall\nanställnings-villkoren under utlandsvistelsen regleras antingen genom\növerenskommelse mellan ar-betsgivaren och tjänstemannen eller genom särskilt\nutlandsresereglemente eller lik-nande vid företaget.\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring gäller ”Avtal om social trygghet för\ntjänstemän vid utlands-tjänstgöring” för de tjänstemän som anges i\nnämnda avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Ett sådant utlandsresereglemente eller en sådan överenskommelse mellan\narbetsgiva-ren och tjänstemannen bör, som regel, komma till stånd före\ntjänsteresan.\u003C\u002Fp>\n\n\u003Ch3>Mom 8\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren har rätt att kräva, att tjänsteman som tillhör\nföretagsledningen inte får vara medlem i tjänstemannaorganisation, för vars\nmedlemmar detta avtal tillämpas.\u003C\u002Fp>\n\n\u003Cp>Till företagsledningen räknas\u003C\u002Fp>\n\n\u003Cp>• företagsledare\u003C\u002Fp>\n\n\u003Cp>• privatsekreterare till företagsledare\u003C\u002Fp>\n\n\u003Cp>• tjänstemän, i vilkas tjänsteåligganden ingår att företräda\nföretaget i förhållande till tjänstemännen i frågor rörande dessas\narbetsvillkor.\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>Trä- och Möbelföretagen och Unionen\u002FLedarna\u002FSveriges Ingenjörer noterar\natt samt-liga berörda PTK–förbund har enats om att i företag befintliga\ntjänstemannaklubbar respektive av tjänstemännen utsedda representanter inom\nPTK–området kan beträf-fande omställningsavtalet och beträffande frågor\nom personalinskränkning enligt av-talen om allmänna anställningsvillkor\ngentemot arbetsgivaren företrädas av ett ge-mensamt organ, PTK–L.\u003C\u002Fp>\n\n\u003Cp>Detta organ skall anses vara ”den lokala tjänstemannaparten” i de\nnämnda avtalen. PTK–L skall även anses vara ”den lokala\narbetstagarorganisationen” enligt lagen (1982:80) om anställningsskydd.\u003C\u002Fp>\n\n\u003Cp>Kan tjänstemannaparten inte bilda PTK–L, skall företaget kunna träffa\növerenskom-melse med varje tjänstemannaorganisationen för sig.\u003C\u002Fp>\n\n\u003Ch2>§ 2 Löneprinciper\u003C\u002Fh2>\n\n\u003Cp>Lönesättningen skall vara differentierad efter individuella eller andra\ngrunder. Lö-neskillnader skall vara väl motiverade och sakligt grundade.\nLönen skall bestämmas med hänsyn till ansvaret och svårighetsgraden i\narbetsuppgifterna och den anställdes sätt att uppfylla dessa. Ett svårare\narbete som ställer högre krav på skicklighet, ansvar och kompetens skall ge\nhögre lön än ett enklare arbete. Hänsyn skall också tas till\nar-betsmiljön och förutsättningarna för hur arbetet kan utföras. Även\nmarknadskrafterna påverkar löneavvägningen.\u003C\u002Fp>\n\n\u003Cp>Varje medarbetare skall veta på vilka grunder lönen satts och vad\nmedarbetaren kan göra för att öka lönen. Systematisk värdering av\narbetsinnehåll och personliga kvalifi-kationer samt ändamålsenliga\ninformationssystem utgör goda grunder för bedöm-ningen. Teoretiska och\npraktiska kunskaper, omdöme och initiativ, ansvar, ansträng-ning,\narbetsmiljö, samarbets- och ledningsförmåga är exempel på viktiga faktorer\nsom bör användas vid en värdering.\u003C\u002Fp>\n\n\u003Cp>Vid höjda krav i befattningen, genom ökad erfarenhet, fler och mer\nkrävande arbets-uppgifter, ökade befogenheter, större ansvar, ökad kunskap\neller kompetens bör en an-ställd successivt kunna höja sin lön.\u003C\u002Fp>\n\n\u003Cp>Lönesystem och lönesättning i företagen bör utformas så att de blir en\ndrivkraft för ut-vecklingen av de anställdas kompetens och arbetsuppgifter.\nLönesättningen stimulerar därigenom till produktivitetsökning och ökad\nkonkurrenskraft. Samma löneprinciper skall gälla för kvinnor och män liksom\nför yngre och äldre medarbetare.\u003C\u002Fp>\n\n\u003Cp>Diskriminerande eller andra sakligt omotiverade skillnader i löner eller\nandra anställ-ningsvillkor mellan anställda skall inte förekomma. De lokala\nparterna skall inför de löneförhandlingar, som skall ske enligt avtalen,\nanalysera om diskriminerande eller på annat sätt sakligt omotiverade\nlöneskillnader förekommer. Framgår det av dessa ana-lyser att omotiverade\nlöneskillnader finns i företaget skall dessa justeras i samband med\nlöneförhandlingarna.\u003C\u002Fp>\n\n\u003Ch2>§ 3 Anställning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Anställning tillsvidare\u003C\u002Fh3>\n\n\u003Cp>Anställning gäller tills vidare, om arbetsgivaren och tjänstemannen inte\nhar överens-kommit om annat enligt mom 2 nedan.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Anställning för viss tid, viss säsong eller visst arbete\u003C\u002Fh3>\n\n\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan överenskomma om anställning för viss\ntid, viss säsong eller visst arbete om arbetsuppgifternas särskilda\nbeskaffenhet föranleder sådan anställning.\u003C\u002Fp>\n\n\u003Cp>Skolungdom och studerande får anställas för viss tid, viss säsong eller\nvisst arbete när de har ferier eller annars gör uppehåll i studierna.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som fyllt 67 år eller anställs vid företaget efter det att\nhan uppnått den för honom gällande ordinarie pensionsåldern enligt\nITP–planen får anställas för viss tid, viss säsong eller visst arbete.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>Avtal om anställning för viss tid får vidare träffas om anställningen\navser praktikarbete el-ler vikariat.\u003C\u002Fp>\n\n\u003Cp>Med vikariat avses\u003C\u002Fp>\n\n\u003Cp>• att tjänstemannen ersätter en annan tjänsteman under dennes\nfrånvaro, t.ex. vid le-dighet på grund av semester, sjukdom, utbildning eller\nföräldraledighet eller\u003C\u002Fp>\n\n\u003Cp>• att tjänstemannen under högst 6 månader eller under den längre tid\nsom överens-kommits mellan arbetsgivaren och den lokala tjänstemannaparten,\nuppehåller en ledigbliven befattning i avvaktan på att en ny innehavare av\nbefattningen utsetts.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3\u003C\u002Fp>\n\n\u003Cp>För att avlasta tillfällig arbetstopp vid företaget får arbetsgivaren\noch tjänstemannen överenskomma om anställning för viss tid.\u003C\u002Fp>\n\n\u003Cp>Mom 2:4\u003C\u002Fp>\n\n\u003Cp>Avtal om anställning för viss tid i form av provanställning får träffas\nmellan arbetsgi-varen och tjänstemannen\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannens kvalifikationer inom befattningsområdet är\noprövade eller\u003C\u002Fp>\n\n\u003Cp>• om det i annat fall föreligger särskilda skäl att pröva\ntjänstemannens kvalifikat-ioner och arbetsförutsättningar mot bakgrund av\narbetsuppgifternas speciella krav.\u003C\u002Fp>\n\n\u003Cp>Provanställning kan omfatta högst 6 månader. Då synnerliga skäl\nföreligger kan pro-vanställningen efter lokal överenskommelse förlängas,\ndock längst ytterligare 6 måna-der.\u003C\u002Fp>\n\n\u003Cp>Mom 2:5\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren står i begrepp att anställa en tjänsteman enligt mom 2:3\neller mom 2:4 bör arbetsgivaren, om det är praktiskt möjligt, underrätta\nberörd tjänstemannaklubb vid företaget innan anställningsöverenskommelse\nträffas. Underrättelse skall dock alltid lämnas inom en vecka efter det att\nanställningsöverenskommelse har träffats.\u003C\u002Fp>\n\n\u003Cp>Mom 2:6\u003C\u002Fp>\n\n\u003Cp>Arbetsgivarens rätt att anställa tjänstemän för att avlasta\narbetstoppar enligt mom 2:3 respektive provanställa tjänstemän enligt mom\n2:4 kan sägas upp av den lokala tjäns-temannaparten eller av PTK–förbund.\nUppsägningstiden är tre månader. Om arbetsgi-varen önskar att nämnda rätt\nskall bestå, skall han skyndsamt begära att förhandlingar härom förs under\nuppsägningstiden. Förbundsparterna kan förlänga uppsägningstiden för att\nmöjliggöra att förhandlingar enligt förhandlingsordningen hinner slutföras\nin-nan uppsägningstiden utlöper. I sista hand kan frågan huruvida rätten\nskall bestå eller ej tas upp till överläggningar i Tjänstemarknadsnämnden\nSAF–PTK.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>Vid återanställning av tjänsteman\u002Ftjänstemän, som har blivit uppsagda\npå grund av ar-betsbrist eller som inte har fått en tidsbegränsad\nanställning förnyad, kan de lokala parterna, vid uppsägningstillfället\neller inför återanställning med avvikelse från be-stämmelserna i 25–27\n§§ lagen om anställningsskydd, träffa överenskommelse om tur-ordning vid\nåteranställning i enlighet med vad som anges i § 12 mom 2.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Deltid i pensioneringssyfte (deltidspension)\u003C\u002Fh3>\n\n\u003Cp>Tjänsteman har rätt att från 62 års ålder gå ner i arbetstid för att\nmöjliggöra delpens-ion. En förutsättning är dock att så kan ske med\nskäligt hänsynstagande till verksam-hetens krav och behov. Tjänsteman som\nvill utnyttja rätten ska ansöka senast 6 måna-der innan deltiden ska träda\ni kraft, varefter samråd ska ske mellan tjänstemannen och arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Utgångspunkten är att nedgången i arbetstid ska avse 20 %. Annan nedgång\ni tid kan överenskommas. Särskild hänsyn ska tas till mindre företags\nförutsättningar.\u003C\u002Fp>\n\n\u003Cp>Om delpension beviljas är anställningen från det att delpensionen börjar\ngälla, en del-tidsanställning med den sysselsättningsgrad som följer av\ndelpensionen.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren avser att avslå tjänstemannens begäran ska denne\nunderrätta tjänste-mannen och tjänstemannaklubben. I samband med detta ska\nskälen för varför arbetsgi-varen avser avslå ansökan redovisas. Lokal\nfacklig part kan begära förhandling i frå-gan enligt gällande\nförhandlingsordning.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som utnyttjar sin rätt till deltidspension och tillhör ITP 2,\nska arbetsgiva-ren till Collectum anmäla dennes tidigare heltidslön i syfte\natt ålderspensionen från 65 år inte skall påverkas av\ndeltidspensioneringen.\u003C\u002Fp>\n\n\u003Ch2>§ 4 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Ch3>Mom 1\u003C\u002Fh3>\n\n\u003Cp>Förhållandet mellan arbetsgivare och tjänstemän grundar sig på\nömsesidig lojalitet och ömsesidigt förtroende. Tjänsteman skall iaktta\ndiskretion rörande företagets angelä-genheter, såsom prissättningar,\nkonstruktioner, experiment och undersökningar, drifts-förhållanden,\naffärsangelägenheter och dylikt.\u003C\u002Fp>\n\n\u003Ch3>Mom 2\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman får ej utföra arbete eller direkt eller indirekt bedriva\nekonomisk verk-samhet för ett företag, som konkurrerar med arbetsgivaren.\nTjänstemannen får ej hel-ler åta sig uppdrag eller bedriva verksamhet, som\nkan inverka menligt på hans arbete i tjänsten. Om en tjänsteman avser att\nåta sig uppdrag eller bisyssla av mera omfattande slag, bör han därför\nförst samråda med arbetsgivaren.\u003C\u002Fp>\n\n\u003Ch3>Mom 3\u003C\u002Fh3>\n\n\u003Cp>En tjänsteman har rätt att motta statligt, kommunalt och fackligt\nförtroendeuppdrag.\u003C\u002Fp>\n\n\u003Ch2>§ 5 Semester\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Allmänna bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Semester utgår enligt lag med i mom 2, 3, 5:1–5:2, 6 och 7 angivna\ntillägg, och i mom 4 och 5:3 angivna undantag. Undantag har gjorts endast i de\ndelar där så uttryckligen framgår i nämnda moment.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förskjutning av semesterår och\u002Feller intjänandeår\u003C\u002Fh3>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman eller den lokala tjänstemannaparten\nkan över-enskomma om förskjutning av semesterår och\u002Feller intjänandeår.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Semesterns längd m.m.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>Genom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 7\nmom 1 kan tjänstemannen i stället för 25 semesterdagar erhålla tre eller\nfem semesterdagar ut-över lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Med semesterdagar avses både betalda och obetalda semesterdagar. För\ntjänstemän med flera semesterdagar än 25 fastställs antalet dagar med\nsemesterlön enligt princi-perna i § 7 semesterlagen.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Semester, som i det individuella fallet på grund av kollektivt eller\nenskilt arbetsavtal kommit att utgå med större antal dagar än detta avtal\nstadgar, skall ej röna försämring genom detta avtal.\u003C\u002Fp>\n\n\u003Cp>Denna garantiregel gäller dock inte i de fall en tjänsteman enligt § 7\nmom 1:1 andra stycket i stället för särskild övertidskompensation erhållit\nlängre semester eller inte längre har att utföra förberedelse- och\navslutningsarbete enligt bestämmelsen i § 7 mom 1:2.\u003C\u002Fp>\n\n\u003Cp>Om det vid något företag före avtalets tillkomst finns ett gällande\ntjänstemannaregle-mente med längre semester räknat i dagar per år innebär\ninte detta avtals ikraftträ-dande att reglementets villkor förändras.\u003C\u002Fp>\n\n\u003Cp>Uppstår vid något företag fråga om ändring av semesterbestämmelser i\ngällande regle-mente, skall meddelande härom lämnas tjänstemannaparten och,\ninnan avgörande träffas, förhandlingar äga rum, i de fall\ntjänstemannaparten så önskar.\u003C\u002Fp>\n\n\u003Cp>Mom 3:3\u003C\u002Fp>\n\n\u003Cp>För vid företaget befordrad eller nyanställd tjänsteman skall i\nintjänandeåret enligt se-mesterlagen även inräknas tid, varunder\ntjänstemannen i denna eller annan egenskap varit anställd i företaget eller,\ni fråga om koncern, i annat till koncernen hörande före-tag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Semesterlön, semesterersättning m.m.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Mom 4:1\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den på semestertiden belöpande aktuella\nmånadslönen och semestertillägg enligt nedan.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman avlönad med veckolön skall månadslönen beräknas som\n4,3 x veckolö-nen.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg för varje betald semesterdag utgör\u003C\u002Fp>\n\n\u003Cp>• 0,8% av tjänstemannens vid semestertillfället aktuella månadslön.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta sammanhang fast kontant månadslön och\neventuella fasta lönetillägg per månad (t.ex. fasta skift-, jour-,\nberedskaps-, övertids- och restids-tillägg, garanterad minimiprovision eller\nliknande).\u003C\u002Fp>\n\n\u003Cp>Beträffande ändrad sysselsättningsgrad – se mom 4:4.\u003C\u002Fp>\n\n\u003Cp>• 0,5% av summan av den rörliga lönedel som har utbetalats under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses i detta sammanhang:\u003C\u002Fp>\n\n\u003Cp>• provision, tantiem, bonus eller liknande rörliga lönedelar\u003C\u002Fp>\n\n\u003Cp>• premielön\u003C\u002Fp>\n\n\u003Cp>• skift-, jour-, beredskaps- och ob-ersättning eller liknande rörlig\nlönedel i den mån den inte inräknats i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Till ”summan av den rörliga lönedel som har utbetalats under\nintjänandeåret” skall för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en ge-nomsnittlig dagsinkomst av\nrörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>Denna genomsnittliga dagsinkomst beräknas genom att under intjänandeåret\nutbetald rörlig lönedel divideras med antalet anställningsdagar (definierat\nenligt § 7 semesterla-gen) exklusive semesterledighetsdagar och hela\nkalenderdagar med semesterlönegrun-dande frånvaro under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Beträffande skift-, jour-, beredskaps- och ob-ersättning eller liknande\ngäller att sådan ersättning ej skall medtas i ovanstående\ngenomsnittsberäkning om tjänstemannen un-der intjänandeåret uppburit sådan\nersättning under högst 60 kalenderdagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1) Semestertillägget 0,5% förutsätter att tjänstemannen har tjänat in\nfull betald se-mester. Om så inte är fallet skall semestertillägget\nuppjusteras genom att 0,5% multipliceras med det antal semesterdagar\ntjänstemannen är berättigad till enligt mom 3 och divideras med antalet\nbetalda semesterdagar som tjänstemannen har intjänat.\u003C\u002Fp>\n\n\u003Cp>2) Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>3) Vad övertidsersättning, ersättning per överskjutande timme vid\ndeltidsanställning och restidsersättning beträffar har divisorerna i § 7\nmom 3:2 och 4:1 respektive § 8 mom 3 nedjusterats så att de inbegriper\nsemesterlön.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Semesterersättning beräknas som 4,6% av den aktuella månadslönen per\nouttagen be-tald semesterdag jämte semestertillägg beräknat enligt mom 4:1.\nSemesterersättning för sparad semesterdag beräknas som om den sparade dagen\ntagits ut det semesterår anställningen upphörde. Beträffande ändrad\nsysselsättningsgrad – se mom 4:4.\u003C\u002Fp>\n\n\u003Cp>Mom 4:3\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella må-nadslön med 4,6% av månadslönen.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön se mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Mom 4:4\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättningsgrad än\nvid se-mestertillfället skall den vid semestertillfället aktuella\nmånadslönen proportioneras i förhållande till hans andel av full ordinarie\narbetstid vid arbetsplatsen under intjänan-deåret.\u003C\u002Fp>\n\n\u003Cp>Om sysselsättningsgraden har ändrats under löpande kalendermånad skall\nvid beräk-ningen användas den sysselsättningsgrad som har gällt under det\növervägande antalet kalenderdagar av månaden.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön – se mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Mom 4:5\u003C\u002Fp>\n\n\u003Cp>Vid utbetalning av semesterlön gäller följande:\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8% utbetalas vid det ordinarie\nlöneutbetalningstillfället i sam-band med eller närmast efter semestern.\nSemestertillägget om 0,5% utbetalas senast vid semesterårets slut.\u003C\u002Fp>\n\n\u003Cp>Undantag 1\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens lön till väsentlig del består av rörlig lönedel har\nhan rätt att vid det ordinarie löneutbetalningstillfället i samband med\nsemestern få utbetalt à conto ett av arbetsgivaren uppskattat\nsemestertillägg avseende den rörliga lönedelen. Arbetsgiva-ren skall senast\nvid semesterårets utgång utbetala det semestertillägg som kan återstå\nefter beräkning enligt mom 4:1.\u003C\u002Fp>\n\n\u003Cp>Undantag 2\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse träffas om att semesterår och intjänandeår skall\nsammanfalla kan arbetsgivaren utbetala s.k. resterande semesterlön avseende\nrörlig lönedel vid första ordinarie löneutbetalningstillfälle där\nordinarie lönerutin kan tillämpas omedel-bart efter semesterårets\nutgång.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Sparande av semester\u003C\u002Fh3>\n\n\u003Cp>Mom 5:1\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har rätt till flera semesterdagar med semesterlön än 25\näger tjänste-mannen efter överenskommelse med arbetsgivaren rätt att även\nspara dessa överskju-tande semesterdagar förutsatt att han inte samma år tar\nut tidigare sparad semester.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen skall överenskomma om hur ovan nämnda\nsparade se-mesterdagar skall utläggas såväl vad beträffar semesteråret som\nförläggningen under detta.\u003C\u002Fp>\n\n\u003Cp>Mom 5:2\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar skall uttas i den ordning de sparats. Semesterdagar\nsom sparats enligt lag skall uttas före semesterdagar som sparats enligt mom\n5:1 under samma år.\u003C\u002Fp>\n\n\u003Cp>Mom 5:3\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt mom 4:1 (exkl.\nanmärkning 1). Vid beräkning av semestertillägget om 0,5% skall dock gälla\natt all frånvaro under in-tjänandeåret exkl. ordinarie semester skall\nbehandlas på samma sätt som semesterlöne-grundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag skall vidare anpassas till\ntjänstemannens andel av full ordinarie arbetstid under det intjänandeår som\nföregick det semesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid – se mom\n4:4.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Semester för nyanställda m.fl.\u003C\u002Fh3>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar ej täcker tiden för\nföretagets hu-vudsemester eller om tjänstemannen i annat fall vill ha längre\nledighet än som motsva-rar antalet semesterdagar kan arbetsgivaren och\ntjänstemannen överenskomma om tjänstledighet eller ledighet utan löneavdrag\nunder erforderligt antal dagar.\u003C\u002Fp>\n\n\u003Cp>Överenskommelse om tjänstledighet eller ledighet utan löneavdrag skall\nvara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag görs, om tjänstemannens anställning upphör\ninom fem år från den dag anställningen började, avdrag från innestående\nlön och\u002Feller semesterer-sättning enligt samma bestämmelser som vid\ntjänstledighet men räknat på den lön som gällde under ledigheten. Avdrag\nskall ej göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>1) arbetstagarens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>2) förhållande som avses i § 4 tredje stycket första meningen lagen\n(1982:80) om an-ställningsskydd, eller\u003C\u002Fp>\n\n\u003Cp>3) uppsägning från arbetsgivarens sida, som beror på förhållande som ej\nhänför sig till arbetstagaren personligen.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har erhållit flera betalda semesterdagar än som\nmotsvarar hans intjänade rätt och skriftlig överenskommelse enligt ovan ej\nhar träffats, gäller bestäm-melserna om förskotterad semesterlön i § 29 a\nsemesterlagen.\u003C\u002Fp>\n\n\u003Ch3>Mom 7 Intyg om uttagen semester\u003C\u002Fh3>\n\n\u003Cp>Intyg om uttagen semester vid anställningens upphörande – se § 12 mom\n3:9.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Semester för intermittent deltidsarbetande\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman är deltidsanställd och det för honom gällande\narbetstidsschemat in-nebär att han inte arbetar varje dag varje vecka\n(intermittent deltidsarbetande) gäller följande. Antalet bruttosemesterdagar\nenligt mom 3, vilka skall utläggas under seme-steråret, skall proportioneras\ni förhållande till tjänstemannens andel av den ordinarie arbetstid som\ngäller för heltidsanställda tjänstemän i motsvarande befattning. Det antal\nsemesterdagar som då erhålls (nettosemesterdagar) skall förläggas på de\ndagar som annars skulle ha utgjort arbetsdagar för tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Om både betalda semesterdagar (ordinarie semester och sparad semester) och\nobetalda semesterdagar skall utläggas under semesteråret proportioneras de\nvar för sig enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>Antal\u003C\u002Fmi>\n      \u003Cmi>arbetsdagar\u003C\u002Fmi>\n      \u003Cmi>per\u003C\u002Fmi>\n      \u003Cmi>vecka\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>5\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n  \u003Cmi>xantal\u003C\u002Fmi>\n  \u003Cmi>bruttosemesterdagar\u003C\u002Fmi>\n  \u003Cmi>som\u003C\u002Fmi>\n  \u003Cmi>skall\u003C\u002Fmi>\n  \u003Cmi>utläggas\u003C\u002Fmi>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>= antal semesterdagar som skall förläggas till dagar som annars skulle ha\nutgjort ar-betsdagar (nettosemesterdagar).\u003C\u002Fp>\n\n\u003Cp>Om det vid beräkningen uppstår brutet tal sker avrundning uppåt till\nnärmaste heltal.\u003C\u002Fp>\n\n\u003Cp>Med ”antalet arbetsdagar per vecka” avses det antal dagar som, enligt\nför tjänsteman-nen gällande arbetstidsschema, är arbetsdagar per helgfri\nvecka i genomsnitt per 4 veckor (eller annan period som omfattar hel\nförläggningscykel).\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt arbetstidsschemat skall arbeta såväl hel dag som\ndel av dag samma vecka skall den delvis arbetade dagen i detta sammanhang\nräknas som hel dag. När semester utläggs för sådan tjänsteman konsumeras\nen hel semesterdag även för den dag tjänstemannen endast skulle ha arbetat\ndel av dagen.\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>TJÄNSTEMANNENS DELTID ÄR FÖRLAGD TILL I GENOMSNITT FÖLJANDE\n        ARBETSDAGAR PER VECKA\u003C\u002Ftd>\n      \u003Ctd>ANTAL NETTOSEMESTERDAGAR (VID 25 DAGARS BRUTTOSEMESTER)\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>4,0\u003C\u002Ftd>\n      \u003Ctd>20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,5\u003C\u002Ftd>\n      \u003Ctd>18\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>3,0\u003C\u002Ftd>\n      \u003Ctd>15\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,5\u003C\u002Ftd>\n      \u003Ctd>13\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>2,0\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Om tjänstemannens arbetstidsschema ändras så att ”antalet arbetsdagar\nper vecka” för-ändras skall antalet outtagna nettosemesterdagar omräknas\natt svara mot den nya ar-betstiden.\u003C\u002Fp>\n\n\u003Cp>Beräkning av semestertillägg, semesterersättning respektive löneavdrag\n(vid obetald semester) skall ske med utgångspunkt från antalet\nbruttosemesterdagar.\u003C\u002Fp>\n\n\u003Ch2>§ 6 Sjuklön m.m.\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till sjuklön och sjukanmälan\u003C\u002Fh3>\n\n\u003Cp>Mom 1:1\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden utges enligt lagen om sjuklön (SjLL) med tillägg i mom 2:2 2 st.\nDen närmare beräkningen av sjuklönens storlek är angiven i mom 3 – 6.\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren fr o m 15:e kalenderdagen i sjukperioden utges\nenligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Ny sjukperiod som börjar inom 5 kalenderdagar från det en tidigare\nsjukperiod upp-hörde skall betraktas som fortsättning på den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>Mom 1:2\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman blir sjuk och därför ej kan tjänstgöra skall han\nsnarast möjligt un-derrätta arbetsgivaren om detta. Vidare skall han så\nsnart det kan ske meddela arbets-givaren när han beräknar kunna återgå i\narbete.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller ar-betsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta och rätt föreligger till ersättning\nenligt lagen om ersättning åt smittbärare.\u003C\u002Fp>\n\n\u003Cp>Sjuklön skall som huvudregel inte utges för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § 1 st SjLL).\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen skall lämna arbetsgivaren en skriftlig försäkran om att\nhan varit sjuk, uppgifter om i vilken omfattning hans arbetsförmåga varit\nnedsatt på grund av sjukdo-men och under vilka dagar tjänstemannen skulle ha\narbetat (9 § SjLL).\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är skyldig att utge sjuklön fr.o.m. den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om tjänstemannen styrker nedsättningen\nav arbetsförmågan och sjukperiodens längd med läkarintyg (8 § 2 st\nSjLL).\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren så begär skall tjänstemannen styrka nedsättningen av\narbetsför-mågan med läkarintyg tidigare dag. Arbetsgivaren har rätt att\nanvisa läkare.\u003C\u002Fp>\n\n\u003Cp>Rätt till sjuklön föreligger ej om tjänstemannen lämnar oriktig eller\nvilseledande upp-gift om förhållande som är av betydelse för rätten till\nsjuklön.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna konstaterar att det är av ömsesidigt intresse för arbetsgivaren\noch tjänste-mannen – i rehabiliteringssyfte – att anledningen till\narbetsoförmågan kan klarläggas så tidigt som möjligt. Detta gäller\nsärskilt vid upprepade sjukdomsfall.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 3 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>Den sjuklön som arbetsgivaren skall utge till tjänstemannen beräknas\ngenom att av-drag görs från lönen enligt följande.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Sjuklöneperioden inleds med en karensperiod. Karensperioden uppgår till 20\n% av tjänstemannens genomsnittliga veckoarbetstid.\u003C\u002Fp>\n\n\u003Cp>För varje frånvarotimme i sjukperioden gör avdrag med\u003C\u002Fp>\n\n\u003Cp>Under karensperioden\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Efter karensperioden till och med dag 14 i perioden\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>20\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Till tjänsteman som gått miste om skift- eller ob-ersättning p.g.a.\nsjukfrånvaro på schemalagd förskjuten arbetstid utges dessutom sjuklön för\nmotsvarande frånvaroda-gar, efter karenstid, med 80 procent av sådana\nuteblivna lönedelar.\u003C\u002Fp>\n\n\u003Cp>Återinsjuknande inom fem kalenderdagar\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Av § 6 mom. 1:1 framgår att sjukperiod som börjar inom 5 kalenderdagar\nfrån att en tidigare sjukperiod upphört ska betraktas som en fortsättning\npå tidigare sjukperiod. Det innebär att fortsatt karensavdrag kan behövas\ngöras upptill 20 procent av genom-snittlig veckoarbetstid i den fortsatta\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 2\u003C\u002Fp>\n\n\u003Cp>Allmänt högriskskydd\u003C\u002Fp>\n\n\u003Cp>Antalet karensavdrag får enligt lagen inte överstiga tio tillfällen under\nen tolvmåna-dersperiod. Om det vid en ny sjukperiod visar sig att\ntjänstemannen fått tio tillfällen med karensavdrag inom tolv månader bakåt\nfrån den nya sjuklöneperiodens början, ska sjuklön betalas utan att något\nkarensavdrag ska göras.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 3\u003C\u002Fp>\n\n\u003Cp>Särskilt högriskskydd\u003C\u002Fp>\n\n\u003Cp>För en tjänsteman som enligt Försäkringskassans beslut är berättigad\ntill sjuklön utan beaktande av karens, ska sjuklön betalas utan att något\nkarensavdrag ska göras.\u003C\u002Fp>\n\n\u003Cp>Anmärkning 4\u003C\u002Fp>\n\n\u003Cp>Alla karensavdrag som görs enligt § 6 mom. 3:2 med sammanlagt högst 20\nprocent av genomsnittlig veckoarbetstid inom samma sjukperiod betraktas som ett\ntillfälle även om avdragen sker på olika dagar.\u003C\u002Fp>\n\n\u003Cp>Definition av månadslön och veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen. (För tjänsteman avlönad med\nveckolön skall månadslönen beräknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment\u003C\u002Fp>\n\n\u003Cp>• fast kontant månadslön och eventuella fasta lönetillägg per månad\n(t.ex. fasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• den beräknade genomsnittsinkomsten per månad av provision, tantiem,\nbonus, premielön eller liknande rörliga lönedelar. För tjänsteman som till\nväsentlig del är avlönad med nämnda lönedelar bör överenskommelse\nträffas om det lönebelopp från vilket sjukavdrag skall göras.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. Om tjänstemannen har oregelbunden arbetstid beräknas\nveckoarbetsti-den i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Beräkning av veckoarbetstiden görs med högst 2 decimaler, varvid 0-4\navrundas nedåt och 5-9 uppåt.\u003C\u002Fp>\n\n\u003Cp>Om olika lång arbetstid gäller för olika delar av året räknas\narbetstiden per helgfri vecka i genomsnitt per år.\u003C\u002Fp>\n\n\u003Cp>Mom 3:3 Sjukdom fr.o.m. 15:e kalenderdagen:\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag enligt följande:\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön om högst 8 prisbasbelopp:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön över 8 prisbasbelopp:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>8\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>+ 10% x\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n      \u003Cmo>−\u003C\u002Fmo>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>8\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Protokollsanteckning\u003C\u002Fp>\n\n\u003Cp>Om ändring av lön eller veckoarbetstid sker gäller följande:\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren skall göra sjukavdrag med utgångspunkt från den gamla\nlönen respek-tive arbetstiden till den dag tjänstemannen fått besked om sin\nnya lön respektive änd-rad arbetstid.\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får ej överstiga\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>den\u003C\u002Fmi>\n      \u003Cmi>fasta\u003C\u002Fmi>\n      \u003Cmi>kon\u003C\u002Fmi>\n      \u003Cmi>tan\u003C\u002Fmi>\n      \u003Cmi>ta\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Månadslönen = den aktuella månadslönen; se dock protokollsanteckningen\novan. (För tjänsteman avlönad med veckolön skall månadslönen beräknas\nsom 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs vid tillämpningen av denna\nbegränsningsregel\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg)\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande\u003C\u002Fp>\n\n\u003Cp>Mom 3:4 Sjuklönetidens längd\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt bestämmelserna i detta avtal har rätt till\nsjuklön fr.o.m. 15:e kalenderdagen i sjukperioden skall arbetsgivaren utge\nsådan till honom\u003C\u002Fp>\n\n\u003Cp>• för grupp 1, t.o.m. 90:e kalenderdagen i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>• för grupp 2, t.o.m. 45:e kalenderdagen i sjukperioden.\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår dels samtliga dagar med sjukavdrag (även\nkarensdagar), dels ar-betsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen tillhör grupp 1\u003C\u002Fp>\n\n\u003Cp>• om han har varit anställd hos arbetsgivaren under minst ett år i\nföljd\u003C\u002Fp>\n\n\u003Cp>• eller om han övergått direkt från en anställning i vilken han har\nhaft rätt till sjuk-lön under minst 90 dagar.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen tillhör grupp 2 i övriga fall.\u003C\u002Fp>\n\n\u003Cp>Undantag 1\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under de senaste 12 månaderna, räknat från den aktuella\nsjuklöne-periodens början, har fått sjuklön från arbetsgivaren, så att\nantalet sjuklönedagar, in-klusive sjuklönedagar i den aktuella\nsjuklöneperioden, uppgår till minst 105 för grupp 1 respektive minst 45 för\ngrupp 2, upphör sjuklönerätten för sjukdomsfallet efter 14:e kalenderdagen\ni sjuklöneperioden.\u003C\u002Fp>\n\n\u003Cp>Med sjuklönedagar avses dels dagar med sjukavdrag, (även karensdag), dels\narbetsfria dagar som infaller i en sjukperiod.\u003C\u002Fp>\n\n\u003Cp>Undantag 2\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar utges till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\n\n\u003Ch3>Mom 4 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Cp>Om en tjänsteman på grund av arbetsskada uppbär livränta i stället för\nsjukpenning och detta sker under tid då han har rätt till sjuklön, skall\nsjuklönen från arbetsgivaren ej beräknas enligt mom 4 utan i stället\nutgöra skillnaden mellan 90 procent av månads-lönen och livräntan.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäk-ring vid arbetsskada (TFA) och arbetsgivaren har betalat\npremien för denna försäk-ring, skall sjuklönen minskas med\nersättningen.\u003C\u002Fp>\n\n\u003Cp>Mom 4:3\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än de ersättningar\nsom utgår enligt Socialförsäkringsbalken och som motsvarar de ersättningar\nsom tidigare kunde utgå från den allmänna försäkringen,\narbetsskadeförsäkringen eller lagen om statligt per-sonskadeskydd, skall\nsjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Ch3>Mom 5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>Mom 5:1\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har fyllt 60 år när han anställs kan arbetsgivaren och\ntjänstemannen överenskomma att han inte skall ha rätt till sjuklön fr.o.m.\n15:e kalenderdagen i sjuk-löneperioden. Om sådan överenskommelse har\nträffats skall arbetsgivaren underrätta den lokala tjänstemannaparten.\u003C\u002Fp>\n\n\u003Cp>Mom 5:2\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman vid anställningen har förtigit att han lider av viss\nsjukdom, har han inte rätt till sjuklön fr.o.m. 15:e kalenderdagen i\nsjuklöneperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>Mom 5:3\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren vid anställningen har begärt friskintyg av tjänstemannen\nmen denne på grund av sjukdom inte har kunnat lämna sådant, har\ntjänstemannen inte rätt till sjuklön fr.o.m. 15:e kalenderdagen i\nsjuklöneperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>Mom 5:4\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt\nSocialförsäkringsbalken skall ar-betsgivaren reducera sjuklönen i\nmotsvarande mån.\u003C\u002Fp>\n\n\u003Cp>Mom 5:5\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall som vållats av tredje man och\nersättning inte utges enligt trygghetsförsäkring vid arbetsskada (TFA),\nskall arbetsgivaren utge sjuklön endast om – respektive i den utsträckning\n– tjänstemannen inte kan få skade-stånd för förlorad arbetsförtjänst\nfrån den för skadan ansvarige.\u003C\u002Fp>\n\n\u003Cp>Mom 5:6\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgi-vare eller i samband med egen rörelse, skall arbetsgivaren utge\nsjuklön fr.o.m. 15:e kalenderdagen i sjuklöneperioden endast om han särskilt\nhar åtagit sig detta.\u003C\u002Fp>\n\n\u003Cp>Mom 5:7\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att utge sjuklön fr.o.m. 15:e kalenderdagen\ni sjuklönepe-rioden\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har undantagits från sjukförsäkringsförmåner\nenligt Socialför-säkringsbalken,\u003C\u002Fp>\n\n\u003Cp>eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannens arbetsoförmåga är självförvållad, eller\u003C\u002Fp>\n\n\u003Cp>• om tjänstemannen har skadats till följd av krigsåtgärder, om inte\növerenskom-melse om annat träffas.\u003C\u002Fp>\n\n\u003Cp>Anmärkningar\u003C\u002Fp>\n\n\u003Cp>1) Beträffande inskränkning i rätten till sjuklön på grund av\nsjukpension – se mom 3, undantag 2.\u003C\u002Fp>\n\n\u003Cp>2) Beträffande inskränkning i rätten till sjuklön fr.o.m. 15:e\nkalenderdagen i sjuklö-neperioden för tjänsteman som uppnått\npensionsåldern – se § 1, mom 6.\u003C\u002Fp>\n\n\u003Cp>3) Beträffande inskränkning i rätten till sjuklön på grund av vissa\nsamordningsregler – se mom 5.\u003C\u002Fp>\n\n\u003Ch3>Mom 6 Föräldralön\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>a) En tjänsteman som är tjänstledig med föräldrapenning eller\nhavandeskapspenning har rätt till föräldralön från arbetsgivaren om\ntjänstemannen har varit anställd hos arbetsgivaren under minst ett år i\nföljd vid barnets födelse eller vid mottagande av adoptivbarn.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cp>b) Föräldralön utges\u003C\u002Fp>\n\n\u003Cp>• under fyra månader om tjänstemannen har en sammanhängande\nanställningstid om 12 till 24 månader och\u003C\u002Fp>\n\n\u003Cp>• under sex månader om tjänstemannen har en sammanhängande\nanställningstid om minst 24 månader.\u003C\u002Fp>\n\n\u003Cp>Om föräldraledigheten skulle bli kortare än fyra respektive sex månader,\nutges föräld-ralön inte för längre tid än ledigheten omfattar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c) Föräldralön utgörs per månad av månadslönen minus 30 avdrag\nberäknat per dag enligt nedan.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön om högst 10 prisbasbelopp:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>12\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med årslön över 10 prisbasbelopp:\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmn>90\u003C\u002Fmn>\n      \u003Cmo>%\u003C\u002Fmo>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>+10% x\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n      \u003Cmo>−\u003C\u002Fmo>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>10\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>prisbasbeloppet\u003C\u002Fmi>\n      \u003Cmo>)\u003C\u002Fmo>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-jobsecuritymothers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cp>d) Föräldralönen betalas ut med halva beloppet när tjänstemannen\nbörjar och reste-rande hälft efter det att tjänstemannen har fortsatt sin\nanställning i tre månader ef-ter tjänstledigheten.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>e) Föräldralön utges inte om tjänstemannen undantas från\nföräldrapenning enligt So-cialförsäkringsbalken. Om denna förmån har\nnedsatts skall föräldralönen nedsättas i motsvarande grad.\u003C\u002Fp>\n\n\u003Cp>f) Under tjänstledighet för havandeskap görs avdrag enligt § 10 mom 2:2.\nDetta gäl-ler både när tjänstemannen har rätt till föräldralön enligt\novan och när tjänsteman-nen saknar sådan rätt.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Parterna är överens om att föräldralön inte skall omfatta sådan\ntjänstledighet som in-träffar efter det att 18 månader förflutit från\nbarnets födelse eller mottagandet av ad-optivbarn. Om tjänstledigheten under\nde första 18 månaderna uppdelas på flera till-fällen, avgör tjänstemannen\nsjälv vilken av ledighetsperioderna som skall vara föräld-ralöneberättigad\noch ger arbetsgivaren besked härom, så länge inte tidsramen i av-snitt b) om\nfyra respektive sex månader överskrids.\u003C\u002Fp>\n\n\u003Ch3>Mom 7\u003C\u002Fh3>\n\n\u003Cp>Ledighet med tillfällig föräldrapenning\u003C\u002Fp>\n\n\u003Cp>Vid ledighet med tillfällig föräldrapenning görs avdrag för varje\u003C\u002Fp>\n\n\u003Cp>frånvarotimme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Vid frånvaro hel kalendermånad görs avdrag med tjänstemannens hela\nmånadslön. Om de avräkningsperioder som företaget använder vid\nlöneutbetalningen inte sam-manfaller med kalendermånaderna har arbetsgivaren\nrätt att vid tillämpning av denna bestämmelse byta begreppet\n”kalendermånad” mot ”avräkningsperiod”.\u003C\u002Fp>\n\n\u003Ch3>Mom 8 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>Om tjänstemannen måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till smittbärarpenning gäller\nföljande:\u003C\u002Fp>\n\n\u003Cp>Frånvaro t.o.m 14:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>52\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppen veckoarbetstid och månadslön se mom 4:1 resp mom\n4:2.\u003C\u002Fp>\n\n\u003Cp>Fr.o.m. 15:e kalenderdagen görs avdrag enligt mom 3:3.\u003C\u002Fp>\n\n\u003Ch2>§ 7 Övertidskompensation\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till särskild övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>Mom 1:1\u003C\u002Fp>\n\n\u003Cp>Tjänsteman har rätt till särskild övertidskompensation om inte annan\növerenskom-melse har träffats enligt detta mom, andra stycket.\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och tjänstemannen kan träffa överenskommelse om att\nsärskild kom-pensation för övertidsarbete ej utgår genom att\növertidsarbetet ersätts med högre lön och\u002Feller fem eller tre semesterdagar\nutöver lagstadgad semester.\u003C\u002Fp>\n\n\u003Cp>Sådan överenskommelse skall gälla för tjänstemän i chefsställning\neller tjänstemän som har okontrollerbar arbetstid eller frihet i arbetstidens\nförläggning.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen skall avse en period om ett semesterår om arbetsgivaren\noch tjäns-temannen inte överenskommit om annat.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman efter överenskommelse enligt detta moment andra stycket\nfinner att den arbetade tiden i väsentlig grad avviker från de\nförutsättningar som överenskom-melsen vilar på, skall tjänstemannen ta upp\ndetta med arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Med okontrollerbar arbetstid menas att det saknas praktiska möjligheter att\nregistrera arbetstiden på ett ändamålsenligt sätt, t ex därför att\ntjänstemannen i betydande ut-sträckning utför arbete utanför arbetsgivarens\nordinarie lokaler eller annars på olika platser. Exempel på detta kan vara\nnär arbete utförs i hemmet eller säljarbete.\u003C\u002Fp>\n\n\u003Cp>Mom 1:2\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren och tjänstemannen uttryckligen överenskommit om att\ntjänsteman-nen dagligen skall utföra förberedelse- och avslutningsarbete om\nlägst 12 minuter och lönen inte har fastställts eller fastställes med\nhänsyn härtill skall tjänstemannen komp-enseras för detta förhållande\ngenom att tjänste-mannen får tre semesterdagar utöver lagstadgad\nsemester.\u003C\u002Fp>\n\n\u003Cp>Mom 1:3\u003C\u002Fp>\n\n\u003Cp>Om överenskommelse har träffats enligt mom 1:1 andra stycket eller mom 1:2\nskall arbetsgivaren underrätta vederbörande tjänstemannaklubb.\u003C\u002Fp>\n\n\u003Cp>Efter underrättelse enligt ovan, skall arbetsgivaren om\ntjänstemannaklubben så begär uppge de motiv som ligger till grund för\növerenskommelsen.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar för särskild övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>Med övertidsarbete som medför rätt till övertidskompensation avses\narbete som tjäns-temannen har utfört utöver den för honom gällande\nordinarie dagliga arbetstidens längd om\u003C\u002Fp>\n\n\u003Cp>• övertidsarbetet har beordrats på förhand eller\u003C\u002Fp>\n\n\u003Cp>• där beordrandet på förhand ej kunnat ske men där övertidsarbetet\nhar godkänts i efterhand av arbetsgivaren.\u003C\u002Fp>\n\n\u003Cp>Beträffande deltidsarbete, se mom 4.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>Som övertid räknas ej tid som åtgår för att utföra för\ntjänstemannens befattning nödvän-diga och normalt förekommande\nförberedelse- och avslutningsarbeten.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av utfört övertidsarbete medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om övertidsarbetet har utförts såväl före som efter den ordinarie\narbetstiden viss dag, skall de båda övertidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Mom 2:4\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman beordras att utföra övertidsarbete på tid som inte\nutgör en direkt fortsättning på den ordinarie arbetstiden, utges\növertidskompensation som om över-tidsarbete skulle ha utförts under minst 3\ntimmar. Detta gäller dock ej om övertidsar-betet är åtskilt från den\nordinarie arbetstiden av endast måltidsuppehåll.\u003C\u002Fp>\n\n\u003Cp>Mom 2:5\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inställer sig till övertidsarbete enligt mom 2:4 och\nresekostnader därvid uppstår för honom skall arbetsgivaren ersätta\ndessa.\u003C\u002Fp>\n\n\u003Cp>Detta gäller även för tjänsteman som enligt mom 1 inte har rätt till\nsärskild kompen-sation för övertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Mom 2:6\u003C\u002Fp>\n\n\u003Cp>Om den ordinarie dagliga arbetstiden under viss del av året (t.ex.\nsommaren) är för-kortad utan att motsvarande förlängning sker under annan\ndel av året, gäller följande:\u003C\u002Fp>\n\n\u003Cp>Beräkning av övertidsarbete, som har utförts under den del av året då\nden kortare ar-betstiden skall tillämpas, skall ske med utgångspunkt från\nden längre (under resten av året gällande) dagliga arbetstiden.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Övertidskompensationens storlek\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Mom 3:1\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete kompenseras antingen i pengar (övertidsersättning) eller\n– om tjänste-mannen så önskar och arbetsgivaren efter samråd med\ntjänstemannen finner att så kan ske utan olägenhet för verksamheten vid\nföretaget – i form av ledig tid (kompensat-ionsledighet).\u003C\u002Fp>\n\n\u003Cp>Vid samrådet mellan arbetsgivaren och tjänstemannen bör även, så långt\ndet är möj-ligt, beaktas tjänstemannens önskemål om när\nkompensationsledigheten skall utläggas.\u003C\u002Fp>\n\n\u003Cp>Mom 3:2\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme utges enligt följande:\u003C\u002Fp>\n\n\u003Cp>a) för övertidsarbete kl. 06–20 helgfria måndagar-fredagar\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>94\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>b) för övertidsarbete på annan tid\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>72\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Kommentar\u003C\u002Fp>\n\n\u003Cp>Med övertidsersättning avses den totala ersättningen vid\növertidsarbete.\u003C\u002Fp>\n\n\u003Cp>Beträffande semesterlön se § 5 mom 4:1, anmärkning 3.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete på för den enskilde tjänstemannen arbetsfria vardagar\nsamt midsom-mar-, jul- och nyårsafton jämställs med övertidsarbete på\n”annan tid”.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses i detta moment tjänstemannens aktuella fasta kontanta\nmånads-lön. (För tjänsteman avlönad med veckolön skall månadslönen\nberäknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Kompensationsledighet för övertidsarbete, som avses under a), utges med 1\n1\u002F2 timme och för övertidsarbete, som avses under b), med 2 timmar för varje\növertidstimme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Mom 4 Överskjutande timmar vid deltid (mertid)\u003C\u002Fh3>\n\n\u003Cp>Mom 4:1\u003C\u002Fp>\n\n\u003Cp>Om en deltidsanställd tjänsteman har utfört arbete utöver den för hans\ndeltidsanställ-ning gällande ordinarie dagliga arbetstidens längd (mertid),\nutges ersättning per över-skjutande timme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>Månadslönen\u003C\u002Fmi>\n    \u003Cmrow>\n      \u003Cmn>3,5\u003C\u002Fmn>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmi>veckoarbetstiden\u003C\u002Fmi>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslönen avses här tjänstemannens aktuella fasta kontanta\nmånadslön.\u003C\u002Fp>\n\n\u003Cp>Beträffande semesterlön, se § 5 mom 4:1, anmärkning 3.\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses här den deltidsanställdes arbetstid per helgfri\nvecka, räknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av längden av överskjutande arbetstid medräknas endast\nfulla halvtimmar.\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet har utförts såväl före som efter den för\ndeltidsanställningen gäl-lande ordinarie arbetstiden viss dag skall de båda\ntidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Mom 4:2\u003C\u002Fp>\n\n\u003Cp>Om mertidsarbetet pågår före eller efter de klockslag som gäller\nbeträffande den ordi-narie dagliga arbetstidens förläggning för\nheltidsanställning i motsvarande befattning vid företaget, utges\növertidskompensation enligt mom 1–3.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av divisorerna i mom 3 skall tjänstemannens lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Ch2>§ 8 Restidsersättning\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Rätten till restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Rätt till restidsersättning gäller enligt följande huvudregel och\nundantag.\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>• Om tjänstemannen har rätt till särskild kompensation för\növertidsarbete föreligger rätt till restidsersättning enligt mom 2 och 3\nnedan.\u003C\u002Fp>\n\n\u003Cp>• Om tjänstemannen inte har rätt till särskild kompensation för\növertidsarbete före-ligger rätt till restidsersättning enligt mom 2 och 3\nnedan såvida inte arbetsgivaren och tjänstemannen enas om att tjänstemannen\nskall vara undantagen bestämmel-serna om restidsersättning.\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>• Arbetsgivaren och en tjänsteman kan överenskomma om att kompensation\nför res-tid skall utgå i annan form, t.ex. att förekomsten av restid skall\nbeaktas vid fast-ställande av lönen.\u003C\u002Fp>\n\n\u003Cp>• Tjänsteman som har en befattning som normalt medför tjänsteresor i\nbetydande omfattning, t.ex. såsom resande försäljare, servicetekniker eller\nliknande, har rätt till restidsersättning endast om arbetsgivaren och\ntjänstemannen överenskommit om sådan.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Förutsättningar för restidsersättning\u003C\u002Fh3>\n\n\u003Cp>Restid ska planeras på sådant sätt att den inte oskäligt belastar\nenskild tjänsteman av-seende natt-, dygns- och veckovila.\u003C\u002Fp>\n\n\u003Cp>Med restid som medför rätt till ersättning avses den tid under en\nbeordrad tjänsteresa som åtgår för själva resan till bestämmelseorten.\u003C\u002Fp>\n\n\u003Cp>Restid som faller inom klockslagen för den ordinarie dagliga arbetstid som\ngäller för tjänstemannen räknas som arbetstid. Vid beräkning av restid\nmedtas därför endast tjänsteresor utanför tjänstemannens ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>Vid beräkning av restid skall endast fulla halvtimmar medtas.\u003C\u002Fp>\n\n\u003Cp>Om restid föreligger såväl före som efter den ordinarie arbetstiden viss\ndag skall de båda tidsperioderna sammanräknas.\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren har bekostat sovplats på tåg eller båt under resan eller\ndel av denna, skall tiden kl. 22–08 ej medräknas.\u003C\u002Fp>\n\n\u003Cp>Som restid räknas även normal tidsåtgång då tjänstemannen under\ntjänsteresa själv kör bil eller annat fordon, oavsett om detta tillhör\narbetsgivaren eller ej.\u003C\u002Fp>\n\n\u003Cp>Resan skall anses påbörjad och avslutad i enlighet med de bestämmelser\nsom gäller för traktamentsberäkning eller motsvarande vid respektive\nföretag.\u003C\u002Fp>\n\n\u003Ch3>Mom 3 Restidsersättningens storlek\u003C\u002Fh3>\n\n\u003Cp>Restidsersättning utges per timme med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>240\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>utom när resan har företagits under tiden från kl. 18 fredag fram till\nkl. 06 måndag el-ler från kl. 18 dag före arbetsfri helgdagsafton eller\nhelgdag fram till kl. 06 dag efter helgdag, då ersättningen är\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmi>månadslönen\u003C\u002Fmi>\n    \u003Cmn>190\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Beträffande semesterlön, se § 5 mom 4:1, anmärkning 3.\u003C\u002Fp>\n\n\u003Cp>Beträffande begreppet månadslön, se § 7 mom 3:2.\u003C\u002Fp>\n\n\u003Cp>Vid tillämpning av divisorerna skall en deltidsanställd tjänstemans lön\nuppräknas till lön motsvarande full ordinarie arbetstid.\u003C\u002Fp>\n\n\u003Ch2>§ 9 Lön för del av löneperiod\u003C\u002Fh2>\n\n\u003Cp>Om en tjänsteman börjar eller slutar sin anställning under löpande\nkalendermånad be-räknas lönen på följande sätt: För varje kalenderdag\nsom anställningen omfattar utges en dagslön. Beträffande begreppet dagslön\n(och månadslön) se § 10 mom 2:2.\u003C\u002Fp>\n\n\u003Ch2>§ 10 Permission, tjänstledighet, annan ledighet\u003C\u002Fh2>\n\n\u003Ch3>Mom 1 Permission\u003C\u002Fh3>\n\n\u003Cp>Permission (= kort ledighet med lön) beviljas i regel endast för del av\narbetsdag. I sär-skilda fall (t.ex. vid hastigt påkommande sjukdomsfall inom\ntjänstemans familj eller nära anhörigs frånfälle) kan dock permission\nbeviljas även för en eller flera dagar.\u003C\u002Fp>\n\n\u003Cp>Där påsk-, midsommar-, jul- och nyårsafton ej är sedvanliga fridagar\nbör permission beviljas under dessa dagar i den mån så kan ske utan\nolägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Arbetstagaren har även rätt till en dags permission under de år när\nnationaldagen 6 juni infaller på en lördag eller söndag. Rätt till\npermission vid sådana tillfällen förut-sätter att arbetstagaren är\nanställd när nationaldagen infaller. Vid utläggningen av per-mission enligt\novan skall hänsyn tagas till såväl arbetstagarens behov som till\narbetsgi-varens behov av produktion och produktionsplanering.\u003C\u002Fp>\n\n\u003Ch3>Mom 2 Tjänstledighet\u003C\u002Fh3>\n\n\u003Cp>Mom 2:1\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet (= ledighet minst en dag utan lön) beviljas om\narbetsgivaren finner att så kan ske utan olägenhet för verksamheten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>När arbetsgivaren beviljar tjänstledighet skall han för tjänstemannen\nange vilken tids-period denna omfattar. Tjänstledighet får ej förläggas så\natt den inleds och\u002Feller avslu-tas på sön- och\u002Feller helgdag som är\narbetsfri för den enskilde tjänstemannen. För tjänsteman som har veckovila\nförlagd till annan dag än söndag skall motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>Mom 2:2\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande på grund av tjänstledighet görs\navdrag enligt föl-jande.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är tjänstledig\u003C\u002Fp>\n\n\u003Cp>• under en period om högst 5(6)1 arbetsdagar skall för varje arbetsdag\nsom är tjänst-ledig avdrag göras med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmn>1\u003C\u002Fmn>\n    \u003Cmrow>\n      \u003Cmn>21\u003C\u002Fmn>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>25\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n      \u003Cmsup>\n        \u003Cmn>1\u003C\u002Fmn>\n      \u003C\u002Fmsup>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>av månadslönen\u003C\u002Fp>\n\n\u003Cp>• under en period längre än 5(6)1 arbetsdagar skall för varje\ntjänstledighetsdag (även för den enskilde tjänstemannen arbetsfri vardag\nsamt sön- eller helgdagar) avdrag göras med dagslönen.\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmi>Dagslön\u003C\u002Fmi>\n  \u003Cmo>=\u003C\u002Fmo>\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>den\u003C\u002Fmi>\n      \u003Cmi>fasta\u003C\u002Fmi>\n      \u003Cmi>kon\u003C\u002Fmi>\n      \u003Cmi>tan\u003C\u002Fmi>\n      \u003Cmi>ta\u003C\u002Fmi>\n      \u003Cmi>månadslönen\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>12\u003C\u002Fmn>\n    \u003C\u002Fmrow>\n    \u003Cmn>365\u003C\u002Fmn>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\u003Cp>Månadslön = den aktuella månadslönen. (För tjänsteman avlönad med\nveckolön skall månadslönen beräknas som 4,3 x veckolönen.)\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs i detta sammanhang\u003C\u002Fp>\n\n\u003Cp>• fasta lönetillägg per månad (t.ex. fasta skift- eller\növertidstillägg).\u003C\u002Fp>\n\n\u003Cp>• sådan provision, tantiem, bonus eller liknande som intjänas under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>• garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela kalendermånader\nskall tjänste-mannens hela månadslön avdras för var och en av\nkalendermånaderna. Om de avräk-ningsperioder som företaget använder vid\nlöneutbetalningen inte sammanfaller med kalendermånaderna har arbetsgivaren\nrätt att vid tillämpning av denna bestämmelse byta ut begreppet\n”kalendermånad” mot ”avräkningsperiod”.\u003C\u002Fp>\n\n\u003Cp>Mom 2:3\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar full ordinarie arbetstid\nendast under vissa av veckans arbetsdagar (s.k. intermittent deltidsarbete)\nskall tjänstledighetsav-drag göras enligt följande:\u003C\u002Fp>\n\n\u003Cp>månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>\u003Cmath xmlns=\"http:\u002F\u002Fwww.w3.org\u002F1998\u002FMath\u002FMathML\">\n  \u003Cmfrac>\n    \u003Cmrow>\n      \u003Cmi>antalet\u003C\u002Fmi>\n      \u003Cmi>arbetsdagar\u003C\u002Fmi>\n      \u003Cmo>\u002F\u003C\u002Fmo>\n      \u003Cmi>vecka\u003C\u002Fmi>\n      \u003Cmi>x\u003C\u002Fmi>\n      \u003Cmn>21\u003C\u002Fmn>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>25\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n    \u003Cmrow>\n      \u003Cmn>5\u003C\u002Fmn>\n      \u003Cmo>(\u003C\u002Fmo>\n      \u003Cmn>6\u003C\u002Fmn>\n      \u003Cmo>)\u003C\u002Fmo>\n    \u003C\u002Fmrow>\n  \u003C\u002Fmfrac>\n\u003C\u002Fmath>\u003C\u002Fp>\n\n\n\n            ",{"sicknesspay":42,"jobsecuritymothers":46,"paidmaternityleaveduration":50,"OVERTIME_trigger":54,"paidmaternityleavepay":58,"paidmaternityleave":61,"healthinsurance":65,"PAIDLEAV_trigger":69,"ANNLEAVE_trigger":73},{"bindId":43,"name":44,"text":45},"sicknesspay","Mom 3:1 Den sjuklön som arbetsgivaren sk","Mom 3:1\n\nDen sjuklön som arbetsgivaren skall utge till tjänstemannen beräknas\ngenom att av-drag görs från lönen enligt följande.\n\nMom 3:2\n\nSjuklöneperioden inleds med en karensperiod. Karensperioden uppgår till 20\n% av tjänstemannens genomsnittliga veckoarbetstid.\n\nFör varje frånvarotimme i sjukperioden gör avdrag med\n\nUnder karensperioden\n\n\n  \n    \n      månadslönen\n      x\n      12\n    \n    \n      52\n      x\n      veckoarbetstiden\n    \n  \n\n\nEfter karensperioden till och med dag 14 i perioden\n\n\n  \n    \n      20\n      %\n      x\n      månadslönen\n      x\n      12\n    \n    \n      52\n      x\n      veckoarbetstiden\n    \n  \n\n\nTill tjänsteman som gått miste om skift- eller ob-ersättning p.g.a.\nsjukfrånvaro på schemalagd förskjuten arbetstid utges dessutom sjuklön för\nmotsvarande frånvaroda-gar, efter karenstid, med 80 procent av sådana\nuteblivna lönedelar.\n\nÅterinsjuknande inom fem kalenderdagar",{"bindId":47,"name":48,"text":49},"jobsecuritymothers","d) Föräldralönen betalas ut med halva be","d) Föräldralönen betalas ut med halva beloppet när tjänstemannen\nbörjar och reste-rande hälft efter det att tjänstemannen har fortsatt sin\nanställning i tre månader ef-ter tjänstledigheten.\n\ne) Föräldralön utges inte om tjänstemannen undantas från\nföräldrapenning enligt So-cialförsäkringsbalken. Om denna förmån har\nnedsatts skall föräldralönen nedsättas i motsvarande grad.\n\nf) Under tjänstledighet för havandeskap görs avdrag enligt § 10 mom 2:2.\nDetta gäl-ler både när tjänstemannen har rätt till föräldralön enligt\novan och när tjänsteman-nen saknar sådan rätt.",{"bindId":51,"name":52,"text":53},"paidmaternityleaveduration","b) Föräldralön utges • under fyra månade","b) Föräldralön utges\n\n• under fyra månader om tjänstemannen har en sammanhängande\nanställningstid om 12 till 24 månader och\n\n• under sex månader om tjänstemannen har en sammanhängande\nanställningstid om minst 24 månader.\n\nOm föräldraledigheten skulle bli kortare än fyra respektive sex månader,\nutges föräld-ralön inte för längre tid än ledigheten omfattar.",{"bindId":55,"name":56,"text":57},"OVERTIME_trigger","Mom 3:1 Övertidsarbete kompenseras antin","Mom 3:1\n\nÖvertidsarbete kompenseras antingen i pengar (övertidsersättning) eller\n– om tjänste-mannen så önskar och arbetsgivaren efter samråd med\ntjänstemannen finner att så kan ske utan olägenhet för verksamheten vid\nföretaget – i form av ledig tid (kompensat-ionsledighet).\n\nVid samrådet mellan arbetsgivaren och tjänstemannen bör även, så långt\ndet är möj-ligt, beaktas tjänstemannens önskemål om när\nkompensationsledigheten skall utläggas.\n\nMom 3:2\n\nÖvertidsersättning per timme utges enligt följande:\n\na) för övertidsarbete kl. 06–20 helgfria måndagar-fredagar\n\n\n  \n    månadslönen\n    94\n  \n\n\nb) för övertidsarbete på annan tid\n\n\n  \n    månadslönen\n    72\n  \n\n\nKommentar\n\nMed övertidsersättning avses den totala ersättningen vid\növertidsarbete.\n\nBeträffande semesterlön se § 5 mom 4:1, anmärkning 3.\n\nAnmärkning\n\nÖvertidsarbete på för den enskilde tjänstemannen arbetsfria vardagar\nsamt midsom-mar-, jul- och nyårsafton jämställs med övertidsarbete på\n”annan tid”.\n\nMed månadslön avses i detta moment tjänstemannens aktuella fasta kontanta\nmånads-lön. (För tjänsteman avlönad med veckolön skall månadslönen\nberäknas som 4,3 x veckolönen.)\n\nKompensationsledighet för övertidsarbete, som avses under a), utges med 1\n1\u002F2 timme och för övertidsarbete, som avses under b), med 2 timmar för varje\növertidstimme.",{"bindId":59,"name":48,"text":60},"paidmaternityleavepay","d) Föräldralönen betalas ut med halva beloppet när tjänstemannen\nbörjar och reste-rande hälft efter det att tjänstemannen har fortsatt sin\nanställning i tre månader ef-ter tjänstledigheten.",{"bindId":62,"name":63,"text":64},"paidmaternityleave","a) En tjänsteman som är tjänstledig med ","a) En tjänsteman som är tjänstledig med föräldrapenning eller\nhavandeskapspenning har rätt till föräldralön från arbetsgivaren om\ntjänstemannen har varit anställd hos arbetsgivaren under minst ett år i\nföljd vid barnets födelse eller vid mottagande av adoptivbarn.\n\nb) Föräldralön utges\n\n• under fyra månader om tjänstemannen har en sammanhängande\nanställningstid om 12 till 24 månader och\n\n• under sex månader om tjänstemannen har en sammanhängande\nanställningstid om minst 24 månader.\n\nOm föräldraledigheten skulle bli kortare än fyra respektive sex månader,\nutges föräld-ralön inte för längre tid än ledigheten omfattar.\n\nc) Föräldralön utgörs per månad av månadslönen minus 30 avdrag\nberäknat per dag enligt nedan.\n\nFör tjänsteman med årslön om högst 10 prisbasbelopp:\n\n\n  \n    \n      90\n      %\n      x\n      (\n      12\n      x\n      månadslönen\n      )\n    \n    365\n  \n\n\nFör tjänsteman med årslön över 10 prisbasbelopp:\n\n\n  \n    \n      90\n      %\n      x\n      (\n      10\n      x\n      prisbasbeloppet\n      )\n    \n    365\n  \n+10% x\n  \n    \n      (\n      (\n      månadslönen\n      x\n      12\n      )\n      −\n      (\n      10\n      x\n      prisbasbeloppet\n      )\n      )\n    \n    365\n  \n\n\nd) Föräldralönen betalas ut med halva beloppet när tjänstemannen\nbörjar och reste-rande hälft efter det att tjänstemannen har fortsatt sin\nanställning i tre månader ef-ter tjänstledigheten.\n\ne) Föräldralön utges inte om tjänstemannen undantas från\nföräldrapenning enligt So-cialförsäkringsbalken. Om denna förmån har\nnedsatts skall föräldralönen nedsättas i motsvarande grad.\n\nf) Under tjänstledighet för havandeskap görs avdrag enligt § 10 mom 2:2.\nDetta gäl-ler både när tjänstemannen har rätt till föräldralön enligt\novan och när tjänsteman-nen saknar sådan rätt.",{"bindId":66,"name":67,"text":68},"healthinsurance","Mom 2:1 Tjänstemannen skall lämna arbets","Mom 2:1\n\nTjänstemannen skall lämna arbetsgivaren en skriftlig försäkran om att\nhan varit sjuk, uppgifter om i vilken omfattning hans arbetsförmåga varit\nnedsatt på grund av sjukdo-men och under vilka dagar tjänstemannen skulle ha\narbetat (9 § SjLL).\n\nMom 2:2\n\nArbetsgivaren är skyldig att utge sjuklön fr.o.m. den sjunde kalenderdagen\nefter dagen för sjukanmälan endast om tjänstemannen styrker nedsättningen\nav arbetsförmågan och sjukperiodens längd med läkarintyg (8 § 2 st\nSjLL).\n\nOm arbetsgivaren så begär skall tjänstemannen styrka nedsättningen av\narbetsför-mågan med läkarintyg tidigare dag. Arbetsgivaren har rätt att\nanvisa läkare.\n\nRätt till sjuklön föreligger ej om tjänstemannen lämnar oriktig eller\nvilseledande upp-gift om förhållande som är av betydelse för rätten till\nsjuklön.\n\nAnmärkning\n\nParterna konstaterar att det är av ömsesidigt intresse för arbetsgivaren\noch tjänste-mannen – i rehabiliteringssyfte – att anledningen till\narbetsoförmågan kan klarläggas så tidigt som möjligt. Detta gäller\nsärskilt vid upprepade sjukdomsfall.",{"bindId":70,"name":71,"text":72},"PAIDLEAV_trigger","Mom 3:1 Genom överenskommelse mellan arb","Mom 3:1\n\nGenom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 7\nmom 1 kan tjänstemannen i stället för 25 semesterdagar erhålla tre eller\nfem semesterdagar ut-över lagstadgad semester.\n\nAnmärkning\n\nMed semesterdagar avses både betalda och obetalda semesterdagar. För\ntjänstemän med flera semesterdagar än 25 fastställs antalet dagar med\nsemesterlön enligt princi-perna i § 7 semesterlagen.\n\nMom 3:2\n\nSemester, som i det individuella fallet på grund av kollektivt eller\nenskilt arbetsavtal kommit att utgå med större antal dagar än detta avtal\nstadgar, skall ej röna försämring genom detta avtal.\n\nDenna garantiregel gäller dock inte i de fall en tjänsteman enligt § 7\nmom 1:1 andra stycket i stället för särskild övertidskompensation erhållit\nlängre semester eller inte längre har att utföra förberedelse- och\navslutningsarbete enligt bestämmelsen i § 7 mom 1:2.\n\nOm det vid något företag före avtalets tillkomst finns ett gällande\ntjänstemannaregle-mente med längre semester räknat i dagar per år innebär\ninte detta avtals ikraftträ-dande att reglementets villkor förändras.\n\nUppstår vid något företag fråga om ändring av semesterbestämmelser i\ngällande regle-mente, skall meddelande härom lämnas tjänstemannaparten och,\ninnan avgörande träffas, förhandlingar äga rum, i de fall\ntjänstemannaparten så önskar.\n\nMom 3:3\n\nFör vid företaget befordrad eller nyanställd tjänsteman skall i\nintjänandeåret enligt se-mesterlagen även inräknas tid, varunder\ntjänstemannen i denna eller annan egenskap varit anställd i företaget eller,\ni fråga om koncern, i annat till koncernen hörande före-tag.",{"bindId":74,"name":75,"text":76},"ANNLEAVE_trigger","Mom 4:1 Semesterlönen utgörs av den på s","Mom 4:1\n\nSemesterlönen utgörs av den på semestertiden belöpande aktuella\nmånadslönen och semestertillägg enligt nedan.\n\nFör tjänsteman avlönad med veckolön skall månadslönen beräknas som\n4,3 x veckolö-nen.\n\nSemestertillägg för varje betald semesterdag utgör\n\n• 0,8% av tjänstemannens vid semestertillfället aktuella månadslön.\n\nMed månadslön avses i detta sammanhang fast kontant månadslön och\neventuella fasta lönetillägg per månad (t.ex. fasta skift-, jour-,\nberedskaps-, övertids- och restids-tillägg, garanterad minimiprovision eller\nliknande).\n\nBeträffande ändrad sysselsättningsgrad – se mom 4:4.\n\n• 0,5% av summan av den rörliga lönedel som har utbetalats under\nintjänandeåret.\n\nMed rörlig lönedel avses i detta sammanhang:\n\n• provision, tantiem, bonus eller liknande rörliga lönedelar\n\n• premielön\n\n• skift-, jour-, beredskaps- och ob-ersättning eller liknande rörlig\nlönedel i den mån den inte inräknats i månadslönen.\n\nTill ”summan av den rörliga lönedel som har utbetalats under\nintjänandeåret” skall för varje kalenderdag (hel eller delvis) med\nsemesterlönegrundande frånvaro läggas en ge-nomsnittlig dagsinkomst av\nrörliga lönedelar.\n\nDenna genomsnittliga dagsinkomst beräknas genom att under intjänandeåret\nutbetald rörlig lönedel divideras med antalet anställningsdagar (definierat\nenligt § 7 semesterla-gen) exklusive semesterledighetsdagar och hela\nkalenderdagar med semesterlönegrun-dande frånvaro under intjänandeåret.\n\nBeträffande skift-, jour-, beredskaps- och ob-ersättning eller liknande\ngäller att sådan ersättning ej skall medtas i ovanstående\ngenomsnittsberäkning om tjänstemannen un-der intjänandeåret uppburit sådan\nersättning under högst 60 kalenderdagar.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Trä- och Möbelföretagen Stoppmöbelindustrin - 2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2017-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Slutdatum: → 2020-03-31\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Namnindustri: → Tillverkning\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Namnindustri: → Tillverkning av möbler; annan tillverkning, Tillverkning av trä och varor av trä, kork, rotting o.d. utom möbler  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Offentlig\u002Fprivat sektor: → I den privata sektorn\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Ingånget av:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Föreningsnamn: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Namn på fackföreningar: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SJUKDOM OCH FUNKTIONSHINDER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maxgräns för sjuklön (i 6 månader): → 80 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Bestämmelser gällande återgång till arbete efter långvarig sjukdom, t.ex. cancerbehandling: → Nej\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Betald mensledighet: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Ersättning vid oförmåga på grund av olycksfall i arbetet: → Nej\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HÄLSA 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