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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>Avtal\u003C\u002Fh1>\n\n\u003Ch1>mellan Svensk Handel och Unionen gällande allmänna bestämmelser för\ntjänstemän inom detaljhandeln.\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>1 maj 2016 - 30 april 2017\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förteckning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>över särskilda överenskommelser som ej tagits med i avtalstrycket\u003C\u002Fp>\n\n\u003Cp>Arbetsmiljöavtal\u003C\u002Fp>\n\n\u003Cp>Avtal om industrins och handelns tilläggspension - ITP-avtalet\u003C\u002Fp>\n\n\u003Cp>Avtal om Tjänstegrupplivförsäkring (TGL)\u003C\u002Fp>\n\n\u003Cp>Omställningsavtal\u003C\u002Fp>\n\n\u003Cp>Trygghetsförsäkring (TFA)\u003C\u002Fp>\n\n\u003Cp>Utvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Handelns branschutvecklingsavtal\u003C\u002Fp>\n\n\u003Cp>Avtal om användning av konkurrensklausuler i anställningsavtal\u003C\u002Fp>\n\n\u003Cp>Avtal angående rätten till arbetstagares uppfinningar\u003C\u002Fp>\n\n\u003Cp>Avtal om social trygghet vid utlandstjänstgöring\u003C\u002Fp>\n\n\u003Cp>Överenskommelse rörande avsättningar till deltidspension\u003C\u002Fp>\n\n\u003Cp>Avtal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>mellan Svensk Handel, å ena, samt Unionen, å andra sidan, avseende\nallmänna bestämmelser för tjänstemän inom detaljhandeln.\u003C\u002Fp>\n\n\u003Ch2>§ 1 Avtalets omfattning\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-framework\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Ch3>1.1 Omfattning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Detta avtal omfattar de till Svensk Handel anslutna företag som anges i\nsärskild förteckning vid avtalets upprättande.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup2\">\u003Cp>Avtalet omfattar vid dessa företag anställda vars arbetsuppgifter till\növervägande del är av tjänstemannakaraktär i enlighet med villkoren i\növerenskommelsen mellan Svensk Handel och HTF av den 2 april 1998.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.2 Tillämpning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För att avtalet ska gälla vid ett företag krävs en skriftlig begäran\nfrån någon av parterna. Med tillämpning av överenskommelsen mellan Svensk\nHandel och HTF den 2 april 1998 kan avtalet därefter träda i kraft from den\nförsta dagen nästa månad, såvida inte annan överenskommelse träffas i det\nenskilda fallet.\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\">\u003Ch3>1.3 Undantag\u003C\u002Fh3>\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 § 9 i detta avtal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveragegroup3\">\u003Ch3>1.4 Uppnådd pensionsålder\u003C\u002Fh3>\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>Lagen om anställningsskydd ger för närvarande tjänsteman rätten att\nkvarstanna i tjänst till 67 års ålder.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.5 Utlandstjänstgöring\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid utlandstjänstgöring ska anställningsvillkoren under\nutlandsvistel­sen regleras 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>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.6 Företagsledning - förbundstillhörighet\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om arbetsgivaren begär det, ska tjänstemän i företagsledande\nbefatt­ning avstå från medlemskap i förbund som är part i detta avtal.\nDetta gäller även företagsledarens sekreterare samt vid större företag\nper­sonalchefen och dennes sekreterare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Ch2>§ 2 Anställning\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.1 Anställning tills vidare\u003C\u002Fh3>\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\u003Ch3>2.2 Villkor för tidsbegränsade anställningar\u003C\u002Fh3>\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>viss tid, viss säsong eller visst arbete om arbetsuppgifternas särskilda\nbeskaffenhet 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\u003Ch3>2.3 Företrädesrätt till återanställning gällande tidsbegränsade\nanställningar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företrädesrätt till nyanställning gäller inte tidsbegränsad\nanställning som bedöms få en varaktighet av högst sex veckor.\nFöreträdesrätt gäller dock om det i direkt anslutning till varandra ingås\nflera anställningar som sammantaget är längre än sex veckor.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Partema noterar att med sex veckor avses 42 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>2.4 Provanställning\u003C\u002Fh3>\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\u003Ch3>2.5 Underrättelse om provanställning eller anställning vid\narbetstopp\u003C\u002Fh3>\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. Om så begärs ska arbetsgivaren\növerlägga med facklig representant.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 3 Allmänna förhållningsregler\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.1 Lojalitet\u003C\u002Fh3>\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\u003Ch3>3.2 Konkurrerande verksamhet\u003C\u002Fh3>\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\u003Ch3>3.3 Förtroendeuppdrag\u003C\u002Fh3>\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>§ 4 Arbetstid\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I fråga om arbetstid m m gäller avtal om arbetstidsbestämmelser för\ntjänstemän inom detaljhandeln (DT-avtal), bilaga 1, med nedan­stående\ntillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Heltidsanställda\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>4.1.1 Ordinarie arbetstiden är, raster oräknade, i genomsnitt under året\n40 timmar per helgfri vecka om ej lokal överenskommelse träffas om annat,\nexempelvis en schemaperiod om 6 veckor. Den ordinarie veckoarbetstiden får ej\növerskrida genomsnittsarbetstiden med mera än 5 timmar per vecka. Där\nkortare arbetstid än avtalets tillämpas för kontorspersonal, ska sådan\narbetstid bibehållas.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>4.1.2 Då helgdag infaller på annan dag än söndag reduceras\nvecko­arbetstiden med 8 timmar för varje dylik helgdag. I vecka, då påsk-,\npingst-, midsommar-,jul- eller nyårsafton inträffar, reduceras den ordinarie\narbetstiden med ytterligare 2 timmar. För tjänsteman med \"fast\" fridag sker\ndock ingen reduktion om helgdag eller helg-dagsafton infaller på arbetsfri\ndag.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>För tjänsteman med kortare veckoarbetstid reduceras veckoarbetstiden med\ndet antal timmar som skulle fullgjorts om dagen ej varit helgdag.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>4.1.3 Arbetstiden ska schemaläggas så att en helgfri vecka omfattar högst\n5 arbetsdagar. Därvid ska eftersträvas en systematisk utläggning av\nfridagarna i form av \"rullande\" 5-dagarsvecka. Om så ej sker, ska 12 av\nledighetsdagama vara lördagar. Kollektivt eller individuellt må\növerenskommelse träffas om annan utläggning av ledighetstiden.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1.4 Arbetsgivarens utbytesrätt av ersättning för förskjuten ordinarie\narbetstid mot kompensationsledighet må endast användas för utläggning av\nhellediga dagar. För utbyte i annat fall erfordras kollektiv eller individuell\nlokal överenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1.5 Ledighetsdagama enligt 4.1.3 ska rymmas inom den schemalagda\narbetstiden eventuellt ökad med kompensationsledighet för förskjuten\nordinarie arbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.1.6 Överenskommelse om annan utläggning av 40-timmarsveckan kan träffas\nmellan arbetsgivaren och den lokala fackliga organisa­tionen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.2 Deltidsanställda\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsveckan för deltidsanställda må ej omfatta mer än 5 dagar, såvida\nicke arbetsgivaren och tjänstemannen är ense om annat.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd med tjänstgöringsskyldighet minst 5 dagar per vecka\nska utläggas minst 12 lediga lördagar per kalenderår, såvida icke\narbetsgivaren och tjänstemannen är ense om annat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4.3 Gemensamma bestämmelser för såväl heltids- som\ndeltidsanställda\u003C\u002Fh2>\n\n\u003Cp>4.3.1 Ledighetsdagama ska utläggas så att varje tjänsteman (såväl\nheltids- som deltidsanställd) blir helt ledig antingen julafton eller\nnyårsafton. Härvid tillses att ledigheten minst vartannat år inträffar på\njulafton.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.3.2 Vid genomsnittsberäkning av arbetstiden under kortare period än 12\nmånader, exempelvis 6-veckorsperiod, tillses att reduktion på grund av\ninfallande helgdagar enligt 4.1.2 sker under beräknings­perioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>4.3.3 Arbetstiden per tjänstgöringsdag må ej understiga 3 timmar. Denna\nbestämmelse gäller icke för minderårig skolelev vid arbete under\nskoltermin. För dessa ska iakttagas de bestämmelser som följer av\narbetsmiljölagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.3.4 Arbetstidsschema, upptagande ordinarie arbetstidens förläggning, ska\nfinnas anslaget på arbetsplatsen eller på annat sätt skriftligen meddelas\ntjänstemännen. Innan arbetsgivaren fastställer arbets-tidsschemat ska\nsamråd äga rum med tjänstemännens representanter. Vid upprättande av\narbetstidsschema ska av dessa representanter framförda synpunkter på\nfördelningen av arbetet på sen kvällstid och på sön- och helgdagar såvitt\nmöjligt beaktas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Överläggningar om arbetstidsschema för kommande 12-månaders- period\ngenomförs i så god tid att schemat kan fastställas senast en månad i\nförväg.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Upprättat arbetstidsschema gäller såväl vid semester, sjukdom och\ntjänstledighet som då tjänsteman tillträder eller frånträder sin\nanställ­ning under året.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.3.5 Ändringar i fråga om den ordinarie arbetstidens förläggning bör -\ndär så kan ske - meddelas minst en månad i förväg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch2>§ 5 Förskjuten ordinarie arbetstid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.1 För ordinarie arbetstid förlagd å nedan angivna tider utgår\ntillägg med\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>måndag - fredag mellan kl 18.15 -20.00 57%\u003C\u002Fp>\n\n\u003Cp>måndag - fredag efter kl 20.00 79%\u003C\u002Fp>\n\n\u003Cp>lördagar efter kl 12.00 samt sön- och helgdagar 113 %\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med lördagarjämställes i detta avseende jul-, nyårs- och\nmidsommarafton.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>De procentuella tilläggen utgår på timlönen, för heltidsanställd\nberäk­nad som 1\u002F166 av tjänstemannens aktuella fasta kontanta månadslön\noch för deltidsanställd enligt formeln\u003C\u002Fp>\n\n\u003Cp>den fasta kontanta månadslönen\u003C\u002Fp>\n\n\u003Cp>veckoarbetstiden x4,15\u003C\u002Fp>\n\n\u003Cp>Vid företag som tillämpar rörligt lönesystem ingår i begreppet den\nfasta kontanta månadslönen även den del av tidigare fast lön som kan ha\nomräknats till rörlig lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.2\u003C\u002Fh3>\n\n\u003Cp> I stället för dei5.1 nämnda ersättningarna kan arbetsgivaren med\niakttagande av bestämmelserna i §4.1.4 bereda tjänstemannen ledighet på\nannan ordinarie arbetstid. För utbyte till kompensations-ledighet av tillägg\nför tid efter kl 14.00 på lördagar samt på söndagar och helgdagar fordras\ndock enskild eller lokal överenskommelse. Kompensationsledighet skall utgå\nmed\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1\u002F2 timme för varje arbetad timme berättigande till 57 procents\ntillägg,\u003C\u002Fp>\n\n\u003Cp>3\u002F4 timme för varje arbetad timme berättigande till 79 procents\ntillägg,\u003C\u002Fp>\n\n\u003Cp>1 timme för varje arbetad timme berättigande till 113 procents\ntillägg.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.3 Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersättning på annat sätt. En sådan överenskommelse ska\nvara skriftlig och bör innehålla uppgifter om aktuell lön samt den\nersättning som erhålls istället för ersättning för förskjuten ordinarie\narbetstid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>I de fall lönen för ovan angiven tjänsteman, som är anställd vid\navtalets ikraftträdande för respektive företag, avvägts med hänsyn till\nförekommande arbete på förskjuten ordinarie arbetstid och särskild\nersättning alltså ej utgått, skall för sådan tjänsteman hittillsvarande\nsystem bibehållas, såvida ej annan överenskommelse träffas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch2>§ 6 Övertidskompensation\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Angående arbetstider, se arbetstidsavtalet, bilaga 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.1 Rätten till övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemän har rätt till övertidskompensation enligt 6.3 om inte någon\nannan överenskommelse har träffats enligt 6.1.1 - 6.1.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.1.1 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>\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 6.1.1 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>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>6.1.2 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>6.1.3 Skriftlig överenskommelse. Giltighetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Överenskommelser enligt 6.1.1 och 6.1.2 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>\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 istället för\növertidskom-pensation. Det bör också framgå vilka särskilda\nomständigheter som överenskommelsen vilar på. Sådana uppgifter kan anges i\növerenskommelse mellan arbetsgivaren och tjänsteman eller i lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.2 Förutsättningar för övertidskompensation\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.1 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 6.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.2 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>6.2.3 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 övertidsperiodema räknas ihop.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.4 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>6.2.5 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 6.1.1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.2.6 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 class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Ch3>6.3 Kompensation för övertid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.3.1 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>6.3.2 Ersättningens storlek\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Övertidsersättning per timme ges enligt följande:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Arbete, som på arbetsgivarens anmodan utförs på annan tid än ordina­rie\narbetstid, betalas med 70 procents förhöjning av timlönen för de två\nförsta timmarna per dag samt med 92 procents förhöjning för övrig övertid\npå vardagar och 126 procents förhöjning för allt övertidsarbete på sön-\noch helgdagar.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Övertidsarbete måndag-fredag efter kl 20.00 betalas dock med 92 procents\nförhöjning och övertidsarbete på lördagar samt jul, nyårs- och\nmidsommarafton efter kl 12.00 med 126 procents förhöjning. I de fall\ntjänstemannen beordras utföra arbete på dag, som p g a arbetstidens\nförläggning utgör fridag, utgår övertidsersättning med 92 procent.\nInfaller sådan fridag på lördag,jul-, nyårs- eller midsommarafton utgör\ndock ersättningen 126 procent.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I de fall övertidsarbete påkallas på sön- eller helgdag samt på dag som\np g a arbetstidens förläggning utgör fridag, ska ersättning utgå för\nminst 3 timmar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Timlön beräknas för heltidsanställd som 1\u002F166 av den aktuella fasta\nkontanta månadslönen och för deltidsanställd enligt formeln\u003C\u002Fp>\n\n\u003Cp>den fasta kontanta månadslönen\u003C\u002Fp>\n\n\u003Cp>veckoarbetstiden x4,15\u003C\u002Fp>\n\n\u003Cp>Vid företag som tillämpar rörligt lönesystem ingår i begreppet den\nfasta kontanta månadslönen även den del av tidigare fast lön som kan ha\nomräknats till rörlig lön.\u003C\u002Fp>\n\n\u003Cp>Övertidsarbete må efter överenskommelse i varje särskilt fall kunna\nersättas med ledighet på ordinarie arbetstid enligt följande grunder:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" cellpadding=\"0\" cellspacing=\"0\" width=\"50%\" border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"87\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">Övertid\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"87\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">Ledighet\n        för varje övertidstimme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">med\n        70 procents förhöjning\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">1\n        1\u002F2 timme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">med\n        92 procents förhöjning\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">1\n        3\u002F4 timme\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">med\n        126 procents förhöjning\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">2\n        timmar\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" cellpadding=\"0\" cellspacing=\"0\" width=\"50%\" border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\"> 6.4 Överskjutande timmar vid deltid\n(mertid)\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\">6.4.1 Ersättning för 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\">Om en deltidsanställd har utfört\narbete utöver den ordinarie dagliga arbetstid som gäller för\ndeltidsanställningen, betalas ersättning per överskjutande timme\nmed\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\">veckoarbetstiden x 3,7\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\">Med veckoarbetstid avses den\ndeltidsanställdes arbetstid per helgfri vecka, räknat 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\">6.4.2 Beräkning av 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\">Om mertidsarbetet har utförts såväl\nföre som efter den ordinarie arbetstid som gäller för deltidsanställningen,\nska de båda tids­perioderna räknas ihop.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">6.4.3 Övertidskompensation vid\nmertidsarbete\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Deltidsanställd erhåller\növertidsersättning för arbetstid, som överstiger 40 timmar under veckan.\nVidare utgår övertidsersättning för sådan arbetstid, som faller utanför\nden enligt arbetstidsschemat för heltids­anställd personal med likartade\narbetsuppgifter vid företaget fast­ställda yttre ramen för den ordinarie\narbetstiden per 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\">Anmärkning\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Övertids- och mertidsarbete för\ndeltidsanställd tjänsteman kan ske efter överenskommelse mellan arbetsgivare\noch tjänsteman.\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\">6.5 Gemensamma bestämmelser avseende\nanspråk på övertids- och mertidsersättning\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\">När tjänsteman utfört arbete på\növertid alternativt mertid, som inte på förhand har beordrats, ska anspråk\npå ersättning för utfört övertids- och mertidsarbete framföras senast tre\nmånader efter arbetets utförande. Har sådant anspråk inte framförts\nförlorar tjänstemannen rätten till övertids- och\nmertidsersättning.\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-COMMUTE_trigger\">\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 7 Restidsersättning\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\">7.1 Rätten till\nrestidsersättning\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\">Tjänstemän har rätt till\nrestidsersättning enligt 7.3 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 6.1.1 och\n6.1.2, kan komma överens om att bestämmelserna om restidsersättning inte ska\ngälla.\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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">7.2 Restid\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\">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 traktamentsberäkning eller\nmotsvarande vid respektive företag.\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\">7.3 Restidsersättning\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\">Restidsersättning utges per timme med\nett belopp motsvarande 68 procent av timlönen utom när resan har företagits\nunder tiden från klockan 18 fredag fram till klockan 06 måndag eller från\nklockan 18 dag före arbetsfri helgdagsafton eller helgdag fram till klockan 06\ndag före helgdag, då ersättningen är 85 procent av timlönen.\nRestidsersättningen enligt 68-procentregeln utges för högst 6 timmar per\nkalenderdygn, såvida inte längre restid kan visas.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Timlön beräknas för heltidsanställd\nsom 1\u002F166 av den fasta kontanta månadslönen och för deltidsanställd enligt\nformeln\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">den fasta kontanta\nmånadslönen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">veckoarbetstiden x 4,15\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Vid företag som tillämpar rörligt\nlönesystem ingår i begreppet den fasta kontanta månadslönen även den del\nav tidigare fast lön som kan ha omräknats till rörlig lön.\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\">Dessa bestämmelser ska ej medföra\nförsämring av vid enskilt företag tidigare tillämpade\nrestidsregler.\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 8 Semester\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\">8.1 Allmännabestämmelser\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\">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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.2 Intjänandeår och\nsemesterår\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\">Intjänandeåret räknas fr om 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.3 Semesterns längd\u003C\u002Fspan>\u003C\u002Fh3>\u003C\u002Fdiv>\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\">8.3.1 Antalsemesterdagar\u003C\u002Fspan>\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>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3 eller 5 semesterdagar utöver lag\ngenom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 6 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>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.3.2 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 \u002F C = D\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">A = antal avtalade semesterdagar\n(enligt 8.3.1)\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">B = antal anställningsdagar under\nintjänandeåret, minus frånvaro som inte är semesteriönegrundande\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\">8.3.3 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\">8.3.4 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\">8.3.5 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 8.3\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>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" cellpadding=\"0\" cellspacing=\"0\" width=\"50%\" border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"164\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:13.5pt;font-family:"Times New Roman",serif;   color:black\">Exempel\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"130\">\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>\u003Cp class=\"MsoNormal\">\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>\u003Cp class=\"MsoNormal\">\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=\"164\">\u003Cp class=\"MsoNormal\">\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=\"130\">\u003Cp class=\"MsoNormal\">\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=\"164\">\u003Cp class=\"MsoNormal\">\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=\"130\">\u003Cp class=\"MsoNormal\">\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=\"164\">\u003Cp class=\"MsoNormal\">\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=\"130\">\u003Cp class=\"MsoNormal\">\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=\"164\">\u003Cp class=\"MsoNormal\">\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=\"130\">\u003Cp class=\"MsoNormal\">\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=\"164\">\u003Cp class=\"MsoNormal\">\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=\"130\">\u003Cp class=\"MsoNormal\">\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\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>Om arbetstidsschemat ändras så att antalet arbetsdagar per vecka\nförändras ska antalet outtagna nettosemesterdagar räknas om så att de\nsvarar mot det nya schemat.\u003C\u002Fp>\n\n\u003Cp>Semestertillägg, semesterersättning respektive löneavdrag (vid obe­tald\nsemester) beräknas med utgångspunkt från antalet bruttosemesterdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.3.6 Semester vid tidsbegränsad anställning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterledighet för tjänsteman med tidsbegränsad anställning, vars\nanställning inte avses pågå längre än tre månader och som inte varar\u003C\u002Fp>\n\n\u003Cp>längre, ska inte läggas ut, såvida inte detta överenskommits.\nSemesterersättning ska dock utbetalas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Ch3>8.4 Semesterlön, semesterersättning m m\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.4.1 Semesterlön och semestertillägg\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och semestertillägg.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget för varje betald semesterdag är\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>0,8 % av tjänstemannens månadslön som är aktuell vid semestertillfället\noch eventuella fasta lönetillägg per månad. Beträffande ändrad\nsysselsättningsgrad, se 8.4.6.\u003C\u002Fp>\n\n\u003Cp>0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen inte tjänat in full semester ska semestertillägget 0,5\n%justeras upp enligt följande:\u003C\u002Fp>\n\n\u003Cp>0.5 x det antal semesterdagar som tiänstemannen har rätt till\u003C\u002Fp>\n\n\u003Cp>antalet betalda semesterdagar som tjänstemannan har tjänat in.\u003C\u002Fp>\n\n\u003Cp>Med fasta lönetillägg avses här t ex fasta skift-,jour-, beredskaps-,\növertids- och restidstillägg, garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Cp>Med rörlig lönedel avses här t ex provision, tantiem, bonus, premielön,\nskift-,jour-, beredskapsersättning eller liknande, i den mån den inte\nräknats in i månadslönen.\u003C\u002Fp>\n\n\u003Cp>Med provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>I övertids-, mertids- och restidsersättning samt i ersättning för\nförskjuten ordinarie arbetstid ingår semesterlön.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.4.2 Beräkning av rörlig lönedel vid semesterlönegrundande frånvaro\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Till summan av den rörliga lönedel som har betalats ut under\nintjänan­deåret ska för varje kalenderdag med semesterlönegrundande\nfrånvaro läggas en genomsnittlig dagsinkomst av rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>Genomsnittlig dagsinkomst =\u003C\u002Fp>\n\n\u003Cp>Under intiänandeåret utbetald rörlig lönedel\u003C\u002Fp>\n\n\u003Cp>Antalet anställningsdagar, minus semesterledighetsdagar och hela dagar med\nsemesterlönegrundande frånvaro under intjänandeåret.\u003C\u002Fp>\n\n\u003Cp>Skift-,jour- och beredskapsersättning och liknande ska inte tas med i\novanstående genomsnittsberäkning, om tjänstemannen under intjänandeåret\nhaft sådan ersättning under högst 60 kalenderdagar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.4.3 Utbetalning av semesterlön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,8 % betalas ut tillsammans med lönen i samband med\neller närmast efter semestern.\u003C\u002Fp>\n\n\u003Cp>Semestertillägget om 0,5 % betalas ut senast vid semesterårets slut.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Undantag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om lönen till väsentlig del består av rörliga lönedelar, har\ntjänstemannen rätt att å conto få ett semestertillägg som grundar sig på\nde rörliga lönedelama. Arbetsgivaren ska uppskatta tilläggets storlek.\nTillägget betalas ut samtidigt med lönen vid den ordinarie utbetalningen i\nsamband med semestern. Arbetsgivaren ska senast vid semesterårets utgång\nbetala ut det semestertillägg som kan återstå efter beräkning enligt 8.4.1\noch 8.4.2.\u003C\u002Fp>\n\n\u003Cp>Om en överenskommelse har träffats om att semesterår och intjänandeår\nska sammanfalla, kan arbetsgivaren betala ut resterande semesterlön som avser\nrörliga lönedelar efter semesterårets utgång. Detta ska göras vid den\nförsta ordinarie löneutbetalningen på det nya intjänandeåret när\nordinarie lönerutin kan tillämpas.\u003C\u002Fp>\n\n\u003Cp>8.4.4 Semesterersättning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ersättning för varje betald semesterdag som inte tagits ut är 4,6 % av\nden aktuella månadslönen samt semestertillägg enligt 8.4.1 och 8.4.2.\u003C\u002Fp>\n\n\u003Cp>För sparad semesterdag beräknas semesterersättning som om den spa­rade\ndagen tagits ut det semesterår anställningen upphör.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.4.5 Obetald semester\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje uttagen obetald semesterdag görs avdrag från tjänstemannens\naktuella månadslön med 4,6 % av månadslönen. Beträffande begreppet\nmånadslön, se 8.4.1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.4.6 Ändrad sysselsättningsgrad\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under intjänandeåret haft annan sysselsättnings­grad\nän vid semestertillfället ska den månadslön som är aktuell vid\nsemestertillfället proportioneras i förhållande till andelen av full\nordi­narie arbetstid som gällde vid arbetsplatsen under intjänandeåret. Om\nsysselsättningsgraden har ändrats under löpande kalendermånad ska vid\nberäkningen användas den sysselsättningsgrad som har gällt under flertalet\nkalenderdagar av månaden. Beträffande begreppet månadslön, se 8.4.1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.5 Semester för nyanställda\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en nyanställd tjänstemans betalda semesterdagar inte täcker tiden för\nföretagets huvudsemester eller om tjänstemannen i annat fall vill ha längre\nledighet än som motsvarar antalet semesterdagar, kan arbets­givaren och\ntjänstemannen komma överens om att tjänstemannen ska vara tjänstledig eller\nledig utan löneavdrag under erforderligt antal dagar. En sådan\növerenskommelse ska vara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Vid ledighet utan löneavdrag gäller följande. Om anställningen upphör\ninom fem år från den dag den började, ska avdrag göras från inne-stående\nlön eller semesterersättning enligt samma bestämmelser som vid\ntjänstledighet men räknas på den lön som gällde under ledigheten. Avdrag\nska inte göras om anställningen upphört på grund av\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>tjänstemannens sjukdom eller\u003C\u002Fp>\n\n\u003Cp>tjänsteman som frånträder sin anställning under förhållande som avses\ni 4 § tredje stycket första meningen i lagen om anställningsskydd eller\u003C\u002Fp>\n\n\u003Cp>uppsägning från arbetsgivarens sida, som beror på förhållande som inte\nhänför sig till tjänstemannen personligen.\u003C\u002Fp>\n\n\u003Cp>För dem som fått fler betalda semesterdagar än de har tjänat in gäller\nbestämmelserna om förskotterad semesterlön i 29 a § semesterlagen, om\nnågon skriftlig överenskommelse enligt ovan inte har träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.6 Sparande av semester\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.6.1 Sparande av semesterdagar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som har rätt till flera semesterdagar med semesterlön än 25\nfår efter överenskommelse med arbetsgivaren även spara dessa\u003C\u002Fp>\n\n\u003Cp>överskjutande semesterdagar förutsatt att de inte samma år tar ut\ntidig­are sparad semester. Arbetsgivaren och tjänstemannen ska komma överens\nom hur sparade semesterdagar ska läggas ut. Det gäller såväl vilket\nsemesterår de sparade dagarna ska tas ut som hur de ska förläg­gas under\ndetta semesterår.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.6.2 Uttag av sparade semesterdagar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sparade semesterdagar ska tas ut i den ordning de sparats. Semester­dagar\nsom sparats enligt lag ska tas ut före semesterdagar som sparats enligt 8.6.1\nunder samma år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.6.3 Semesterlön för sparade semesterdagar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Semesterlön för sparad semesterdag beräknas enligt 8.4.1 och 8.4.2. Vid\nberäkning av semestertillägget om 0,5 % gäller dock att all frånvaro under\nintjänandeåret exklusive ordinarie semester ska behandlas på samma sätt som\nsemesterlönegrundande frånvaro.\u003C\u002Fp>\n\n\u003Cp>Semesterlönen för sparad semesterdag ska anpassas till tjänsteman­nens\nandel av full ordinarie arbetstid under det intjänandeår som före­gick det\nsemesterår då dagen sparades.\u003C\u002Fp>\n\n\u003Cp>Beträffande beräkning av andel av full ordinarie arbetstid, se 8.4.6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-SICDIS_trigger\" class=\"cbaClause highlight\">\u003Ch2>§ 9 Sjuklön m m\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.1 Rätten till sjuklön och sjukanmälan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1.1 Rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren under de första 14 kalenderdagarna i\nsjukperioden betalas enligt lagen om sjuklön med tillägg enligt 9.2.2 andra\nstycket. Hur sjuklönen beräknas anges i 9.3.1 - 9.3.2.\u003C\u002Fp>\n\n\u003Cp>Sjuklön från arbetsgivaren from den 15:e kalenderdagen i sjuk­perioden\nbetalas enligt 9.3.6 - 9.3.7 och 9.4 - 9.7.\u003C\u002Fp>\n\n\u003Cp>En sjukperiod som börjar inom 5 kalenderdagar från det att en tidigare\nsjukperiod upphörde ska betraktas som fortsättning på den tidigare\nsjukperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.1.2 Sjukanmälan\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Den tjänsteman som blir sjuk och därför inte kan tjänstgöra ska snarast\nmöjligt underrätta arbetsgivaren om detta. Tjänstemannen ska så snart som\nmöjligt meddela arbetsgivaren när arbetet beräknas kunna återupptas.\u003C\u002Fp>\n\n\u003Cp>Samma gäller om tjänstemannen blir arbetsoförmögen på grund av\nolycksfall eller arbetsskada eller måste avhålla sig från arbete på grund\nav risk för överförande av smitta som ger rätt till ersättning enligt\nsocialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>Sjuklön ska som huvudregel inte betalas för tid innan arbetsgivaren fått\nanmälan om sjukdomsfallet (8 § första stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.2 Försäkran och läkarintyg\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2.1 Skriftligförsäkran\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska lämna arbetsgivaren en skriftlig försäkran om att\ntjänstemannen har varit sjuk, uppgifter om i vilken omfattning\narbetsförmågan varit nedsatt på grund av sjukdomen och under vilka dagar\ntjänstemannen skulle ha arbetat (9 § lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.2.2 Läkarintyg\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska styrka nedsättningen av arbetsförmågan och\nsjukperiodens längd med läkarintyg för att arbetsgivaren ska vara skyldig\natt betala sjuklön fr o m den sjunde kalenderdagen efter dagen för\nsjukanmälan (8 § andra stycket lagen om sjuklön).\u003C\u002Fp>\n\n\u003Cp>Vid upprepad korttidsfrånvaro eller om omständigheterna så kräver kan\narbetsgivaren begära läkarintyg från tidigare dag. Arbetsgivaren har rätt\natt anvisa läkare. Arbetsgivaren skall ersätta kostnaden för läkarintyg som\nutfärdas av anvisad läkare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.3 Sjuklönens storlek\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknesspaytxt\" class=\"cbaClause highlight\">\u003Cp>9.3.1 Sjuklönens storlek\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3.2 Sjukdom t o m 14:e kalenderdagen per sjukperiod\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\u003C\u002Fp>\n\n\u003Cp>för den första frånvarodagen (karensdagen) i sjukperiodenmånadslönen x\n12.2\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>fr om den andra frånvarodagen i sjukperioden20 % x månadslönen x 12.2\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som skulle ha arbetat på schemalagd förskjuten ordinarie\narbetstid får dessutom sjuklön from den andra frånvarodagen med 80 % av den\nersättning för förskjuten arbetstid som de gått miste om.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3.3 Sjuklön från första dagen i vissa fall\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För en tjänsteman som enligt försäkringskassans beslut är berättigad\ntill sjuklön om 80 % redan from den första sjukfrånvarodagen, görs\nsjukavdrag enligt vad som gäller fr o m den andra frånvarodagen i\nsjuklöneperioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3.4 När avdrag redan gjorts för tio karensdagar\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Antalet karensdagar får enligt lagen inte överstiga tio under en\ntolv-månadersperiod. Om det vid en ny sjukperiod visar sig att tjänstemannen\nfått avdrag för tio karensdagar inom tolv månader bakåt från den nya\nsjuklöneperiodens början, ska avdraget för den första frånvarodagen\nberäknas enligt vad som gäller from den andra frånvarodagen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3.5 Definition av månadslön och veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Månadslön\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen.\u003C\u002Fp>\n\n\u003Cp>I månadslönen ingår\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>fast kontant månadslön och eventuella fasta lönetillägg per månad (t ex\nfasta skift- eller övertidstillägg)\u003C\u002Fp>\n\n\u003Cp>den beräknade genomsnittsinkomsten per månad av provision, tantiem, bonus,\npremielön eller liknande rörliga lönedelar.\u003C\u002Fp>\n\n\u003Cp>För tjänsteman som till väsentlig del är avlönad med rörliga\nlönedelar bör arbetsgivaren och tjänstemannen komma överens om vilket\nlöne­belopp som ska utgöra den månadslön som sjukavdrag ska göras\nfrån.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstid\u003C\u002Fp>\n\n\u003Cp>Med veckoarbetstid avses antalet arbetstimmar per helgfri vecka för den\nenskilde tjänstemannen. För den som har oregelbunden arbetstid beräknas\nveckoarbetstiden i genomsnitt per månad eller annan förläggningscykel.\u003C\u002Fp>\n\n\u003Cp>Veckoarbetstiden beräknas med högst 2 decimaler, varvid 0-4 av­rundas\nnedåt 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>Om lönen ändras\u003C\u002Fp>\n\n\u003Cp>Om lönen ändras gäller följande. Arbetsgivaren ska göra sjukavdrag med\nutgångspunkt från den gamla lönen till den dag tjänstemannen får besked om\nsin nya lön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3.6 Sjukdom from den 15:e kalenderdagen\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För varje sjukdag (även arbetsfria vardagar samt sön- och helgdagar)\ngörs sjukavdrag per dag enligt följande:\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses vad som anges i 9.3.5.\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget beräknas olika beroende på om tjänstemannens månads­lön\növer- eller understiger en viss lönegräns. Denna lönegräns beräknas\nsom\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.5 x prisbasbeloppet ('pbb')\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>Exempel 2016\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pbb: år2016: 44 300 kr\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.5 x 44 300 kr = 27 688 kr för år 2016\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön som uppgår till högst lönegränsen:\u003C\u002Fp>\n\n\u003Cp>90 % x månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön över lönegränsen:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag görs med\u003C\u002Fp>\n\n\u003Cp>90 % x 7,5 x pbb \u002F 365 + 10 % x månadslönen x 12 -7,5 x pbb \u002F 365\u003C\u002Fp>\n\n\u003Cp>Högsta sjukavdrag per dag\u003C\u002Fp>\n\n\u003Cp>Sjukavdraget per dag får inte överstiga\u003C\u002Fp>\n\n\u003Cp>den fasta kontanta månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>Med fast kontant månadslön jämställs här\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>fasta lönetillägg per månad (t ex fasta skift- eller\növertids-tillägg)\u003C\u002Fp>\n\n\u003Cp>sådan provision, tantiem, bonus eller liknande som tjänas in 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>För definition av månadslön, se 9.3.5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.3.7 Sjuklönetidens längd\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Huvudregel\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen enligt detta avtal har rätt till sjuklön fr o m den 15:e\nkalenderdagen i sjukperioden, ska arbetsgivaren betala sådan enligt\nföljande:\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t o m den 90:e kalenderdagen i sjukperioden till den som\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>varit anställd minst ett år i följd hos arbetsgivaren eller\u003C\u002Fp>\n\n\u003Cp>gått över direkt från en anställning med rätt till sjuklön under 90\ndagar (grupp 1).\u003C\u002Fp>\n\n\u003Cp>Sjuklön betalas t o m den 45:e kalenderdagen i sjukperioden till övriga\n(grupp 2).\u003C\u002Fp>\n\n\u003Cp>I sjukperioden ingår samtliga dagar med sjukavdrag (även karensdagar) och\narbetsfria dagar under perioden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-sicknessmaxdays\" class=\"cbaClause highlight\">\u003Cp>Högsta antal dagar med sjuklön\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Rätten till sjuklön under de första 14 kalenderdagarna i sjukperioden\npåverkas inte av ovanstående begränsningsregel.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.4 Vissa samordningsregler\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.4.1 Rehabiliteringspenning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman är frånvarande med rehabiliteringspenning under annars\nsjuklöneberättigad tid enligt 9.3.7 görs löneavdrag som vid sjukdom fr om\nden 15:e kalenderdagen enligt 9.3.6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.4.2 Ersättning från annan försäkring\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får ersättning från annan försäkring än ITP eller\ntrygghetsförsäkring vid arbetsskada (TFA) och arbetsgivaren har be­talat\npremien för denna försäkring, ska sjuklönen minskas med ersätt­ningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.4.3 Annan ersättning från staten\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen får annan ersättning från staten än från den\nall­männa försäkringen, arbetsskadeförsäkringen eller lagen om statligt\npersonskadeskydd, ska sjuklönen minskas med ersättningen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.5 Inskränkningar i rätten till sjuklön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.1 Tjänstemannen har fyllt 60 år\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen vid anställningen har fyllt 60 år, kan arbetsgivaren och\ntjänstemannen komma överens om att tjänstemannen inte ska ha rätt till\nsjuklön from den 15:e kalenderdagen i sjukperioden. Om en sådan\növerenskommelse har träffats ska arbetsgivaren underrätta den lokala\ntjänstemannaparten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.2 Förtigande av sjukdom\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som vid anställningen har förtigit att de lider av viss\nsjukdom, har inte rätt till sjuklön fr o m 15:e kalenderdagen i sjukperioden\nnär arbetsoförmågan beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.3 Inte lämnat friskintyg\u003C\u002Fp>\n\n\u003Cp>\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 from den 15:e kalenderdagen i\nsjukperioden vid arbetsoförmåga som beror på sjukdomen ifråga.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.4 Nedsatta sjukförmåner\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannens sjukförmåner har nedsatts enligt\nsocialförsäkrings-balken ska arbetsgivaren reducera sjuklönen i motsvarande\nmån.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-disabilitypay\" class=\"cbaClause highlight\">\u003Cp>9.5.5 Skada vid olycksfall vållad av tredje man\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman har skadats vid olycksfall som vållats av tredje man och\nersättning inte betalas enligt trygghetsförsäkring vid arbetsskada (TFA),\nska arbetsgivaren betala sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skadestånd för förlorad arbetsförtjänst från\nden som är ansvarig för skadan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.6 Olycksfall hos annan arbetsgivare\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgivare eller i samband med egen rörelse, ska arbetsgiva­ren\nbetala sjuklön fr o m den 15:e kalenderdagen i sjukperioden endast om han\nsärskilt har åtagit sig detta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.7 När sjukpension betalas ut\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om sjukpension enligt ITP-planen börjar betalas till tjänstemannen upphör\nrätten till sjuklön.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.8 Uppnådd pensionsålder\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beträffande inskränkning i rätten till sjuklön from den 15:e kalen\nderdagen i sjukperioden för tjänstemän som uppnått pensionsåldern, se\n1.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.5.9 Övriga inskränkningar i rätten till sjuklön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren är inte skyldig att betala sjuklön fr o m den 15:e\nkalenderdagen i sjukperioden\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>om tjänstemannen har undantagits från sjukförsäkringsförmåner enligt\nsocialförsäkringsbalken, 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\növerenskommelse om annat träffas.\u003C\u002Fp>\n\n\u003Ch3>9.6 Smittbärare\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänsteman måste avhålla sig från arbete på grund av risk för\növerförande av smitta och rätt föreligger till ersättning enligt\nsocialförsäkringsbalken görs avdrag enligt följande t o m den 14:e\nkalenderdagen.\u003C\u002Fp>\n\n\u003Cp>För varje timme en tjänsteman är frånvarande görs avdrag per timme\nmed\u003C\u002Fp>\n\n\u003Cp>månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>52 x veckoarbetstiden\u003C\u002Fp>\n\n\u003Cp>From den 15:e kalenderdagen görs avdrag enligt 9.3.6 - 9.3.7.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.7 Övriga bestämmelser\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid tillämpningen av bestämmelserna i denna paragraf ska förmåner som\nbetalas enligt lagen om statligt personskadeskydd jämställas med motsvarande\nförmåner enligt socialförsäkringsbalken.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>§ 10 Ledighet\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.1 Permission, kort ledighet med lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Permission beviljas i regel endast för del av arbetsdag. I särskilda fall\nkan dock permission beviljas även för en eller flera dagar t ex vid hastigt\npåkommande sjukdomsfall inom tjänstemannens familj eller nära anhörigs\ndödsfall.\u003C\u002Fp>\n\n\u003Cp>För påsk-, midsommar- och julafton som inte är sedvanliga fridagar bör\npermission beviljas om det kan ske utan olägenhet för verksam­heten vid\nföretaget.\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen har rätt till en dags permission under de år nationaldagen\n6 juni infaller på lördag eller söndag. Sådan permission förutsätter att\ntjänstemannen varit anställd minst fem månader när nationaldagen infaller\ndessa dagar. Ledighet av detta skäl kan inte uttas annat år. För\ndeltidsanställd tjänsteman proportioneras ledigheten i förhållande till\narbetstidsmåttet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.2 Tjänstledighet, ledighet hel dag utan lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet beviljas om arbetsgivaren finner att så kan ske utan\nolägenhet för verksamheten vid företaget, såvida det inte är fråga om\nlagstadgad ledighet t ex studie- eller föräldraledighet.\u003C\u002Fp>\n\n\u003Cp>Tjänstledighet för att pröva annat arbete bör beviljas i\nrehabiliteringssyfte. Ledigheten begränsas till sex månader men kan\nförlängas efter överenskommelse mellan arbetsgivaren och tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>När tjänstledigheten beviljas ska arbetsgivaren ange vilken tidsperiod\nledigheten omfattar. Tjänstledighet får inte förläggas så att den inleds\noch\u002Feller avslutas på sön- och\u002Feller helgdag som är arbetsfri för den\nenskilde tjänstemannen. För tjänsteman som har veckovila förlagd till annan\ndag än söndag ska motsvarande regel tillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.1 Löneavdrag för heltidsanställd, hel dag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>När en tjänsteman är frånvarande minst en dag på grund av\ntjänst­ledighet, görs löneavdrag enligt följande:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>under en period om högst 5 (6)* arbetsdagar görs för varje arbetsdag ett\navdrag med 1\u002F21 (1\u002F25)* av månadslönen\u003C\u002Fp>\n\n\u003Cp>under en period längre än 5 (6)* arbetsdagar görs avdrag med dagslönen\nför varje ledig dag. Detta gäller även tjänstemannens arbetsfria vardagar\noch sön- eller helgdagar.\u003C\u002Fp>\n\n\u003Cp>dagslön = den fasta kontanta månadslönen x 12\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>*Tal inom parentes används vid sexdagarsvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.2 Löneavdrag för deltidsanställd, hel dag\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om tjänstemannen är deltidsanställd och arbetar endast under vissa av\nveckans arbetsdagar (s k intermittent deltidsarbete), ska löneavdrag göras\nför varje dag som tjänstemannen är tjänstledig och som annars skulle ha\nvarit arbetsdag.\u003C\u002Fp>\n\n\u003Cp>Avdrag görs enligt följande:\u003C\u002Fp>\n\n\u003Cp>Månadslönen dividerad med\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>antalet arbetsdagar per vecka x 21 (25)*\u003C\u002Fp>\n\n\u003Cp>5(6)*\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>*Tal inom parentes används vid sexdagarsvecka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Exempel\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannens deltid är förlagd till följande antal\narbetsdagar\u002FveckaAvdrag\u003C\u002Fp>\n\n\u003Cp>4månadslönen\u003C\u002Fp>\n\n\u003Cp>16,8\u003C\u002Fp>\n\n\u003Cp>3.5månadslönen\u003C\u002Fp>\n\n\u003Cp>14,7\u003C\u002Fp>\n\n\u003Cp>3månadslönen\u003C\u002Fp>\n\n\u003Cp>12,6\u003C\u002Fp>\n\n\u003Cp>2.1månadslönen\u003C\u002Fp>\n\n\u003Cp>10,5\u003C\u002Fp>\n\n\u003Cp>2månadslönen\u003C\u002Fp>\n\n\u003Cp>8,4\u003C\u002Fp>\n\n\u003Cp>Med ”antal arbetsdagar per vecka” avses antalet arbetsdagar per helgfri\nvecka beräknat i genomsnitt per månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.2.3 Löneavdrag vid tjänstledighet hel månad\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om en tjänstledighetsperiod omfattar en eller flera hela\nkalendermånader\u002Favräkningsperioder ska tjänstemannens hela lön dras av för\nvar och en av kalendermånaderna\u002Favräkningsperioderna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.3 Annan ledighet, ledighet under del av dag utan lön\u003C\u002Fh3>\n\u003C\u002Fdiv>\n\n\u003Cp>Ledighet under del av dag kan beviljas om arbetsgivaren finner att så kan\nske utan olägenhet för verksamheten vid företaget.\u003C\u002Fp>\n\n\u003Cp>Avdraget per timme är 1\u002F166 av månadslönen. För deltidsanställda ska\nlönen först räknas upp så att den motsvarar heltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10.4 Månadslön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella månadslönen. Med fast kontant\nmånadslön avses här\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>fasta lönetillägg per månad (t ex fasta skift- eller övertids-\ntillägg)\u003C\u002Fp>\n\n\u003Cp>sådan provision, tantiem, bonus eller liknande som tjänas in under\nledighet utan att ha direkt samband med tjänstemannens personliga\narbetsinsats\u003C\u002Fp>\n\n\u003Cp>garanterad minimiprovision eller liknande.\u003C\u002Fp>\n\n\u003Ch3>10.5 Föräldralön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10.5.1 Villkor för föräldralön\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En tjänsteman som är tjänstledig på grund av graviditet eller i samband\nmed barns födelse eller adoption, har rätt till föräldralön från\narbetsgivaren om tjänstemannen har varit anställd hos arbetsgivaren under\nminst ett år i följd.\u003C\u002Fp>\n\n\u003Cp>Med begreppet i samband med avses att tjänstledigheten ska äga rum inom 18\nmånader.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-maternitydifferenttxt\" class=\"cbaClause highlight\">\u003Cp>10.5.2 Föräldralönens storlek\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldralön är det som blir kvar av månadslönen när avdrag gjorts\nenligt denna paragraf. Modellen utgår från att tjänstemannen får 10 % i\nföräldralön upp till nedan angiven lönegräns och 90 % för lönedelar\növer lönegränsen upp till ett maxtak om 15 prisbasbelopp genom 12.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Föräldralöneavdraget beräknas olika beroende på om tjänstemannens\nmånadslön över- eller understiger en viss lönegräns. Denna lönegräns\nberäknas som\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10 x pbb\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>exempel 2016:\u003C\u002Fp>\n\n\u003Cp>Pbb: år 2016 44 300 kr\u003C\u002Fp>\n\n\u003Cp>Lönegränsen blir därför:\u003C\u002Fp>\n\n\u003Cp>10x44 300 kr = 36 917 kr för 2016\u003C\u002Fp>\n\n\u003Cp>12\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön som uppgår till högst lönegränsen\ngörs föräldralöneavdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>90 % Xmånadslönen x 12\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För tjänstemän med månadslön över lönegränsen görs\nföräldralöne­avdrag per dag med:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>90 % X10 X pbb\u003C\u002Fp>\n\n\u003Cp>365+10 % Xmånadslönen x 12 - 10 X pbb\u003C\u002Fp>\n\n\u003Cp>365\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses, utöver vad som anges i 9.3.5 även förmåner i form\nav kost eller bostad värderade enligt Skatteverkets anvisningar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Föräldralön utbetalas enligt nedan:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Ctable class=\"MsoNormalTable\" style=\"width:50.0%\" cellpadding=\"0\" cellspacing=\"0\" width=\"50%\" border=\"1\">\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 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 föräldralöneavdrag beräknat per\n        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 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 föräldralöneavdrag beräknat per\n        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 år i följ d\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 föräldralöneavdrag beräknat per\n        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 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 föräldralöneavdrag beräknat per\n        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 föräldralöneavdrag beräknat per\n        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.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">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\">10.5.3 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 löneutbetalnings-tillfalle 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\">10.5.4 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>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.6 Ledighet med tillfällig\nföräldrapenning\u003C\u002Fspan>\u003C\u002Fh3>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">10.6.1 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\">\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 för-läggningscykel.\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\">10.6.2 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\nutgöra den månadslön som löneavdrag ska göras från.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 11 Lön för del av\nlöneperiod\u003C\u002Fspan>\u003C\u002Fp>\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\">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 sig.\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\">Avräkningsperioden är t.o.m. den 20:e\nvarje månad. Tjänstemannens heltidslön är 25 000 kr. Anställdfr.o.m. den 1\noktober 20xx.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Heltid t.o.m. 16 maj 20xxDeltid (50 %)\nfr.o.m. 17 maj 20xx\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">X = 25 000 krX = 12 500 kr\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Y = 31 dagarY = 31 dagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Z = 27 dagarZ = 4 dagar\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">L = 21 774 krL = 1613 kr\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 12 Uppsägning\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\">12.1 Uppsägning från tjänstemannens\nsida\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\">12.1.1 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 följerav 12.3.2- 12.3.6.\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\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anställningstid vid\nföretagetUppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">mindre än 2 år1 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">from2år2 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12.1.2 Skriftlig uppsägning\u003C\u002Fspan>\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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12.2 Uppsägning från arbetsgivarens\nsida\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\">12.2.1 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 12.3.2- 12.3.6.\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\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Anställningstid vid\nföretagetUppsägningstid\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">mindre än 2 år1 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fr om 2 år till 4 år2 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fr om 4 år till 6 år3 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fr om 6 år till 8 år4 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">from8år till 10 år5 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">fromlO år6 mån\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Upplysning till 12.1.1 och\n12.2.1\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\">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\">12.2.2 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 uppsäg-ningsdagen 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\">12.2.3 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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12.3 Övriga bestämmelser vid\nuppsägning\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\">12.3.1 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\">12.3.2 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 12.2.1.\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\">12.3.3 Avbrytande av provanställning\noch anställning för arbetstopp eller anställning 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\">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 med\narbetsgivaren 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\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\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\">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>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Partema 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 ska\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\">12.3.3 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 lämnats efter det att sex månader har 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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12.3.4 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>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12.3.5 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 12.1.1 och\n12.2.1. Samma gäller om en tjänsteman anställts vid företaget efter det att\ntjänstemannen uppnått den ordinarie pensionsålder som tillämpas där. Har\ntjänsteman 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\">12.3.6 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\">12.3.7 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\">12.3.8 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\">12.3.9 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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">12.4 Turordning vid driftinskränkning\noch återanställning\u003C\u002Fspan>\u003C\u002Fh3>\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\">\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 turordning\nvid uppsägning med tillämpning av 22 § lagen om anställningsskydd och om de\navsteg 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 åter-anställning 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. Enas inte de lokala parterna, får\nförbundspartema, 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 12.4 tillhandahåller den lokala\nrespektive den centrala av­talsparten relevant faktaunderlag.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\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\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 13 Förhandlingsordning vid\nrättstvister\u003C\u002Fspan>\u003C\u002Fh2>\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\nfrån den dag då den lokala för­handlingen har avslutats. Försummas detta\nförlorar parten 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\">Anmärkning till § 13\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\nfristema 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\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 14 Avtalsnämnden\u003C\u002Fspan>\u003C\u002Fh2>\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\">\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\nom två år med rätt för arbetsgivar- respektive arbetstagarsidan att inom\nsig förändra 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. Tviste-ärenden 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 utslags-röst.\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\">§ 15 Giltighetstid\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Mom 1 Detta avtal gäller fr o m den 1\nmaj 2016to m den 30 april 2017.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Om avtalet inte har sagts upp av endera\nparten senast tre månader före giltighetstidens utgång prolongeras avtalet\nför ett år åt gången.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Mom 2 Rätt till uppsägning äger\nSvensk Handel samt Unionen.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Mom 3 Upphör arbetsgivares medlemskap\ni Svensk Handel eller upphör samtliga avtalsbundna anställdas medlemskap i\nUnionen underrättar respektive organisation sin motpart härom. Genom sådan\nunderrättelse sätts avtalet med omedelbar verkan ur kraft för Svensk Handels\ndel såvitt gäller ifrågavarande arbetsgivare och för Unionens del såvitt\ngäller ifrågavarande anställda.\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\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Svensk Handel\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Kristina Karmestedt Estman\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Unionen\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Kristina Fanberg\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch1 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Avtal om arbetstidsbestämmelser för\ntjänstemän inom detaljhandeln\u003C\u002Fspan>\u003C\u002Fh1>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 1 Avtalets omfattning\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\">1.1 Tillämpningsområde\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\">Detta avtal gäller tjänstemän som\nomfattas av avtalet för tjänstemän inom detaljhandeln. Dessa tjänstemän\nundantas från tillämpningen av arbetstidslagen (SFS 1982:673) i sin\nhelhet.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Partema 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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.2 Undantag från reglerna om\nordinarie arbetstid m m\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\">Bestämmelserna i §§2-6, som reglerar\nordinarie arbetstid, övertid, mertid,j ourtid och anteckningar om övertid,\nmertid och jourtid samt sammanlagd arbetstid gäller ej beträffande\u003C\u002Fspan>\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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">1.3 Överenskomna undantag från\nreglerna om ordinarie arbetstid m m\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\">Tjänstemän som enligt 6.1.1\n”Överenskommelse med vissa tjänstemän” i avtalet för tjänstemän inom\ndetaljhandeln träffar överenskommelse om att övertidsarbete ska ersättas\nmed längre semester och\u002Feller högre lön kan träffa överenskommelse om att\nde ska vara undantagna från tillämpningen av 2-6 §§ i detta\navtal.\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\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 2 Ordinarie arbetstid\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.1 Längd och\nbegränsningsperiod\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\">Den ordinarie arbetstiden får inte\növerstiga 40 timmar i genomsnitt per helgfri vecka under året.\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\">2.2 Annan\nbegränsningsperiod\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\">När det föreligger särskilda\nomständigheter kan arbetsgivaren och tjänstemannaklubben träffa en skriftlig\növerenskommelse om annan begränsningsperiod eller omfattning av den ordinarie\narbetstiden för en viss tjänsteman eller grupp av tjänstemän. Uppsägning\nav sådan överenskommelse ska 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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">2.3 Arbetstidens\nförläggning\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\">Vid arbetstidens förläggning ska\nhänsyn tas såväl till verksamhetens behov som till tjänstemannens behov och\nönskemål. Inriktningen ska 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\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 3 Övertid\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\">3.1 Övertidsarbete\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 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\">Om övertidsarbetet har utförts\nsåväl före som efter den ordinarie arbetstiden en viss dag, ska de båda\növertidsperiodema räknas ihop.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Beträffande deltidsanställda\ntjänstemän ska arbete som ersätts enligt 6.4.1 i avtalet räknas av från\növertidsutrymmet i 3.2 nedan.\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\">3.2 Allmän 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\">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 ska ledighet\nsom förläggs till arbetstagarens ordinarie arbetstid eller jourtid\nlikställas med fullgjord arbetstid.\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\">3.3 Återföring av\növertid\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\">Om övertidsarbete ersätts med\nkompensationsledighet enligt 6.3.2 i avtalet 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\">\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,\ntvå timmar, en vardagskväll. Dessa övertidstimmar räknas av från\növertidsutrymmet enligt 3.2. Överenskommelse träffas om att tjänstemannen\nska kompenseras med ledig tid (kompensationsledighet) under tre timmar (2\ntimmar x 1,5 tim = tre timmar kompensationsledighet).\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">När kompensationsledigheten har tagits\nut återförs de två 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 ska\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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.4 Extra 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\">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 förbundspartema eller, om dessa enas om detta, mellan\narbetsgivaren och tjänstemannaklubben.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.5 Nödfall\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\">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, ska 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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">3.6 Mertid\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 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\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 4 Jourtid\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\">4.1 Omfattning av 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\">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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">4.2 Annan\nbegränsningsperiod\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\">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\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 5 Anteckning av övertid, mertid\noch jourtid\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Arbetsgivaren ska föra de anteckningar\nsom krävs för beräkning av övertid, mertid och jourtid. Tjänstemannen,\ntjänstemannaklubben eller representanter för den centrala arbetstagarparten\nhar rätt att ta del av dessa anteckningar.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 6 Sammanlagd arbetstid\u003C\u002Fspan>\u003C\u002Fh2>\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 ska 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 ska 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\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 7 Nattarbetande - natt\u003C\u002Fspan>\u003C\u002Fh2>\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 period om sju dagar. Avvikelse får göras i lokal överenskommelse under\nförutsättning att tjänstemannen kompenseras med ledighet eller lämpligt\nskydd.\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 arbeta\nmer än åtta timmar inom den 24-timmarsperiod när de utför nattarbete.\nAvvikelse får göras tillfälligtvis om det föranleds av något särskilt\nförhållande som inte har kunnat förutses av arbetsgivaren. Sådan avvikelse\nfår göras endast under förutsättning att tjänstemannen ges motsvarande\nkompensationsledighet.\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\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 8 Rast och\nmåltidsuppehåll\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\">8.1 Rast\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\">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 ska på förhand ange\nrastemas längd och förläggning så noga som omständigheterna\nmedger.\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">Rastemas antal, längd och\nförläggning ska 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\u003Ch3 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">8.2 Måltidsuppehåll\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\">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>\n\n\u003Ch2 class=\"MsoNormal\">\u003Cspan lang=\"EN-GB\">§ 9 Vila\u003C\u002Fspan>\u003C\u002Fh2>\n\n\u003Ch3>9.1 Dygnsvila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska beredas minst 11 timmars sammanhängande vila per\n24-timmarsperiod. Vilan bör vara förlagd till natt, varvid avses att perioden\n00.00-05.00 bör ingå. Nämnda 24-timmarsperiod kan omfatta kalenderdygnet\nfrån kl 00.00 till kl 24.00 eller någon annan period om 24 timmar. Perioden\nska efter fastställande läggas ut efter ett fast system och tillämpas\nkonsekvent. Byte av period kan ske vid avbrott såsom vid omläggning av\nscheman. Se anmärkning 1 nedan.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från dygnsvila får göras tillfälligtvis, om det föranleds av\nnågot särskilt förhållande som inte har kunnat förutses av arbetsgivaren,\nunder förutsättning att tjänstemannen kompenseras med motsvarande ledighet.\nSe anmärkning 2 nedan.\u003C\u002Fp>\n\n\u003Cp>Genom lokal överenskommelse kan avvikelse från ovanstående göras under\nförutsättning att tjänstemannen kompenseras med ledighet eller ges lämpligt\nskydd.\u003C\u002Fp>\n\n\u003Cp>I det fall ledigheten förläggs till ordinarie arbetstid ska löneavdrag\ninte göras.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vid arbete under beredskap ska ledighet i tid motsvarande faktiskt arbetad\ntid under beredskapen läggas ut i direkt anslutning till nästkommande\narbetspass för uppfyllande av sammanlagd dygnsvila, enligt första stycket\novan.\u003C\u002Fp>\n\n\u003Cp>Avvikelse, enligt andra stycket ovan, kan ske tillfälligtvis, om det\nföranleds av något särskilt förhållande som inte kunnat förutses av\narbetsgivaren. En sådan avvikelse från dygnsvilan förutsätter att\ntjänstemannen ges motsvarande förlängd viloperiod, det vill säga timme per\ntimme, svarande mot avbrottet. Den motsvarande förlängda viloperioden ska om\nmöjligt läggas i anslutning till det arbetspass som avbrutit viloperioden. Om\ndetta av sakliga verksamhetsskäl inte är möjligt ska denna ledighet läggas\nut inom sju dagar från det att dygnsvilan avbrutits.\u003C\u002Fp>\n\n\u003Ch3>9.2 Veckovila\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tjänstemannen ska beredas minst 36 timmars sammanhängande ledighet under\nvarje period om sju dagar (veckovila). Till veckovila räknas inte\nberedskapstid.\u003C\u002Fp>\n\n\u003Cp>Ledigheten ska så långt möjligt förläggas till veckoslut. Ledigheten\nkan dock förläggas såväl i början som i slutet av en sjudagarsperiod.\nLedighetema för två perioder kan sammanföras till ett veckoskifte, vilket\ngör det möjligt att anpassa ledigheten vid exempelvis beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Om sakliga, tekniska eller arbetsorganisatoriska förhållanden motiverar\ndet får genom lokal överenskommelse en veckovila om lägst 24 timmar\ntillämpas.\u003C\u002Fp>\n\n\u003Cp>Avvikelse från första stycket får göras tillfälligtvis, om det\nföranleds av något särskilt förhållande, som inte har kunnat förutses av\narbetsgivaren, under förutsättning att tjänstemannen kompenseras med\nmotsvarande ledighet.\u003C\u002Fp>\n\n\u003Cp>Annan avvikelse från första stycket får göras genom lokal\növerenskommelse, under förutsättning att tjänstemannen kompenseras med\nledighet eller ges lämpligt skydd.\u003C\u002Fp>\n\n\u003Ch2>§ 10 Förhandlingsordning\u003C\u002Fh2>\n\n\u003Cp>Samma förhandlingsordning som gäller i avtalet gäller för detta\navtal.\u003C\u002Fp>\n\n\u003Ch2>§11 Uppsägning av överenskommelser\u003C\u002Fh2>\n\n\u003Cp>Överenskommelser enligt detta avtal kan sägas upp av parterna i enlighet\nmed vad som anges i respektive paragraf.\u003C\u002Fp>\n\n\u003Cp>Uppsägning kan ske av arbetsgivaren, tjänstemannaklubben eller av\nrespektive central arbetstagarpart.\u003C\u002Fp>\n\n\u003Cp>Om endera parten önskar att en lokal överenskommelse respektive rätten\natt träffa lokal överenskommelse ska bestå, ska parten skynd­samt begära\natt förhandlingar om detta förs under uppsägningstiden.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Förbundspartema kan förlänga uppsägningstiden för en lokal\növerenskommelse för att möjliggöra att förhandlingar enligt\nförhandlingsordningen hinner slutföras innan överenskommelsen upphör. I\nsista hand kan frågan om överenskommelsen ska bestå eller inte tas upp till\növerläggningar i Avtalsnämnden.\u003C\u002Fp>\n\n\u003Ch2>§ 12 Giltighetstid\u003C\u002Fh2>\n\n\u003Cp>Bestämmelserna i detta avtal om arbetstid har samma giltighetstid som\navtalet för tjänstemän inom detaljhandeln.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-TRAINING_trigger\" class=\"cbaClause highlight\">\u003Ch2>Avtal om kompetensutveckling\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Inriktning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Konkurrensförmågan hos företagen inom handelssektorn är allt mer\nberoende av kvalificerade medarbetare. För att verksamheten ska utvecklas är\ndet även viktigt med en kontinuerlig och planerad kompetensutveckling av\nmedarbetarna.\u003C\u002Fp>\n\n\u003Cp>Utvecklingen kan i hög grad ske direkt på arbetsplatsen genom en flexibel\noch stimulerande arbetsorganisation där teori och praktik blandas.\u003C\u002Fp>\n\n\u003Cp>En fortlöpande utveckling av företag och medarbetare skapar\nförut­sättningar för lönsamhet och tryggare anställning.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Rätt och ansvar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Alla medarbetare har såväl rätt till som eget ansvar för att\nkontinuer­ligt utvecklas i arbetet. Företaget ska skapa förutsättningar\nför detta. Kvinnor och män ska ges samma möjlighet till\nkompetensutveckling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Kompetensutveckling i samverkan\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utformningen av kompetensutvecklingen är en ledningsuppgift.\nKompetensutveckling utgår från en långsiktig verksamhetsanalys, genomförd\nav företaget efter samråd med den lokala fackliga organisationen\u002Ffackligt\nombud i företaget. I analysen förutsätts varje medarbetares medverkan och\nengagemang. Det är av vikt att chefer ges utbildning som gör det möjligt att\nutöva ett gott ledarskap.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingprogrammestxt\" class=\"cbaClause highlight\">\u003Cp>Planer för kompetensutveckling utformas och följs upp kontinuerligt med\nhänsyn till konkurrens- och omvärldssituationen.\u003C\u002Fp>\n\n\u003Cp>Kartläggningen av den enskilde medarbetarens utvecklingsbehov och\nplaneringen av de åtgärder som är lämpliga sker i samverkan med\nmedarbetaren.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Utvecklingssamtal och arbetsplatsträffar rekommenderas som grund för\nplanering av kompetensutvecklingen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. Kostnader\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Av arbetsgivaren beordrad kompetensutveckling betraktas som arbete och ska\nersättas enligt gällande kollektivavtal.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-trainingfund\" class=\"cbaClause highlight\">\u003Ch2>5. Stimulera och premiera\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Kompetensutveckling måste uppmärksammas, stimuleras och premieras. Vid\nlönesättningen bör det vara naturligt att koppling sker till resultat och\nkompetens. Varje chef bör hålla utvecklingssamtal som ett medel för att\nerhålla en grund för bedömning av utvecklingsinsatser och lönesättning\nför tjänstemannen.\u003C\u002Fp>\n\n\u003Cp>Upplysning\u003C\u002Fp>\n\n\u003Cp>Partema har gemensamt utarbetat följande material:\u003C\u002Fp>\n\n\u003Cp>Policydokumentet ”Kompetensutveckling”\u003C\u002Fp>\n\n\u003Cp>”Verktyg — Kompetensanalysen och utvecklingssamtalet”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch2>Jourtid\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Med jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsplatsen för att\nutföra arbete när det uppstår behov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Schema\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänste­man.\u003C\u002Fp>\n\n\u003Cp>Schema för jourtid bör upprättas i god tid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Ersättning för jourtid\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jourtid ersätts per jourtimme medmånadslönen\u003C\u002Fp>\n\n\u003Cp>600\u003C\u002Fp>\n\n\u003Cp>Dock gäller följande:\u003C\u002Fp>\n\n\u003Cp>från fredag kl. 18 till lördag kl. 07månadslönen\u003C\u002Fp>\n\n\u003Cp>400\u003C\u002Fp>\n\n\u003Cp>från lördag kl. 07 till söndag kl. 24månadslönen\u003C\u002Fp>\n\n\u003Cp>300\u003C\u002Fp>\n\n\u003Cp>från kl. 18 dagen före till kl. 07 trettondagen, 1 maj, Kristi\nhimmelsfärdsdag och alla helgons dagmånadslönen\u003C\u002Fp>\n\n\u003Cp>400\u003C\u002Fp>\n\n\u003Cp>från kl. 07 trettondagen, 1 maj, nationaldagen, Kristi himmelsfärdsdag och\nalla helgons dag till kl. 00 första vardagen efter respektive\nhelgermånadslönen\u003C\u002Fp>\n\n\u003Cp>300\u003C\u002Fp>\n\n\u003Cp>från kl. 18 på skärtorsdagen och nyårsafton samt från k1. 07 på\npingst-, midsommar- och julafton till kl. 00 första vardagen efter respektive\nhelgermånadslönen\u003C\u002Fp>\n\n\u003Cp>150\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jourtidsersättning betalas per pass för lägst 8 timmar, i förekom­mande\nfall minskat med den tid som tjänstemannen fått övertidser­sättning\nför.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala partema får träffa överenskommelse om annan lösning, om det\nfinns särskilda skäl.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersättning på annat sätt. En sådan överenskommelse ska\nvara skriftlig.\u003C\u002Fp>\n\n\u003Cp>Villkoren gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>En part som vill att villkoren ska upphöra ska underrätta den andra parten\nsenast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Beredskapstjänst\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.1 Med Beredskapstjänst I avses tid då tjänstemannen inte har\narbetsskyldighet men åläggs att stå till arbetsgivarens för­fogande genom\natt vara anträffbar för att omedelbart kunna utföra arbete när det uppstår\nbehov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.2 Med Beredskapstjänst II avses tid då tjänstemannen inte har\narbetsskyldighet men åläggs vara anträffbar för att inom föreskriven tid\nefter varsel utföra arbete vid arbetsstället eller annan plats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Schema\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst ska fördelas så att den inte oskäligt belastar en\nenskild tjänsteman. Schema för beredskapstjänst bör upprättas i god\ntid.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Ersättning för beredskapstjänst\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst IBeredskapstjänst II\u003C\u002Fp>\n\n\u003Cp>Beredskapstjänst ersätts per beredskapstimme medmånadslönen\u003C\u002Fp>\n\n\u003Cp>1000månadslönen\u003C\u002Fp>\n\n\u003Cp>1400\u003C\u002Fp>\n\n\u003Cp>Dock gäller följande\u003C\u002Fp>\n\n\u003Cp>fredag-söndag månadslönen månadslönen\u003C\u002Fp>\n\n\u003Cp>från fredag kl. 18 till lördag kl. 07månadslönen\u003C\u002Fp>\n\n\u003Cp>700månadslönen\u003C\u002Fp>\n\n\u003Cp>1000\u003C\u002Fp>\n\n\u003Cp>från lördag kl. 07 till söndag kl. 24månadslönen\u003C\u002Fp>\n\n\u003Cp>500månadslönen\u003C\u002Fp>\n\n\u003Cp>700\u003C\u002Fp>\n\n\u003Cp>från kl. 18 dagen före till kl. 07 trettondagen, 1 maj, Kristi\nhimmelsfärdsdag och alla helgons dagmånadslönen\u003C\u002Fp>\n\n\u003Cp>700månadslönen\u003C\u002Fp>\n\n\u003Cp>1000\u003C\u002Fp>\n\n\u003Cp>från kl. 07 trettondagen, 1 maj, nationaldagen, Kristi himmelsfärdsdag och\nalla helgons dag till kl. 00 första 500 700 vardagen efter respektive\nhelgermånadslönen\u003C\u002Fp>\n\n\u003Cp>500månadslönen\u003C\u002Fp>\n\n\u003Cp>700\u003C\u002Fp>\n\n\u003Cp>från kl. 18på skärtorsdagen och\u003C\u002Fp>\n\n\u003Cp>nyårsafton samt från kl. 07 på pingst-, midsommar- ochjul-afton till kl.\n00 första vardagen efter respektive helgermånadslönen\u003C\u002Fp>\n\n\u003Cp>250månadslönen\u003C\u002Fp>\n\n\u003Cp>350\u003C\u002Fp>\n\n\u003Cp>Beredskapsersättning betalas per pass för lägst 8 timmar, i förekommande\nfall minskad med den tid som tjänstemannen fått övertidsersättning för.\u003C\u002Fp>\n\n\u003Cp>Vid beordrad inställelse i arbete betalas övertidsersättning för arbetad\ntid, dock minst för en timme vid Beredskapstjänst I och minst för två\ntimmar vid Beredskapstjänst II. Ersättning för resekostnad i anslutning till\nsådan inställelse betalas ut.\u003C\u002Fp>\n\n\u003Cp>Med månadslön avses den aktuella fasta kontanta månadslönen.\u003C\u002Fp>\n\n\u003Cp>För deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Lokal överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna får träffa överenskommelse om annan lösning om det\nfinns särskilda skäl.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Enskild överenskommelse\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och en enskild tjänsteman kan komma överens om att reglerna\nom ersättning enligt ovan inte ska gälla utan att tjänstemannen i stället\nska få skälig ersättning på annat sätt. En sådan överenskommelse ska\nvara skriftlig och bör innehålla uppgifter om aktuell lön samt den\nersättning som erhålls istället för ersättning för beredskapstjänst.\u003C\u002Fp>\n\n\u003Cp>Överenskommelsen gäller tills vidare och kan revideras vid nästa\nlönerevision.\u003C\u002Fp>\n\n\u003Cp>En part som vill att en sådan överenskommelse ska upphöra ska underrätta\nden andra parten senast två månader dessförinnan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbetsgivaren och enskild tjänsteman kan komma överens om att\nberedskapspass kan vara kortare än 8 timmar dock lägst 4 timmar.\nBeredskaps-ersättningen ska då anpassas efter detta och i förekommande fall\nminskas med den tid tjänstemannen fått övertidsersättning för. Sådant\nförkortat beredskapspass får endast förläggas vid ett tillfälle per person\noch dygn.\u003C\u002Fp>\n\n\u003Cdiv id=\"clause-WAGES_trigger\" class=\"cbaClause highlight\">\u003Ch1>CENTRALT LÖNEAVTAL\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>Svensk Handel och Unionen har i detta kollektivavtal tre skilda\nlönemodeller, bilaga 5 (centralt löneavtal), bilaga 6 (centralt löneavtal\nmed löneöversyn) och bilaga 7 (lokalt löneavtal). De centrala partema är\növerens om att det är av särskild vikt att företagen iakttar en\nlångsiktighet i val av lönemodell.\u003C\u002Fp>\n\n\u003Cp>Företag har efter förhandling enligt medbestämmandelagen möjlighet att\nbyta lönemodell. Sådan förhandling ska ske minst sex månader innan\nnästkommande lönerevisionsdatum. Härvid ska företaget med\ntjänstemannaklubben gå igenom aktuell lönestruktur för vid företaget\nanställda tjänstemän. Det är av vikt att parterna försöker att komma\növerens i valet av lönemodell. Byte av lönemodell kan endast ske en gång\ninom avtalsperioden.\u003C\u002Fp>\n\n\u003Cp>Vid byte från lönemodell enligt bilaga 5 till lönemodell enligt bilaga 6\neller 7 förutsätts att lokal tjänstemannaklubb finns. För byte av\nlönemodell från bilaga 5 eller 6 till bilaga 7 krävs dessutom lokal\növerenskommelse.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. LÖNER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.1 Regler för lönesättning\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utgångspunkter\u003C\u002Fp>\n\n\u003Cp>\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 gemensamt ansvara för\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.\nFaktorer för den individuella lönesättningen ska givetvis vara\nkönsneutrala.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Varje chef bör hålla utvecklings- och lönesamtal som ett medel för att\nerhålla en\u003C\u002Fp>\n\n\u003Cp>grund för bedömning av utvecklingsinsatser och lönesättning för\ntjänstemännen.\u003C\u002Fp>\n\n\u003Cp>Vid lönekartläggning enligt diskrimineringslagen bör de lokala partema\nhitta och\u003C\u002Fp>\n\n\u003Cp>utveckla former för samverkan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönesättning\u003C\u002Fp>\n\n\u003Cp>\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 löneökning som ska utges utöver det allmänna\nlöneutrymmet.\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 lönejäm-förelse 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\u003Ch3>1.2 Beräkning av utrymme för individuella lönehöjningar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ett allmänt utrymme beräknas som:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.0 % av summan av de fasta kontanta lönerna för tjänstemän den 30 april\n2016. Heltidsanställd garanteras, om ej annat överenskommes lokalt, vid\nrevisionen den 1 maj 2016 lönehöjning med 285 kr per månad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>För deltidsanställd ska beloppet omräknas i proportion till vad deltiden\nutgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän avlönade med såväl fast som rörlig lön gäller att\nbeloppet ska ned-räknas i proportion till den fasta lönens förhållande till\nden totala lönen.\u003C\u002Fp>\n\n\u003Cp>Med total lön avses - om företaget och tjänstemannen inte överenskommer\nom annat - genomsnittet av rörlig och fast lön under 2015.\u003C\u002Fp>\n\n\u003Cp>Fördelning av individuella lönehöjningar\u003C\u002Fp>\n\n\u003Cp>Det utrymme som bildats enligt ovan ska fördelas individuellt med beaktande\nav de grundläggande principerna för den individuella och differentierade\nlönesättningen enligt “Regler för lönesättning” punkt 1.1.\u003C\u002Fp>\n\n\u003Cp>Individuell lönehöjning ska utges from den 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>1.3 Lägsta löner\u003C\u002Fh3>\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>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>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\npensionsmedförande 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.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.4 Introduktionslön\u003C\u002Fh3>\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- 23år och som ska genomgå planerad utbildning i anslutning till\narbetet.\u003C\u002Fp>\n\n\u003Cp>Lönen för sådan tjänsteman ska 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\u003Ch2>2. OMFATTNING\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.1 Detta löneavtal omfattar tjänsteman som börjat sin anställning vid\nföretaget senast den 30 april 2016.\u003C\u002Fh3>\n\n\u003Ch3>2.2 Undantag av vissa kategorier\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönerevisionen omfattar ej tjänsteman som den 30 april 2016\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 månader\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 den 30 april 2016 var anställd som vikarie eller på\nprov och som enligt första stycket ej omfattas av lönerevisionen, under\navtalsperioden erhåller tillsvidareanställning vid företaget ska\nbestämmelserna i detta avtal vara vägledande vid fastställandet av\ntjänstemannens lön.\u003C\u002Fp>\n\n\u003Cp>Tjänsteman som den 30 april 2016 är tjänstledig för minst tre månader\nframåt i tiden, av annat skäl än sjukdom eller föräldraledighet, är\nundantagen 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\u003Ch3>2.3 Tjänstemän som slutat sin anställning\u003C\u002Fh3>\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 1.2 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\u003Ch3>2.4 Anställningsavtal den 1 november aret före lönerevision\u003C\u002Fh3>\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\u003C\u002Fp>\n\n\u003Cp>överenskommit att den avtalade lönen ska gälla oberoende av nästkommande\nlönerevision ska tjänstemannen ej omfattas av löneavtalet ifrågavarande\når.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.5 Redan genomförd lönerevision\u003C\u002Fh3>\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 1.2 såvida ej uttrycklig\nlokal överenskommelse om annat har träffats.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>3. TILLÄMPNINGSREGLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.1 Begreppet företag\u003C\u002Fh3>\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 1.2. 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, i\nannat fall tillämpas avtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.2 Retroaktiv omräkning\u003C\u002Fh3>\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>Individuell omräkning av sjukavdrag ska ske enligt följande:\u003C\u002Fp>\n\n\u003Cp>Sjukavdrag tom 14:e kalenderdagen ska omräknas retroaktivt.\u003C\u002Fp>\n\n\u003Cp>Retroaktiv omräkning ska ej ske för sjukavdrag from 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, såvida\ninte lokal överenskommelse träffas om att omräkningen ska ske individuellt\nför varje tjänsteman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.3 Arbetstidsförändring\u003C\u002Fh3>\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.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>4. PROVISION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.1 Garanterat provisionsbelopp till tjänsteman helt avlönad med\nprovision höjs med 285 kr per månad den 1 maj 2016.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.2 \u003C\u002Fh3>\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 på\nsikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.3\u003C\u002Fh3>\n\n\u003Cp> För tjänsteman avlönad med provision eller andra rörliga lönedelar\ngaran­teras att utgående lön per månad, beräknad på ett genomsnitt av\nnärmast föregående tremånadersperiod, uppgår till tillämplig lägstlön.\nDenna bestämmelse utgör inte hinder för lägre garantilön eller motsvarande\nenligt tillämpligt system för provisionslön eller andra rörliga\nlönedelar.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. VISSA PENSIONSFRÅGOR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensions-berättigad, 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\u003Ch3>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagen ska till Collectum respektive PRI såsom pensionsmedförande lön\nanmäla lönehöjning enligt punkt 1.2fro m den 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FÖRHANDLINGSORDNING VID LÖNEREVISION - UNIONEN\u003C\u002Fp>\n\n\u003Cp>Partema 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 en genomgång av avtalets innebörd i syfte att undanröja\neventuella oklarheter.\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.\u003C\u002Fp>\n\n\u003Cp>Företaget ska senast den 2 september 2016 till den eller de utsedda\nrepresentanterna lämna skriftligt meddelande om de nya löner som avses utgå\ntill berörda tjänstemän.\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 upptagas 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>De lokala partema äger träffa överenskommelse om avvikelse från den\nunder punkterna a) och b) angivna förhandlingsordningen.\u003C\u002Fp>\n\n\u003Cp>I de fall denna förhandlingsordning ej sätts i kraft enligt a) därför\natt det saknas lokal facklig representation äger den anställde begära\nförhandling om ny lön senast den 28juni 2016. Arbetsgivaren ska senast inom\n14 dagar härefter lämna meddelande om den nya lön som avses utgå.\nTjänstemannen har rätt att senast inom 14 dagar begära förhandling. Vid\nförhandlingen kan tjänstemannen biträdas av ombudsman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>CENTRALT LÖNEAVTAL MED LÖNEÖVERSYN\u003C\u002Fh1>\n\n\u003Cp>Svensk Handel och Unionen har i detta kollektivavtal tre skilda\nlönemodeller, bilaga 5 (centralt löneavtal), bilaga 6 (centralt löneavtal\nmed löneöversyn) och bilaga 7 (lokalt löneavtal). De centrala partema är\növerens om att det är av särskild vikt att företagen iakttar en\nlångsiktighet i val av lönemodell.\u003C\u002Fp>\n\n\u003Cp>Företag har efter förhandling enligt medbestämmandelagen möjlighet att\nbyta lönemodell. Sådan förhandling ska ske minst sex månader innan\nnästkommande lönerevisionsdatum. Härvid ska företaget med\ntjänstemannaklubben gå igenom aktuell lönestruktur för vid företaget\nanställda tjänstemän. Det är av vikt att parterna försöker att komma\növerens i valet av lönemodell. Byte av lönemodell kan endast ske en gång\ninom avtalsperioden.\u003C\u002Fp>\n\n\u003Cp>Vid byte från lönemodell enligt bilaga 5 till lönemodell enligt bilaga 6\neller 7 förutsätts att lokal tjänstemannaklubb finns. För byte av\nlönemodell från bilaga 5 eller 6 till bilaga 7 krävs dessutom lokal\növerenskommelse.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>Upphör tjänstemannaklubb kan lönemodell enligt bilaga 6 genomföras med\nUnionens regionkontor vid kommande lönerevision. Har ingen ny\ntjänstemannaklubb bildats därefter ska företaget tillämpa lönemodell\nenligt bilaga 5.\u003C\u002Fp>\n\n\u003Cp>För det fall arbetsplatsombud med förhandlingsmandat finns på företaget\nkan lönemodell enligt bilaga 6 fortsätta tillämpas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>1. DEN 1 MAJ 2016\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.1 Gemensamma utgångspunkter\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönesättning och löneutveckling sker mot bakgrund av de förhållanden\nsom skapar företagets ekonomiska förutsättningar. Därigenom skapas\nuthålliga förutsättningar för 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. Här ska\nuppmärksamhet riktas mot tjänstemän med en ogynnsam kompetens- och\nlöneutveckling.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lönerna ska vara individuella och differentierade.\u003C\u002Fp>\n\n\u003Cp>Lönerna ska bestämmas med hänsyn till ansvaret och svårighetsgraden i\nbefattningen och tjänstemannens sätt att uppfylla dessa krav.\u003C\u002Fp>\n\n\u003Cp>Lönen bör öka när ansvaret och svårighetsgraden ökar och då\ntjänstemannens prestation och duglighet blir större.\u003C\u002Fp>\n\n\u003Cp>Varje medarbetare ska veta på vilka grunder lönen sätts och vad\nmedarbetaren kan göra för att öka lönen. Varje chef bör hålla utvecklings\noch lönesamtal som ett medel för att erhålla en grund för bedömning av\nutvecklingsinsatser och lönesättning för tjänstemännen.\u003C\u002Fp>\n\n\u003Cp>Marknadskrafterna och de lokala parternas önskan om en viss lönestruktur i\nföretaget påverkar också lönerna.\u003C\u002Fp>\n\n\u003Cp>Ökad kunskap och erfarenhet gör att tjänstemännen kan utvecklas för att\nutföra arbetsuppgifter som är mer kvalificerade och mer ansvarskrävande.\nDetta ska ge utslag i lönen, varvid löneökning utges utöver det allmänna\nutrymmet.\u003C\u002Fp>\n\n\u003Cp>För högre tjänstemän, såväl chefer som arbetsledare och specialister,\när följande faktorer av särskild betydelse vid lönesättningen:\nLedningsförmåga, omdöme och initiativförmåga, ekonomiskt ansvar,\nsamarbeta-förmåga, idérikedom och innovationskraft samt pedagogisk\nförmåga.\u003C\u002Fp>\n\n\u003Cp>Män och kvinnor ska ha lika lön för arbete som är lika eller som är att\nbetrakta som likvärdigt. Parterna enas om att de lokala parterna inför de\nlöneförhandlingar som ska ske enligt avtalen, ska analysera kvinnornas löner\ni förhållande till männens. Framgår det av dessa analyser att omotiverade\nlöneskillnader finns i företaget ska dessa justeras i samband med\nförhandlingarna.\u003C\u002Fp>\n\n\u003Cp>Vid lönekartläggning enligt diskrimineringslagen bör de lokala parterna\nhitta och utveckla former för samverkan.\u003C\u002Fp>\n\n\u003Cp>Tjänstemän som har varit eller är föräldralediga ska ingå i ordinarie\nlönerevision och ska inte, på grund av ledigheten, ha en ogynnsam\nlöneutveckling i förhållande till övriga tjänstemän på företaget.\u003C\u002Fp>\n\n\u003Cp>För äldre tjänstemän gäller samma principer som för yngre.\u003C\u002Fp>\n\n\u003Ch3>1.2 Löneöversyn\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>De lokala parterna ska under avtalsåret 2016 utöver nedan angivet utrymme\nför­handla om löneökningar i syfte att för tjänstemannagruppen bibehålla\neller uppnå önskad lönestruktur.\u003C\u002Fp>\n\n\u003Cp>I samband med löneöversynen ska företaget och tjänstemannaklubben gå\nigenom följande.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nuvarande lönestruktur och framtida behov av förändring.\u003C\u002Fp>\n\n\u003Cp>Mål och prioriteringar samt därtill hörande lönekriterier för den\nkommande lönerevisionen.\u003C\u002Fp>\n\n\u003Cp>Vid överväganden beträffande lönestrukturen ska beaktas de i gruppen\ningående tjänstemännens ökade erfarenheter i sina befattningar, mer\nkvalificerade arbets­uppgifter, höjda krav i arbetet, större befogenheter\noch ansvar, befordran, bättre arbetsinsatser samt sådan utveckling av egen\noch andras kompetens som är av vikt för verksamheten.\u003C\u002Fp>\n\n\u003Cp>Särskilda hänsyn ska vidare tas till individer med ogynnsamt löneläge\neller ogynnsam löneutveckling. Skulle en sådan individ likväl inte få del\nav löneökning vid översynen ska - på endera parts begäran - särskild\növerläggning föras om dennes förutsättningar för arbetsuppgifterna, behov\nav kompetenshöjning eller andra ändamålsenliga åtgärder.\u003C\u002Fp>\n\n\u003Cp>Löneökningar till följd av löneöversyn gäller, om inte annat\növerenskommes, med verkan från den 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.3 Beräkning av utrymme för individuella lönehöjningar\u003C\u002Fh3>\n\n\u003Cp>Ett allmänt utrymme beräknas som 1,5 % av summan av de fasta kontanta\nlönerna för tjänstemän den 30 april 2016.\u003C\u002Fp>\n\n\u003Cp>Heltidsanställd garanteras, om ej annat överenskommes lokalt, vid\nlönerevisionen 285 kr per månad. För deltidsanställd ska beloppet omräknas\ni proportion till vad deltiden utgör i procent av heltid.\u003C\u002Fp>\n\n\u003Cp>För tjänstemän avlönade med såväl fast som rörlig lön gäller att\nbeloppet ska nedräknas i proportion till den fasta lönens förhållande till\nden totala lönen. Med total lön avses - om företaget och tjänstemannen inte\növerenskommer om annat - genomsnittet av rörlig och fast lön under\nföregående avtalsår.\u003C\u002Fp>\n\n\u003Cp>Individuell lönehöjning ska utges from den 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.4 Lägsta löner\u003C\u002Fh3>\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>1 maj 2016-30 april2017 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>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\npensionsmedförande 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. S k sommarvikarier\noch motsvarande omfattas dock ej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.5 Introduktionslön\u003C\u002Fh3>\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- 23år 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\u003Ch2>2. OMFATTNING\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.1 \u003C\u002Fh3>\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\u003Ch3>2.2 \u003C\u002Fh3>\n\n\u003Cp>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 månader\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 under2.1 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\u003Ch3>2.3 Tjänstemän som slutat sin anställning\u003C\u002Fh3>\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\u003Ch3>2.4 Anställningsavtal den 1 november aret före lönerevision\u003C\u002Fh3>\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\nifrågavarande år.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.5 Redan genomförd lönerevision\u003C\u002Fh3>\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\u003Ch3>2.6 Kontraktslön\u003C\u002Fh3>\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\u003Ch2>3. TILLÄMPNINGSREGLER\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.1 Begreppet företag\u003C\u002Fh3>\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, i\nannat fall tillämpas avtalet per företagsenhet.\u003C\u002Fp>\n\n\u003Ch3>3.2 Retroaktiv omräkning\u003C\u002Fh3>\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 from 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, såvida\ninte lokal överenskommelse träffas om att omräkningen ska ske individuellt\nför varje tjänsteman.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.3 Arbetstidsförändring\u003C\u002Fh3>\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\u003Ch2>4. PROVISION\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.1 \u003C\u002Fh3>\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>\u003C\u002Fp>\n\n\u003Ch3>4.2\u003C\u002Fh3>\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 på\nsikt följer den för övriga tjänstemän.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>5. VISSA PENSIONSFRÅGOR\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.1 Pensionsmedförande lönehöjningar\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Om lönehöjning utges till tjänsteman som anges i punkt 2.3 och som är\npensions-berättigad, 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\u003Ch3>5.2 Anmälan om pensionsmedförande lön\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företagen ska till Collectum eller PRI såsom pensionsmedförande lön\nanmäla lönehöjning enligt punkt 1.3 from den 1 maj 2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>FÖRHANDLINGSORDNING VID LÖNEREVISION - UNIONEN\u003C\u002Fp>\n\n\u003Cp>Partema 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 en genomgång av avtalets innebörd i syfte att undanröja\neventuella oklarheter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>a) Tjänstemännen ska till företaget senast den 28juni 2016 lämna\nskriftlig uppgift på berörda medlemmar och av dem utsedda representanter.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Företaget ska senast den 2 september 2016, till den eller de utsedda\nrepresentant­erna, lämna skriftligt meddelande om de nya löner som avses\nutgå till berörda tjänstemän.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b) 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 upptagas snarast och vara avslutade senast den 7 oktober\n2016.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>c) 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>\u003C\u002Fp>\n\n\u003Cp>Anmärkning\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\u003C\u002Fdiv>\n\n\u003Cp>LOKALT LÖNEAVTAL\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\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>\u003C\u002Fdiv>\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>\u003C\u002Fp>\n\n\u003Cp>Regler för lönesättning\u003C\u002Fp>\n\n\u003Cp>\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\u003C\u002Fp>\n\n\u003Cp>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 28juni 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. Träffas ingen lokal överenskommelse ska central förhandling\npåkallas senast 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\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Överenskommelse rörande rätt till deltid i pensionssyfte - Svensk Handel\noch Unionen\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>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 tjänstemän som har\ndeltidsanställning genom deltidspensionering enligt detta avtal.\u003C\u002Fp>\n\n\u003Cp>Anmärkning\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Partema är överens om att avtalet ska anpassas till vid var tid gällande\nförfattningsregler rörande pension.\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"disabilitypay":42,"cbadate_end":46,"WAGES_determined":49,"trainingprogrammestxt":53,"hourspweek_select":57,"maternitydifferenttxt":61,"STRUCINCR_trigger":65,"trainingfund":69,"SECTOR1":72,"cbadate_start":76,"TRAINING_trigger":78,"OVERTIME_trigger":81,"holidaysdays":84,"SOCSEC_trigger":88,"bankholidays1":92,"COMMUTE_trigger":96,"SUNDAY_trigger":100,"EMPCONTR_trigger":104,"sicknesspaytxt":107,"WORKHOURS_trigger":111,"contracttrial":114,"schedulesrestpw":118,"framework":122,"dayspweek_select":124,"SCHEDULE_trigger":126,"SICDIS_trigger":130,"NOCTPREM_trigger":133,"coveragegroup3":137,"PAIDLEAV_trigger":141,"overtimeallowancetype_general":144,"LOWWAGE_trigger":148,"coverunion_trigger":152,"MAXHOURS_trigger":154,"coveroccup2":156,"coveroccup3":160,"sicknessmaxdays":164,"WAGES_trigger":168,"ANNLEAVE_trigger":171,"CONSIGN_trigger":175},{"bindId":43,"name":44,"text":45},"disabilitypay","9.5.5 Skada vid olycksfall vållad av tre","9.5.5 Skada vid olycksfall vållad av tredje man\n\n\n\nOm en tjänsteman har skadats vid olycksfall som vållats av tredje man och\nersättning inte betalas enligt trygghetsförsäkring vid arbetsskada (TFA),\nska arbetsgivaren betala sjuklön endast om - respektive i den utsträckning -\ntjänstemannen inte kan få skadestånd för förlorad arbetsförtjänst från\nden som är ansvarig för skadan.\n\n\n\n9.5.6 Olycksfall hos annan arbetsgivare\n\n\n\nOm tjänstemannen har skadats vid olycksfall under förvärvsarbete för\nannan arbetsgivare eller i samband med egen rörelse, ska arbetsgiva­ren\nbetala sjuklön fr o m den 15:e kalenderdagen i sjukperioden endast om han\nsärskilt har åtagit sig detta.\n\n\n\n9.5.7 När sjukpension betalas ut\n\n\n\nOm sjukpension enligt ITP-planen börjar betalas till tjänstemannen upphör\nrätten till sjuklön.",{"bindId":47,"name":48,"text":48},"cbadate_end","1 maj 2016 - 30 april 2017",{"bindId":50,"name":51,"text":52},"WAGES_determined","Svensk Handel och Unionen har i detta ko","Svensk Handel och Unionen har i detta kollektivavtal tre skilda\nlönemodeller, bilaga 5 (centralt löneavtal), bilaga 6 (centralt löneavtal\nmed löneöversyn) och bilaga 7 (lokalt löneavtal). De centrala partema är\növerens om att det är av särskild vikt att företagen iakttar en\nlångsiktighet i val av lönemodell.\n\nFöretag har efter förhandling enligt medbestämmandelagen möjlighet att\nbyta lönemodell. Sådan förhandling ska ske minst sex månader innan\nnästkommande lönerevisionsdatum. Härvid ska företaget med\ntjänstemannaklubben gå igenom aktuell lönestruktur för vid företaget\nanställda tjänstemän. Det är av vikt att parterna försöker att komma\növerens i valet av lönemodell. Byte av lönemodell kan endast ske en gång\ninom avtalsperioden.\n\nVid byte från lönemodell enligt bilaga 5 till lönemodell enligt bilaga 6\neller 7 förutsätts att lokal tjänstemannaklubb finns. För byte av\nlönemodell från bilaga 5 eller 6 till bilaga 7 krävs dessutom lokal\növerenskommelse.",{"bindId":54,"name":55,"text":56},"trainingprogrammestxt","Planer för kompetensutveckling utformas ","Planer för kompetensutveckling utformas och följs upp kontinuerligt med\nhänsyn till konkurrens- och omvärldssituationen.\n\nKartläggningen av den enskilde medarbetarens utvecklingsbehov och\nplaneringen av de åtgärder som är lämpliga sker i samverkan med\nmedarbetaren.",{"bindId":58,"name":59,"text":60},"hourspweek_select","4.1.1 Ordinarie arbetstiden är, raster o","4.1.1 Ordinarie arbetstiden är, raster oräknade, i genomsnitt under året\n40 timmar per helgfri vecka om ej lokal överenskommelse träffas om annat,\nexempelvis en schemaperiod om 6 veckor. Den ordinarie veckoarbetstiden får ej\növerskrida genomsnittsarbetstiden med mera än 5 timmar per vecka. Där\nkortare arbetstid än avtalets tillämpas för kontorspersonal, ska sådan\narbetstid bibehållas.",{"bindId":62,"name":63,"text":64},"maternitydifferenttxt","10.5.2 Föräldralönens storlek Föräldralö","10.5.2 Föräldralönens storlek\n\n\n\nFöräldralön är det som blir kvar av månadslönen när avdrag gjorts\nenligt denna paragraf. Modellen utgår från att tjänstemannen får 10 % i\nföräldralön upp till nedan angiven lönegräns och 90 % för lönedelar\növer lönegränsen upp till ett maxtak om 15 prisbasbelopp genom 12.",{"bindId":66,"name":67,"text":68},"STRUCINCR_trigger","Inledning Det traditionella centrala lön","Inledning\n\nDet 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.",{"bindId":70,"name":71,"text":71},"trainingfund","5. Stimulera och premiera",{"bindId":73,"name":74,"text":75},"SECTOR1","1.1 Omfattning Detta avtal omfattar de t","1.1 Omfattning\n\n\n\nDetta avtal omfattar de till Svensk Handel anslutna företag som anges i\nsärskild förteckning vid avtalets upprättande.\n\nAvtalet omfattar vid dessa företag anställda vars arbetsuppgifter till\növervägande del är av tjänstemannakaraktär i enlighet med villkoren i\növerenskommelsen mellan Svensk Handel och HTF av den 2 april 1998.",{"bindId":77,"name":48,"text":48},"cbadate_start",{"bindId":79,"name":80,"text":80},"TRAINING_trigger","Avtal om kompetensutveckling",{"bindId":82,"name":83,"text":83},"OVERTIME_trigger","§ 6 Övertidskompensation",{"bindId":85,"name":86,"text":87},"holidaysdays","8.3.1 Antalsemesterdagar 25 semesterdaga","8.3.1 Antalsemesterdagar\n\n\n\n25 semesterdagar enligt\nsemesterlagen\n\n3 eller 5 semesterdagar utöver lag\ngenom överenskommelse mellan arbetsgivaren och tjänstemannen enligt § 6 i\ndetta avtal.\n\nMed semesterdagar avses både betalda\noch obetalda semesterdagar.",{"bindId":89,"name":90,"text":91},"SOCSEC_trigger","12.3.4 Uppnådd pensionsålder — upphörand","12.3.4 Uppnådd pensionsålder —\nupphörande av anställning\n\n\n\nAnställningen 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.",{"bindId":93,"name":94,"text":95},"bankholidays1","4.1.2 Då helgdag infaller på annan dag ä","4.1.2 Då helgdag infaller på annan dag än söndag reduceras\nvecko­arbetstiden med 8 timmar för varje dylik helgdag. I vecka, då påsk-,\npingst-, midsommar-,jul- eller nyårsafton inträffar, reduceras den ordinarie\narbetstiden med ytterligare 2 timmar. För tjänsteman med \"fast\" fridag sker\ndock ingen reduktion om helgdag eller helg-dagsafton infaller på arbetsfri\ndag.",{"bindId":97,"name":98,"text":99},"COMMUTE_trigger","§ 7 Restidsersättning 7.1 Rätten till re","§ 7 Restidsersättning\n\n\n\n7.1 Rätten till\nrestidsersättning\n\n\n\nTjänstemän har rätt till\nrestidsersättning enligt 7.3 med följande undantag:\n\nUndantag\n\n\n\nArbetsgivaren och den tjänsteman som\nhar träffat överenskommelse om kompensation för övertid enligt 6.1.1 och\n6.1.2, kan komma överens om att bestämmelserna om restidsersättning inte ska\ngälla.\n\nArbetsgivare 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.\n\nTjänstemän 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.\n\nÖverenskommelse om undantag enligt\novan bör vara skriftlig.\n\n\n\n7.2 Restid\n\n\n\nRestid är den tid under en beordrad\ntjänsteresa som går åt för att resa till bestämmelseorten.\n\nVid beräkning av restid som ger rätt\ntill ersättning tas endast sådan restid med som ligger före eller efter\ntjänstemannens ordinarie arbetstid.\n\nOm 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.\n\nOm arbetsgivaren har bekostat sovplats\npå tåg eller båt under resan eller en del av denna, ska tiden kl 22-08 inte\nräknas med.\n\nSom restid räknas även normal\ntidsåtgång då tjänstemannen under tjänsteresa själv kör bil eller annat\nfordon, oavsett om detta tillhör arbetsgivaren eller inte.\n\nResan ska anses påbörjad och avslutad\nenligt de bestämmelser som gäller för traktamentsberäkning eller\nmotsvarande vid respektive företag.\n\n\n\n7.3 Restidsersättning\n\n\n\nRestidsersättning utges per timme med\nett belopp motsvarande 68 procent av timlönen utom när resan har företagits\nunder tiden från klockan 18 fredag fram till klockan 06 måndag eller från\nklockan 18 dag före arbetsfri helgdagsafton eller helgdag fram till klockan 06\ndag före helgdag, då ersättningen är 85 procent av timlönen.\nRestidsersättningen enligt 68-procentregeln utges för högst 6 timmar per\nkalenderdygn, såvida inte längre restid kan visas.\n\nTimlön beräknas för heltidsanställd\nsom 1\u002F166 av den fasta kontanta månadslönen och för deltidsanställd enligt\nformeln\n\nden fasta kontanta\nmånadslönen\n\nveckoarbetstiden x 4,15\n\nVid företag som tillämpar rörligt\nlönesystem ingår i begreppet den fasta kontanta månadslönen även den del\nav tidigare fast lön som kan ha omräknats till rörlig lön.\n\nAnmärkning\n\n\n\nDessa bestämmelser ska ej medföra\nförsämring av vid enskilt företag tidigare tillämpade\nrestidsregler.",{"bindId":101,"name":102,"text":103},"SUNDAY_trigger","Arbete, som på arbetsgivarens anmodan ut","Arbete, som på arbetsgivarens anmodan utförs på annan tid än ordina­rie\narbetstid, betalas med 70 procents förhöjning av timlönen för de två\nförsta timmarna per dag samt med 92 procents förhöjning för övrig övertid\npå vardagar och 126 procents förhöjning för allt övertidsarbete på sön-\noch helgdagar.",{"bindId":105,"name":106,"text":106},"EMPCONTR_trigger","§ 2 Anställning",{"bindId":108,"name":109,"text":110},"sicknesspaytxt","9.3.1 Sjuklönens storlek Sjuklönen beräk","9.3.1 Sjuklönens storlek\n\n\n\nSjuklönen beräknas genom att avdrag görs från lönen enligt nedan.\n\n\n\n9.3.2 Sjukdom t o m 14:e kalenderdagen per sjukperiod\n\n\n\nFör varje timme en tjänsteman är frånvarande på grund av sjukdom görs\nsjukavdrag per timme enligt följande:\n\nför den första frånvarodagen (karensdagen) i sjukperiodenmånadslönen x\n12.2\n\n52 x veckoarbetstiden\n\nfr om den andra frånvarodagen i sjukperioden20 % x månadslönen x 12.2\n\n52 x veckoarbetstiden\n\nTjänstemän som skulle ha arbetat på schemalagd förskjuten ordinarie\narbetstid får dessutom sjuklön from den andra frånvarodagen med 80 % av den\nersättning för förskjuten arbetstid som de gått miste om.",{"bindId":112,"name":113,"text":113},"WORKHOURS_trigger","§ 4 Arbetstid",{"bindId":115,"name":116,"text":117},"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":119,"name":120,"text":121},"schedulesrestpw","4.1.3 Arbetstiden ska schemaläggas så at","4.1.3 Arbetstiden ska schemaläggas så att en helgfri vecka omfattar högst\n5 arbetsdagar. Därvid ska eftersträvas en systematisk utläggning av\nfridagarna i form av \"rullande\" 5-dagarsvecka. Om så ej sker, ska 12 av\nledighetsdagama vara lördagar. Kollektivt eller individuellt må\növerenskommelse träffas om annan utläggning av ledighetstiden.",{"bindId":123,"name":74,"text":75},"framework",{"bindId":125,"name":120,"text":121},"dayspweek_select",{"bindId":127,"name":128,"text":129},"SCHEDULE_trigger","4.3.3 Arbetstiden per tjänstgöringsdag m","4.3.3 Arbetstiden per tjänstgöringsdag må ej understiga 3 timmar. Denna\nbestämmelse gäller icke för minderårig skolelev vid arbete under\nskoltermin. För dessa ska iakttagas de bestämmelser som följer av\narbetsmiljölagen.\n\n\n\n4.3.4 Arbetstidsschema, upptagande ordinarie arbetstidens förläggning, ska\nfinnas anslaget på arbetsplatsen eller på annat sätt skriftligen meddelas\ntjänstemännen. Innan arbetsgivaren fastställer arbets-tidsschemat ska\nsamråd äga rum med tjänstemännens representanter. Vid upprättande av\narbetstidsschema ska av dessa representanter framförda synpunkter på\nfördelningen av arbetet på sen kvällstid och på sön- och helgdagar såvitt\nmöjligt beaktas.\n\n\n\nÖverläggningar om arbetstidsschema för kommande 12-månaders- period\ngenomförs i så god tid att schemat kan fastställas senast en månad i\nförväg.",{"bindId":131,"name":132,"text":132},"SICDIS_trigger","§ 9 Sjuklön m m",{"bindId":134,"name":135,"text":136},"NOCTPREM_trigger","§ 5 Förskjuten ordinarie arbetstid 5.1 F","§ 5 Förskjuten ordinarie arbetstid\n\n\n\n5.1 För ordinarie arbetstid förlagd å nedan angivna tider utgår\ntillägg med\n\n\n\nmåndag - fredag mellan kl 18.15 -20.00 57%\n\nmåndag - fredag efter kl 20.00 79%\n\nlördagar efter kl 12.00 samt sön- och helgdagar 113 %\n\n\n\nMed lördagarjämställes i detta avseende jul-, nyårs- och\nmidsommarafton.",{"bindId":138,"name":139,"text":140},"coveragegroup3","1.4 Uppnådd pensionsålder För tjänstemän","1.4 Uppnådd pensionsålder\n\n\n\nFör 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.\n\nDetsamma gäller dem som anställs efter att ha uppnått den ordinarie\npensionsålder som gäller vid företaget.\n\nProtokollsanteckning\n\nLagen om anställningsskydd ger för närvarande tjänsteman rätten att\nkvarstanna i tjänst till 67 års ålder.",{"bindId":142,"name":143,"text":143},"PAIDLEAV_trigger","8.3 Semesterns längd",{"bindId":145,"name":146,"text":147},"overtimeallowancetype_general","6.3 Kompensation för övertid 6.3.1 Penga","6.3 Kompensation för övertid\n\n\n\n6.3.1 Pengar — ledighet\n\n\n\nÖvertidsarbete 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.\n\nVid samrådet bör arbetsgivaren så långt det är möjligt beakta\ntjänste­mannens önskemål om när kompensationsledigheten ska tas ut.\n\n\n\n6.3.2 Ersättningens storlek\n\n\n\nÖvertidsersättning per timme ges enligt följande:\n\nArbete, som på arbetsgivarens anmodan utförs på annan tid än ordina­rie\narbetstid, betalas med 70 procents förhöjning av timlönen för de två\nförsta timmarna per dag samt med 92 procents förhöjning för övrig övertid\npå vardagar och 126 procents förhöjning för allt övertidsarbete på sön-\noch helgdagar.\n\nÖvertidsarbete måndag-fredag efter kl 20.00 betalas dock med 92 procents\nförhöjning och övertidsarbete på lördagar samt jul, nyårs- och\nmidsommarafton efter kl 12.00 med 126 procents förhöjning. I de fall\ntjänstemannen beordras utföra arbete på dag, som p g a arbetstidens\nförläggning utgör fridag, utgår övertidsersättning med 92 procent.\nInfaller sådan fridag på lördag,jul-, nyårs- eller midsommarafton utgör\ndock ersättningen 126 procent.\n\n\n\nI de fall övertidsarbete påkallas på sön- eller helgdag samt på dag som\np g a arbetstidens förläggning utgör fridag, ska ersättning utgå för\nminst 3 timmar.\n\n\n\nTimlön beräknas för heltidsanställd som 1\u002F166 av den aktuella fasta\nkontanta månadslönen och för deltidsanställd enligt formeln\n\nden fasta kontanta månadslönen\n\nveckoarbetstiden x4,15\n\nVid företag som tillämpar rörligt lönesystem ingår i begreppet den\nfasta kontanta månadslönen även den del av tidigare fast lön som kan ha\nomräknats till rörlig lön.\n\nÖvertidsarbete må efter överenskommelse i varje särskilt fall kunna\nersättas med ledighet på ordinarie arbetstid enligt följande grunder:\n\n\n\n\n  \n    \n      Övertid\n      \n      Ledighet\n        för varje övertidstimme\n      \n    \n    \n      med\n        70 procents förhöjning\n      \n      1\n        1\u002F2 timme\n      \n    \n    \n      med\n        92 procents förhöjning\n      \n      1\n        3\u002F4 timme\n      \n    \n    \n      med\n        126 procents förhöjning\n      \n      2\n        timmar",{"bindId":149,"name":150,"text":151},"LOWWAGE_trigger","1.3 Lägsta löner Lägsta löner för anstäl","1.3 Lägsta löner\n\n\n\nLägsta löner för anställd som fyllt 18 år med kortare anställningstid\nän ett år är under tiden\n\n1 maj 2016 - 30 april 2017 17 175 kr\n\nFör tjänsteman med ett års sammanlagd anställningstid i företaget är\nlägsta lönen under tiden\n\n1 maj 2016 - 30 april 2017 18 998 kr\n\nFör 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.\n\nAngivna 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.\n\nMed \"lön\" avses här\n\n\n\nfast kontant lön\n\nnaturaförmåner i form av kost eller bostad enligt Skatteverket\n\nvid provision, tantiem och liknande rörliga löneformer: genomsnittsvärdet\nhärav enligt de normer som enligt ITP-avtalet gäller för bestämmande av\npensionsmedförande lön.\n\nDe angivna lönebeloppen gäller även för vikarier, som i övrigt enligt\npunkt 2.2 är undantagna från löneavtalets tillämpning.",{"bindId":153,"name":74,"text":75},"coverunion_trigger",{"bindId":155,"name":59,"text":60},"MAXHOURS_trigger",{"bindId":157,"name":158,"text":159},"coveroccup2","Avtalet omfattar vid dessa företag anstä","Avtalet omfattar vid dessa företag anställda vars arbetsuppgifter till\növervägande del är av tjänstemannakaraktär i enlighet med villkoren i\növerenskommelsen mellan Svensk Handel och HTF av den 2 april 1998.",{"bindId":161,"name":162,"text":163},"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 § 9 i detta avtal.",{"bindId":165,"name":166,"text":167},"sicknessmaxdays","Högsta antal dagar med sjuklön Om tjänst","Högsta antal dagar med sjuklön\n\nOm tjänstemannen under en tolvmånadersperiod är sjuk vid två eller flera\ntillfällen är rätten till sjuklön begränsad till totalt 105 dagar för\ngrupp 1 och 45 dagar för grupp 2. Om tjänstemannen därför under de senaste\n12 månaderna, räknat från den aktuella sjukperiodens början, har fått\nsjuklön från arbetsgivaren, ska antalet sjuklönedagar dras från 105\nrespektive 45. Resten utgör det maximala antalet sjuklönedagar för det\naktuella sjukdomsfallet.",{"bindId":169,"name":170,"text":170},"WAGES_trigger","CENTRALT LÖNEAVTAL",{"bindId":172,"name":173,"text":174},"ANNLEAVE_trigger","8.4 Semesterlön, semesterersättning m m ","8.4 Semesterlön, semesterersättning m m\n\n\n\n8.4.1 Semesterlön och semestertillägg\n\n\n\nSemesterlönen utgörs av den månadslön som är aktuell vid\nsemestertillfället och semestertillägg.\n\nSemestertillägget för varje betald semesterdag är\n\n\n\n0,8 % av tjänstemannens månadslön som är aktuell vid semestertillfället\noch eventuella fasta lönetillägg per månad. Beträffande ändrad\nsysselsättningsgrad, se 8.4.6.\n\n0,5 % av summan av den rörliga lönedel som har betalats ut under\nintjänandeåret.\n\nOm tjänstemannen inte tjänat in full semester ska semestertillägget 0,5\n%justeras upp enligt följande:\n\n0.5 x det antal semesterdagar som tiänstemannen har rätt till\n\nantalet betalda semesterdagar som tjänstemannan har tjänat in.\n\nMed fasta lönetillägg avses här t ex fasta skift-,jour-, beredskaps-,\növertids- och restidstillägg, garanterad minimiprovision eller liknande.\n\nMed rörlig lönedel avses här t ex provision, tantiem, bonus, premielön,\nskift-,jour-, beredskapsersättning eller liknande, i den mån den inte\nräknats in i månadslönen.\n\nMed provision, tantiem, bonus och liknande avses här sådana rörliga\nlönedelar som har direkt samband med tjänstemannens personliga\narbetsinsats.\n\n\n\nI övertids-, mertids- och restidsersättning samt i ersättning för\nförskjuten ordinarie arbetstid ingår semesterlön.",{"bindId":176,"name":177,"text":178},"CONSIGN_trigger","Jourtid 1. Jourtid Med jourtid avses tid","Jourtid\n\n\n\n1. Jourtid\n\n\n\nMed jourtid avses tid då tjänstemannen inte har arbetsskyldighet men\nåläggs att stå till arbetsgivarens förfogande på arbetsplatsen för att\nutföra arbete när det uppstår behov.\n\n\n\n2. Schema\n\n\n\nJourtid ska fördelas så att den inte oskäligt belastar en enskild\ntjänste­man.\n\nSchema för jourtid bör upprättas i god tid.\n\n\n\n3. Ersättning för jourtid\n\n\n\nJourtid ersätts per jourtimme medmånadslönen\n\n600\n\nDock gäller följande:\n\nfrån fredag kl. 18 till lördag kl. 07månadslönen\n\n400\n\nfrån lördag kl. 07 till söndag kl. 24månadslönen\n\n300\n\nfrån kl. 18 dagen före till kl. 07 trettondagen, 1 maj, Kristi\nhimmelsfärdsdag och alla helgons dagmånadslönen\n\n400\n\nfrån kl. 07 trettondagen, 1 maj, nationaldagen, Kristi himmelsfärdsdag och\nalla helgons dag till kl. 00 första vardagen efter respektive\nhelgermånadslönen\n\n300\n\nfrån kl. 18 på skärtorsdagen och nyårsafton samt från k1. 07 på\npingst-, midsommar- och julafton till kl. 00 första vardagen efter respektive\nhelgermånadslönen\n\n150\n\n\n\nJourtidsersättning betalas per pass för lägst 8 timmar, i förekom­mande\nfall minskat med den tid som tjänstemannen fått övertidser­sättning\nför.\n\nMed månadslön avses den aktuella fasta kontanta månadslönen.\n\nFör deltidsanställda ska lönen räknas upp så att den motsvarar\nheltidslön.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Unionen_Svensk Handel_Tjänstemän inom detaljhandeln_2016-2017_avtalstryck - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Startdatum: → 2016-05-01\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 befordran: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Faciliteter för ammande mödrar: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Barnomsorg tillhandahållen av arbetsgivare: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Barnomsorg subventionerad av arbetsgivare: → Nej\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Bidrag till barns utbildning: → Nej\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Betald föräldraledighet (pappor): → Not specified dagar\n         \u003C\u002Fdiv>\n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">ANSTÄLLNINGSAVTAL\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Provanställnings varaktighet: → 180 dagar\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Deltidsarbetare undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Bestämmelser för tillfälligt anställda: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Lärlingar undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Extrajobb\u002Fstudentjobb undantagna från någon bestämmelse: → Nej\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ARBETSTIDER, SCHEMAN OCH SEMESTRAR\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Arbetstimmar per vecka: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Arbetsdagar per vecka: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Max antal övertidstimmar: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Betald årlig semester: → 25.0 dagar\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Betald årlig semester: → 5.0 veckor\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Betalda helgdagar: → Juldagen, Annandag påsk, John Chilembwe Day (15th January), Regional Holiday \u002F Bolivia Carnival (28th February), Day of elaboration of the official census\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Avtal om en viloperiod på minst en dag per vecka: → Ja\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Max antal söndagar \u002F helgdagar som kan arbetas in under ett år: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Bestämmelser om flexibelt arbete: → Ja\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">LÖNER\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Löner bestämda av löneskalor: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Bestämmelse om att regler om minimilöner uppsatta av regeringen måste följas: → Nej\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Avtalad lägstalön per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                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