Collective agreement between the City of Reykjavík and Efling
Annotated collective agreement text valid from November 1, 2024 through March 31, 2028
1. Purchase
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Salaries will increase as follows, unless otherwise stated in the accompanying salary tables
this agreement. The monthly salary of a full-time employee,
shall be paid according to the attached salary tables in [attached document]
XV](#_Toc449965622)II where the monthly salary includes the following
proportional increases with a minimum krona increase during the contract period.
Monthly salary refers to a fixed monthly salary for daytime work.
April 1, 2025 3.50% or ISK 23,750.
April 1, 2026 3.50% or ISK 23,750.
April 1, 2027 3.50% or ISK 23,750.
Personal allowances undergo the following changes during the contract period:
From April 1, 2025 -- 1.7%
From April 1, 2026 -- 1.75%
From April 1, 2027 -- 1.8%
The deduction from the monthly salary is calculated by dividing by 21.67
the monthly salary and multiplied by the number of calendar days other than
Saturdays and Sundays from the beginning or until the end of working hours.
In addition to the monthly salary, other salaries associated with the job may be paid
with a monthly payment. Other salaries may be due to
regular overtime and work-related stress that cannot be measured
Other wages may, among other things, replace hourly wages for overtime work according to.
Article [1.4.]{.mark}
Salary is based on the specific requirements of the job
employee as assessed in the contracting party's performance evaluation system
COLLABORATION. The aim is to have a sustained and stable scope of work
discuss.
When a new job is created, the collaboration committee shall determine its ranking
to temporary salary. Once the job has been performed in
6 months, it shall be assessed in the contracting party's performance evaluation system and therefore ranked
to salary in accordance with the assessment result.
Explanation:
If a job evaluation later reveals that a new job has been
too low initially ranked for salary, it should be corrected with
retroactively. However, if a job has been ranked too high initially
then the employee maintains that individual ranking but the job is
ranked based on assessment results. Too high an individual ranking results in
against ranking according to 1.2.2.
Job descriptions must exist for all jobs and are reviewed in
annual career development interviews for employees and managers.
A job description should include information about all key aspects of the job
and definition of responsibilities and duties, so that it is clear which
What are the demands placed on an employee and what tasks are expected of them?
to attend to.
If an institution or employee requests a job reassessment, it shall
Report sent to the performance evaluation committee, cf. the performance evaluation committee's rules of procedure
([fskj.XI](#_Toc449965619))
Salaries are determined according to the following relationship rule between
job evaluation levels and salary groups:
Connection rule as of June 1, 2017:
Salary = 178 + 0.150 * (rating; rating up to and including 459)
Salary = 181 + 0.147 * (rating; rating starting at 460)
Connection rule as of April 1, 2020:
Salary = 186 + 0.13 * rating points (rating points up to and including 539)
Salary = 152 + 0.194 * rating points (rating points starting at 540)
Order of job titles in [Attachment V](#Attachment_II)
Individualized pay is an incentive for employees to increase
their skills in the workplace in accordance with a career development plan.
Individual salaries are in addition to job-related salaries according to
job evaluation and their criteria are of three types: job development, competence and
success.
Personal stress due to career development according to the career development plan
institution.
Each organization/company is expected to present
a career development plan for all employees in their career plan in
human resources to ensure proper career development and lifelong learning
employees in accordance with the City of Reykjavík's personnel policy.
An employee who actively participates in a career development plan has the right to
higher wages than otherwise. The premise of this increase is confirmed participation
employee in an organization's/company's career development plan. This salary
can change.
[Work experience is assessed as follows:]{.underline}
After 1 year of employment with the City of Reykjavík, ranking one step higher than usual.
After 3 years working for the City of Reykjavík, ranking one step higher than usual.
After 5 years working for the City of Reykjavík, ranking one step higher than usual.
After 7 years working for the City of Reykjavík, ranking one step higher than usual.
After 9 years working for the City of Reykjavík, ranking one step higher than usual.
After 12 years working for the City of Reykjavík, ranking one step higher than usual.
Salary level/personal allowance, see article 1.1.1., is calculated at the basic level
salary group in the salary table. Personal allowance for professional and work experience can
The most learned in total is a total of 6 steps.
The employee's working hours at a fixed monthly salary shall also be assessed in
comparable work, provided that confirmation from the previous employer is available.
An employee's employment with another employer is assessed from
at the end of the following month after he has submitted confirmed data on
his working hours.
If an employee has received personal compensation due to active participation in
institution's career development plan but no longer fulfills that obligation without
In the event of a legitimate absence, he loses the personal allowance he has received.
Before this can happen, the supervisor must inform the employee of
that he will lose this right if he does not improve his performance according to.
a career development plan and must explain to the employee how he/she
can improve. An employee can request that a shop steward be
present at such a conversation. The field is authorized to elaborate
a career development plan in accordance with [Attachment IV]{.mark} on
professional recognition and shorter internships at the upper secondary school level.
Personal expenses due to additional education
Employee education that is useful in the job and goes beyond basic requirements
The work shall be assessed for personal workload as follows:
- For job-related learning or courses tailored to your needs
The City of Reykjavík can receive a maximum of 1 level. The condition for this is that the study
is taught by educational providers who have received recognition according to
Act on Secondary Education No. 27/2010 and Act on Upper Secondary Schools No.
92/2008.
- For formal studies at the secondary school level, a maximum of 1 level is awarded.
- For every 60 ECTS credits in university studies in a professional field, 1 level is awarded.
Salary step/personal allowance, see article 1.1.1, according to the above, is calculated on
basic level of salary group in salary table, see salary tables in the attached document.
Personal allowance according to this article is a maximum of 3 levels.
An employee will have their education assessed starting at the beginning of the following month
that he has submitted satisfactory documentation about his studies. When assessing studies,
units never doubled.
A committee consisting of one representative from each Contracting Party shall
supervision and decision-making authority regarding the evaluation of courses and other studies that are considered
falls under this article. It shall be based on studies that can be considered
useful for employees at work.
*Explanation: Article 1.2.2.3. applies to education that an employee has in excess of
the educational requirements made in the job. An employee in a job that
requires university education does not earn personal allowance according to Art.
1.2.2.3.*
Salary groups based on qualifications. An employee's qualifications shall be assessed based on
two competency areas, career ambition and flexibility. With
Job satisfaction refers to how an employee performs their job
and flexibility refers to the adaptability of an employee. Which
Each factor can increase an employee's salary by a maximum of two
Salary groups. Qualification salary can be a maximum of four salary groups. See
[Attachment VI](#_Toc449965611) with this collective agreement.
A department manager is responsible for the implementation in his/her field. Competency-based pay is based on
because an employee is considered to have more skills than the job requires
in the opinion of the department manager.
Performance/achievement pay brackets are based on results
of an employee or group of employees in achieving specific goals
department or institution/company according to the work plan. Success shall
evaluated according to predetermined rules set by a collaboration committee.
An organization/company that intends to introduce performance-based pay must:
define goals and performance measures in a work plan. With
objectives refer to, for example, cost reduction, improved service or improved
processes. The organization's/company's metrics should be clear and
realistic in relation to the planned activities. Employees should be informed
in advance about what the goals and metrics are and how they will be achieved
will be rewarded for achieving certain results. Decision on
Performance-based pay can apply to an organization/company as a whole or
in part. Performance-based pay shall be in the form of a lump sum payment to
employee/group of employees at the end of the measurement period and are based on
The department manager assesses whether the set goals have been achieved
has been achieved and is responsible for implementation.
Hourly pay for daytime work is 0.632% of monthly pay in each pay bracket
and step.
It is permissible to pay hourly wages in the following cases:
Students with summer jobs and during study breaks.
Pensioners who work part-time
Employees hired on a short-term basis for specific annual
peak hours of various city agencies or temporary work, although no longer
but 2 months.
Employees hired to work on specific projects
such as initiatives.
Employees who work irregularly for longer or shorter periods of time
For employees employed for less than 20% of their work, 7.9 hours or
less on average per week.
When working outside of daytime hours, on public holidays and special days
Overtime pay is paid on holidays, but on major holidays it is paid
If an agreement has been made with an employee to perform
regular work obligation on all working days, he enjoys leave on special
holidays and major holidays that fall on a weekday without any reduction in
regular salary.
See also Articles 1.6.4 and 4.2.4
Overtime is paid at an hourly rate, which is divided into overtime 1 and
overtime 2. The hourly wage for overtime 1 is 0.9385% of the monthly salary in
each salary group and step, but the hourly wage for overtime 2 is 1.0385% of
monthly salary in each salary group and step.
Payment for overtime shall be made in the following manner:
Overtime 1 8:00 a.m. - 5:00 p.m. Monday -- Friday.
Overtime 2 5:00 PM - 8:00 AM Monday -- Friday.
Overtime 2 00.00 - 24.00 Saturdays, Sundays and special days
holidays.
Overtime pay 2 is also paid for work in excess of 38.92
hours per week (168.63 hours based on average month).
All work performed on major holidays is paid at an hourly rate
which amounts to 1.375% of the employee's salary group and salary step based on
salary plus individual salary.
Shift pay is calculated from daytime wages, cf. Article 1.3.1. Shift pay shall
be:
33.33% at 17:00 - 24:00 Monday -- Thursday
55.00% at 17:00 - 24:00 Fridays
65.00% at 00:00 - 08:00 Tuesday -- Friday
55.00% from 08:00 to 24:00 on Saturdays, Sundays and special holidays
75.00% at 00:00 - 08:00 Saturdays, Sundays, Mondays and special
holidays
120.00% at 00:00 - 24:00 major holidays cf. 2.1.4.3, however from
at 16:00 - 24:00 on Christmas Eve and New Year's Day and at 00:00 -- 08:00 on
Christmas Day and New Year's Day is a 165.00% surcharge.
Fractions of hours are paid proportionally.
Payment for on-call shifts shall be calculated from daytime wages, cf. Art.
1.3.1 in the following manner:
33.33% at 17:00 - 24:00 Monday - Thursday
45.00% at 17:00 - 24:00 Fridays
45.00% at 00:00 - 08:00 Monday
33.33% at 00:00 - 08:00 Tuesday - Friday
45.00% at 00:00 - 24:00 Sat., Sun. and special holidays
120.00% at 00:00 - 24:00 major holidays cf. Art. 2.1.4.3, however, so that
from 16:00 - 24:00 on Christmas Eve and New Year's Day and from 00:00 - 08:00 on
Christmas Day and New Year's Day is a 165.00% surcharge.
Breaks in hours are paid proportionally. Regarding payments for calls on
On-call duty, the provisions of Articles 2.3.2.1 and 2.3.2.2 apply.
Gaps in working hours shall be compensated for by shift work according to Article 1.5.1
Gaps and on-call duty during daytime hours shall be paid at 33.33%
shift load.
According to 2.1.3, working hours shall be continuous as far as possible
come.
An employee who is on duty during the first week of November shall be paid
December bonus on December 1st each year based on full-time work
the period January 1 to October 31. December bonus is fixed
krona number and does not include increases according to other provisions
of the collective agreement. Holiday pay is not included in the December bonus. If
If the employee works part-time or works part of the year, he shall receive
paid based on employment ratio during the aforementioned period.
Similarly, an employee who has left his job but
have worked continuously for at least 3 months (13 weeks) during the year receiving paid
December bonus based on working hours and work rate. The same applies
even if an employee is off work due to illness after
payment obligation ends or for up to 6 months due to maternity leave.
The accrued December bonus shall be settled at the same time as termination of employment.
Personal allowance (December allowance) during the contract period will be as follows:
says:
In the year 2024 119,000 kr.
In the year 2025 123,000 kr.
In the year 2026 127,000 kr.
In the year 2027 132,000 kr.
Part-time workers who work regularly are entitled to accrued benefits
according to 1.6.1.
A part-time worker receives full December bonus if he works 1504
mandatory working hours during the above period, otherwise pro rata.
Time-based piecework for cleaning
Provisional wages are paid for the estimated number of hours where the work rate
is set at 130 points (maximum) since performance is determined according to
recognized basic principles for work and time studies, cf.
framework agreement for cleaning work ([Attachment
VII](#_Toc449965615)).
Staff shall be provided with a written job description along with
a cleaning frequency chart that clearly defines what needs to be cleaned and with what
What are the priorities? It should be noted at what time of day the area should be activated
and how often.
For time spent on piecework, hourly wages are paid according to the result
performance appraisal plus individual salary. The assessment is based on
the job of cleaning technician which is currently rated at 276 points in the job evaluation. Then
a 12% surcharge is paid for piecework at a work rate of 130, cf. Article 1.7.4.1.
In addition, an 8% surcharge for a break, as the employee does not take a break
per working hour. Total 20% surcharge. By fixed time is meant that hourly wage
is based on the employee's active working hours and therefore does not take a break for consumption
during working hours.
Load after 5:00 PM weekdays and weekends
A surcharge is paid for work that falls outside the daytime working period:
33.33% surcharge during the period 17:00 - 24:00 Monday to Thursday
55% surcharge during the period 17:00 -- 24:00 Fridays
55% surcharge during the period 00:00 - 08:00 every day including Saturdays
and Sundays.
For work exceeding 40 hours per week, overtime shall be paid, cf. Art.
Error! Reference source not found. .
Work on Christmas Day, Easter Monday, the first day of summer, May 1st,
Ascension Day, Second of Pentecost, First Monday in August and Second
Christmas Day is paid with overtime, cf. Art. **Error! Source of reference
not found.**.
Stress during major holidays
Work on New Year's Day, Good Friday, Easter Sunday, Whitsun, June 17,
Christmas Eve after 12:00, Christmas Day and New Year's Day after 12:00
is paid with a major holiday purchase, cf. Art. 1.4.2.
Hourly rates for cleaning/maintenance cleaning are paid with a 55% surcharge
daytime hourly wages according to Article 1.7.1.3.
Employees in piecework shall be entitled to two hours
work with the combination of cleaning areas.
In a written project description, the following shall be clearly delineated on the drawing:
cleaning area, what needs to be cleaned and with what emphasis. It should be taken
The project description states at what time of day the area should be activated and how often.
Accessibility of project descriptions
A job description must be available at the workplace and be accessible
The job description should be reviewed immediately if a permanent change occurs
will be in a cleaning area or cleaning requirement. A trade union shall have
access to the project description if it wishes. Before work begins,
employees are well informed about the work area and working conditions and are reviewed
project descriptions.
All regular hourly cleaning is paid according to the hourly rate
piecework rate, even though measurement has not yet been carried out.
A cleaner working part-time shall be entitled to 3 hours of work with
combination of cleaning areas within the same building or several buildings where
that is an option.
Cleaning work carried out between the hours of 08:00-17:00 from
Monday to Friday in a part-time job or more can be paid as
monthly wages, as they will not be worked on a piecework basis by their nature
Cleaning on an hourly/monthly basis is when work is done after work or
work description during the agreed working hours and no additional work is required
output as in time-measured piecework. If it is not possible to
complete work according to the job or task description within the agreed working hours,
in a normal work schedule, the employee is not required to complete
If, however, a superior demands that a task be completed
within the agreed working hours, but it is clear that this will only be done on
increased work pace, such as in the case of piecework, should
to pay for work according to the provisions of Article 1.7.1.3.
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2. Working hours
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The workweek of a full-time employee is 36 active working hours.
It is permitted to conduct work in a manner other than that specified in this chapter
by agreement between the employees and administrators of the institution and with
written consent of the contracting parties. Likewise, the contracting parties are
may negotiate an extension of daytime working hours on weekdays and a specific
freedom as to when work obligations should be fulfilled, beyond those time limits
referred to in Article 2.2.1 and on the transfer of work obligations between weeks
and seasons.
Employees' working hours shall be continuous as much as possible
arrived, cf. however 2.1.2.
Public holidays are Saturdays and Sundays.
New Year's Day 10. Pentecost
Epiphany 11. Second of Pentecost
Good Friday 12th June 17th
Saturday before Easter 13. Shopkeepers' Day
Easter Sunday 14. Christmas Eve after 12:00
Easter Monday 15. Christmas Day
The first day of summer 16. The second of Christmas
May 17th New Year's Eve after 12:00
New Year's Day 5. June 17
Good Friday 6 Christmas Eve after 12:00
Easter Sunday 7. Christmas Day
Whit Sunday 8. New Year's Eve after 12:00
Those employees who had May 1 as a major holiday before March 1, 2001,
shall retain it as long as the employment remains continuous.
Day workers are those who perform their work duties within
limits on daytime work, cf. 2.2.1. Daytime workers may undertake overtime
according to 2.3 or have been on standby according to 2.4.
Those employees who perform regular work that is partly or entirely
hours falling outside the daytime working period according to 2.2.1 and 2.2.3 shall be
paid bonus for those working hours according to 1.5.1.
Such jobs include libraries and kindergartens that have opening hours outside of
daytime working hours.
Shift workers are those whose work duties are divided into
according to a predetermined arrangement where an employee works
in different shifts over a given period measured in days or
weeks, so its weekly holidays are transferred, even if
its daily working hours are always the same. It depends on their working hours
according to 2.5.
The above definition replaces the definition on the same subject in
the working hours agreement of the general union from 1997.
Daytime work shall be performed between 08:00 and 17:00 from Monday to
Friday.
The head of an institution is authorized to comply with the wishes of individuals
employees about flexible working hours during the period 07:00 --
18:00 on weekdays. The consent of the contracting parties must be sought when
such authorizations are granted.
An employee who works part of their weekly work obligations outside
of the daytime working period according to Art. 2.2.1, shall be paid a premium according to Art. 1.5.1
on that part of their job. Work on Saturdays and Sundays as well as on
Special holidays in excess of work obligations shall be paid according to Article 1.4.
If an extension of daytime working hours has been agreed upon, pursuant to the second sentence of Art.
2.1.2 at the request of employees, no bonus will be paid outside of those time limits
which is stated in Article 2.2.1.
In general, when employees' work is organized so that parts
If work is performed outside of daytime working hours, a surcharge shall be paid
according to 1.5.1
In cases where an agreement is made with employees at their request to
If they work part of their work obligation outside of daytime working hours, they shall not be paid
workload for working hours that fall outside of daytime working hours.
Special provisions on working hours
The working hours of district and workshop staff are generally based on
we are open from 7:30 to 15:25 Monday to Friday and have been
taking into account the reduction in attendance time due to cancellation
coffee break. However, it shall continue to be permitted to consume coffee at the workplace, provided
Work doesn't stop in the meantime.
The preparation time for employees with department supervision in kindergartens is 8
hours per week based on full-time work, cf. protocol no. 6.
When other preschool employees are assigned tasks that
require preparation, those employees shall be given 1 to 2 hours, cf.
Protocol No. 6.
About working hours in institutions that do not operate full-time throughout the year
Employees employed in primary schools, kindergartens and
leisure centres that are not fully operational throughout the year shall
have a 36-hour weekly work obligation spread over the year, if applicable
Full-time work is considered, but otherwise proportional. Weekly work obligation
However, based on full-time work, it should never exceed 39 hours. Supervisor
plans at the beginning of each school year in consultation with employees at
what kind of work contribution is delivered between periods and what to do about it
a special working time schedule. The organization of working hours shall be based on the following:
The employee reports all working hours at the workplace.
Overtime is considered work that is performed outside the prescribed daily working hours
an employee's working hours or work shifts, as well as the work performed by
work in excess of the weekly working hours requirement, even during daytime working hours.
Does the employee handle the purchasing of supplies for the cafeteria and take care of the reception and
their completion outside the agreed daytime working hours, shall be paid for by
overtime pay.
All work performed on holidays according to 2.1.4.2 and 2.1.4.3 is paid
who work overtime according to Art. **Error! Reference source found
not. . and 1.4.2. unless the work falls under the provisions of Error! Origin
reference not found.** about winter holidays for shift workers.
When an employee is called to work that is not directly related to
continuation of his daily work, overtime pay shall be paid for
at least 3 hours, unless his regular working hours begin within
three hours after he left for work, but then he got paid
overtime from the start of the call until regular working hours
begins. If a call ends before 3 hours have passed since the end of the
daily work, overtime shall be paid for the time from the end of the
daily work until the end of the call.
If a call begins between 00:00 and 08:00 from Monday to
Friday, 17:00 -- 24:00 on Friday or on a public or
special holidays according to Art. 2.1.4.1 and Art. 2.1.4.2, shall be paid
overtime pay for at least 4 hours unless regular
working hours begin within 3 and 1/2 hours from the start of the call, but in
In such cases, 1/2 hour in addition to the time worked shall be paid.
If a call that disturbs an employee's peace of mind occurs between 00:00 and
06:00 is cancelled, the employee shall be paid overtime pay for
one hour.
Staff meetings are exempt from the call-out payment rule
according to Art. 2.3.2.1, provided that the manager shall organize staff meetings
at least 3 months in advance, otherwise it depends
Article 2.3.2.1. Overtime shall be paid for each meeting held
outside of daytime hours, for a minimum of 2 hours, otherwise the time
the meeting is ongoing. This time may be added to by
part-time employees to fulfill work obligations.
If an employee has, by law or contract, a shorter weekly
work obligation than is provided for in Article **Error! Reference source
not found.** Work in excess of this shall be paid as follows:
Irregular work beyond the reduced work obligation or continuous work
less than one month, is paid with the purchase price paid for
overtime.
Regular work of day workers within daytime working hours, for one month
or longer, up to the work obligation based on full-time work, is paid as
calculated percentage of monthly salary, provided that the employee has been informed
before that work began. The same applies to regular work
shift workers, provided the same conditions are met, regardless of when
That work is carried out around the clock.
Therefore, institutions are directed to establish more detailed rules regarding
overtime and when it is appropriate to discuss a review of the work ratio, as
whether overtime is regular or foreseen.
All overtime shall be paid in a lump sum for each month or
every thirty days. The same applies to payment for overtime on
sick leave according to the rules on overtime pay during sickness.
If overtime work away from a fixed workplace is not paid according to the time sheet,
Such payment shall be negotiated in advance with the employee in question.
When an employee is caring for clients while traveling, each employee must:
working day calculated up to 12 hours. In addition, 4 hours must be paid.
due to supervision work with clients due to overnight stays at
travel location. If an employee is traveling alone with a client and is caring for
he alone shall be paid for all 24 hours. If an employee leaves
on a trip (with a client) at the request of a superior on his day off
it shall be compensated with another day off or overtime pay.
An employee is permitted, by agreement with the employer, to collect
days off due to overtime in such a way that overtime hours are incurred
accumulation and taking time off during the daytime working period, but the overtime load is
paid at the next regular payment. There shall be an agreement on taking
of the holiday and it is planned so that there is as little disruption as possible
activities of the institution. Leave according to the above, due to the preceding
calendar year, which has not been used before April 15 of each year, or
upon termination of employment, shall be paid at the daily rate of the employee in question
at the next regular payment.
When an employee goes abroad at the employer's initiative and on the
his payments for such disadvantage shall be as follows
stop:
If the flight departs on a weekday before 10:00 and/or returns home
after 3:00 PM, the employee shall receive a payment of three
peak hours at 33.33% load for each case.
On public and special holidays, the corresponding payment shall be six
peak hours at 33.33% load.
It is permissible to negotiate time off in lieu of payment for travel time, cf. Article
Error! Reference source not found. .
On-call duty means that an employee is not on duty but
ready to respond to a call. It is not considered standby if
An employee stays at the workplace at the request of their superior. About payment
for standby duty see Article 1.5.2.
An employee is entitled to time off in lieu of payment of a surcharge for on-call duty, 20
minutes of rest equals 33.33% shift load, 27 minutes of rest equals
45% shift load, 72 minutes off equals 120% shift load and 99
minutes off is equivalent to 165% shift load.
Standby pay is cancelled for the time that overtime is paid
paid.
For regular on-call duty, leave corresponding to a maximum of 80 hours shall be granted.
for 1200 hours on call. This leave shall be granted on a pro rata basis
on duty ratio and working hours. On-call leave is a maximum of 80
hours due to clause 2.5.4 even if the on-call hours are more than 1200.
Efforts should be made to take on-call leave in parallel with accrued leave and as soon as possible
as possible.
Transitional provisions: Those employees who, before the entry into force
agreement on April 1, 1997, had longer holidays, up to 96
hours of work for every 1440 hours. shall be maintained during
their continuous employment is ongoing.
Hours worked on back shifts shall not be deducted when
standby hours per year are counted, cf. Article 2.4.4.
A permit pursuant to Article 2.4.4 may be granted at any time of the year, but neither is permitted
to transfer it between years or add it to summer leave. It is permitted
negotiate with the employee about payment in lieu of holidays according to Article 2.4.4.
This payment is based on hourly wages for daytime work according to Article 1.3.1.
The parties may agree on another payment arrangement
for back-up shifts than described above. For example, it is permitted to negotiate
a certain number of hours for on-call duty regardless
duration. If other standby payments than those referred to in
Article 2.4.1 shall, taking into account the frequency and duration of calls
call-out during a specific reference period, agree that standby payments
not fall under calls, in part or in whole.
The decision to take up and end standby shifts shall be made and
notified to employees at least two weeks in advance.
Those who work regular shifts shall receive a bonus for the hours worked
work during times that fall outside the normal daytime working hours according to.
Article 2.2.1.
See the definition of shift worker in Article 2.1.5.3
Where work is carried out on regular shifts, a draft must be submitted
a shift schedule, which shows the expected working hours of each employee, six
weeks before it takes effect. The final roster shall be submitted
months before the first shift according to the schedule begins, unless otherwise agreed
is with employees for a shorter notice.
If the activities of an institution require a change to the roster, it shall be made with
employee's consent. If the shift schedule is changed with less notice than
24 hours. the relevant employee shall be paid a change fee as
amounts to 2% of the monthly salary in each salary group and step. If
24-168 hours (one week) notice, a change fee will be charged as
amounts to 1.3% of the monthly salary in each salary group and step. Here is
only refers to a change in a scheduled shift and not an extra shift.
If an employee takes a shift in excess of their work obligation, with less than 24 hours.
reservation during the period 17:00-24:00 on Fridays, 24:00-08:00
Monday to Friday, 00:00-24:00 Saturdays, Sundays and
special holidays, cf. Art. 2.1.4.2 based on an 8-hour shift, shall
pay a change fee of 1.3% of the monthly salary in each
salary group and step and proportionally for longer or shorter
shifts.
When drawing up a shift schedule, care must be taken to ensure that holiday work is divided
which equates to employees.
As a rule, shifts shall be between 4 and 10 hours. It is permitted to
negotiate a different length of shifts, cf. Article 2.1.2.
At least 8 hours must elapse between shifts, cf. Art. 2.6.3.1. on
rest time.
Where there is a need for social time during shift changes, it shall be included
into regular working hours.
Those who work shifts shall receive 2 consecutive days off each week
holidays so that night breaks occur before and after the holidays. It is permitted
employees to agree that the holidays are granted separately
however, such that night breaks always come before and after the holidays or not
less than 36 hours continuously for each day. It is permitted in
consultation with the employee and the union to transfer holidays between
weeks.
This only refers to scheduled shifts within the employee's work schedule
but not extra shifts.
Annual work obligation for shift workers who work regular shifts
shall generally be the same as for day workers. Work obligation
shift workers therefore reduce their mandatory working hours by 7.2 compared to full-time workers
work due to special holidays and major public holidays, according to Art. 2.1.4.2,
which fall on Monday through Friday, excluding Christmas Day and
New Year's Day which shall be 3.6 hours for each day based
in full-time employment. As a rule, a reduction in work performance should be taken out due to
special days off within the shift schedule period. If an employee requests
to accumulate work returns for special holidays and
major holidays, he must notify his superior in advance
submission of a shift record when work is being done. The supervisor is obliged
to comply with the employee's wishes as it may be necessary due to
activities of an institution. In cases where work is interrupted due to
special holidays and major festivals are moved between months,
keep it under control and keep staff informed regularly. Work that falls
on special holidays and major holidays, additional pay shall be paid
according to Article 1.5.1.
Regular shifts refer to shifts that are scheduled every
days including special holidays and major celebrations. In them
cases where an institution is closed on a special holiday or
On a major holiday, an employee on duty that day will receive a scheduled
shift schedule, leave equivalent to the shift in lieu of reduced work obligations and that
taking into account the length of the shift.
Weight of shift workers' mandatory working hours
Working hours of shift workers outside daytime working hours according to.
organized shift schedule and within working hours have different weightings
calculation of work returns. Working hours paid with
The 33.33% and 55% shift load according to Art. 1.5.1 have a weight of 1.05, so that
for every 60 minutes, 63 minutes are calculated. Working hours that
are paid with a 65% and 75% shift surcharge according to Art. 1.5.1 have a weighting of 1.2
so for every 60 minutes, 72 minutes are calculated. Despite
above, a full-time employee's work schedule shall never exceed
less than 32 working hours per week on average (on average per
pay period) and proportionally based on working hours and
employment rate.
Mandatory working hours paid at 120% shift premium according to Art.
1.6.1 have a weight of 1.05 during the period 08:00-24:00 and a weight of 1.2 during
the period 00:00-08:00. Mandatory working hours paid at 165%
shift load has a weight of 1.20.
Staff who work shifts and meet the requirements of the sector
receives a shift incentive payment in the following manner. Shift incentive is paid
as a percentage of monthly salary paid due to diversity and number
shifts in the last three accounting periods according to planned shifts
within the working hours obligation. The minimum number of working hours during that
periods outside daytime working hours (at 33.33%, 55%, 65% and 75% load) are
126 mandatory working hours. Shifts are classified into four types;
day shifts, evening shifts (33.33% load), night shifts on weekdays
(65% load) and weekend shifts (55% and 75% load). Then the minimum number of
The number of mandatory working hours in each type of shift will be 45 mandatory working hours.
An employee must work shifts in two to four types
shifts, 14 times or more on average during the reporting period to
to enjoy the vigilance.
When employees have jobs, shift incentive is calculated for one
settlement period in the first and second months of employment so that
The minimum number of hours outside of the daytime working hours is 42 and the minimum number
The number of mandatory working hours in each type of shift is 15. After three months in
work, shift incentive is calculated according to paragraph 1. The same applies when agreed
is about changes in the employment rate of 40% or more
increase or decrease.
The percentage of shift incentives is based on the following table.
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The shift incentive is calculated based on the last three accounting periods. With
settlement period refers to the settlement period of variable salaries
The shift allowance paid on April 1 is therefore based on
settlement period for payment in salary disbursement February 1, March 1
and April 1st and shift incentive paid on May 1st for pay periods to
payment on March 1, April 1 and May 1.
Employees who work regular shift work shall be exempted
night shifts, if they wish, when they have reached the age of 55. Shift work
However, only those hours worked that fall outside of
daytime working hours.
Regarding scope, rest periods, work breaks and more, please refer to
agreement between ASÍ, BHM, BSRB and KÍ and the state negotiating committee,
of the City of Reykjavík and the Municipal Wage Committee, from January 23, 1997
on certain aspects concerning the organization of working hours and included in the collective agreement
this as an attachment and is considered a part thereof. ([Attachment
X](#_Toc449965617)II)
In this regard, reference is also made to the guidelines of the Consultative Committee on
working hours, dated 16 February 2001. This consultation committee is composed of
according to Article 14 of the aforementioned agreement and is also tasked with
discuss disputes that may arise due to the issues that
it is discussed there.
Daily rest period - About the organization of working hours.
Working hours shall be arranged so that in a 24-hour period, calculated from
the planned/routine start of the employee's workday, receive
employee at least 11 hours of uninterrupted rest. If possible,
The daily rest period shall cover the period from 23:00 to 06:00.
It is prohibited to organize work in such a way that working hours in a 24-hour period.
period exceeds 13 hours.
Scheduled or routine start of the workday - explanation:
If organized
the start of the working day, for example at 8:00, should be based on that time. If
An employee, on the other hand, has fixed working hours that start, for example, at 8:00 PM,
The 24-hour period should be based on that time limit. In shift work, it is normal
to base the start of the working day on the marked working day on the shift schedule. If not,
If there is a marked working day, e.g. an extra shift during a shift break, the start date is based on
deadline of the last marked working day.
An employee is entitled to at least a 15-minute break if his daily working hours
is longer than 6 hours. Coffee and meal breaks are considered breaks in this
relationship.
Deviation from the minimum daily rest period
Shift changes. During regular shift changes, it is permitted to shorten
continuous minimum rest for employees of up to 8 hours. This includes, for example.
when an employee switches from morning shift to night shift
according to the schedule of the shift.
However, this derogation from the 11-hour minimum rest period does not apply
when an employee finishes overtime and moves to a regular shift and
vice versa.
Since this is a deviation from the principle of 11 hours of uninterrupted rest
to discuss, the requirement for a shift system must be that it is organized
so that changes between different types of shifts are as infrequent as possible
shift cycle and generally do not attempt this deviation more than once in
week. The work should therefore be organized in the most balanced way possible.
Special circumstances. In special circumstances, it is permitted to shorten
continuous minimum rest of up to 8 hours and extend the work cycle to
to 16 hours, i.e. in case of unforeseen incidents when rescue is required
valuables. Furthermore, when the public interest so requires and/or
requires essential health or safety services.
If there are permits for deviations from the daily rest period according to this section
applied, the employee shall receive equivalent rest in lieu. In direct
following such a work cycle, the employee shall be given 11 hours of rest
on the undiminished salary he would otherwise have received.
Disruption of operations due to external circumstances. If there is a disruption to
activities due to external circumstances, such as weather or other
acts of nature, accidents, power outages, breakdowns in machinery or other equipment or
other such unforeseen events, the provisions on daily
minimum rest to the extent necessary to prevent
for significant damage until regular operations have been established
new. These are cases that cannot be foreseen. It is right that
call another employee to work to replace the employee who
has not achieved the required rest, if possible.
In each 7-day period, an employee shall receive at least one weekly
a day of rest that is directly related to the daily rest period and shall be
assuming the week starts on Monday. An employee should therefore receive 35
hours of uninterrupted rest once a week.
To the extent possible, a weekly day of rest shall be
be on a Sunday and the employee will be given the day off. However, an institution with
agreement with their employees to postpone the weekly rest day where
special reasons make such deviations necessary, so that instead of a weekly
Sabbath comes with two consecutive Sabbaths every two weeks.
If there is a special need to organize work so that a weekly rest day
is postponed, the taking of rest days shall be arranged so that two are taken
rest days together.
General conditions for the right to take time off. If the manager has assessed it as urgent
it is necessary for an employee to arrive at work before 11 a.m.
minimum rest is reached, the right to take time off arises, 1½ hours (during daytime work)
for each hour of reduced rest. Earnings
Time off rights are not limited to whole hours. An employee on
not returning to work until after 11 hours of rest
unless he has been specifically asked to do so. Should an employee attend
nevertheless, before he has reached rest, he earns himself
no right to take leave.
Continuous rest interrupted by a call-out -- Time-out entitlement based on the longest
break. If rest is interrupted once or more times within a 24-hour period
based on the planned/routine start of the employee's workday,
make up for what is missing until 11 hours of rest is achieved, based on
longest break within a work cycle, with the right to take time off, 1½ hours (daytime work)
for every hour missing up to 11 hours of rest.
Working in excess of 16 hours. In the special exceptional cases that
there is an urgent need for an employee to work more than 16 hours in one
24 hours, i.e. every 24 hours. based on planned/routine
the beginning of an employee's working day without achieving 8 hours of uninterrupted rest,
the employee shall enjoy similar rights that apply to employees
hospitals in such circumstances.
Implementation according to the above provision:
If an employee has worked a total of
more than 16 hours in one day, i.e. every 24 hours, based on
planned/routine start of an employee's workday, without reaching 8
hours of continuous rest, the employee shall, without exception, receive 11 hours.
uninterrupted rest after work, without deduction from the wages he
otherwise would have received. Right to take time off, 1 ½ hours (daytime work) accrues
for each hour worked in excess of 16 hours.
Increased entitlement to time off due to continuous work exceeding 24 hours. In them
special exceptional cases where it is urgently necessary to
If an employee works continuously for 24 hours in a day,
The employee enjoys similar rights that apply to employees
hospitals in such circumstances.
Implementation according to the above provision:
In that special
exceptional circumstances where an employee works continuously for a full 24 hours
The right to take time off shall be increased so that each full hour in excess of 24 provides
a time off entitlement that is 1.8% longer than the time off entitlement that is due next time
gave way.
Work before the Sabbath, cf. 2.6. If an employee works according to a decision
boss so long before the Sabbath that 11 hours of rest cannot be achieved
based on the usual start of the working day, or shift (see
explanatory framework in Article 2.6.2.2), the employee shall meet the corresponding
later at the beginning of the next regular working day, without deductions for them
wages that he would otherwise have received, otherwise accrues holiday entitlement,
1½ hours during daytime work for every hour of reduced rest.
Information about exemption rights. Accumulated exemption rights must be stated
on a pay slip or in an attendance system and the right to take time off shall be granted in
half or full days.
Exemption. The right to exempt shall be granted in consultation with the employee, provided that
accumulated leave entitlement of at least four hours and shall not be taken
granted in shorter periods than that. Efforts should be made to grant leave so that
as soon as possible or on a regular basis to prevent
for vacation to accumulate.
Payment of part of the time off entitlement. It is permitted to pay out ½ hour. (in
day work) for every 1½ hours that an employee has earned in
the right to take time off, if he wishes.
Settlement upon termination of employment. Upon termination of employment, untaken vacation entitlement shall be
settled in the same manner as vacation. The right to take leave does not expire.
Senior managers and others who decide their own working hours.
These parties, by their very nature, cannot earn
right to take time off, cf. also the scope of application of occupational health and safety provisions concerning them in
European Union Directive No. 93/104/EC, 1.pl., point a, Article 17. and
Paragraph 4, Article 1 of the aforementioned agreement between the social partners dated.
23.01.1997.
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Breaks from work, meals and cafeteria
Employees are permitted to consume food and drink while working
when necessary for the work and such breaks are part of
active working hours.
It is permitted by agreement between the management of an institution and a simple
the majority of the employees concerned to determine daily breaks
which are under the control of employees. Their determined length extends daily
the presence of employees corresponds, as such breaks are not considered active
working hours.
In those institutions where breaks are determined by such an agreement and
work is done during the break at the request of the supervisor and is paid for with
overtime pay.
Those individuals and/or working groups who, before the entry into force of this
of the contract generally received regular payments according to Art. 3.2. in the older
agreement, shall maintain comparable payments, cf. Protocol 2
Employees who work at a permanent workplace shall have access to
to the dining room as far as possible. A dining room is considered to be the place
in this case, where hot and cold food can be served,
imported or cooked locally. The type of house and facilities shall be in
in accordance with the requirements of the relevant health authorities. Employees
pays the material cost of the food, but other operating costs are paid by
the relevant institution.
In workplaces where there are no canteens, an attempt shall be made to
to ensure employees have access to a nearby roadside canteen
employer, or provided with equipment to transport the food
a workplace cafeteria, so that employees can transport the food
free of charge.
If food is purchased from a party other than those listed in Article 3.2.2,
employees pay for comparable food an amount equivalent to
child support according to Article 3.2.4.
An employee who does not have access to a cafeteria but should have it
according to Art. 3.2.1, shall be compensated with alimony in the amount of 883.82
kr. provided that the employee's daily work obligation is 6 hours or
longer.
The amount of child support changes every three months in accordance with
food item of the consumer price index (01 Food and beverages) with
index for May 2024 as the base index (236.6 points) based on
sub-indices from 2008.
Employees who are required to eat with household members or
children and assist them with the meal, shall be exempt from
pay for those meals as they are not rewarded for it with
other means such as shorter working hours or pay. In other
Alternatively, employees pay the material cost of the food.
An employee who performs his/her work outside the city limits and enjoys
no food facilities at a permanent workplace according to Article 3.2, food must be provided
at the employer's expense according to Article 5.1.1.
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3. Breaks from work, meals and cafeteria
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Employees are permitted to consume food and drink while working
when necessary for the work and such breaks are part of
active working hours.
It is permitted by agreement between the management of an institution and a simple
the majority of the employees concerned to determine daily breaks
which are under the control of employees. Their determined length extends daily
the presence of employees corresponds, as such breaks are not considered active
working hours.
In those institutions where breaks are determined by such an agreement and
work is done during the break at the request of the supervisor and is paid for with
overtime pay.
Those individuals and/or working groups who, before the entry into force of this
of the contract generally received regular payments according to Art. 3.2. in the older
agreement, shall maintain comparable payments, cf. Protocol 2
Employees who work at a permanent workplace shall have access to
to the dining room as far as possible. A dining room is considered to be the place
in this case, where hot and cold food can be served,
imported or cooked locally. The type of house and facilities shall be in
in accordance with the requirements of the relevant health authorities. Employees
pays the material cost of the food, but other operating costs are paid by
the relevant institution.
In workplaces where there are no canteens, an attempt shall be made to
to ensure employees have access to a nearby roadside canteen
employer, or provided with equipment to transport the food
a workplace cafeteria, so that employees can transport the food
free of charge.
If food is purchased from a party other than those listed in Article 3.2.2,
employees pay for comparable food an amount equivalent to
child support according to Article 3.2.4.
An employee who does not have access to a cafeteria but should have it
according to Art. 3.2.1, shall be compensated with alimony in the amount of 883.82
kr. provided that the employee's daily work obligation is 6 hours or
longer.
The amount of child support changes every three months in accordance with
food item of the consumer price index (01 Food and beverages) with
index for May 2024 as the base index (236.6 points) based on
sub-indices from 2008.
Employees who are required to eat with household members or
children and assist them with the meal, shall be exempt from
pay for those meals as they are not rewarded for it with
other means such as shorter working hours or pay. In other
Alternatively, employees pay the material cost of the food.
An employee who performs his/her work outside the city limits and enjoys
no food facilities at a permanent workplace according to Article 3.2, food must be provided
at the employer's expense according to Article 5.1.1.
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4. Vacation
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Vacation shall be 30 days (216 hours based on 36 working days)
working hours per week) based on full-time work. Holiday accrual shall be
be proportional based on employment rate and working hours
employee.
An employee shall receive 13.04% vacation pay for overtime work according to the agreement
If an employee receives hourly wages during daytime work, they are paid
Holiday pay also from daytime wages.
Instead of holiday pay being paid from shift allowance, employees should keep
average shift load during their vacation over the last 12 months. However, shift load is
not paid during public holidays even if it is taken directly following
vacation.
Holiday pay during the contract period will be as follows:
In the year 2024 58,000 kr.
In the year 2025 60,000 kr.
In the year 2026 62,000 kr.
In the year 2027 64,000 kr.
On June 1st of each year, an employee who is employed until April 30th shall
next to receive a special lump sum payment, holiday bonus, which is
is based on full-time work during the previous vacation year. Payment shall be made pro rata
based on employment rate and length of service. If an employee has left
work during the leave year due to age or after at least 3 months (13
weeks) of continuous work during the holiday year, he shall be paid
vacation pay proportionally based on time worked and employment rate.
The same applies if an employee was absent from work due to illness after
the institution's payment obligation ends or due to maternity leave up to 6
months. Holiday bonus is a fixed amount and does not change according to.
other provisions of the agreement. Holiday pay is not included in the holiday bonus.
Earned vacation compensation shall be settled at the same time as termination of employment.
Part-time workers who work regularly are entitled to accrued benefits
according to 4.2.2.
A part-time worker receives full holiday pay if he works 1504
mandatory working hours during the above period, otherwise pro rata.
The vacation year is from May 1 to April 30.
The summer vacation period is from May 15 to September 30.
An employee is entitled to 20 days of leave, of which 15 days are consecutive
the summer vacation period, and up to a full vacation at the same time will therefore be
relevant to the work of an institution.
The supervisor decides, in consultation with the employees, when leave should be taken
provided. The supervisor is obliged to comply with the employees' requests as to when
leave shall be granted as necessary due to activities
The supervisor shall investigate the employees' willingness to take leave.
A decision on summer vacation will be made as soon as possible and not
no later than March 31 and notified to the employee in a verifiable manner, so
as in the institution's time recording system, unless special reasons prevent it.
Winter vacation shall be determined at least one month in advance.
When planning leave for shift workers that is taken consecutively
The aim should be for it to begin and end on a regular holiday, unless
unless otherwise agreed. This does not apply to leave taken in
things.
If vacation or part of vacation is taken outside the summer vacation period,
written request of the superior, that part of the leave shall be extended by
25%.
Transferring vacation between years is not permitted, cf. however, article 4.6.2 and
4.6.3.
If an employee does not take leave or part of leave, upon written notice
At the request of the superior, the leave may be carried over to the next leave year, provided
if the employee has not completed taking leave during the leave year. The same applies to
employee on maternity leave. In such cases, accumulated leave may
however, it has never been more than 60 days. If the employee does not use the
Accumulated vacation days expire.
Information on the status of accrued and untaken leave must be
accessible to employees in the organization's time registration system.
If an employee falls ill while on vacation, the time not related to illness is considered
for leave, provided that the employee proves with a medical certificate that he is able
not enjoying vacation.
The supervisor must be notified immediately and in a verifiable manner of any illness
or an accident while on vacation.
In such cases, it is permitted to carry over unused leave to the following year, cf.
article 4.6.2
An employee who falls ill abroad must be able to prove it
their illness with a foreign medical certificate.
If an employee leaves another job without having enjoyed the benefits earned there
leave, then he is entitled to unpaid leave for up to 30 days
If an employee who had accrued leave on May 1, 2020, has all
that 60 days, not used those days before April 30, 2023, they expire
days left.
Employees who were entitled to winter holidays under an older collective agreement
and choose to retain that right shall have the option to do so and shall then apply to all
older rules regarding that right.
The deceased employee's accrued vacation entitlement shall be paid to the estate
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5. Travel and accommodation
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Expenses for domestic travel on behalf of the city shall
be paid upon invoice, provided that sufficient original documents are attached. Same
applies if part of the working day is worked so far from the fixed workplace,
that an employee needs to buy food outside the home or a permanent place
workplace.
Employees shall receive advance payment of estimated travel expenses.
The settlement of travel expenses, including transportation costs, depends on
the same rules as overtime settlement.
Domestic daily allowance
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Accommodation and food expenses shall be paid with daily allowances, if applicable
agreement or inability to submit invoices.
Daily allowances for domestic travel shall be included in decisions
the state travel expenses committee.
The institution and the employee shall decide in advance what manner
Payment of travel expenses shall be made at all times.
An employee shall report to work at a permanent place of employment
(home stations) on their own terms and in their own time.
If an employee's working hours begin, or if he is called to work during them
During times when public buses are not running, he shall be provided with a ride or
Travel expenses paid. The same applies to the end of working hours.
If it is agreed that an institution has use of a private vehicle
employee, the use shall be paid for with a travel fee according to.
driving logbook or driving contract.
The travel fee follows the decisions of the travel expenses committee, cf. the rules on
driving contracts for employees of the City of Reykjavík.
Fares for travel abroad must be paid upon invoice, provided that
always follow the travel instructions.
Other travel expenses when traveling abroad are paid with daily allowances,
which shall follow the decisions of the State Travel Expenses Committee.
The daily allowance for travel abroad must be paid in full
travel expenses, other than fares, such as travel expenses to and from
from airports, food, accommodation, minor repairs, any kind
personal expenses.
Per diems for courses, training and supervision activities shall
follow the decisions of the State Travel Expenses Committee.
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6. Tools and protective clothing
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An employee is not required to provide tools and work equipment
unless specifically agreed.
Make sure that all tools and equipment are in good condition so as not to
poses a risk of accident or the safety of the employee is otherwise compromised
stop.
Where uniforms or special protective clothing are required,
necessary, such as shirts or work gowns, shall be provided to each employee
provided with such clothing, free of charge. The same applies to
protective clothing for dirty work and work that has unusual
resulting in wear and tear.
Each employee shall be provided with the following free of charge:
protective equipment, which is required by safety regulations, provided that
employees are required to use it.
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An employee must always be neat and tidy in appearance and clothing
undamaged clothing to reduce the risk of accidents in the workplace. Cleaning,
Washing and repairs of clothing owned by an institution shall be provided
as needed and at the expense of the organization. The employee shall be well
and conscientiously with the clothing assigned to him.
The parties agree that the following points shall be met when
Each employee is provided with clothing:
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Clothing provided by the City of Reykjavík is the property of the city.
Workwear must be clearly marked.
Where possible, work clothes should be left at
> workplace after the workday.
When an employee leaves his/her job, he/she shall submit his/her last work,
> protective and uniform clothing he received.
Clothing should be provided as needed and if a dispute arises,
> discussed in the forum defined in Article 16.1.
In specific housing solutions, where required, due to specific
treatment options, that the employee uses his own clothing instead of the uniform
or workwear according to Art. 6.2.1, the employer is instead
authorized to pay the employee a special clothing allowance totaling ISK.
31.45 per hour of compulsory work. The amount changes on 1.
February each year in accordance with the change in the clothing item index
Consumer Price Index (031 Clothing). The January 2024 index is a basic index
(159.6 points compared to sub-indices from 2008).
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7. Facilities and hygiene practices
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All employees shall enjoy rights under applicable laws and
regulations on working conditions, hygiene and safety in the workplace, provided
their work is not covered by other laws.
The workplace shall be arranged in such a way that the utmost care is taken
safety and good working conditions and hygiene according to applicable laws
and regulations.
The most common medicines and medical supplies must be available at the workplace for
used for first aid in the event of an accident. Medicines and medical supplies should be
in the custody and responsibility of the relevant officers and trustees.
Workplaces must have tools and safety equipment available for use
and protective equipment that the Icelandic Occupational Safety and Health Administration deems necessary, including
including safety shoes that are for use by that employee
the only one they belong to.
Employees who perform night surveillance alone (watchmen) shall
proposed safety devices; emergency buttons, intercoms or telephones at work
their own depending on the circumstances.
The employee is obliged to use the safety equipment mentioned in
regulations and collective agreements or that the representatives of an organization have
given instructions to use. The relevant officers and
shop stewards ensure that the equipment is used. If an employee uses
non-safety equipment applies to the provisions of Articles 9.8 and 9.9
Violations of safety regulations that cause the life and limb of employees to be
threatened, shall be subject to expulsion without prior warning if
The trustee and the representative of the institution agree on this.
If safety equipment according to sections 7.4.1 and 7.5.1 is not available on
workplace is for any employee who does not receive such equipment,
may refuse to work on jobs requiring such equipment
required. If there is no other job for the employee in question
he shall keep his salary unchanged.
Every effort should be made to ensure that an employee is alone when working where
The risk of accidents is high. This issue should be discussed in more detail where it is relevant
us especially.
When working in winter conditions, efforts must be made to
to ensure employee safety as far as possible, including by
use of telecommunications and/or supervision by the relevant officer
or another employee.
When working with a chain or brush saw, at least two people should be present
be at the workplace and within earshot of each other. When working
continuously with these devices, employees shall be given a 10 min. rest before
every hour worked. Lunch and coffee breaks are included
rest period in this regard.
An employee under the age of 18 is not permitted to work with a chainsaw or
a brush saw, a scroll saw or a wood chipper. No person shall be placed to work
with this equipment until he has received instruction and training in
their use.
When heavy machinery is transported on a vehicle owned by an organization,
the relevant institution strives to ensure that the administrator
the heavy machinery is always present and monitored for safety reasons
the means of transport during transport.
Use of toxic chemicals, including for spraying vegetation and pest control
fence posts, shall only be carried out by workers who are
have received sufficient guidance and training.
Security guards, security representatives and security committees shall be appointed in
accordance with Chapter II of Act No. 46/1980, on facilities, hygiene and
safety in the workplace.
See the City of Reykjavík's information leaflet Harassment and bullying, responses and
Preventive measures in workplaces in the city of Reykjavík, published 2005.
If an accident or poisoning occurs at the workplace, the person concerned's representative must
workplace, report it to the police and the Occupational Safety and Health Administration
by telephone or by other means as soon as possible and no later than
but within 24 hours.
The employer must notify the Icelandic Health Insurance of accidents that occur
at the workplace or on the direct route to and from work, on special forms
which are available there. While an employee receives accident pay from
employer due to incapacity for work, the employer will be paid
accident allowance from Icelandic Health Insurance.
In workplaces where there is a particular risk of harm to the health of employees,
the union may request a special medical examination. If
a specially trained official medical officer of the Icelandic Occupational Safety and Health Administration performs such an examination
necessary, it shall be carried out as soon as possible.
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8. Insurance
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Employees shall be insured against accidents 24 hours a day against death or
due to permanent disability. The insurance is subject to different
benefit amounts and insurance terms depending on whether the employee
suffers an accident at work or outside of work. About the terms of insurance
of these, special rules apply to city employees no.
sl.1/90 and no. sl.-2/90 approved by the City Council on June 5, 1990.
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If the deceased was unmarried and does not leave behind a child under 18 years of age
age and has not provided for a parent or parents, 67 years old and
older:
due to an accident outside work 1,039,889 kr.
due to an accident at work 1,039,889 kr.
The beneficiaries of these death benefits are the legal heirs.
If the deceased was unmarried but leaves behind a child(ren) under the age of 18
years of age and/or has demonstrably provided for a parent or parents,
67 years and older:
due to an accident outside work 3,185,420 kr.
due to an accident at work 7,614,495 kr.
The beneficiaries of these death benefits are parents and children. If both of these
parties receive benefits, 1/3 of the benefits go to the parents and 2/3 of the benefits go to
divided equally between children.
If the deceased was married or in a cohabitation that is otherwise compatible
for marriage and who has been married for at least 2 consecutive years
his death, benefits to the spouse or cohabiting partner shall be:
due to an accident outside work 4,357,604 kr.
due to an accident at work 12,426,472 kr.
The beneficiary of this death benefit is the relevant spouse or cohabiting partner.
If the deceased leaves behind a child under the age of 18, to whom
child:
due to an accident outside work 1,039,889 kr.
due to an accident at work 2,485,009 kr.
If the deceased's child, aged 18-25, was studying at a secondary school or
university level for at least six months in the year in which the insured person dies, it is
the same right to compensation.
The beneficiaries of this death benefit are the children concerned. Benefits are paid to
the guardian of a child with no financial capacity.
Children in points 2 and 4 refer to biological children, adopted children,
stepchildren, children of cohabiting partners and foster children of the deceased
maintenance obligations in accordance with Article 53 of the Children's Act No. 76/2003.
Compensation is only paid according to one of points 1, 2 or 3. To
In addition to the benefits under points 2 and 3, benefits under point 4 may be provided.
number.
due to an accident outside work 8,376,524 kr.
due to an accident at work 22,099,768 kr.
Compensation is paid in proportion to the insurance amounts, however, so that
each disability level from 26-50% weighs double and each disability level from
51-100% weighs three times.
The above insurance amounts are based on the consumer price index in
May 2019, 468 points.
If an employee verifiably suffers damage to common essentials
clothing and work items, such as watches and glasses, etc., shall
it is compensated according to the assessment. Such damages will only be compensated if they are caused by
accidents at work. Such damage shall not be compensated if it is caused by
negligence or carelessness of an employee.
If an employee suffers property damage caused by a fire at the workplace
his, it shall be added after assessment, provided that it is common clothing
and items that are commonly kept in a person's workplace.
Employee's failure to use appropriate protective and safety equipment
may result in loss of compensation for damage to his personal belongings
according to Articles 8.4.1 and 8.4.2.
An employee who, in the course of their work, cares for an individual who, to a limited extent,
or even cannot be held responsible for their actions in any way, shall be directed
their claim for compensation for bodily injury or property damage to the employer.
General rules apply when assessing and settling the claim
tort law.
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9. Rights and obligations
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It is the duty of institutions and companies in the City of Reykjavík to advertise
all vacant positions are open for application in the public sector. Shall it
usually done with 14 days notice. However, it is not mandatory to advertise
replacement work due to maternity leave or illness or work where
employment must last 12 months or less, part-time jobs, jobs except
or youth work in a vocational school. If the city authorities consider that
should be hired for a position with an upgrade within the profession or from
In similar professions, the position shall be advertised in that forum only.
A job advertisement must specify at a minimum:
Job title, type of job or, where applicable, a brief job description.
Employment rate if not full-time employment.
Requirements made of an employee.
Employment conditions offered, such as with the words "according to the relevant collective agreement"
public employees".
Who provides more detailed information about the job?.
Each application should be received.
When should an employee start work?.
Whether the application should be on a special form and if so, where is it possible?
to get it.
Requirements for documents - if any - that should accompany an application.
Application deadline.
Hiring should be based on the person's ability to do the job well
and the most qualified person shall take precedence. Reykjavík City Employees
shall generally be employed for an indefinite period with mutual
notice period. The probationary period is three months. However, it is permitted in
exceptional circumstances to negotiate in an employment contract up to 5
months of probationary period.
It is permitted to hire an employee on a temporary basis and it is possible to
state in the employment contract that such a contract may be terminated by
half of either party before the employment automatically terminates
effective at the end of the contract period. However, temporary employment shall never last
continuously for more than 2 years. If an organization or company wants to hire
employee for longer, it shall be done with an indefinite employment contract.
A new employment contract is considered to replace another contract if it
extended or if a new temporary employment contract is concluded on
between the same parties within three weeks of the end of the validity period of the older
of the agreement. The consultation committee, cf. Art. 9.11, may decide otherwise
arrangements for the extension or renewal of temporary appointments there
which takes into account the needs of employees and the employer. The
The agreement shall then apply to the extension or renewal of temporary
the recruitment of the employees he employs.
An employee who is employed by the City of Reykjavík can hire himself/herself
concurrently in another job at the City of Reykjavík, with permission from the supervisor,
cf. Art. 9.7.1. He is required to inform the person who makes the decision about
appointment to the subsequent position for the position he already holds. If a new
The employment contract stipulates that the employee's weekly work obligation
exceeds 40 hours, the subsequent employer must pay them
overtime.
If required, an employee hired to work in
cafeteria is obliged to provide proof with a medical certificate that he is
not suffering from any infectious diseases.
A written employment contract shall be concluded with the employee at the start of the employment
employment. The employment contract shall include the information that
is obliged to provide, cf. "Agreement on the employer's obligation to
conclude written employment contracts or written confirmation
"employment of employees" between the parties.
The City of Reykjavík reserves the right to exercise its authority to confirm
hiring an employee with a letter of employment in group recruitment, for example due to
summer work for schoolchildren.
An employee who is hired on a permanent basis and works
has been in continuous service for one year can request one month
advance payment of wages.
A boss determines the working hours of the employees who work for him
but he must do so with due regard to the provisions of law,
employment contracts and collective agreements and taking into account
The employment contract shall
specify the working hours the employee works under.
Employees are required to work overtime as determined by their supervisor
necessary. However, no employee, except those who perform
security services, are required to work more overtime each week than
amounts to one-fifth of the agreed weekly working hours. Overtime shall
as the case may be, determined in consultation with the employee.
An employee has the right to flexible working hours where possible
provided that this does not affect the services of an institution or company
the public or the business in other respects. If the supervisor rejects the request
The employee is authorized to submit that decision to the mayor.
The head of an institution or company shall strive to comply with
the wishes of an employee who wants to reduce their workload
family reasons.
If work at the workshop is cancelled due to weather or other reasons
employees are not at fault, shall be obliged to pay a fixed price
regular working hours.
An employee is obliged to comply with the fact that his or her scope of work is expanded or
changed, as this is necessary due to organizational changes in
the relevant profession or for other reasons.
Furthermore, he is obliged to accept another comparable position,
provided that his fixed salary and working conditions are not inferior to
the change.
If an employee who has been hired for a specific job is transferred to
a new job that is ranked in a lower pay bracket than the one he was in
hired, he shall keep his previous salary as well as the notice period
his/her address, unless the transfer has been notified to him/her by
them notice.
It is mandatory to inform an employee in advance if a job transfer results in
for a salary reduction after the notice period has expired.
Before an employee intends to establish a business alongside his/her work,
business operations, join the board of directors of a business enterprise or take over
works in the service of another party for a permanent wage, he is obliged to
explain to the director of the institution or company he/she works for
works at, from before that can happen. Within two
The employee must be informed if the aforementioned activities are considered
incompatible with his position and he is forbidden to have it in his hands.
Such a decision may be made by the mayor.
It is appropriate to prohibit an employee from such activities, as in Article 9.7.1.
says, if it is later revealed, that she may not go together
his work in the service of the city.
If an employee has shown tardiness or other misconduct in their work
negligence, disobedience to a lawful order or prohibition of his superior,
incompetence or inefficiency in the job, has not achieved satisfactory
performance at work, has been intoxicated at work or his/her appearance
or actions therein and are otherwise considered indecent, inappropriate or
incompatible with the job, the director of an institution or company shall
give him a written warning.
The supervisor shall give the employee the opportunity to comment on the alleged
reprimands before a decision on a reprimand is made. An employee on
the right to express his/her opinion on the grounds for the reprimand in the presence of
The supervisor shall inform him of this right.
A warning shall be in writing. The warning shall state the reason for the warning
and the consequence that if the employee does not improve his/her situation,
dismissed. The employee must be given time and opportunity to
to improve their advice before resorting to dismissal.
It is not mandatory to provide the employee with a warning and an opportunity to express his/her opinion
reasons for termination before it takes effect, if the reason for termination is
not attributable to the employee himself, such as due to optimization in
operation of an institution or company. However, it is not mandatory to provide
a warning if the termination can be attributed to the reasons set out in Art.
9.9.5 - 9.9.7.
Termination must be in writing and is effective at the end of the month. Request
its employee shall provide him with written justification for
decision on dismissal. An employee may not be dismissed without
This decision may be appealed to a higher court
administrative authority and the mayor is the highest administrative authority.
When an employee is employed for an indefinite period, the notice period shall be
three months after the end of the probationary period, unless a longer notice period is provided
specifically agreed. A mutual notice period during the probationary period shall
be one month. The same rules regarding notice periods apply to
temporary appointments.
If an employee is dismissed after at least 10 years of continuous employment with
institution or company of the City of Reykjavík, the notice period is 4
months if the employee has reached the age of 55, 5 months if he has reached the age of
60 years and 6 months when he reaches the age of 63. An employee can
however, resigned from his job with three months' notice.
Notice period for temporary workers.
Mutual notice period for temporary workers in the first 3 months
The working period shall be one week based on weekly shifts. Weekly shifts
based on Friday. After three months of continuous work,
The mutual notice period shall be one month.
An employee shall be dismissed without notice if he has been
deprived by final judgment of the right to hold that position. Now
the employee has been deprived of that right by a court in the district and shall then
The mayor will decide whether the court's ruling should come into effect immediately
implemented or postponed until it is decided whether it should be
appeal to a higher court or until a higher court decision is obtained, provided
the court does not contain provisions on this matter.
An employee shall also be dismissed from his/her job without notice if he/she has
pleaded guilty to criminal conduct that may be considered
would result in the deprivation of rights according to Article 68 of the General
penal code.
An employee shall be dismissed from his/her job without notice if he/she is found to have
serious misconduct at work, as his presence at the workplace caused
ongoing harm to the business, other employees, or
customers. The employee's union representative shall be granted
opportunity to study such matters before making a decision.
An employee of a Reykjavík City institution or company dies
work no later than the end of the month following his/her 70th birthday
years of age without special notice.
A supervisor is authorized to rehire a person who has reached the age of 70
and has left a permanent job at an institution or company
City of Reykjavík according to 9.10.1 for another or the same job at
part-time work, up to half a job, without affecting
his right to receive a pension.
An employee who wishes to take up employment after the age of 70
under these terms, you must apply in writing to your supervisor
the relevant institution with 3 months' notice. The employee shall have
A response will be received within one month of the application. If possible, the request will be granted
An employee's employment shall be valid for up to two years until the first
at the end of the month after reaching the age of 72, unless either party says otherwise
the appointment with a three-month notice period.
The decision on appointment pursuant to 9.10.2 shall be made by the Mayor
after receiving the opinion of the head of the relevant institution.
The director, in consultation with the department manager, may enter into an agreement on
termination of employment for employees of an institution. The City of Reykjavík sets out further
rules on the circumstances under which a director is authorized to make
a severance agreement and the main elements of such an agreement.
A consultative committee shall be established in accordance with this agreement. It shall
composed of representatives of ASÍ members, BSRB and the Icelandic University Students' Union, among others
on the one hand and representatives of the City of Reykjavík on the other, three nominated
by each party and three alternates. When the matter under discussion is one that
concerns members of a particular association, a meeting may be called
The consultation committee shall discuss
on the interpretation and implementation of individual provisions of this agreement.
Employees who are required to eat with household members or
children and assist them with the meal, shall be exempt from
pay for those meals as they are not rewarded for it with
other means such as shorter working hours or pay. In other
Alternatively, employees pay the material cost of the food.
An employee who performs his/her work outside the city limits and enjoys
no food facilities at a permanent workplace according to Article 3.2, food must be provided
at the employer's expense according to Article 5.1.1.
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10. Employees' rights during maternity leave
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This section applies to a parent who is employed at least 25% of the time and
has worked for 6 consecutive months before the birth of their child at
the relevant employer and has valid employment at the start
of the vacation.
The accumulation and protection of rights during maternity leave is governed by Article 14.
Act on Maternity and Parental Leave, No. 95/2000, however with the
addition listed below.
An employee who has taken maternity leave is considered as such according to the above
be released from work obligations during his/her maternity leave
stands, cf. Article 29 of the aforementioned Act.
An employee of an employer who is on maternity leave enjoys the following rights:
for payment of vacation, December and vacation compensation. The employee is
continue in the pension fund(s) to which he/she has belonged as
an employee of the employer.
Payment for maternity leave is otherwise subject to the law on
maternity and parental leave.
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11. Employee rights due to illness and accidents
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If an employee becomes unable to work due to illness or accident, he/she shall
immediately report it to their superior who will decide whether a medical certificate
should be required and whether it should be from a confidential physician
the institution concerned. A medical certificate may be required from the employee
due to incapacity at any time to the director/head of the institution
is considered necessary.
If an employee does not come to work due to illness or an accident in
more than 5 consecutive working days, he must prove his incapacity for work by
a medical certificate. In the case of repeated absences of an employee,
he must prove his incapacity for work with a medical certificate, as further specified
decision of the director/supervisor.
If an employee is unable to work due to illness or accident for a long period of time,
he shall renew his medical certificate after further decision
director/supervisor, but not less frequently than monthly. From
However, an exception to this may be granted upon the recommendation of a medical officer if he
believes it is likely that this will be a longer sick leave.
An employee who is unable to work due to illness or accident is obliged to:
undergo any normal and recognized medical examination that
a confidential physician may consider it necessary to cut out
whether absences are legitimate, given that the cost of an interview with
doctor and necessary medical examinations paid for by the employer.
The employee shall be reimbursed for the fee for medical certificates required
is according to Art. 11.1.1-11.1.3. The same applies to an interview with a doctor due to
obtaining a certificate.
The employer pays the employee the expenses that the employee has
suffered as a result of an accident at work and accident insurance
social security benefits do not apply according to Article 10 of Act No. 45/2015 on
social security accident insurance.
An employee hired on a monthly salary according to Article 1.1.1
in a collective agreement for at least 2 months, wages shall be withheld according to Art. 11.2.6
and 11.2.7 as long as his sick days, counted in calendar days,
will not exceed the following in any 12 months:
Working hours Number of days
0- 3 months on the job 14 days
Next 3 months of work 35 days
After 6 months on the job 119 days
After 1 year on the job 133 days
After 7 years of employment 175 days
In addition to the above-mentioned right, there is also the right to monthly wages according to Art.
1.1.1 in a collective agreement for 13 weeks or 91 days if the incapacity for work is caused by
accident at work or occupational disease. This salary does not include any payments
according to Articles 11.2.6-11.2.7.
Working hours Number of days
After 12 years of employment 273 days
After 18 years of employment 360 days
However, wages are not paid for longer than the intended duration of the employment, except when
In the case of an accident at work, the employee will continue to receive payments until he/she
is considered fit for work or he exhausts his right to wages, whichever comes first.
An employee who is employed on a part-time basis, cf. however, Art. 11.2.3, or is
employed for less than 2 months, shall retain wages according to Art. 11.2.6 and
11.2.7 as long as his sick days, counted in calendar days,
will not exceed the following in any 12 months:
During the first month of employment 2 days
In the 2nd month of employment 4 days
In the 3rd month of employment 6 days
After 3 months on the job 14 days
After 6 months of employment 30 days
In addition to the above-mentioned right, there is also the right to daily wages for 13
weeks or 91 days if the incapacity for work is due to an accident at work or
occupational disease. This salary does not include payments according to Art. 11.2.6 and
11.2.7.
However, wages are not paid for longer than the intended duration of the employment, except when
In the case of an accident at work, the employee will continue to receive payments until he/she
is considered fit for work or he exhausts his right to wages, whichever comes first.
The right of pensioners to part-time work or other forms of work, for pay
due to incapacity for work due to illness or accident shall be 1 month
every 12 months. Sick pay shall be based on the average
daily wages for the last 3 months before illness.
However, wages are not paid for longer than the duration of the employment.
An employee who performs his/her work duties irregularly or with others
than a day worker in regular work, shall be deemed to have
been absent for one week when he has been unable to work due to
illness or accident equivalent to his weekly work obligation and
proportionally when it comes to shorter or longer absences due to incapacity for work
is being discussed.
When assessing an employee's entitlement to benefits according to Art. 11.2.1, in addition to
length of service with the relevant employer also counts
length of service in state institutions, municipalities and
non-profit organizations that are funded in large part by
public funds. During the first 3 months of continuous employment, however, the previous
length of service under this article shall not be assessed unless the person concerned
the employee has continuous service with the aforementioned
employers for 12 months or more.
During the first week of absence due to illness or accident or the corresponding period
up to one week of an employee's work obligation is paid in addition to the monthly salary
according to Art. 1.1.1 of the collective agreement, fixed payments such as for
overtime, shift incentives, shift, guard duty and nuisance stress and
payments for gaps in working hours, provided that this is in advance
fixed working hours according to regular shifts or regular
an employee's work that has lasted 12 calendar months or longer
or is intended to last at least that long.
After the first week of absence due to illness or accident or the period
corresponds to one week of work obligation of an employee, he shall, in addition to his salary
who will be paid according to Art. 11.2.6, will be paid their average
overtime and change fees according to Art. 2.5.2. which he received
paid for the last 12 monthly settlement periods of overtime or the last
12 full calendar months. When calculating overtime hours according to
This article shall not include overtime hours paid
have been in accordance with Article 11.2.6.
An employee of schools and other institutions where normal activities
is down for part of the year, instead of this rule, only
paid overtime other than that specified in Article 11.2.6 in the months in which
normal operations are carried out and the number of overtime hours shall be determined
by finding the monthly average of their incidental
overtime hours he was paid for during the last 9 full months of work
of the institution or the equivalent duration if the number of months of service is less
or more.
If an employee is absent due to leave during a reference period according to.
Article 11.2.7, he shall be considered to have the same average overtime
the vacation days and the rest of the period.
If an employee becomes incapacitated due to an accident at work or
normal way to or from work, wages are paid according to Art. 11.2.7 from
the beginning of the absences.
If an employee, on medical advice and with the permission of the manager, works reduced hours
work due to an accident or illness, sick pay shall be paid
for daytime work at the rate of work required for him to perform
full-time job.
An employee who has been unable to work due to illness or accident
continuously for 1 month or more, may not resume work unless
a doctor certifies that his health is good. A certificate may be required
the confidential physician of the institution concerned.
Dismissal from employment due to repeated or prolonged incapacity for work due to illness or accident
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If an employee is unable to work due to illness or accident for months
changes every year for a five-year period and is not certified without a cloud
according to the provisions of Article 11.3.1 that he has received health benefits that are intended
may be permanently dismissed from his/her job due to ill health.
When an employee has been continuously absent from work due to illness or
accident without pay for a period equal to the period to which he was entitled
to retain wages in his absence according to Art. 11.2.1, he may be released from
work due to ill health.
The above provisions regarding sick and accident absences shall not therefore be
to prevent an employee from resigning at his/her request if
he has become permanently incapable of performing his duties, according to a medical certificate
work due to ill health. A certificate from a medical practitioner may be required
the relevant institution.
When an employee is dismissed from employment pursuant to Articles 11.4.1-11.4.3,
he shall retain his fixed salary according to Article 11.2.6 for 3 months.
The same applies to payment for a deceased employee if the deceased was in
marriage, registered partnership, registered cohabitation or cohabitation otherwise
may be equated to marriage within the meaning of Article 49 of the Social Security Act
No. 100/2007.
When an employee is granted relief pursuant to Articles 11.4.1-11.4.3 or he
dies, his wages shall be paid, as otherwise would have been paid, to
close of the month of release or death before the salary according to Art. 11.5.1 and
11.5.2 are considered. However, this does not apply if wages have been paid
previously completed, for example because the right to sick pay according to Art.
11.2.1-11.2.11 was emptied.
A record of an employee's sick days shall be kept at each institution. If
If an employee moves between jobs, his sick days shall be added together
in both jobs as appropriate.
Sick time for an employee on maternity leave does not count
absence due to illness and the employee is not entitled to wages during sick leave and
accidents at that time.
The other parent/guardian of a child has the right to be off work for
a total of 12 working days (86.4 mandatory working hours based on full-time work)
every calendar year due to the illness of their children under the age of 13,
provided that other care is not possible. During these absences,
pay the employee daytime wages and shift allowance according to the regular
This right does not affect the employee's rights under.
other articles.
Pregnant women have the right to necessary absences from work
for a maternity check-up without deduction from wages, such a check-up is required
take place during working hours.
Employees who need to be absent due to artificial insemination
retain the right to payment of daily wages and, where applicable, shift premiums
according to a regular duty schedule (such as due to a child's illness) for up to
15 working days. The employee must submit a certificate from the relevant doctor.
The Family and Support Fund has the role of:
- To receive the employer's contributions and accrue interest on them,
- Receiving applications for payments to members,
- To make decisions on further allocation of the fund's funds according to further
decision of the fund board.
Family and support fund accounts
The fund's accounts shall be audited annually by a certified public accountant
auditor and sends it to the payers who pay into the fund.
Employer contributions to the Family and Support Fund
The employer's contribution shall, from 1 January 2009, amount to 0.75% of
the total salary of the employees of the relevant employer who
are covered by this agreement. The premium shall be paid monthly
afterwards according to the employer's calculation.
Criteria for rights under older contract provisions (e.g. sick leave and
health fund) which relate to the same rights as described above
fall away.
VIRK- Vocational Rehabilitation Fund
The City of Reykjavík pays a special fee to the VIRK Vocational Rehabilitation Fund.
The role of the VIRK Vocational Rehabilitation Fund is to systematically reduce the likelihood of
that employees leave the labor market due to long-term illness or
accidents. Emphasis is placed on early intervention and maintaining
working relationship of individuals with activity and other resources. Individuals
who are unable to perform their job due to ill health and are aiming for increased
participation in the labor market are entitled to the services of a counselor
VIRK-Vocational Rehabilitation Fund. This involves advice and services in the field of
vocational rehabilitation which is free of charge to employees and is aimed at
to the assessed needs of each individual.
12. Educational issues
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Employees should have access to education and continuing education to enhance their skills
their knowledge and professional skills. It is expected that each institution
present a career development plan for all employees in
its work plan in human resources to ensure normal
professional development and continuing education of employees in accordance with human resources policy
Reykjavik city.
The Vocational Education and Career Development Fund is to finance
professional development and continuing education of employees, see [attachment]
V](#_Toc449965613)III. Institutions, unions and employees can
applied for a grant from the fund. The fund board sets further rules for
allocation.
The City of Reykjavík pays a special fee for vocational education and training
a professional development fund for members, which amounts to 0.70% of total salary.
An employee may apply for unpaid leave. Unpaid leave applies
Rules of the City of Reykjavík, approved by the City Council on October 17, 2000.
An employee who has worked for four years at the City of Reykjavík is entitled to
permission to pursue further education/postgraduate studies, provided that it is in accordance with
to the City of Reykjavík's retraining/career development program or
employee if it is available.
An employee earns two weeks of leave each year. However,
accumulated entitlement has never exceeded 6 months and is not paid
out upon retirement.
During the study leave, the employee shall retain regular wages, cf.
definition in Article 11.2.6.
It is permissible to grant a shorter or longer study leave for a shorter or
longer periods of time. Travel and accommodation expenses may be paid
according to Chapter 5.
The workplace is permitted to limit the number of people who use this
right around 10% per year, either based on the number of weeks or the number of
of employees who use the leave, if attendance becomes so high that it
caused operational difficulties at the workplace in question.
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13. Replacements
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The parties agree that it is not generally necessary to hide
employee specifically to perform the duties of a supervisor except in the absence
supervisor lasts longer than 5 consecutive working days.
If the employee's main job is paid as a substitute for a supervisor,
The employee is paid according to the category of the supervisor, if he/she holds the position
for more than 4 consecutive weeks or if he has held the position of a supervisor
longer than 6 weeks in any 12 months. Salary according to the category of the manager
are only paid from the end of the aforementioned 4 or 6 weeks.
An employee who is not in the position of deputy manager, but is assigned
to perform the duties of a superior in his absence or the duties of another superior
of a salaried employee, shall receive wages according to the salary grade of the dismissed employee
employee during the time he performs his job.
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14. Premium payments and payslip
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An employee, aged 16 to 70, shall pay 4% of total salary in
the Gildi pension fund.
The employer's matching contribution shall be 11.5%
A special pension supplement shall be paid according to an agreement on changes to
clause 14.1.2 dated 21 Sept. 2017.
In cases where an employee makes an additional contribution to
private pension fund, the employer pays a contribution of up to 2% against
2% employee contribution.
The employer pays 0.75% of the employee's total salary in
family and support fund, including to cover sickness
and medical expenses, cf. 11.10.3.
The employer's contribution to the Virk Vocational Rehabilitation Fund shall be
according to Act No. 60/2012.
The City of Reykjavík shall pay a special fee of 0.3% of
the employee's total salary to the union's vacation home fund.
The role of the Holiday Home Fund is to promote the construction of holiday homes
and make it easier for members to enjoy their vacation.
The City of Reykjavík pays a special fee for vocational education and training
The union's career development fund amounts to 0.7% of total salary.
Contributions to a pension fund, family and support fund,
the holiday home fund and the vocational training and career development fund shall
return monthly.
Premiums are not paid for out-of-pocket expenses, such as tool money,
work clothes or payments of daily allowances and travel expenses.
The City of Reykjavík undertakes to withhold the remainder of an employee's wages
union dues and submit monthly returns
to the company. The membership fees collected shall be a percentage of
employee's total salary. Changes in the percentage of social contributions
must be notified to the City of Reykjavík in writing at least four weeks in advance
their effectiveness in the payroll system. Changes are based on the end of the month.
When paying wages to an employee, he is entitled to receive a payslip
marked with their name. The employee's pay slip must state
salary plus individual salary, shift allowance,
number of overtime hours, overtime pay and total pay for the period
the payment includes, as well as a breakdown of all deductions that
result in the amount of wages paid. The pay slip shall also indicate
the right to take time off that an employee has acquired as a result of an "Agreement on
certain aspects concerning the organization of working hours."
It is assumed that the salary payment will be deposited into the employee's bank account
the first working day of each month.
The City of Reykjavík will notify Eflinga -- the trade union in writing about them
contractors with whom a work contract is concluded, where they will work and
estimated completion date. If requested by Efling -- union,
Representatives of the City of Reykjavík will participate in discussions about
how it is possible to ensure the payment of premiums and membership fees
employees of the contractors with whom the work contract is concluded. Stand
contractors not in arrears with their premiums or membership fees are applicable
the work will be completed despite the company's repeated collection attempts,
The City of Reykjavík, after prior warning to the contractor, shall apply
the provisions of Article 32.5 of ÍST 30, if requested by
the company and there is a risk that the project will be delayed due to
Contracts for works only refer to contracts for
practical projects where members work for the person in question
contractor.
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15. Shop stewards and workplace meetings
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Employees are allowed to elect 1 shop steward at each workplace
where there are 5 - 50 employees and 2 shop stewards, if employees
more than 50. After the election, Efling - a trade union, nominates
If an election is not held, the trustees shall
nominated by the company.
If there are 4 or more shop stewards at a particular institution, Efling shall --
a union chooses one of their number as the union's main spokesperson
towards the organization. In important decisions, such as decisions about
dismissals of a group of employees and decisions on arrangements for qualification and
performance pay shall be presented to this Efling representative -
the union issue in particular.
Trustees shall not be elected or appointed for a term longer than
two years at a time.
Chief shop steward of Efling -- union
Due to the unique position that workplaces at the City of Reykjavík have,
Eflinga - union authorized to select chief shop steward from a group
employees to monitor their cases at the City of Reykjavík,
including agreements on bonus schemes.
Dismissals and major job changes must be announced
the chief shop steward and the union.
Shop stewards at the workplace shall, in consultation with superiors, be permitted to:
devote, as necessary, time to work that they may be interested in
will be entrusted by employees at the relevant workplace and/or Eflinga -
union due to their work as shop stewards and shall be paid
their not be impaired as a result.
In relation to matters of dispute, shop stewards shall be permitted to:
review the data and work reports that concern the subject of the dispute
with such information as confidential.
Shop stewards at the workplace shall have access to a locked storage room and
access to telephone in consultation with superiors.
Shop stewards shall raise employee complaints with their immediate superior
or another representative of the organization before contacting others
party.
Shop stewards at each institution shall be authorized to call a meeting
with employees twice a year during working hours at the workplace.
The meetings begin one hour before the end of the day's work hours, depending on
The meetings shall be called in consultation with Eflinga -
union and representatives of the organization with a three-day
notice unless the meeting topic is very urgent and directly related to
problems at the workplace. In that case, one day's notice is sufficient. Salary
employees will not be reduced for this reason in the first hour
the meeting time.
Trustees shall be permitted to attend meetings organized by Efling -
union for up to 3 working days once a year without reduction
on regular pay. Such absences must be reported to the supervisor
with at least a week's notice.
The members elected to Efling's negotiating committee -
union, shall be permitted to carry out that task without
reductions in regular wages. Such reductions should be reported to the supervisor
absences with reasonable notice.
Trustees shall not in any way require the heads of an institution to
he files complaints on behalf of employees.
It is not permitted to dismiss shop stewards because of their work
as trustees or in any other way make them pay for
Efling - the union has assigned them to serve as shop stewards
for themselves.
Shop stewards at the workplace shall be given the opportunity to attend courses
which aim to make them more competent in their jobs. Those who take the courses
apply, shall retain regular wages for up to one week per year. In
In organizations with more than 15 members, shop stewards shall
retain regular pay for up to two weeks in the first year. This
applies to one shop steward per year at each institution, if members
in the workplace 5-50 but by two shop stewards, if there are more than 50 members.
The courses must be recognized by the contracting parties.
If a shop steward course is organized so that absences
the shop steward's time off from work does not exceed one day per week,
shop stewards receive regular wages for up to ten working days per year.
If a shop steward attends a full-day course, he will not be required to
do work that day.
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16. Cooperation Committee and Performance Evaluation Committee
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The Contracting Parties shall each appoint 3 representatives and 3 alternates to
collaboration committee.
The main role of the collaboration committee is to reach agreements in disputes
which may arise from this agreement. Legal role
The collaboration committee is discussing the classification of new jobs in the contractual area
The committee can discuss any issue
regarding the content of the collective agreement that either party chooses to
take up in committee.
Either party can refer cases to the committee and call it
to work. The matter shall be addressed to the other party in writing.
The other party shall attend a collaboration committee meeting as soon as possible
will be, but not later than four weeks after the report is received.
The Cooperation Committee shall respond to communications within 5 weeks of their receipt
first formally presented at a meeting of the committee. Should a collaboration committee
agree on changes to the ranking or other matters related to it
been referred, that change shall apply from the beginning of the following month
after the petition, along with the necessary case documents, was submitted to
the committee unless otherwise specifically agreed.
The performance evaluation committee is composed of three representatives on the one hand
unions that have agreed on the SAMSTARF job evaluation system, i.e.
Sameykis Public Service Union, Eflingar - union
and representatives of the relevant university unions and on the other hand
three representatives of the city of Reykjavík.
The role of the performance appraisal committee is to adjust the performance appraisal system,
oversee its implementation and discuss any disputes that may arise
to come. The job evaluation committee discusses the evaluation of new jobs, re-evaluation of
dismissals and appeals against previous rankings according to the rules it sets
on the basis of COOPERATION.
If the employee and the department manager agree to the performance appraisal committee procedure
was not in accordance with the committee's rules or the data provided
the committee had based on was wrong, they can submit
a reasoned request that the collaboration committee consider the matter.
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17. Contractual conditions and validity period
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This collective agreement is made following collective agreements in the general
labor market in March 2024. In the event that the Salary and Prerequisites Committee
ASÍ and SA decide on wage or salary changes due to lack of prerequisites
the parties shall enter into discussions on the manner in which such a change
applicable to this Agreement. Such changes shall be effective
comparable wage changes as in the general market, as long as they include
does not involve changes to terms already contained in a collective agreement
party.
In the event that collective agreements in the general market are terminated
basis of their pre-condition clause during the validity period of this agreement is each
Either party may terminate this agreement with three months' notice
compared to the end of the month.
2. This Agreement shall be in force from 1 November 2024[^2] until 31 March
2028 and will then expire without further notice.
3. The Contracting Parties shall submit this Agreement for approval, together with
records and supporting documents. If the other party has not received notification of
result before 16:00 on July 10, 2024, it will be considered
approved.
Reykjavik June 20, 2024
on behalf of the City of Reykjavík, on behalf of the Efling Trade Union
subject to approval by the city council subject to approval
members
Salary scales
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Salary scale valid from April 1, 2024
Salary groups 214-332. Percentages refer to skill load.
Salary scale valid from April 1, 2025
Salary groups 214-332. Percentages refer to skill load.
Salary scale valid from 1 April 2026
Salary groups 214-332. Percentages refer to skill load.
Salary scale valid from 1 April 2027
Salary groups 214-332. Percentages refer to skill load.
