1.1.1

The monthly salary of a full-time employee shall be paid

according to the attached salary tables in attachment 3.

Salaries will increase as follows unless otherwise stated in the aforementioned salary tables

which accompany this agreement.

• April 2025 3.50% or ISK 23,750.
• April 2026 3.50% or ISK 23,750.
• April 2027 3.50% or 23,750 kr.

1.1.2

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.

1.2.1

There are 6 levels in the salary scale

and employees are ranked by age as follows:

• Level: under 23 years old

• Level: from 23 years of age

• Level: from 25 years of age

• Level: from 27 years of age

• Level: from 30 years of age

• Level: from 35 years of age

1.3.1

Hourly pay for daytime work is 0.632% of the monthly wage in each

salary group and step.

1.3.2

It is permissible to pay hourly wages in the following cases:

• Students working during study breaks.
• Pensioners who work part-time.
• Employees hired on a short-term basis for specific,

certain annual peak periods, although not longer than two months.

• Employees hired to work on specialized, limited tasks

projects.

• Employees who work irregularly for longer or shorter periods of time,

however only in very exceptional cases.

• It is not permitted to pay hourly wages for shift work

It is not permitted to pay hourly wages for daytime work in excess of 100%

employment rate each month, cf. Articles 2.3.5 and 2.3.6.

1.4.1

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 the 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).

*Fixed overtime that is marked as such in the payroll system will be paid as

overtime 2.*

1.4.2

All work performed on major holidays according to Article 2.1.4.3. is paid at an hourly rate of 1.375% of the monthly salary.

1.4.3

If overtime work away from a fixed workplace is not paid according to.

timesheet, payment must be agreed in advance with the person concerned

employee and in consultation with the union.

1.5.1

Shift work premium is calculated from daytime wages, cf. Article 1.3.1.

The shift load 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, Mondays and special days

holidays

75.00% at 00:00 - 08:00 Saturdays, Sundays, Mondays and special

holidays

120.00% at 00:00 - 24:00 major holidays cf. art. 2.1.4.3, however

from 16:00 - 24:00 on Christmas Eve and New Year's Eve and from 00:00 --

08:00 on Christmas Day and New Year's Day there is a 165.00% surcharge.

Fractions of hours are paid proportionally.

1.5.2

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

from 16:00 - 24:00 on Christmas Eve and New Year's Eve and from 00:00 --

08:00 on Christmas Day and New Year's Day there is a 165.00% surcharge.

Breaks in hours are paid proportionally. Regarding payments for calls on

standby force

Articles 2.3.3.1 and 2.3.3.2.

1.5.3

Employees' working hours shall be continuous as required by law

will be provided. Gaps in working hours shall be compensated for with shift allowance, according to.

Article 1.5.1.

1.5.4

Payment for gaps and on-call duty during daytime working hours according to Article 2.2.1

is a 33.33% spread.

1.6.1

Personal allowance (December allowance) during the contract period will be as follows:

says:

In the year 2024 106,000 kr.

In the year 2025 110,000 kr.

In the year 2026 114,000 kr.

In the year 2027 118,000 kr.

An employee who is on duty during the first week of November shall receive

paid personal allowance on December 1st each year based on full-time work

the period January 1 to October 31. Personal allowance is a fixed amount of króna and

does not accept increases according to other provisions of the collective agreement. On personal allowance

vacation pay is not calculated. If the employee has worked part-time or

part of the year, he shall be paid based on the work rate of

the aforementioned period.

Similarly, an employee who has left his job but has worked

has worked continuously for at least 3 months (13 weeks) during the year, receive paid

personal allowance, based on length of service and employment rate. The same applies even if

an employee is absent from work due to illness after the payment obligation

institution ends or on maternity leave. Earned personal allowances shall be settled

in conjunction with retirement.

1.7.1

Additional wages may be paid in excess of the regular monthly salary.

The decision on the payment of additional salary shall be made by the director and shall be in

compliance with the Minister of Finance and Economic Affairs' rules on payments

additional salary. The amount of additional salary must be within the budget

of the relevant institution and based on objective considerations. Payment may be made

additional salary for up to six months, but if necessary, it is permitted to

extend their payment by three months at a time, but never longer than

for two consecutive years.

2.1.1

The workweek of a full-time employee is 36 active working hours.

2.1.2

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 by written

consent of the contracting parties.

The parties to the contract are permitted to negotiate an extension of daytime working hours on active

days, beyond the time limits referred to in Article 2.2.1.

2.1.3

Working hours shall be continuous as far as possible.

Gaps in working hours are paid according to Articles 1.5.3 and 1.5.4.

2.2.1

Daytime working hours are from 08:00 to 17:00 on weekdays

from Monday to Friday.

Those institutions that have had other working arrangements should maintain them.

2.2.2

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

working days. The consent of the contracting parties shall be sought when such authorizations are

are provided.

2.2.3

A day worker who works part of their weekly work schedule outside

of the daytime working period according to Art. 2.2.1, shall be paid a surcharge according to Art. 1.5.1 on

that part of their work. If an extension of the daytime working hours has been agreed upon,

according to paragraph 2.

Article 2.1.2 or Article 2.2.2, no premium will be paid outside the time limits specified

stated in Article 2.2.1.

2.2.4

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.

In such cases, employees may be assigned other tasks in

for the benefit of the organization.

2.3.1

Overtime is considered work that is performed outside the prescribed daily working hours

the employee's working hours or shifts as well as the work performed

exceeding the weekly working hours requirement even during daytime working hours.

2.3.2

All work performed on special holidays according to Art. 2.1.4.2,

is paid as overtime according to Art. 1.4 unless the work falls under Art. 2.6.7.

2.3.3

2.3.3.1 Calls on weekdays between 08:00 and 24:00.

When an employee is called to work that is not directly related to

his daily work, overtime pay shall be paid for at least 3

hours, unless his regular working hours begin within three hours of

because he went to work, but then overtime is paid from the beginning of the call-out onwards

for regular working hours to begin. 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 to the end of the call.

2.3.3.2 Calls between 00:00 and 08:00 and during general and special

holidays.

If a call begins between 00:00 and 08:00 from Monday to Friday,

at 17:00-24:00 on Friday or on public or special holidays according to.

Articles 2.1.4.1 and 2.1.4.2, overtime pay shall be paid for at least

4 hours unless regular working hours begin within 3 ½ hours of

call-out has begun, but in those cases an additional ½ hour must be paid for

earned time.

The minimum payment for a call does not include lunch and/or coffee breaks or

travel time or compensation for such. In the case of repeated calls with

short intervals shall be paid for a continuous period from the beginning of the previous/first

call until the second/last call ends.

2.3.4

If an employee has, by law or contract, a shorter weekly

work obligation than is provided for in Article 2.1.1, work beyond it shall be

paid according to Articles 2.3.5 and 2.3.6.

2.3.5

Irregular work beyond the reduced work obligation or continuous

work for less than one month, is paid with the wage paid for

overtime.

2.3.6

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 of this

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, it is up to the institutions to set 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.*

2.3.7

All overtime shall be paid in arrears for each month or each

thirty days and payment is due no less than 15 days after the last

day of the accounting period. The same applies to payment for overtime on

period of illness.

2.3.8

An employee is permitted, by agreement with the employer, to

accumulate vacation days due to overtime, in such a way that overtime hours are created

accumulation and taking time off during daytime working hours, but overtime pay is paid

with the next regular payment. There must be an agreement on taking the leave and

It is planned in such a way that there is minimal disruption to the organization's operations.

Holidays as mentioned above, due to the preceding calendar year, which have not

been used before April 15th of each year, or upon retirement, shall be paid out on

the daily rate of the employee in question at the next regular paycheck.

If there is an agreement between the parties, 1.62 hours of vacation may also be granted in

daytime work for each hour of overtime, in which case overtime pay is not payable

down because it replaces overtime hours worked.

The number 1.62 is found by multiplying 156 hours by

average month (based on a weekly work obligation of 36 active working hours) with

overtime calculation factor 2 which is 1.0385%.

2.3.9

When residential care workers travel with and care for residents

travel, each travel day shall be calculated as up to 12 hours. Working hours

Work in excess of regular work obligations is paid as overtime. Because

Overnight stays on trips with guests are charged an additional 2 hours.

2.4.1

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 23 January 1997, regarding

certain aspects concerning the organization of working hours, which are included in the collective agreement

this as an attachment and is considered a part thereof.

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.

2.4.2

Working hours shall be arranged so that in a 24-hour period, calculated from

the planned/routine start of the employee's workday, if the employee receives

at least 11 hours of uninterrupted rest. If applicable, a daily rest period shall be

cover the period from 11:00 PM to 6:00 AM.

It is not permitted to organize work in such a way that working hours in a 24-hour period

exceeds 13 hours.

If the planned start of the workday is, for example, 8:00 AM, that time limit should be used.

On the other hand, if an employee has fixed working hours that begin, for example, at.

20:00, the 24-hour period shall be based on that time limit. In shift work,

It is natural to base the start of the working day on a marked working day

shift/duty roster. If it is not a marked working day, e.g. extra shift in

shift leave, the start is based on the deadline of the last marked working day.

An employee is entitled to a break of at least 15 minutes if his daily working hours

is longer than 6 hours. Coffee and meal breaks are considered breaks in this context.

2.4.3

2.4.3.1 Shift change

During regular shift rotations, the minimum continuous rest period may be shortened

employees for up to 8 hours. This applies, for example, when an employee changes

from morning shift to night shift according to the shift schedule.

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.

2.4.3.2 Special circumstances

In special circumstances, the minimum continuous rest period may be shortened to

up to

8 hours and extend the work cycle up to 16 hours, i.e. at

unforeseen events when valuables need to be rescued. Furthermore, when

the public good requires it and/or the necessary maintenance is required

health or safety services.

If the authorizations for deviations from the daily rest period according to this section are applied,

the employee shall receive equivalent rest in return. As a direct consequence of

such a work cycle, the employee shall be granted 11 hours of rest with full pay

which he would otherwise have received.

2.4.3.3 Disruption of operations due to external circumstances

If there is a disruption to operations due to external circumstances, such as weather

or other natural forces, accidents, power outages, machine failures 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 restored.

These are unforeseen circumstances. It is appropriate to call another

employee to work to replace the employee who has not reached

the required rest, if possible.

2.4.4

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 must be taken into account

that the week starts on Monday. An employee should thus receive 35 hours.

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.

2.4.5

2.4.5.1 General conditions for the right to take leave

If the manager has assessed that it is urgently necessary for the employee to attend

to work before the 11-hour minimum rest period is reached, the right to take time off arises,

1 1/2 hours.

(during daytime work) for each hour of reduced rest. Earnings

Time off rights are not limited to whole hours. An employee should not

return to work only after 11 hours of rest unless he has

specifically requested to do so. Should an employee nevertheless attend before

he has reached the rest period, he does not earn the right to take time off.

2.4.5.2 **Continuous rest interrupted by a call - Exemption right based on

longest break.**

If rest is interrupted once or more times within a 24-hour period,

at the planned/routine start of the employee's workday, it shall be added

which is needed to achieve 11 hours of rest, based on the longest break within

work shift, with the right to take time off, 1 1/2 hours (daytime work) for each

one hour left

11 hours of rest.

2.4.5.3 Working more than 16 hours.

If an employee has worked a total of more than 16 hours in one 24-hour period,

i.e. every 24 hours, based on the planned/routine start of the working day

employee, without achieving 8 hours of continuous rest, the employee shall

without exception receive 11 hours of uninterrupted rest after work, without

deductions from the wages he would otherwise have received. Right to exemption,

1.5 hours (daytime work) accrues for each hour worked in excess of

16 hours.

2.4.5.4 Increased time off entitlement due to continuous work exceeding 24 hours.

In the special exceptional cases where an employee works continuously

full

24 hours, the right to take time off shall increase so that each full hour in excess of

24 provides a right of exemption that is 1.8% longer than the right of exemption that follows

a moment before gave.

2.4.5.5 Work before the Sabbath

If an employee, according to the decision of the supervisor, works a long time before the Sabbath

that 11 hours of rest are not achieved based on the usual start of the working day or

shifts (see explanatory box in Article 2.4.2), the employee must attend

corresponding later at the beginning of the next regular working day, without deductions

on the wages he would otherwise have received, or would otherwise accrue

right to take time off, 1½ hours during daytime work for every hour of rest

is cut.

2.4.5.6 Information about time off entitlement on pay slip

Accumulated time off entitlement shall be stated on the pay slip and shall

provided for half or full days.

2.4.5.7 Exemption

The right to take time off shall be granted in consultation with the employee, provided that it is cumulative

The right to take time off is at least four hours and time off shall not be granted for shorter periods

cycles than that. Efforts should be made to grant leave as soon as possible or

on a regular basis to prevent vacation from accumulating.

2.4.5.8 Payment of part of the exemption right

It is permissible to pay out 1/2 hour (during daytime work) of every 1 1/2 hours worked

An employee has earned the right to take time off, if he so wishes.

2.4.5.9 Settlement upon retirement

Upon termination of employment, untaken leave entitlement shall be settled in the same manner as

leave. The right to exemption does not expire.

2.4.6

**Top managers and others who control their own working hours

themselves**

These parties cannot, by their nature, earn the right to take leave,

cf. also the scope of the occupational safety and health provisions on them in the directive

of the European Union No. 93/104/EC, point 1, point a, Article 17 and paragraph 4.

Article 1 of the aforementioned agreement between the social partners dated 23.01.1997.

2.5.1

On-call duty means that an employee is not on duty but

ready to handle calls. It is not considered on-call if an employee

remains at the workplace at the request of the supervisor. For payment for on-call duty, see

Article 1.5.2.

2.5.2

An employee is entitled to time off in lieu of payment of a surcharge for on-call duty. 20

minutes off equals 33.33% shift load, 27 minutes off equals 45%

shift load,

72 minutes of leave is equivalent to 120% shift load and 99 minutes of leave is equivalent to

165% shift load.

2.5.3

Standby pay is cancelled for the time that overtime is paid

paid.

2.5.4

For regular on-call duty, a maximum of 80 hours of leave shall be granted.

for 1200 hours on call. This leave shall be granted proportionally based on

work rate 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 shall be made to

to take standby leave in parallel with accrued leave and as soon as possible.

2.5.5

Hours worked on back shifts shall not be deducted when

standby hours per year are counted, cf. Article 2.5.4.

2.5.6

A permit pursuant to Article 2.5.4 may be granted at any time of the year, but is not permitted

to transfer it between years.

It is permissible to negotiate with an employee about payment in lieu of holidays in accordance with

Article 2.5.4. This payment is based on hourly wages for daytime work according to

Article 1.3.1.

2.5.7

It is permitted by agreement between the employees and administrators of an institution

and with the written consent of the contracting parties to negotiate another arrangement

payment for standby shifts than described above. For example, it is permitted to negotiate

for a certain number of hours for on-call duty regardless of

If other standby payments than those referred to in Art.

1.5.2

shall, taking into account the frequency and duration of calls to

a specific reference period, agree that standby payments will not be

down in calls, partially or completely.

2.6.1

Those who work regular shifts shall receive a bonus for the hours worked

work during a time that falls outside the normal daytime working period according to Art.

2.2.1.

*If an employee's scheduled working hours are normally 20% or more outside of

during the daytime hours, he is considered a shift worker.*

2.6.2

Where work is carried out on regular shifts, a draft must be submitted

a shift schedule, showing the expected working hours of each employee, six weeks

before it takes effect. The final roster shall be submitted one month before

the first shift according to the schedule begins, unless an agreement has been reached with the employee

shorter deadline.

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 than 24 hours' notice

hours, the employee in question shall be paid a change fee of 2%

of the monthly salary in each salary group and step. If the reservation is 24--168

hours (one week) a change fee of 1.3% of the

monthly salary in each salary group and step. This only refers to

a change in a scheduled shift but 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 be paid

a change fee of 1.3% of the monthly salary in each salary group and

step and proportionally for longer or shorter shifts.*

2.6.3

When drawing up a shift schedule, care must be taken to ensure that holiday work is divided

which equates to employees.

2.6.4

As a rule, shifts shall be between 4 and 10 hours. It is permitted,

cf. art. 2.1.2, to negotiate a different duration of shifts. If it is assumed

that an employee takes shifts that are shorter than 8 hours, it must be stipulated

This is specifically stated in the employment contract. Staff in 80%

Workload or higher has priority for 8-hour shifts.

2.6.5

Where there is a need for social time during shift changes, this should be included

him into the regular working hours.

2.6.6

Shift work shall be organised in such a way that employees are normally given

two consecutive days off a week.

2.6.7

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 except Christmas Eve and New Year's Day

which shall be 3.6 hours per day based on full-time work.

As a rule, a reduction in work hours should be taken out for special holidays

within the period of the shift record. If an employee wishes to accumulate

work assignments due to special holidays and major public holidays, he shall

notify their supervisor before submitting their shift record when

processing occurs. The supervisor is obliged to comply with the employee's wishes

as it may be relevant due to the activities of an institution. In those cases where

as work shifts due to special holidays and major celebrations are moved to

This should be monitored between months and staff should be informed regularly.

Work that falls on special holidays and major public holidays shall also be

wages with a surcharge according to Article 1.5.1.

Regular shifts refer to shifts that are scheduled every day

including special holidays and major celebrations. In those cases where

that an institution is closed on a special holiday or major public holiday

employee who is on duty that day according to the planned shift schedule is off as

the shift is equivalent to a reduction in work obligations and taking into account

long shifts.

2.6.8

Weight of shift workers' mandatory working hours

Working hours of shift workers outside of daytime working hours according to the planned schedule

shift schedule and working hours have different weights in the calculation

Work hours paid at 33.33% and 55%

shift load according to Art. 1.5.1 have a weight of 1.05 so that for every 60

minutes are calculated as 63 minutes. Working hours paid at 65% and

75% shift load according to Art. 1.5.1 have a weight of 1.2 so that for every 60

minutes shall be calculated as 72 minutes. Notwithstanding the above, work hours shall be

A full-time employee's working hours should never fall below 32 hours per week

equal (on average per pay period) and proportionally based on

working hours and work rate.

Mandatory working hours paid at 120% shift premium according to Art. 1.5.1

have a weight of 1.05 in the period 08:00-24:00 and a weight of 1.2 in the period

00:00-08:00. Mandatory working hours paid at 165% shift surcharge

have a weight of 1.20.

2.6.9

Watch motivation

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 period

outside the daytime working hours (at 33.33%, 55%, 65% and 75% load) are 126

Duty hours. Shifts are classified into four types; day shifts,

evening shifts (33.33% load), weekday night shifts (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 of shifts,

14 times or more on average during a settlement period in order to enjoy

watchdog.

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 negotiating

on changes in employment rates of 40% or more for an increase

or reduction.

{width="3.0444444444444443in"

height="1.270138888888889in"}The shift incentive ratio is based on

the following table:

*The shift incentive is calculated based on the last three reporting 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.*

2.6.10

Employees who work regular shift work shall be exempted

night shifts if they wish once they have reached the age of 55.

3.1.1

Employees are permitted to consume food and drink while working

when necessary for the work and such breaks are part of

active working hours.

3.1.2

It is permitted by agreement between the management of an institution and a simple

majority of the employees concerned to determine the daily breaks that

are under the control of employees. Their determined duration extends daily attendance

employees, as such breaks are not considered active working hours.

In those institutions where breaks are determined by such an agreement and worked

is on break at the request of the supervisor, it 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.

3.2.1

Employees who work at a permanent workplace must have access

to the dining room as far as possible. A dining room is considered to be the place in

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 pay

the material cost of the food, but other operating costs are paid by the person concerned

institution.

3.2.2

In workplaces where there is no canteen, 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 to the canteen

workplace so that employees can transport the food to

free of charge.

3.2.3

If the institution purchases food from a party other than those specified in Article 3.2.2,

employees shall pay for comparable food an amount corresponding to

The average price employees pay in the Cabinet cafeteria.

The average price of food is 671 kr. as of 1 Nov. 2015. The amount of the average price

is published on the website of the Icelandic Financial Administration (www.fjs.is) under the heading salaries and

salary scales.

3.2.4

An employee who does not have access to a cafeteria but should have it

according to Article 3.2.1 or is on duty when the workplace canteen is not open,

shall be compensated with subsistence allowance amounting to 639 kr., provided that it is daily

employee's work obligation is 6 hours or longer.

3.2.5

The amount of child support changes every three months in accordance with

food item of the consumer price index (01 Food and beverages) with an index

May 2024 as the base index (236.6 points based on sub-indices

from 2008).

3.2.6

Where there is a canteen at the workplace, an employee representative shall be

buy food there, nominate 2 trustees from their group to

monitor the cafeteria's operations and access its accounts.

3.3.1

Employees who are required to eat with their clients

and assist them with the meal, they shall be exempt from paying for it

meals, provided they are not rewarded for it in any other way, such as

reduced working hours or pay. In such cases, the employee shall have

comparable facilities and the same food as clients.

See the collective agreement for more information.

See the collective agreement for more information.

4.1.1

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

proportional based on the employee's work rate and length of service.

4.2.1

An employee shall receive 13.04% vacation pay for overtime and bonus payments

according to this agreement.

4.2.2

Holiday pay during the contract period will be as follows:

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 in line, receive a special lump sum payment, holiday bonus, which is based on

for full-time work during the previous vacation year. Payment shall be made pro rata based on

regarding work rate and working hours.

If an employee has retired during the vacation year due to age or

at least 3 months/13 weeks of continuous work during the vacation year, he shall receive

paid holiday pay proportionally to time worked and

The same applies if the employee was absent due to

illness after the institution's payment obligation ends or due to

Maternity leave. The holiday allowance 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.

4.3.1

The vacation year is from May 1 to April 30.

4.3.2

If there are changes in the work ratio during the vacation year, it must be taken into account

This will be taken into account in the salary calculation when taking the leave.

4.4.1

The summer vacation period is from May 1 to September 15.

4.4.2

An employee is entitled to 20 days of leave, of which 15 days are consecutive

during the summer vacation period and up to full vacation at the same time, so

We are here because of the work of an institution.

4.5.1

The supervisor decides, in consultation with the employee, when leave should be taken

granted. The supervisor is obliged to comply with the employees' requests regarding when leave

shall be granted as long as it is necessary due to the activities of the institution. Decision

regarding summer vacation shall be made available as soon as possible and no later than

• March and notified to the employee in a verifiable manner, such as in

an institution's time recording system, unless special circumstances prevent it.

4.5.2

If vacation or part of vacation is taken outside the summer vacation period,

At the written request of the superior, that part of the leave shall be extended by 25%.

4.6.1

Transferring vacation between years is not permitted, cf. however, article 4.6.2 and

4.6.3.

4.6.2

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 that

the employee has not completed taking leave during the leave year. The same applies to

employee on maternity leave. In such cases, accrued leave may however

never more than 60 days.

Information on the status of accrued and untaken leave must be

accessible to employees in the organization's time registration system.

4.6.3

If an employee falls ill while on vacation, the time spent sick is considered

not for vacation, 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, unused leave may be carried over to the following year.

4.6.4

If an employee leaves another job without having enjoyed the benefits earned there

leave, then he is entitled to unpaid leave until 30 days of leave are

grace.

4.6.5

If an employee who had accrued leave on May 1, 2020, has all

that 60 days, not used those days before April 30, 2023, those days will expire

down what remains.

4.7.1

The deceased employee's accrued vacation entitlement shall be paid to the estate.

4.8.1

The employer pays a special fee to Efling's holiday fund -

This fee shall amount to 0.5% of the total salary of members in

government services. The fee shall be paid monthly in arrears according to.

the employer's calculation.

See the collective agreement for more information.

5.1.1

Expenses for domestic travel arranged by the employer shall be

be paid upon invoice, provided that sufficient original documents are attached. The same applies

if part of the working day is worked so far from the fixed workplace that

An employee must purchase food outside of their home or permanent workplace.

5.1.2

Employees shall receive advance payment of estimated travel expenses.

5.1.3

The settlement of travel expenses, including transportation costs, depends on

the same rules as for settling overtime.

5.2.1

Accommodation and food expenses shall be paid with daily allowances, if applicable

agreement or inability to submit invoices.

5.2.2

Daily allowances for domestic travel shall be determined by a committee in accordance with.

Article 5.7.

5.2.3

If staying in accommodation owned or operated by an institution, no fee is payable

daily allowance for accommodation unless otherwise agreed each time.

5.2.4

There is an agreement between the parties that the travel expenses committee's daily allowance

for food costs should be divided into 8 units for all meals of the day

like this:

• river bite 1 unit. 1,400 kr.

• morning coffee 1 unit. 1,400 kr.

• lunch 2 alone. ISK 2,800.

• afternoon coffee 1 unit. 1,400 kr.

• dinner 2 alone. ISK 2,800.

• evening coffee 1 unit. 1,400 kr.

The above amounts are valid from November 1, 2015

Per diem allowance according to Article 5.2.4 is an agreed reimbursement of expenses incurred

costs. As a result, in workplaces where coffee breaks have been

canceled to shorten daily working hours, they come coffee breaks

not for counting per diem units.

5.3.1

The institution and the employee shall decide in advance which method

payment of travel expenses shall be made on a case-by-case basis. In each individual case

A trip can only have one payment method, i.e. payment according to.

submitted invoices or payment of daily allowances.

5.4.1

An employee shall report to work at a permanent place of employment on his/her own

ways and in their time.

5.4.2

The following deviations from Article 5.4.1 are made:

5.4.2.1 The employee shall be provided with travel or paid for

travel expenses to and from work if all of the following conditions are met

fulfilled:

- That an employee begins or ends work during the hours that buses

> don't work.

- That the employee's home is further than 1.5 km (as the crow flies) from the workplace.

- That the workplace is within the bus route system. With a route system,

> refers to organized trips where at least

> at least one trip per hour within each defined

> urban core in the relevant case.

- That the distance from the waiting area to the workplace is no more than 1.5 km.

The employee is not provided with travel or paid travel expenses

for distances longer than 15 km (as the crow flies) from the workplace.

5.4.2.2 If the provisions of Article 5.4.2.1 do not apply, but the workplace is within

urban areas, the employee shall be provided with travel to and from the workplace within

15 km away (as the crow flies), but outside 1.5 km (as the crow flies), when

an employee has or completes work in the period from 00:00 to 12:00.

07:00 weekdays and from 00:00 to 12:00 on public or

special holidays according to Art. 2.1.4.2 and 2.1.4.3.

5.4.2.3 Those institutions located at least 1.5 km outside the outer limits

the nearest urban area shall, in an institutional agreement pursuant to Chapter 11, negotiate

payment of travel expenses for employees who do not live locally.

5.4.2.4 It is permitted in the institutional agreement according to Chapter 11 to negotiate further on

how the provisions of this chapter shall be implemented in individual cases, as well as

in the event of special circumstances, for example, a stay in the wilderness, at sea or

long stays on trips.

5.5.1

When an employee goes abroad at the employer's initiative and on the

his payments for such disadvantage shall be as follows:

If the flight departs on a weekday before 10:00 and/or returns after

at 3:00 p.m., the employee shall receive payment equal to three hours of overtime

33.33% surcharge according to Art. 1.5.1 for each case.

On public and special holidays, the corresponding payment shall be six

peak hours at 55% load according to Art. 1.5.1, regardless of the time of day

the flight is.

It is permissible to negotiate time off in lieu of payment for travel time, so that

33.33% load equals 20 minutes of rest, 55% load equals 33 minutes

holiday.

5.6.1

Travel expenses for trips abroad other than airfares are paid

with a daily allowance to be determined by a committee pursuant to Article 5.7.

5.6.2

The entire daily allowance for travel abroad must be paid

normal travel expenses, other than airfare, such as travel expenses

to and from airports, food, accommodation, minor expenses and any

personal expenses.

5.7.1

Per diems for courses, training and supervisory work shall

determined by a committee pursuant to Article 5.7.

5.8.1

Amounts of daily allowance for accommodation and food expenses, as well as

compensation for the use of employees' private vehicles according to an agreement

these, are the same as those determined by the State Travel Expenses Committee.

6.1.1

All employees shall enjoy rights according to Act No. 46/1980 on

facilities, hygiene and safety in the workplace, provided that their work falls

not under other laws.

6.2.1

The workplace shall be arranged in such a way that the utmost care is taken

safety and good working conditions and hygiene, cf. Chapter VI of Act No.

46/1980.

6.2.2

It is expected that staff can perform routine

their work within a traditional working day. It is important that institutions

establish a presence policy that, among other things, tightens the boundaries between work and

In cases where employees need to perform work outside of work hours,

standard working hours, this must be stated in the job description and terms of employment

Otherwise, payment shall be made separately for the work contribution

which a supervisor requires of an employee outside of normal working hours.

6.3.1

The most common medications and medical supplies must be available at the workplace

for use in first aid in the event of an accident. Medicines and medical supplies shall

be in the custody and responsibility of the foreman and shop stewards.

6.4.1

Workplaces must have tools and

safety equipment that the Icelandic Occupational Safety and Health Administration considers necessary.

6.4.2

Security guards, security representatives and security committees shall be appointed in

in accordance with Chapter II of Act No. 46/1980.

6.5.1

Care should be taken to ensure that an employee is alone when working where

The risk of accidents is high.

This matter shall be negotiated where applicable.

6.6.1

In the event of an accident or poisoning at the workplace, the representative must

the relevant institution reports it to the police or the Emergency Line and

The Icelandic Occupational Safety and Health Administration by telephone or by other means as soon as possible

may be and no later than within 24 hours.

6.6.2

In other respects, regulations no. 920/2006 on the organization and

implementation of occupational health and safety measures in workplaces.

6.6.3

The employer must also notify the Icelandic Social Security Administration,

accident insurance department, for accidents that occur at work or directly on the way to

or from work, on special forms available there. While an employee

receives accident pay from the employer due to incapacity for work, receives

The employer paid accident allowance from the accident insurance department.

6.7.1

In workplaces where there is a particular risk of harm to the health of employees

the relevant union may request a special medical examination of

If a specially trained official physician of the Icelandic Occupational Safety and Health Administration considers

If such an inspection is necessary, it shall be carried out as soon as possible.

7.1.1

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 an employee suffers an accident in

work or outside of work. The terms and conditions of these insurances apply in special

Rules, No. 30/1990 and No. 31/1990, issued by the Minister of Finance.

7.1.2

Death benefit is:

• 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 of age and older:

due to an accident outside work 1,037,600 kr.

due to an accident at work 1,037,600 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 3,178,300 kr.

due to an accident at work 7,597,600 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 which has lasted at least 2 consecutive years before death

his/her, benefits to the spouse or cohabiting partner shall be:

due to an accident outside work 4,347,900 kr.

due to an accident at work 12,398,800 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 1,037,600 kr.

due to an accident at work 2,479,500 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.

7.1.3

The insurance amounts for permanent disability are:

due to an accident outside work 8,357,900 kr.

due to an accident at work 22,050,600 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.

7.1.4

The above insurance amounts are based on the consumer price index

in April 2019, 467.0 points. Indexation of benefits is limited to 3 years from

day of the accident.

7.1.5

Should the Treasury or the employer be liable for damages to

insured, accident compensation according to this accident insurance shall be paid in full

for deduction of damages that he may be required to pay.

7.1.6

An employee who, in the course of their work, cares for an individual who

can be held responsible for their actions to a limited extent or even not at all,

the right to direct their claim for compensation for bodily injury or property damage to

The general rules apply when assessing and settling the claim

tort law.

7.1.7

This chapter on accident insurance, as amended, shall apply from

date of signature.

7.2.1

The luggage of employees travelling on behalf of their employer shall

insured according to the rules on baggage insurance no. 281/1988.

7.3.1

If an employee verifiably suffers damage to common essentials

clothing and work items, such as watches, glasses, etc., should be

compensated according to the assessment. If no agreement is reached, the damage shall be assessed by one

representatives from each party.

Such damages will only be compensated if they occur due to an accident at work.

Such damages shall not be compensated if they are demonstrably caused by negligence or

carelessness of an employee.

8.1.1

Employees are not required to provide tools unless

is specifically agreed upon.

8.2.1

Where uniforms or special protective clothing are required,

necessary, e.g. work gowns, employees shall be provided with such

clothing, free of charge. The same applies to protective clothing for

dirty work and work that results in unusual wear and tear.

8.2.2

Employees shall be provided with free of charge

protective equipment required by safety regulations (such as safety shoes,

earmuffs, gas masks and safety helmets), as employees are required to

use it.

Protective clothing is discussed in Appendix 1 of the parties' collective agreement

signed on June 11, 2004.

8.2.3

Cleaning of clothing according to Articles 8.2.1 and 8.2.2 shall be provided

employee free of charge twice a year. Major repairs and

Damage to such clothing shall be compensated by the employer. Employees

must handle work clothes and protective clothing carefully and conscientiously.

8.2.4

If an employee resigns, he must submit the last

the uniform he received.

8.2.5

These matters shall be discussed in more detail with Eflinga, such as which

The limit should take into account particularly heavy dirt during work,

see Appendix 1.

See the collective agreement for more information.

9.1.1

The parties agree that it is not generally necessary to hide

employee specifically to perform the duties of a supervisor except in the absence

the supervisor's absence lasts longer than 7 consecutive working days.

9.2.1

If the employee's main job is paid as a substitute for a supervisor,

An employee is paid according to the category of the superior, if he performs the superior's job

for more than 4 consecutive weeks or he has held the position of superior for longer

but 6 weeks each

12 months. Salary according to the category of the manager is only paid from the end

mentioned

4 or 6 weeks.

9.3.1

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.

10.1.1

An employee who attends an educational or training course as authorized

institution, or in accordance with a continuing education/professional development plan

of the relevant institution, shall retain their regular salary during this period and receive

paid costs according to the provisions of Chapter 5.

10.1.2

An employee who, with the approval of the board and/or director

the relevant institution is pursuing an approved course of study related to their job or

attends an approved continuing education or continuing education course, maintains a regular

salary with full shift work during the duration of such training, up to three

months for every three years of employment. The salary rate during study leave is as follows:

closest to the average wage for the time the right was earned.

It is permissible to grant a shorter or longer study permit for a shorter or longer period

year interval.

10.2.1

An employee shall be entitled to unpaid leave if offered

opportunity and/or funding to work on a specific project, including related

Such permission shall be granted in consultation with the head of the institution.

10.3.1

The employer pays a monthly contribution of 0.82% of

total salaries of Efling members into a special fund, Development and

lifelong learning fund.

11.1.1

An institutional agreement is part of a collective agreement and includes, among other things:

intended to promote a more efficient wage system that takes into account the needs and

projects of an institution and its employees. It is a special agreement

between an institution and a union on the adjustment of certain aspects

the collective agreement to the needs of the institution and employees, taking into account the nature

activities, organization and/or other things that give an organization a unique status.

Cooperation committees or committees according to Article 11.4.1 are responsible for the preparation and

changes to institutional agreements.

11.2.1

The parties to the collective agreement agree that their objective, by

hand over the implementation to the institution and its union/employees

certain aspects of the collective agreement, is to strengthen the activities of the person concerned

institution in the long term, thus creating the conditions for

better working conditions for employees.

Also, to bring decisions about salary setting closer to the workplace

which can respond more quickly to changes that occur in

the work and organization of institutions.

11.2.2

The aim of the institutional agreement is to strengthen cooperation between employees and

managers in the workplace to improve the quality of public services. Also

to give employees the opportunity to develop and improve at work and there

by increasing the possibility of improved conditions.

The collaboration is intended to improve the organization's operational structure, improve utilization

working capital and create a basis for further increased efficiency and

a more efficient payroll system.

11.3.1

The institutional agreement shall stipulate the basic hierarchy of jobs and which aspects

and/or criteria shall determine their ranking. When deciding on the ranking of jobs

in salary groups, the tasks and responsibilities that are primarily assessed

the job also includes the skills (skill level/specialization) required

to be able to do the job.

Job descriptions are one of the criteria for classifying jobs into salary groups and

they should be reviewed in line with job developments, for example in connection with

employee interviews.

Factors that come into consideration when assessing job placement include, for example:

• An organization chart or other formal work structure.
• Scope of projects/activities (could be measured in human or financial resources)

or "weight" of tasks).

11.3.2

It is permissible to negotiate personal factors that make employees more qualified

or else to perform the relevant work.

The factors that come into consideration are, for example:

• Increased experience of the employee, for example work experience in various

organization or in similar positions.

• Increased employee skills, e.g. formal education, or initiative

employee to acquire lifelong learning and knowledge that will be useful

comes into play, for example through job-related courses. In particular,

evaluate formal studies completed with a recognized degree.

• Independence in working methods, initiative or good performance at work.

11.3.3

It is also permitted to negotiate temporary elements:

• Employee performance, for example, could be related to success or

performance appraisal.

• Increased temporary tasks, scope, or responsibilities.

11.3.4

When there is a common position on these factors, among others,

thus deciding which factors should determine the ranking of employees

of this organization. The employee is thus entitled to receive his/her ranking

reassessed, if he considers himself to meet the aforementioned criteria and the institution is

obliged to re-rank it if it is correct. If an institution rejects the re-evaluation,

the employee can refer it to the collaboration committee, which will take

the final decision on whether or not an employee's ranking should be changed.

11.4.1

Each party, organization or representative is authorized to

union to request a review of the institutional agreement will be

significant changes in its assumptions. Not less than every other

year, it shall be assessed whether the job classification criteria have changed so that

there is reason to make changes to the institutional agreement.

In those institutions that do not implement the collective agreement and have

therefore not have its own collaboration committee, a special committee shall be appointed

is up to 3 representatives from each party, i.e. union/employees

and an institution, enter into an agreement, on a change in an institutional aspect, which is subject to

confirmation of the collaboration committee.

An example of changes in assumptions is the change in job classification in

central collective agreement and changes to job classification criteria at

establishment and/or changes in the role or activities of an institution.

11.4.2

If there is a dispute as to whether there is reason for a change, it shall be

referred to the contracting parties, i.e. the Wage Committee of the Federation of Icelandic Trade Unions (SFV) and Efling.

11.5.1

At the SFV institutions that implement collective agreements in

mandated by the Minister of Finance, independent collaboration committees shall be established, which

are composed of up to 3 representatives from each party, i.e.

union/employees and organization and 3 as a reserve. As a general rule,

A shop steward at the workplace will be in charge of the committee on behalf of Efling.

The director appoints a representative of the institution.

The role of the cooperation committee, among other things, is to discuss the criteria

job classification, ranking individual jobs in salary groups and establishing agreements in

disputes that may arise from this Agreement. The Committee shall also

discuss the classification of jobs according to Article 25 of Act No. 94/1986, on collective agreements

public employees.

In special cases where an employee does not fit the general

definitions that apply to a specific job in the relevant salary group are

authorized, by agreement in the collaboration committee, to place him in a higher

salary group.

11.5.2

In those institutions that do not implement collective agreements

the contracting parties shall, in the same manner, appoint up to 3 representatives to

collaboration committee and

3 in reserve. The State Finance Administration is responsible, according to delegation, for part

Minister of Finance for those institutions that do not implement

collective agreements.

11.6.1

Either party may refer disputes to the committee

and called her to work. The matter shall be addressed to the other party with

in writing. The other party shall attend the collaboration committee meeting as soon as possible

as soon as possible, but no later than four weeks after the report

The Cooperation Committee shall respond to communications within 5 weeks of their receipt

were first formally presented at a meeting of the committee. If

The collaboration committee agrees on changes to the ranking or other matters related to it

has been referred, that change shall apply from the beginning of the following month

after the matter was first formally presented to the committee, unless otherwise stated

specifically decided.

11.6.2

If no agreement is reached in the committee within three months of

the case is brought before it, each party may

requested that the collaboration committee include a representative from

from the ministry of the relevant institution and, on the other hand, a representative nominated by

the relevant company.

12.1.1

If an employee becomes unable to work due to illness or accident,

he immediately reports it to his superior who decides whether a medical certificate

should be required and whether it should be from the confidential physician of the person concerned

An employee may be required to provide a medical certificate for incapacity for work

whenever the director/supervisor of the institution deems it necessary.

12.1.2

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.

12.1.3

If an employee is unable to work due to illness or accident for a long period of time

time, he shall renew his medical certificate after further decision

director/supervisor, but not less frequently than monthly. From this it can be

however, an exemption may be granted upon the recommendation of a medical officer if he considers it appropriate to

there will be a longer sick leave.

12.1.4

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 deem it necessary to cut it out

whether absences are legitimate, given that the cost of an appointment with a doctor and

necessary medical examinations paid for by the employer.

12.1.5

The employee shall be reimbursed for the fee for medical certificates that

is required according to Art. 12.1.1-12.1.4. The same applies to an interview with a doctor due to

obtaining a certificate.

12.1.6

The employer pays the employee the expenses that the employee incurs

has suffered a workplace accident and accident insurance

social security benefits do not apply according to Article 32 of Act No. 100/2007 on

social security.

12.2.1

An employee who is hired for a monthly salary according to Art.

1.1.1

in a collective agreement for at least 2 months, wages shall be maintained according to Art.

12.2.6

- 12.2.7 as long as his sick days, counted in

calendar days, there will be no more than the following in any 12 months:

[Working hours Number of days]{.underline}

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 due to

accident at work or occupational disease. This salary does not include any payments

according to Art. 12.2.6-12.2.7.

[Working hours Number of days]{.underline}

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 continues to receive payments until he/she

is considered fit for work or he exhausts his right to wages, whichever comes first.

12.2.2

An employee who is employed on a part-time basis, cf. however, Art. 12.2.3, or is

employed for less than 2 months, salary shall be retained according to Art. 12.2.6 - 12.2.7

as long as his sick days, counted in calendar days, do not become

more on each

12 months but here it is:

[Working hours Number of days]{.underline}

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 an occupational disease. We

This salary does not include payments according to Art. 12.2.6-12.2.7.

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 continues to receive payments until he/she

is considered fit for work or he exhausts his right to wages, whichever comes first.

12.2.3

The right of pensioners in part-time work, or other types of work, to

wages due to incapacity for work due to illness or accident shall be 1 month

on each

12 months. Sick pay shall be based on the average daily wage

the last 3 months before illness.

However, wages are not paid for longer than the duration of the employment.

12.2.4

An employee who performs his/her work duties irregularly or with

other 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 equal to his weekly work obligation and proportionally

in the case of shorter or longer absence due to incapacity for work.

12.2.5

When assessing an employee's entitlement to benefits according to Art. 12.2.1, in addition to

length of service with the relevant employer also counts as length of service

at state institutions, municipalities and non-profit organizations that

are mostly funded by public funds.

However, during the first 3 months of continuous employment, previous seniority shall be

under this article shall not be assessed unless the employee in question has

continuous employment with the above-mentioned employers for 12 months

or more.

12.2.6

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.

Article 1.1.1 of the collective agreement, fixed payments such as for overtime,

shift incentives, shift, guard duty and nuisance pay and payments for gaps

during working hours, as this is a pre-determined working time according to

regular shifts or regular work of an employee who has been

for 12 calendar months or more or is intended to last at least that long.

12.2.7

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 the wages

will be paid according to Art. 12.2.6, will be paid the average of their overtime hours

and amendment fees according to Art. 2.6.2 that he received in the last 12

monthly overtime settlement period or the last 12 full

calendar month. When calculating overtime hours according to this article

shall not include the overtime hours that have been paid pursuant to.

Article 12.2.6.

12.2.8

If an employee is absent due to vacation during a reference period

according to Art. 12.2.7, he shall be considered to have the same average overtime

the vacation days and the rest of the period.

12.2.9

If an employee becomes incapacitated due to an accident at work or

normal way to or from work, wages are paid according to Art. 12.2.7 from

the beginning of the absences.

12.2.10

If an employee, on medical advice and with the permission of the manager, works

reduced work due to accident or illness, sick pay shall be paid

for daytime work at the rate required for him to work full-time

work.

12.3.1

An employee who has been unable to work due to illness or accident

continuously in

1 month or more, may not resume work unless a doctor certifies that

his health permit. A certificate from the person concerned's medical officer may be required

institution.

12.4.1

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 12.3.1 that he has received health benefits that can be expected

permanently, he may be dismissed from his job due to ill health.

12.4.2

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. 12.2.1, he may be released from

work due to ill health.

12.4.3

The above provisions regarding absence due to illness and accidents shall not 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

due to ill health. A certificate from the person concerned's doctor may be required

institution.

12.5.1

When an employee is dismissed from employment pursuant to Articles 12.4.1-12.4.3,

he shall retain his fixed salary according to Article 12.2.6 for 3 months.

12.5.2

The same applies to payment for a deceased employee if the deceased

was married, in a registered partnership, registered cohabitation or otherwise cohabiting

may be equated to marriage within the meaning of Article 49 of the Social Security Act No.

100/2007.

12.5.3

When an employee is granted relief pursuant to Articles 12.4.1-12.4.3 or he

dies, his salary shall be paid, as otherwise would have been done, until the end of

months of release or death before wages according to Art. 12.5.1 -12.5.2 arrive

This does not apply if salary payments have previously been completed, e.g.

because the right to sick pay according to Art. 12.2.1-12.2.10 was

emptied.

12.6.1

A record of employee sick days shall be maintained at each institution.

If an employee moves between jobs, their sick days shall be added together

both jobs as appropriate.

12.7.1

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.

12.8.1

A parent/guardian has the right to be off work for a total of 12

working days (86.4 mandatory working hours based on full-time work) per

calendar year due to the illness of their children under the age of 13, provided that

other care is not available. During these absences, compensation shall be paid

employee daily wages and shift allowance according to the regular

This right does not affect the employee's rights under.

other articles.

12.9.1

The employer pays a monthly contribution to the support and

Efling's health fund, which amounts to 0.75% of an employee's total salary.

12.9.2. The employer's contribution to the Vocational Rehabilitation Fund shall amount to 0.13%

of the total salary of members.

*However, the contributions of employers and those who are self-employed shall

activities and pension funds to the vocational rehabilitation fund be 0.10% of

shall be subject to premiums for the years 2016 and 2017 in accordance with the provisions of Article 33.

Article 124/2015*

12.10.1

If a dispute arises regarding the interpretation of this section, an opinion shall be sought

a special consultative committee on sick leave rights and it shall be held

taken into account in the parties' cooperation committee.

13.1.1

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.

13.2.1

The accumulation and protection of rights during maternity leave is governed by Article 14.

fix

No. 95/2000, on maternity and parental leave.

13.2.2

An employee who has taken maternity leave is considered, according to.

the above-mentioned persons shall be released from work obligations during maternity leave

his/her position, cf. Article 29 of the aforementioned Act.

13.2.3

An employee on maternity leave is entitled to payment

summer vacation, personal and vacation allowances.

14.1.1

An employee, 16 years of age and older, shall pay 4% of total wages in

the pension fund of the relevant union.

14.1.2

The employer's matching contribution shall be 11.5%. This matching contribution is based on

the following assumptions: That there will be no changes to the pension system

public employees and if actuarial assumptions lead to

changes in the matching contribution to the State Employees' Pension Fund then

The counterpart contribution under this article changes in the same way.

14.2.1

In cases where an employee makes an additional contribution to

private pension fund, the employer pays a contribution in return for up to 2% in return for 2%

employee contribution.

15.1.1

When paying wages to an employee, he is entitled to receive a payslip

marked with their name. The employee's fixed salary shall be stated on the pay slip

the period covered by the payment, number of overtime hours, accrual

exemption rights and a breakdown of individual income and deduction items that result in

to the paid salary amount.

15.2.1

The employer undertakes to withhold social security contributions from wages

employee to the relevant member association and submit a monthly report on them

to the company. Membership fees shall be a percentage of the total salary

employee. Changes to the percentage of membership fees must be notified

employer in writing at least 4 weeks before their activity in

Changes are based on the end of the month.

15.3.1

The salary scale must be confirmed by the contracting parties.

16.1.1

Efling members shall have priority access to work in jobs

those covered by this agreement, provided that the company is always open to

admission for people who apply and meet general requirements

entry requirements according to the company's articles of association.

16.1.2

The representative of an institution shall always have free choice as to which

Efling members are hired.

16.2.1

16.2.2

Employees are permitted to elect one shop steward each

a workplace with 5 - 50 employees and two shop stewards where

employing 51-100, three employing 101-175, four employing 176-275

and five with 276 or more employees. After the election, the

the relevant union representatives. If an election is not held,

Trustees shall be appointed by the company.

16.2.3

Trustees shall not be elected or appointed for a term longer than

two years at a time.

16.3.1

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 the employees at the relevant workplace and/or the relevant

member association for their work as trustees and their salaries shall be

not be impaired because of that.

16.3.2

In relation to matters of dispute, shop stewards shall be permitted to review

data and work reports concerning the subject of the dispute.

In addition, a trustee may, on his own initiative, request information

regarding the salaries and working conditions of foreign employees, if he believes that this has not been complied with

to the provisions of the collective agreement. If a shop steward is not present,

A union employee requested the information on his behalf.

All information obtained on the basis of this shall be treated

articles as confidential.

16.3.3

Shop stewards at the workplace shall have access to a locked storage room and access to

telephone in consultation with superiors.

16.3.4

Shop stewards shall report employee complaints to their immediate superior or

another representative of the institution before contacting other parties.

16.4.1

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

begins one hour before the end of daytime working hours, as appropriate

The meetings shall be called in consultation with the relevant member association and

representatives of the organization with three days' notice unless

the topic of the meeting is very urgent and directly related to problems in

the workplace. One day's notice is sufficient. Employees' wages will be reduced

for this reason, the first hour of the meeting.

16.5.1

Trustees shall be permitted to attend assemblies, meetings, conferences and

courses run by the relevant union for up to one week once

per year without reduction in regular salary. The same applies to board members

The manager must be notified of such absences at least one week in advance

reservation.

16.6.1

The members elected to the negotiating committee or election committee

of the relevant trade union, shall be granted permission to carry out that task without

reductions in regular wages. Such reductions should be reported to the supervisor

absences with reasonable notice.

16.7.1

Trustees shall not in any way require the heads of an institution to

they file complaints on behalf of employees.

16.7.2

It is not permitted to dismiss shop stewards because of their work

as trustees or in any other way make them pay for

the relevant union has assigned them to perform shop steward duties

for themselves.

16.8.1

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 attend the courses,

shall retain regular wages for up to one week per year. In institutions

where more than 15 members work, the trustees must hold

regular salary for up to two weeks in the first year. This applies to

one shop steward per year at each institution, if members are employed

5-50, two trustees if there are more than 50 members, three if

members more than 100, four if members more than 175 and five if

members 276 or more. The courses must be accredited by

contracting parties.

If a shop steward course is organised so that the shop steward's absence

from work is no more than one day per week, union representatives maintain

regular salary for up to ten working days per year.

If a shop steward attends a full-day course, he will not be required to attend

work that day. In all cases, the head of the institution must be notified with

reasonable notice of absences due to courses.

17.1.1

Mutual notice period during the probationary period (which is three months unless

unless otherwise determined in the relevant employment contract) is one month.

17.1.2

The mutual notice period after the trial period is 3 months.

17.1.3

If an employee is dismissed after at least 10 years of continuous employment with the same

institution, the notice period is as follows:

• 4 months if the employee is 55 years old
• 5 months if he is 60 years old
• 6 months when he turns 63

However, an employee can terminate their employment with three months' notice

reservation.

17.2.1

**Temporary employment expires without notice upon termination

contract period**

The employment of an employee who is hired on a temporary basis expires at the end of the

contract period without notice. If either party wishes to terminate

The following provisions apply to the employment relationship.

17.2.2

Mutual notice period in regular employment during the first 3 months

The working period shall be one week based on a weekly rotation. The weekly rotation is based on

on Friday.

17.2.3

After three months of continuous employment, a mutual notice period shall apply

be one month.

17.3.1

Employees who are employed irregularly for a longer or shorter period of time

time, do not have a specific notice period in the first month but one week

from then on.

17.3.2

If an employee is dismissed for reasons attributable to

how he performs his job or his conduct in other respects, he shall

first warned in writing and given an opportunity to improve before

formal termination occurs, unless there is a serious violation. See

the reminder process in the box below.

The parties agree that the following process will be applied to reminders:

employees according to Art. 17.3.2 before termination occurs:

• Interview between manager and employee.

• Verbal reprimand/warning. Representative present.

• Written reprimand/warning. Shop steward present. Supervisor,

employee and shop steward confirm the warning with a signature

time.

17.4.1

Termination must be in writing and is effective at the end of the month unless

mutual notice period is less than 1 month. If so, the notice shall be

based on weekly changes.

See the collective agreement for more information.

See the collective agreement for more information.