Local collective agreement on working hours for technical and administrative employments
This is an unofficial translation of the agreement from Swedish.
1. Initial provisions
1.1. Scope
It is noted that this agreement has the same scope as the central agreements Villkorsavtal/Villkorsavtal-T.
1.2. Regulation of the agreement
In this agreement, the regular working hours are regulated in accordance with Chapter 4, Section 6 and the regular weekly working time, in accordance with Chapter 4, Section 13 of the central collective agreements Villkorsavtal and Villkorsavtal-T respectively. Furthermore, there are conditions regarding business and individual working hours and more.
1.3. Period of validity
The agreement, in the part that regulates regular weekly working hours, 2.1., have the same period of validity as Villkorsavtal/Villkorsavtal-T with a notice period of three months. Otherwise, the agreement is valid from October 1, 2013 until September 30, 2014. The agreement is extended by one year at a time, unless it has been terminated in writing no later than three months prior to the expiration date.
2. Working hours
2.1. Regular weekly working hours
For full-time employees, the average regular weekly working hours for a calendar week, except for Sunday, is 40 hours and holiday/weekend-free. The fixed working hours are 8.00-12.00 o'clock and 12.30-16.30 (8 hours per day).
For employees who work part-time, the weekly working hours is proportional to the working hours for full-time work in accordance with Chapter 4, Section 8 Villkorsavtal/Villkorsavtal-T.
The working hours for part-time work is determined by the head of department with regard to the requirements of the business.
The regular weekly working hours include during the year incorporated time for so-called bridge days. If the business so requires, the head of department/equivalent may order an employee to work these days. Such working hours are to be regarded as simple overtime and should primarily be compensated in the form of time off.
2.2. Business- and individual-adapted working hours
In order to enable a business- and individual adaption of the organization of working hours as an alternative to fixed working hours, the department/equivalent may apply flexible working hours according to any of the following working hours alternatives when the business so permits. The different options cannot be combined. The alternative that is applied should include all employees at the department/equivalent except for teachers.
A decision on which of the alternatives shall be applied at the department/equivalent is made by the head of department/equivalent after negotiating with the relevant trade union organizations.
The head of department/equivalent can decide that an employee cannot apply flexible working hours, if there are operational reasons for it or if there are reasons based on personal circumstances. Before making a decision, the employee's trade union organization must be informed.
2.2.1. Flexible working hours
Flexible working hours may be used for employees with regular weekly working hours. For full-time employees, the flex time includes holiday/weekend free days between 7.00-9.00 o'clock, 11.45-13.15 (lunch flex) and 15.30-18.00. The time between 9.00-11.45 o'clock and 13.15-15.30 (May - August 15.00) are the fixed working hours when a full-time working employee must be available at the workplace. The flex frame is thus 7.00-18.00. Within the flex period, the employee may decide for him/herself the working hours, provided that the business so permits.
This flex frame, the one for full-time work, applies for employees who work part-time as well. The flex working time must be submitted and checked monthly. When checking the flex balance, the plus balance cannot exceed 30 hours and the minus balance cannot exceed 10 hours. When checking, any plus time balance exceeding 30 hours will lapse. After special agreement with the head of department/equivalent, outtake of plus balance can be made with a full working day.
When flexible working hours are applied, the employee is required to appropriately register their working hours if the employer does not provide a registration system. The employee shall be able to report their flex balance when the head of department/equivalent requires it.
2.2.2. Extended flexible working hours
For employees with regular weekly working hours, so-called extended flex time can be applied. For full-time employees, the flex working time includes holiday/weekend free days between 6.30-9.30 o'clock, 11.45-13.15 (lunch flex) and 15.00-20.00. The fixed working hours when a full-time working employee must be available at the workplace is the time between 9.30-11.45 o'clock and 13.15-15.00. The flex frame is thus 6.30-20.00. Within the flexing period, the employee may decide for him/herself the working hours, provided that the business so permits.
This flex frame, the one for full-time work, applies for employees who work part-time as well. The flex balance of the working hours shall be adjusted half-yearly and the minus balance shall be adjusted monthly. When reconciling the flex balance, the plus balance cannot exceed 80 hours and the minus balance cannot exceed 10 hours. When checking, the plus balance exceeding 80 hours will lapse. Any plus balance shall be settled in the form of time off before the employee leaves his or her employment.
When flexible working hours are applied, the employee is required to appropriately register their working time if the employer does not provide a registration system. When the head of department/equivalent requires, the employee shall be able to report their flex balance.
By agreement with the head of department/equivalent, outtake of the flex time can be done with a full working day. Provided that the business so permits, this alternative enables the employees so work up a so-called time bank. For example, if an employee works 42 hours per week during the period of September - April, the working week may comprise of approximately 36 hours during the period of May - August.
2.2.3. Individual agreement
In addition to what is stated above, the head of department/equivalent has the right to enter into an individual agreement with an employee regarding the fact that the employee's regular weekly working hours should be placed in a way that differs from what is stated above, in accordance with Chapter 4, Section 16, Villkorsavtal/Villkorsavtal-T.
This should be consulted with the Human Resources Division. Before reaching an individual agreement, the relevant local trade union organization must be informed. Such an agreement shall be in writing and be valid for a maximum of one year, with a mutual notice period of one month. The agreement should be signed by the employer and the employee concerned.
The agreement must be sent to the Human Resources Division.
2.2.4. Overtime
Overtime should always be ordered by the head of department/equivalent. The definition of overtime can be found in Villkorsavtal/Villkorsavtal-T 4 Chapter, Section 17. Overtime at flex time or extended flex time is work that is performed after 16.30 o'clock, provided that the regular daily working hours, ie. eight hours, has been completed. Compensation for overtime shall be given in the form of money (overtime supplement) or as leave (time off in lieu, TOIL). TOIL must be granted provided that the employee so wishes and that the employer deems it possible with regard to the requirements of the business.
Download the agreement on working hours for technical and administrative employments in PDF format (only available in Swedish).